How To Consistently Hire High Performers Into Your Consultancy | EP 177

Okay, so the first thing I want to talk to you about is If great staff members, if great people, great team members don't know you exist, they're never going to come and work for you.

So most consultancy owners treat recruitment like this transactional process.

Like it's, you know, oh crap, I need someone to come and work in the business.

They post a job ad on Seek or LinkedIn.

They wait, they hope.

But high performers... out there in your industry aren't scrolling on Seek.

They're not looking on LinkedIn for a new job.

They're watching who's building something interesting.

And if you're invisible, you're already losing when it comes to recruiting.

So the reality is that high performers, they have options.

They're good at what they do.

They're well-known in the marketplace.

Like they, from a recruitment point of view, they really get to pick and choose who they work for based on reputation, not desperation.

They're usually well-renumerated.

They've usually got a good reputation in the marketplace.

They don't need to go and work for you.

So they're picking and choosing who they go and work for.

From a branding point of view, if no one in the industry knows your name, they don't know about you, you're not marketing you and your business, high performers are not choosing your consultancy to come and work for.

So things like your LinkedIn presence, the content that you put out, your website, how you show up publicly, you know are you uh are you speaking at events those sorts of things like that's that's your recruitment engine before a single ad is ever placed out there on linkedin or seek um like we've seen boardroom coaching members you know actually because their marketing is so good their personal brand is so good their business brand is so good they actually have high performers, great staff members, people reaching out to them and asking them to work directly for their business off the back of their marketing, LinkedIn activity, their brand presence.

So the culture and the values of your business need to be visible.

People want to see what it's actually like inside your business, what you stand for, what kind of clients you work with, what growth looks like in your team, like the Friday barbecues, the staff highlights, all those sorts of things go towards building your brand, both personally and from a business point of view, and that works to attract high performers into your business.

the other thing to think about too is your team like the current people who are working for you they're your best brand ambassadors like when you've got a team of high performing um individuals in your business who love working for you they love being in the team um they've got great energy they're you know they're they're out there talking about you and your business like that Energy is magnetic.

And when you've got the wrong people, obviously that repels good candidates.

So you want to focus on building a good team and having them talk about you and your business.

Again, this all builds into brand building and hiring high performers into your consultancy.