Recruiting Rockstars is a skill that can be learned. Applying intentionality and purpose to your recruiting marketing efforts, candidate pipeline, interviewing skills, and employee retention efforts, you can control the outcome and work alongside of top talent on a consistent basis.

Path creation refers to the path for an individual to be successful in a role. Often this is attached to performance meetings and year end reviews. The key is to make this a priority on its own to ensure the employee or partner feels a strong sense of direction and alignment with the organization on where they will receive their personal development.

When wanting to attract and retain top talent, majority starts with strong interview skills. This skill can be the underlying factor when making the best hiring decision. It is important that the candidate is measured on past behavior and not what they say they are going to do. Focus on the skill of completing a behavioral analysis when interviewing someone or creating a behavioral analysis when interviewing someone or creating the perfect recruiting process.

Identifying rockstars starts with planning. Being able to identify what competencies you are looking for is necessary to this process. Once you know your ideal competencies, you can then break down the role further and decide between “preferences” and “deal breakers” in regard to what you are looking for. Knowing all of this in advance helps you hone in on what you would consider a Rockstar for your organization.

Often, people struggle with sourcing candidates to hire, and it comes from not creating a large enough funnel. This skill breaks down what tactics to use and how to help someone work through this while keeping in mind their end ideal profile for hire goal. Understanding how the tactics work, the speed in which they must respond and how to move them to the next step is all part of finding candidates.

Think through 3 core areas of recruiting: finding candidates, effective onboarding, and retaining talent. This skill is about how to create the process. It’s about having a logical, repeatable process for your team to follow in pursuit of excellent results.

Most underestimate that you have to sell a candidate to come work for you. The best top talent has many options, and you have to sell them and show them why this is the best home. How do you go about doing this? What are the tools and resources you can use and show when in the process to help sell the candidate? When is the right timing to sell the candidate in the interview process? These are the constant answers needed when getting ready to sell a strong candidate into a role.

Recruiting is one of the most expensive things you’ll do as an organization. The time and cost associated with it need to be justified by the end result. Mastering this skill means that you are bringing on top talent and retaining them, allowing you to have an organization that recruits to scale versus replace.