Tips and strategies for recruiters
What Recruiters Can Learn
From Election-Year Antics
Addressing a candidate’s family concerns can
help attract the best talent for your company
By Peter Weddle
We have officially entered the season of high-stakes polit- ical strategy and silliness.
Welcome to the 2012 elections. Despite
the verbal gaffes and awkward photo
opportunities, however, our presidential hopefuls and others vying for 2012
election victories provide an important
lesson for recruiters.
These candidates and their campaign
committee members carefully assess
their prognosis for success and potential
level of support when planning a run for
office. But oftentimes, the critical factor
is what it means for candidates’ families.
The same is true among the best talent
when they are considering an offer from
a prospective employer. Here’s a look
at some examples of this scenario—and
what recruiters can do to address these
he chose not to. He
said his family was
against the idea.
The candidacy of
Chris Christie is similar
but somewhat different.
He, too, was heavily
recruited by Republicans, and after months
of refusing to consider
it, he changed his mind.
His family told him they
would support a run. But, in the end, he
decided against it. Among the reasons he
cited was his concern about the impact it
would have on his family.
The experiences of these two politicians
reveal an important truism about talent.
People who are in demand have choices.
Politicians can choose to stay in one office or run for another; high-performing
workers can choose to stay with their
current employer or accept an offer from
The key to recruiting such individuals, therefore, is to understand the triggers for their decisions. We know the
best talent is especially concerned with
their probability of continued success
Politicians can choose to stay
in one office or run for another;
can choose to stay with their
current employer or accept
an offer from another.