Do you remember the good old days, when we evaluated applicants for top positions based on experience? How much easier the lives of recruiters were then, only about ten years ago. They could call for applicants with a certain number of years of experience, previous employment in given industry, even specific training or education. It was the golden age of credentials.

A closer look at talent
Today we must focus on talent, an innate ability to deliver excellence that comes from more than just acquired skill. The previous sentence is meant to be read twice. Talent isn’t bestowed on people as a badge of longevity. Nor is it an appliance bolted automatically to some prestigious job title. Nor should we confuse talent with results. Enron’s spectacular results didn’t come from any talent we would ever seek. Talent is the product of mental aptitude and drive—almost a calling to push oneself to expanding, enduring excellence. That definition opens up new avenues to seek talented people. In this article, I’ll introduce you to one of those sources. The next article will add another, often-overlooked resource.

Thought leaders as arbiters of talent
Too often, we see those at the top of their profession solely as experts in their field, repositories of best practices, and sources of wisdom about their industry. But, they rose to the top by constantly seeking information from communities of peers and near-peers. These leaders know who are the “best in the business,” very often on a first-name basis. And most are willing to share that list with those who know how to seek them out.

To many recruiters, that may seem a steep challenge. Today, we draw on talent from across industries and even from across career fields. We may know whose at the top in our field, but how do we find their counterparts in other industries?

By definition, there are no stealthy thought leaders. You will find their names in trade publications (paper and virtual), on the conference programs of professional organizations, on Amazon.com (if they are respected authors in their fields), and on prestigious blogs. Start by looking for organizations composed of and serving the needs of the profession from which you want to draw. Use the advanced search techniques of your favorite browser or go to http://www.asaecenter.org/Directories/AssociationSearch.cfm, the website of the American Society of Associations. Once you find the professional organization’s web site, capture the name and contact information for the executive director. This person relies on thought leaders to contribute articles and speak at conferences. If you can reach him quickly, you’ll probably get some excellent leads.

To round out your search, see if the organization produces a trade magazine or e-zine. The table of contents will tell you which subjects are most important to others in the field. It will also give you the authors’ names and, often, how to reach them. In addition, search for the program from the most recent conference. Speakers are chosen for their expertise, their devotion to constantly improving how things are done, and their ability to communicate key ideas clearly—the very capabilities you must have.

Search for more than one expert. They will speak with you, but they are busy. It takes less time to get the information you need when you are reaching out to more than one person.

How to get information you need from a pinnacle professional
Why should any of these stars make time to speak with you? First, they are flattered that your sought their input. Second, they want to “give something back” to their profession. Third, they are always looking for ways to help their colleagues. There is even a built-in quality assurance measure: a thought-leader will protect his or her reputation by only mentioning the best.

Those at the top of their fields have two kinds of information you need: names and genuine indicators of top-talent. Thought leaders know their counterparts in more than just name. They know people’s reputations and how they were made. They may even know what they are doing now. And they might be able to suggest ways you can contact other top people discreetly.

Even more important, leaders in a field know what the best do that sets them apart. For example, many leaders in public relations emphasize how well the very best can make corporate thought visible and thus shape public opinion powerfully. If you need a PR star, you could ask applicants for portfolios illustrating how they performed that vital function. (You’ll find more on what to ask for in résumés in Driving the Best Candidates to Choose Your Company which appeared on this site in April.) The same information can shape which questions you ask at the interview, how you update the position description, and what should appear in the announcement.

Why this approach appeals to the best applicants
Top performers don’t spend much time searching announcements. Even if you write an exceptional announcement, preferred professionals might not see it. However, they are always looking for non-traditional ways to grow their career.

If your search strategy folds in challenges irresistible preferred performers, often they will rise to the bait. If your overture includes the name of an expert they recognize, you have started to build trust. In summary, your approach is most likely to net the very best when you align what you want the next star applicant to do with professional goals that drive them to be the best.

Don Orlando was a career coach before the industry had a name for what he does. He helps senior and very senior professionals win the careers they have always deserved and get paid what they are worth. Published in more than 43 collections of the best résumés in the United States, Canada, and Australia, Don is dedicated to giving back to the industry he loves. He is a charter member of the Board of Directors of Career Masters Institute, writing its Code of Ethics, authoring a certification examination, writing professional articles, speaking, and mentoring others in this field. You may reach him at 334.264.2020 or yourcareercoach@charterinternet.com