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  • Mike Komara

Recruiting Top Talent to Your Team

Great people are the life blood for creating and sustaining great organizations. If you have been in business or running a non-profit organization for any length of time, you know how challenging it is to find and hire quality people.


There are many tactics and tools available today to find talent. Usually, the best ways involve some sort of personal contact by you or a trusted friend that can get you the names of solid candidates to run through your screening process.

  • Get the word out to your centers of influence (COI’s) about the kind of person you’re looking for. COI’s interface with many professional people and can become aware of good candidates for you.

  • Personal observation. While out and about with your normal work-related activities, keep your eyes open for possible candidates. Notice how they interact with others. If you see something special in them, let them know you would like to talk with them. I found a great employee this way!

  • Let your current employees know that your team is expanding and invite them to recommend someone they know.

  • Post your available job(s) to social media and ask employees to share.

  • Talk to local universities and ask them to put the word out.

  • Add a Careers page to your company or organizations website.

  • Get in contact with recruiters or staffing agencies.

There are numerous ways to make candidates aware you are looking. Use whatever means is appropriate for you and within your budget. After you have vetted the names and have identified the one(s) that you really want on your team, it’s time to make your pitch. What will you say when he or she is sitting across the table from you and looks you in the eye and says, “Why should I consider your opportunity over others?” Be prepared to give a moving reply!

Your Purpose

First, some general “pre-game” preparations before you have “the talk.” Can you clearly articulate why your organization exists? What purpose does it serve beyond the products you produce or services you provide? At Solas Wealth, our “why” or purpose is “to light the way forward so you can become all that you were designed to be and love to do.” We happen to deliver that through our planning, investing and coaching services. Why do you do what you do? What greater purpose does your organization serve?

Your Deliverables

What are your unique deliverables? There are probably many other businesses or non-profit’s that do what you do, but they don’t deliver the way you do. Your people and processes can rarely be duplicated. Know your differences and be ready to highlight them!

Your Culture

Is your workplace winsome and appealing? Does is throw off a good vibe? What’s unique about your culture? I had the good fortune of visiting the headquarters of Zappos, Inc in Las Vegas. After walking around their premises and seeing how employees decorated their offices, interacted with each other and their customers, it made you feel like you wanted to be a part of it.

The Talk

Having clarified your purpose for your organization, its’ unique deliverables and what makes your culture what it is, you’re ready for an important conversation with your candidate. Assuming you’ve asked all the important questions and received satisfactory responses, it’s time to make your appeal.


Great candidates will already have done their homework on you and what makes your organization tick and how you currently serve the marketplace. Begin by distinguishing yourself from others by sharing your vision for your company or non-profit. “This is where we are now, but this is where we are going. We’re here (define that) but we’re going there (describe where “there” is in vivid detail). This is the impact we’re going to be able to make and you can have a significant role in that.”


Invite them to join you. Be direct. “We would love for you to join our team. I believe your skill set, experiences, attitude, character, and personality would be a great fit here. I believe our current team members would complement what you bring – making everyone better.


Here’s how we’ll treat you. Beyond the standard benefits package, you’ll enjoy the benefits of being what we call an intrepreneur (in contrast to entrepreneur), meaning, you’ll be able to “own” your area(s) of responsibility and make recommendations to improve it as if it were your own business unit. You’ll be given the freedom and authority to make changes that lift the entire organization. We strive toward each employee being able to spend approximately 80% of their time at work working in the area of their unique abilities. Imagine being able to do that?!”


Expect some push back. Don’t be surprised if the candidate talks about another opportunity that looks more promising than yours. While you don’t ever want to come across as desperate, just because a candidate doesn’t immediately jump at your opportunity at the first offer, don’t give up. Studies show that the average customer says no an average of five times before saying yes. Ask, “What would turn things in our favor?” Assuming what they say is realistic, push on.

Unique Contribution They Bring

“I see you being able to use your ______ skills in new and exciting ways – ways you’ve never had the opportunity to do so up until now. I believe your ability to _________ will be the difference that takes all of us to new levels of success and satisfaction…”Invest the time prior to this conversation figuring out what their unique contribution could be and then deliver it at the appropriate time with conviction and passion. Most likely they will believe you and desire to come on board.

Vision>Invitation>Benefits>Persistence>Unique Contribution They Bring