The Balance of Power is Shifting: Are You Doing Enough to Stand Out in the Eyes of the Top Talent in Our Industry? (REPLAY)

The skilled American worker has the resourcefulness to create better opportunities for themselves, so they’re not going to tolerate being treated poorly, even if they’re employed by a mega industry player. 

 

What will it take for business owners to stand out to recruits at a time when the balance of power is rapidly shifting in favor of employees? What can we do to not only attract, but retain their interest, so they’re less likely to look elsewhere?

 

In this episode, we’re discussing how to become (and stay!) the top choice for top talent.

 

"If you come into negotiations from a power position, you’ll win every time." -Craig Picken

 

Three Things You’ll Learn In This Episode 

 

-The key to keeping our teams enthusiastic

It’s one thing to recruit talent, but how do we keep them interested and invested? 

 

-How to build high-performing teams on a budget

Realistically, top talent are not likely to accept below-market compensation, so what does that mean for companies with smaller budgets? Is there a way to onboard talent without forking out a ton of cash?

 

-One thing to be mindful of when recruiting

If we’re continually going outside our organizations to find talent, rather than developing skills internally, what message are we sending to our employees?

 

Learn More About Your Host:

 

Co-founder and Managing Partner for Northstar Group, Craig is focused on recruiting senior level leadership, sales and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well known aircraft OEM’s, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. 

 

Since 2009 Craig has personally concluded more than 150 executive searches in a variety of disciplines. As the only executive recruiter who has flown airplanes, sold airplanes AND run a business, Craig is uniquely positioned to build deep, lasting relationships with both executives and the boards and stakeholders they serve. This allows him to use a detailed, disciplined process that does more than pair the ideal candidate with the perfect opportunity, and hit the business goals of the companies he serves.