“Oh, and remember, next Friday is Hawaiian shirt day. So, you know, if you want to, go ahead and wear a Hawaiian shirt and jeans.”

~Bill Lumbergh, Office Space

Do you really want to hire the best? Casual Friday isn’t gonna cut it.

After years of pitching opportunities to some of the best candidates in the SAP world, I’ve found that recruiting the very best talent is a lot like sales and marketing…

If you want the best clients at the best price, you need a strong Customer Value Proposition…

Every successful company has one. You cannot sell without it.

I’ve spent years honing mine, but let’s not talk about me. ?

But even more important than customers is your people. Your Rockstars.

Not the average performers. I’m talking the top 10%. The quantifiable top 10%. The heart and soul of your company.

The people who, if one walked into your office late on a Friday afternoon with a resignation letter in hand, would send you catatonic shock.

Empirically, we know that companies who have the ability to recruit the best talent dominate their competition, every…single…time. There’s simply no other variable that even comes close to it’s importance.

So we know that that recruiting the very best talent in the marketplace is vital to the success of your company, and to your own career. Because of this, doesn’t it stand to reason that an Employer Value Proposition (EVP) used to summarize why a Rockstar should work for you is vital?

This is particularly true if you look at the potential costs of mis-hires (up to 24 times the cost of annual salary according to Topgrading’s Bradley Smart)).

If your EVP stinks, you won’t be able to attract Rockstars to begin with. You’ll be attracting those candidates who aren’t as in demand, and picking the best from what’s available is a far cry from picking the best, period.

This is exacerbated by the current state of the employment market. Unemployment is at a 50-year record low. The top candidates’ phones are ringing off the hook with opportunity after opportunity after opportunity.

The rise of LinkedIn has made every employee easily accessible, and even offers up job postings right in their newsfeed.

There’s even a greater chance that someone on your team has been presented with an opportunity to interview with a competing organization. Today.

The competition is that fierce.

While HR are typically the owners of the employer branding strategy of a company, as with all things recruiting, the buck should stop with senior management. It really starts with the CEO, and should filter down from the top.

Oftentimes, however, there may not be an EVP in place, or if there is one, it’s a generic proposition meant to be all things to all candidates. And why is this? I believe it’s a product of an ineffective hiring process by companies who are not used to competing for top talent.

Rockstars don’t give a rip about Hawaiian shirt Friday.

They want challenge. Action. Growth. Passion…

Start thinking of your talent like you would your most valued customers. Give them (the Rockstars) what they want.

Or you’ll never hire them…