In this unprecedented tell-all guide designed to lead employers through the intricacies of a successful executive search, Hiring Greatness empowers readers to navigate the complex terrain of attracting, recruiting, and retaining star executives by imparting insider strategies and tactics previously known by only a handful of America’s best paid, elite head-hunters.
Like magicians unveiling the hidden “tricks of the trade”, Perry and Haluska reveal:
How to secure the talent you seek with laser like precision
How to keep recruiters from poaching your star executives
The 25 questions you need to ask a headhunter before engaging them
Why “HR-Speak” may be killing your ability to attract the best, and what to say instead
Four critical turnoffs that drive great candidates away from top companies
David works with CEOs, Presidents and business Owners to bring their organizations up the level of performance and profitability they need to compete and win in the knowledge economy.
Nicknamed the ‘Rogue Recruiter’ by the Wall Street Journal he is also the award winning author of Guerrilla Marketing for Job Hunters 3.0 and 5 other books on recruiting and job search.
He has three decades experience recruiting senior executives as managing partner of Perry-Martel International Inc., where he has personally closed more than $250 million in deals on 5 continents.
Mark has been an Executive Search Professional for 16 years. From nearly the beginning of Mark’s, “second career,” he quickly gained the attention of many of North America’s better known and established boutique recruiting firms and “employer of choice “corporate clients. By design and from the very beginning (he) was able to achieve this status by building a global network of contacts, finding resourceful ways to penetrate his corporate clients (competitors) talent pool and ultimately bring key movers and shakers to the table.
The “Hiring Greatness” team of Perry and Haluska will personally handle all aspects of your executive search as outlined in our “Hiring Greatness” book.
Wouldn’t it be great if you “knew up-front,” that every candidate you are about to interview would be worth the effort, time and expense to talk with them?
Chances are that your in-house HR/Recruiting team wouldn’t pick up the phone and make a truly cold call to a terrific employed passive candidate if their job depended on it.
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