How SMBs Can Attract 'A' Players in a Big Employer World

FREE SMB TALENT STRATEGIST INSIGHT DISCUSSION: For Owners, Executives and HR Professionals

Insights to Craft Your Winning Recruitment Strategy to Hire 'A' Players Consistently – Schedule a Complimentary Discussion

Published by Carl Bradford - Bradford Consulting


An 'A' player is someone who has at least a 90% chance of achieving JOB SPECIFIC Key Performance Objectives that only the top 25% could achieve. (TM)

In the high-stakes game of talent acquisition, small and medium-sized businesses often feel like David in a Goliath world. You know the struggle: you're vying for top-notch 'A' players, but larger companies with deeper pockets and flashier benefits seem to sweep them away. But what if you could turn the tables? What if you could not only compete, but excel in attracting the cream of the crop, without breaking the bank? Welcome to a space where the underdog reigns supreme.

MY INSIGHT DISCUSSION IS FOR THOSE WHO...
  • Are motivated to hire and retain the top 25%.
  • Are open-minded to consider doing some things differently.
  • Will put in the work upfront to hire the best.
  • Often find competing with larger companies a challenge.
  • Want to find ways to compete on things besides just salary.

The most important decisions that business people make are not what decisions, but who decisions.

JIM COLLINS AUTHOR OF GOOD TO GREAT

WHY LISTEN TO ME?

First, you should know that I might be considered a little “long-in-the-tooth” which is not a subtle way to say I’m an old guy. Yep, I’ve been recruiting and consulting for over 50 years, and I still love what I do.

That’s a lot of accumulated wisdom to share. I stay current even to the point of discovering some intriguing ways that current AI can provide leverage to recruiting when used the best way.

My sweet spot is helping Small and Midsize Hiring Managers and their teams to recruit and/or create a scalable, repeatable way to find the top 25%, attract their interest with recruitment messages, recruit them, access them based on performance (not just skills) and set them up success starting on day one. I do that in four different ways.

SOME ADDITIONAL INFORMATION ABOUT ME...
  • I’ve worked in or consulted in multiple industries on recruiting and retention.
  • I’ve recruited for a wide range of different jobs from entry level to the “C” suite.
  • I’ve personally certified 2,000+ company recruiters in Performance-based Hiring methods.
  • I’m considered an expert in performance-based hiring.
  • I look for ways to simplify things, speed up the process, raise the talent bar and often incorporate technology when it’s relevant.
CARL BRADFORD

CARL BRADFORD

WHAT YOU CAN EXPECT
  • Practical ideas, tips, discoveries, templates and resources you can use from job open through the first 12 months of employment.
  • Our initial call usually lasts 15 to 30 minutes to decide if we should have further discussions.
  • I won’t be constantly pitching my consulting or recruiting services because frankly, it might not be right for either of us.
  • I do my best to present practical content without fluff or corporate gobbledygook.
  • When I give advice, I’ll always tell you “why” and practical ideas you can use.
  • A way to stay out of legal “EEOC hot water.”

Example of Templates & Other Resources Available

Here are examples

11-STEP EVP TEMPLATE

Discover how to stand out as an employer by crafting RECRUITING MESSAGES (EVP) that attract the top 25%. Our free ebook contains the 11 step template works with AI to quickly create multiple message versions!

KPO PROFILES

KPO Profiles  attract the top 25% and increase your INTERVIEW ASSESSMENT accuracy. These must be used in place of traditional HR job descriptions. Multiple advantages explained in this ebook.

THE 3 QUESTION INTERVIEW

Accurate candidate assessment can be achieved using an interview structure that assesses not only past performance, but predicts JOB SPECIFIC KPO PERFORMANCE. Easy to learn. Consistent assessment quality!


Please provide additional details for our scheduled call here.

In order to provide for the most productive discussion, I would appreciate if you could provide some additional information. It shouldn't take you more than 2 to 4 minutes to complete
Please enable JavaScript in your browser to complete this form.
Which of the following are hiring challenges for you?
Choose all that apply to you.
How many jobs do you expect to fill in the next 12 months?
How confident are you that your current HIRING PROCESS CONSISTENTLY produces top performing hires?
How confident are you in the INDIVIDUAL HIRING DECISIONS made by ALL of your hiring teams?
Do ALL of your hiring teams use a STRUCTURED interview and candidate assessment process?
How open would you be to making some changes in your HIRING PROCESS if you were confident, it would allow you to consistently hire more top performing employees?
Have ALL of your HIRING TEAMS been trained in a consistent, company approved HIRING PROCESS?
Are you aware of an AFFIRMATIVE DEFENSE strategy indorsed by the courts to protect against potential future harassment or discrimination charges that often cost employers many thousands (sometimes millions) of dollars?
OPTIONAL: If you have additional information, or details on what would be most beneficial to our discussion, please provide that here.
Name
Please provide the URL to your website career and current job opening(s) page. If not available, please provide your website home page.
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