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The Goldilocks Principle: Part 4



Today I’ll go over part four of the Goldilocks principle: What’s in it for you?

Last time, we covered the three conditions a candidate can be in when you call them: too soon, too long, or just right. We went over how you can provide value to them, but what’s in it for you?

The most hated term throughout our entire industry is “career counseling.” If you’re wasting time doing that, how are you ever going to make a placement?

Let’s go back to the strategic decision. Any help that you give to an individual who you may place at any time is more than an investment in the future; it’s the most significant and highly leveraged part of the numbers side of our business.

You need to help a large enough number of people so that some of the ones who are exactly right for the positions you represent will actually make the move. You have to work through what those numbers are. If you look at the trajectory and consider that you might place a person in a few years, the same perspective works with anyone you speak to at any given moment. There has to be a significant portion of people that are “just right” to move that bond with you.

When you talk to someone who is “too soon to move,” let them know that they’re being a little jumpy and that moving won’t be the best thing for them. Ask them what they want to accomplish. What skills do they want to learn? What do they want to add to their resume? Check in with them in about six months. You will find them the exact right moment to move.

Each candidate can help you in turn also.

Not only are you providing an incredible value to them, you are also building your strategic talent farm. By building a loyal relationship with the “too soon” candidate, you will provide value to their hiring company while building your future business at the same time.

What about the “too long” candidate? What do they have to offer? Well, they have extraordinary knowledge about the company they are working for. They know its strengths, weaknesses, and all of the internal politics. These people are your coaches. They can tell you everything you need to know to determine whether this company is a source for talent or a prospect for your talent.

The “too long” candidate can make wise, leveraged introductions for you. You can figure out who the best people to work with are and how to best approach them. You do have to be realistic with the “too long” candidate. Keep in mind that some of them may be able to give you this type of relationship. However, you can give them a pleasant, meaningful conversation and a dose of realism. In return, they will draw you a map of the company itself.

Now, what’s in it for you when it comes to the “just right” candidate? You have real talent that you can take into the market!

Knowing that you always give value in every single encounter, you will build the best possible relationship upon which to complete a replacement rapidly.

Next time, I’ll go over part five of the Goldilocks principle. In the meantime, if you have any questions, just give me a call or send me an email. I would be happy to help you!

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