Amitai Givertz’s Recruitomatic Blog

I am privileged to be hosting David Perry as my guest for this week’s Blog Swap. Many will know David for co-authoring Guerrilla Marketing for Job Hunters and his companion work Guerilla Job Hunting – The Blog. David is also a partner in Perry-Martel International which is a posh executive search firm based out of…well, they’re international.

David Perry Speaks… 

By the year 2010, the cumulative codified knowledge of the world will double every 11 hours, which means that what you go to bed knowing at night will be outdated by daybreak. Shelf life for knowledge will be the same as that for a banana. Already, product lifecycles are measured in weeks not months or years. In this environment a company’s survival hinges on its employee’s ability to share knowledge - a concept that is foreign to most organizations, where people hoard knowledge to safeguard their jobs.

In the forthcoming book, Building Organizations That Leap Tall Buildings in a Single Bound, authors Ron Wiens, Ken Sudday and I focus on how to build a corporate culture that produces a winning bottom line by focusing on the organization’s Relationship Intelligence. We demonstrate that the ability of employees to trust is a measure of the organization’s Relationship Intelligence.

Companies with high Relationship Intelligence will succeed because they can build new knowledge and therefore new products and wealth on a continuing basis. In contrast, companies that have low Relationship Intelligence and hoard their knowledge and will fail.

Make no mistake, responding to change is not new, but the speed at which companies must make high-impact additions to their leadership teams is new. A company’s leadership equity has a direct bearing on its ability to drive through new strategies, make tough decisions, and turn crisis into opportunity.  

This is an environment for lean companies, driven by a relative handful of highest-quality employees.   Your requirement for people with tenacity, real talent and dogged determination can only be satisfied by using a recruiter who can match those qualities for your recruitment drive.   Recruiting is becoming a “craft” the perfect blend of art and science.

Today, your recruiter needs to be your “success partner” - someone willing to search the world, call the right prospects, get their attention, raise your proposition above the background noise, keep at it tenaciously for however long it takes – be it weeks or months – and be intelligent enough to present the same opportunity in creative new lights until the persuasion works.

In short, your success partner has to know your organizational structure creates your business opportunities, and then work with you until you attain your desired future.  How does your recruiter measure up?

© Copyright 2006 David Perry