Security Sales & Integration September 2021 - 74

EXECUTIVE DECISIONS
Business Fitness by Paul Boucherle
Attract, Hire &
Retain Talent (Part 1)
Start by
putting
yourself in
your talent's
shoes and look
back at what
they perceive
as a career
opportunity.
▶ THIS TOPIC has probably been the most often
discussed subject with our clients the past three
years, and for good reason. Add the reset of 2020
and talent retirement into the mix. Th is is top of
mind for most executives in the systems integration
world. Now add into the equation the new generations
of talent that will replace seasoned veterans,
rapid advances in technologies and new competitors'
business models. You have plenty of anxiety to
keep you up at night. So, is there a simple answer?
Unfortunately, there is not; however, there are
some fundamentals that can make a signifi cant
diff erence in developing a more eff ective talent
acquisition strategy. Th e key is developing a new
mindset, strategy and tactics that can give you
an edge. Regardless of which way the winds are
blowing, trimming your sails and reading the
wind and waves can help make your journey
smoother. Where to begin?
Start by putting yourself in your talent's shoes
and look back at what they perceive as a career
opportunity. It begins by asking yourself some
important questions.
1. If you were starting your career, would you
want to work for your company? In today's
market, you are not interviewing talent,
they are interviewing you, your company
and your team.
2. What you off ered in a traditional sense may
not align with their thinking and objectives
for work/life balance? Th is is not about
money; many make this mistake. It is about
their opportunities to contribute, feel valued
and most importantly to gain knowledge.
Paul Boucherle, Certifi ed
Protection Professional
(CPP) and Certifi ed Sherpa
Coach (CSC), is principal
of Canfi eld, Ohio-based
Matterhorn Consulting
(matterhornconsulting.
com) and an SSI Industry
Hall of Famer. He has more
than 30 years of diverse
security and safety industry
experience.
74
3. Does your company culture tell a story to
diff erentiate yourselves? In telling this story,
you must consider your audience and their
motivations. Do not tell your story from your
perspective, tell it from their perspective.
4. Have you learned from failed hiring opportunities?
If you want to improve your attractiveness,
make it a point to reinterview
candidates that you wanted but who did
not want you. Ask why they chose a diff erent
route and listen actively without being
defensive. Do not try and justify, just learn
Security Sales & Integration SEPTEMBER 2021
paul@matterhornconsulting.com
@swisssherpa
from what you hear. Do not accept the fi rst
answers. Dig deeper to fi nd the real reasons,
then adjust your strategy accordingly.
5. Does working with your recruiter go beyond
a job description? Choose your professional
recruiter wisely. Th is is your fi rst marketing
tool to recruiting the right talent. Take the
time to educate them and let them learn more
about your culture so they can select and " sell "
your opportunity. Too often I see clients simply
pass along the job description and benefi t
package ... NOT the real career path.
We often assume that younger generation talent
does not want to work hard and frankly they
may look at work diff erently than you do. Th e
reality of 2020 has proven without much doubt
that work can be done diff erently than defi ned
by our traditional mindset. Make no mistake,
the work still needs be done well to support
your brand and growth expectations. Th is new
talent can deliver stunning results when properly
understood, communicated with and coached.
Th at is on us to change. You must tell a more
compelling career story to be successful. While
bringing on new talent is important, retaining
existing quality talent is equally important. Have
you been poached? Why did it happen?
While often the convenient excuse is more money,
I believe the real answer is " you did not show
me how to make more money. " If you do not have
a well thought out technician career progression,
apparently your competitors do. Wake up. Th e saying,
" talent does not leave a company, they leave
their supervisor " is tried and true. Th is is an unnecessary
situation that delivers self-infl icted fi nancial
wounds. Th is scenario is often passed off as " they
are not a good fi t. " You may have an underdeveloped
manager. Th e good news, this can be fi xed
with the right training and setting clear expectations.
What would those expectations look like?
Th e prime directive of any manager is to lead
and develop the resources they are entrusted
with to deliver the maximum contribution toward
the organization's mission. Take a close
look at your company culture and values and see
if this thinking is baked into your secret sauce.
If that ingredient is missing, perhaps your career
entrees are not appealing or attracting the right
kind of talent to sit at your corporate table!
Next month I will provide some additional
strategies and tactics to help you recruit talent
more effi ciently.
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Security Sales & Integration September 2021

Table of Contents for the Digital Edition of Security Sales & Integration September 2021

Security Sales & Integration September 2021 - Bellyband Front
Security Sales & Integration September 2021 - Bellyband Back
Security Sales & Integration September 2021 - Cover Tip Front
Security Sales & Integration September 2021 - Cover Tip Back
Security Sales & Integration September 2021 - Cover 1
Security Sales & Integration September 2021 - Cover 2
Security Sales & Integration September 2021 - 1
Security Sales & Integration September 2021 - 2
Security Sales & Integration September 2021 - 3
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Security Sales & Integration September 2021 - Cover 3
Security Sales & Integration September 2021 - Cover 4
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