1 00:00:00,04 --> 00:00:02,00 - Finding the right types of candidates 2 00:00:02,00 --> 00:00:04,06 to fill your pipeline is far from easy. 3 00:00:04,06 --> 00:00:06,07 In fact, it's an ongoing process 4 00:00:06,07 --> 00:00:08,04 that takes quite a bit of work, 5 00:00:08,04 --> 00:00:11,07 especially in today's extremely competitive market. 6 00:00:11,07 --> 00:00:14,00 Unfortunately, the journey doesn't end 7 00:00:14,00 --> 00:00:16,04 once we've defined our entry-level opportunities 8 00:00:16,04 --> 00:00:18,05 and created an awesome job posting 9 00:00:18,05 --> 00:00:21,02 that lands several hundred clicks a day. 10 00:00:21,02 --> 00:00:23,02 Wait, you didn't think things were about 11 00:00:23,02 --> 00:00:25,08 to get easier, did you? 12 00:00:25,08 --> 00:00:28,03 Well the reality is you not only have 13 00:00:28,03 --> 00:00:32,07 to build your pipeline, you have to maintain your pipeline. 14 00:00:32,07 --> 00:00:36,01 The talent in your pipeline needs to be constantly assessed, 15 00:00:36,01 --> 00:00:40,03 nurtured, and the pipeline itself, or pool of talent, 16 00:00:40,03 --> 00:00:43,04 needs to be regularly reviewed and updated. 17 00:00:43,04 --> 00:00:47,05 Imagine this, you've just started a new consulting business 18 00:00:47,05 --> 00:00:49,02 and built a website to interact 19 00:00:49,02 --> 00:00:51,01 with your customers and prospects. 20 00:00:51,01 --> 00:00:52,05 Web traffic is high. 21 00:00:52,05 --> 00:00:55,00 Social media buzz is on the rise. 22 00:00:55,00 --> 00:00:57,03 You're feeling pretty positive so far. 23 00:00:57,03 --> 00:01:00,01 The problem is there's not much activity 24 00:01:00,01 --> 00:01:02,08 beyond the website hits and social posts. 25 00:01:02,08 --> 00:01:04,05 Visitors either don't sign up 26 00:01:04,05 --> 00:01:06,08 for the initial assessment you're offering, 27 00:01:06,08 --> 00:01:09,06 or they schedule an appointment then cancel, 28 00:01:09,06 --> 00:01:11,05 with the most common reason cited 29 00:01:11,05 --> 00:01:14,06 as "Went with another vendor." 30 00:01:14,06 --> 00:01:16,08 This is very similar to what happens 31 00:01:16,08 --> 00:01:19,08 to many security leaders in search of talent. 32 00:01:19,08 --> 00:01:22,09 The market is competitive, even with entry-level candidates 33 00:01:22,09 --> 00:01:24,05 because let's face it, 34 00:01:24,05 --> 00:01:27,03 organizations recruiting still want what? 35 00:01:27,03 --> 00:01:31,08 That's right, they still want the top candidates. 36 00:01:31,08 --> 00:01:34,02 So what does that mean for you? 37 00:01:34,02 --> 00:01:36,02 As we saw in the consulting example, 38 00:01:36,02 --> 00:01:38,07 it means you might find yourself in a situation 39 00:01:38,07 --> 00:01:41,02 where a large number of entry-level candidates 40 00:01:41,02 --> 00:01:43,06 express interest in your role 41 00:01:43,06 --> 00:01:45,07 but don't accept the interview, 42 00:01:45,07 --> 00:01:47,05 or they go through the interview process 43 00:01:47,05 --> 00:01:50,07 and withdraw their candidacy or decline your offer 44 00:01:50,07 --> 00:01:55,04 because they, well, accepted another offer. 45 00:01:55,04 --> 00:01:57,05 One of my former managers said to me, 46 00:01:57,05 --> 00:02:02,01 during an interview actually, "Every call is a sales call." 47 00:02:02,01 --> 00:02:04,08 I was interviewing for a technical sales role at the time, 48 00:02:04,08 --> 00:02:08,08 so within the context of my role, he was absolutely right. 49 00:02:08,08 --> 00:02:10,09 But what he said stuck with me. 50 00:02:10,09 --> 00:02:15,04 So I began to apply that line of thinking even outside work. 51 00:02:15,04 --> 00:02:17,07 Every conversation I had with someone, 52 00:02:17,07 --> 00:02:21,07 my goal was to get them to pick up what I was putting down 53 00:02:21,07 --> 00:02:23,04 as I like to say. 54 00:02:23,04 --> 00:02:24,08 For me to be successful, 55 00:02:24,08 --> 00:02:28,02 I need you to pick up what I'm putting down. 56 00:02:28,02 --> 00:02:31,03 So yeah, every call's a sales call. 57 00:02:31,03 --> 00:02:32,03 Okay. My bad. 58 00:02:32,03 --> 00:02:34,02 That was a bit of a tangent 59 00:02:34,02 --> 00:02:36,06 but I promise there's a point to all this. 60 00:02:36,06 --> 00:02:39,01 When it comes to attracting the right talent, 61 00:02:39,01 --> 00:02:42,04 you need candidates to buy what you're selling 62 00:02:42,04 --> 00:02:44,04 which means you need something to sell, 63 00:02:44,04 --> 00:02:46,02 something to set you apart 64 00:02:46,02 --> 00:02:49,04 from other companies trying to land the same candidates. 65 00:02:49,04 --> 00:02:51,09 What would make someone want to join your company 66 00:02:51,09 --> 00:02:55,09 and your team over the next company and their team? 67 00:02:55,09 --> 00:02:58,07 More importantly, what will make them stay 68 00:02:58,07 --> 00:03:01,09 once you're lucky enough to bring them on board? 69 00:03:01,09 --> 00:03:04,07 Talent pipeline maintenance is an ongoing effort 70 00:03:04,07 --> 00:03:06,02 as I've said before, 71 00:03:06,02 --> 00:03:09,00 but it doesn't have to be incredibly time consuming 72 00:03:09,00 --> 00:03:10,08 if approached effectively. 73 00:03:10,08 --> 00:03:12,09 And it can even begin to maintain itself 74 00:03:12,09 --> 00:03:15,00 once you've mastered the art. 75 00:03:15,00 --> 00:03:16,08 In the upcoming discussion, 76 00:03:16,08 --> 00:03:19,02 we'll cover some strategies you can use to attract 77 00:03:19,02 --> 00:03:21,00 and retain top talent.