Not many events are more disruptive to a company’s strategic progress than an  unexpected empty seat at the boardroom table. Projects come to a grinding standstill, decisions are postponed, people hold their breaths until ‘the new kid’ arrives. And that may take  while, because the search for a successor is a time consuming project. And one can only hope that the best successor happens to be available when she or he is needed.

Does the company offer development opportunities

On average, the best talents change employers once every seven years only. And when they make the switch, they usually choose their new employer with care: Do culture and values match their own, does the company offer development opportunities in line with their long term career ambitions, is there a context in which they can excel, et cetera. The chance that your vacancy comes along at a time and with a content that matches the top performer’s criteria is rather slim. Not much larger than mere coincidence, actually.

Messi and Ronaldo in one team

Progressive companies should structurally search for new talent to strengthen their position. They don’t necessarily hire them all immediately (who wants Messi and Ronaldo together in one team?). But they do identify them, talk to them and gain a place in their hearts and minds. After all, the success of your company may be defined in commercial or financial targets, but whether or not it achieves those is still a derivative of talent.

Anyway, we hope this was useful. Would you like to discuss proactive recruitment with us, don’t hesitate to call.

Wilfred Karreman