How do you handle recruiting top leaders? Let’s be honest: who wouldn’t want a GREAT leader who is a great human being and is already leaving their company to JOIN YOU? If they are leaving anyway, wouldn’t you want them? No one wants to say it, but we all think it. There’s nothing wrong with that desire; the issue arises when someone tries to poison the well.
If a leader is going to leave their company, of course, you would prefer they leave for a solid company and leadership team—hopefully, yours. Here are some ethical ways to approach this delicate situation:
Build Your Arc Before It Rains
Most leaders don’t seek out people they have never met when it is time to leave. They seek out friends whom they respect. Play the long game with the right intention, genuinely hoping they thrive and succeed just as they hope you do. This means building relationships and collaborating, not just with an eye on potential recruitment but as a genuine effort to learn and grow together. If things go south, I can almost guarantee you will be on their list of those they reach out to. In this case, you become an incredible solution which they are grateful for.
Be Direct and Ask, But Know When Not To
Let me state this was never my personality or style but I will address this style due to the fact there are multiple opinions and perspectives on it. For me I stand by just being a friend and a collaborator but I realize not everyone agrees with this approach.
One approach is to be direct and ask, “Are you happy with your current company?” However, not all questions need to be asked. It’s important to understand the context and the relationship you have with the person. Sometimes it’s unnecessary to ask if someone is happy in their business or personal life. It’s intrusive and can come off as opportunistic rather than supportive. If you’re close enough, they’ll come to you if they’re considering a change. It’s crucial to respect boundaries and not to probe unnecessarily. This method should not be a primary strategy; it’s more applicable with those with whom you have a close friendship and are genuinely unsure of their satisfaction in their current situation.
Don't Build Your Business Around This Strategy
If your main business plan is centered around recruiting other leaders, that’s a poor strategy. Too many leaders have strayed from building a solid foundation in favor of quick gains through recruiting.
Focus on Building the Right Foundation
- Build the Culture: Create a culture that is attractive to others, one that is inclusive, supportive, and growth-oriented. Leaders are drawn to environments where they feel they can thrive and contribute meaningfully.
- Build the Skills: Invest in developing the skills of your current team. A team with strong skills and a supportive culture naturally attracts others who want to be a part of that success.
- Increase Customer Acquisition: Focus on your core business fundamentals, such as customer acquisition and product excellence. A strong customer base and product line make your business more appealing to potential leaders who are looking for stability and growth potential.
By maintaining ethical practices and focusing on building a strong foundation, you create a sustainable business that attracts top leaders naturally. Keep your intentions pure and your strategies solid. Remember, the goal is to create a thriving, ethical, and welcoming environment where top leaders want to join because they see the value, not because they were poached.
In conclusion, the most sustainable and ethical approach to attracting top leaders is to focus on building a solid foundation and nurturing genuine relationships. When leaders see that you offer a supportive culture, strong skills development, and a focus on customer acquisition, they will naturally be drawn to your team. Keep your strategies ethical and your intentions pure, and you will create a business that thrives and attracts the best in the industry.
