In the Era of Digital Recruiting, You Should Swipe Right on an Executive Recruiter

In the Era of Digital Recruiting, You Should Swipe Right on an Executive RecruiterI have a friend who loves playing matchmaker. The only trouble is shes not very good at it. Once she hears two people have one shared trait or experiencethey live in the same city, they cheer for the same sports kollektiv or maybe theyre just both singleshe thinks they will be a perfect match. They should meet shell insist as we all shake our heads. This is, of course, not how it works. One shared experience does not make the perfect match, but as an Executive Recruiter, I think about my well-meaning friend and her misguided pairings often.Recruiting, like matchmaking, is one of those jobs that probably looks easy from the outside. You build relationships with employers and candidates,and then faster than that Matchmaker song from Fiddler on the Roof can get stuck in your head, you just put those two parties together.And voila Instant success storyWhat recruiters and modern-day singles will tell you is that in the digital age, making the right connection at the right time takes effort, strategy and practice. And without these things, you can find yourself endlessly siftingor swipingthrough the wrong candidates.Cutting Through the NoiseUnfortunately, when it comes to dating, my advice is limited. But a surefire way to source a candidate for the open role in your company?Heres where I can help. My first piece of advice would be dont rely tooheavily on your digital toolsto attract talent. Whether its your companys website or the digital ads your placing, passive digital resources are just thatpassive and broad signals to candidates.But these signals tend to bring in anything and everything, including loads of unqualified candidates who might be more interested in getting their foot in the door than actually doing the work. Leaving you with piles of resumes to sift through in the hopes of finding a quality candidate.Its easy to be lured by tools for automating your hiring, and its imp ortant to have a digital presence, of course.But with an Executive Recruiter, youre gaining an active and strategic pipeline for talent. Executive Recruiters tap into their networks and do the legwork to hunt down a handful of qualified, interested candidates. Saving you the needle-in-a-haystack searching andthe administrative waste that goes with it.Insider KnowledgeMaybe youre ahead of the game when it comes to attracting talent and youve gone one step further, hiring a talent acquisition team for your company. In-house recruiters can be incredibly successful at placing some roles. But there are other rolesexecutive and leadership positionswhere you need to be able uncover a deeper knowledge of industry or skills.The right hire inapivotal rolecan increase profitability and growth,and an Executive Recruiters job is to identify the right person to fill those critical roles, in part, through industry knowledge.At Lucas Group, our Recruiting teams specialize in industries and skills s ets so that we can tap into both our rich network of relationships and our insider knowledge ofeverything from marketing and advertising to manufacturing employees andanythingin between. This industry specialization means we can more easily pick out whatseparates the real McCoy from someone who talks a good (but superficial) game.To put it simply,there are somethings automation and generalists just cant accomplish. And thats where Executive Recruiters come in. Were the perfect professional matchmaker (pun intended) for those hard-to-place and pivotal roles.Have you considered working with an Executive Recruitertohelp you fill pivotal roles? We want to hear your stories in the comments below.

3 Powerful Leadership Lessons We Can Learn From This Billionaire Anti-CEO

3 Powerful Leadership Lessons We Can Learn From This Billionaire Anti-CEO Chobani founder, Hamdi Ulukaya, came to America with just $3,000 in his pocket. He welches coming from Turkey, where he says he didnt have much. But he ultimately made it to the States, where he first owned a small cheese shop. And, since, hes built a multi-billion-dollar yogurt business.I grew up in Turkey, in a similar environment, near the Kurdish mountains my family made cheese and yogurt, and I grew up listening to shepherds stories, he says in his TED Talk. We didnt have much, but we had the moon and the stars, simple food and each other. Eventually, I came to America. I didnt even know New York had farms. I made it to upstate, and I never left.In his talk, Ulukaya says he took one of the most important drives of his life on a cold January day in 2005.I was on this road in Upstate New York trying to find this old factory because the day before, I received a flyer in the mail that said fully equipped yog urt plant for sale, he explains. I threw it in the garbage can. And, 20 minutes later, I picked it up and called the number. The plant was 85 years old, and it was closing. So, I decided to go see it. At this time, I wasnt sure where this road, or my life, was going.While Ulukaya may seem like hes lived the quintessential rags to riches American dream, hes actually a self-proclaimed anti-CEO who calls the shots from his anti-CEO playbook.Here are three lessons you can learn from this self-made billionaire.1. Know that business is about more than numbers.When Ulukaya first went to visit the closing yogurt factory, he says in his TED Talk that he was so angry that the CEO, far away, was sitting there looking at spreadsheets and deciding to give up on the company.Spreadsheets are lazy, he says. They dont tell you about people they dont tell you about communities. But, unfortunately, this is how too many business decisions are made today.Ulukaya explains how impressed he was with the pe ople at the factory, all gracefully working to close it, without anger or tears. He was in shock.I was never the same person after what I saw, he says. So he called his lawyer and, with the help of several loans (because he had no money), he had the keys to the factory by August 2005. And the very first thing he did was hire four of the original 55 people, who helped him to paint the place, polish it up and eventually, within two years, hire most of them all back and then thousands more.2. Get to know and trust your team.In painting those walls, we got to know each other, Ulukaya says in his talk. We believed in each other, and we figured it out together. Five years, me and all of my colleagues, we never left the factory. We worked day and night, through the holidays, to fix that plant. The best part of Chobani for me is this The same exact people who were given up on, were the ones who built it back up 100 times better than before. And they all have a financial stake in the company today.Thats right, Ulukaya he handed over about 10 percent of the company to 2,000 early employees.3. Treat your employees fairly.CEOs have their employees suffer for them but, yet, the CEOs pay goes up and up and up, and so many peoples are left behind, he says in his talk. Im here to tell you No more. Its not right its never been right. Its time to admit that the playbook that has guided businesses and CEOs for the last 40 years is broken. It tells you everything about business, except for how to be a noble leader.Thats why Ulukaya has created a new playbook that sees people again and that sees above and beyond profits. His anti-CEO playbook stresses gratitude, community, accountability and taking care of employees first and foremost.Watch Ulukayas full TED Talk here--AnnaMarie Houlis is a feminist, a freelance journalist and an adventure aficionado with an affinity for impulsive solo travel. She spends her days writing about womens empowerment from around the world. You can foll ow her work on her blog, HerReport.org, and follow her journeys on Instagram her_report,Twitterherreportand Facebook.