There are two types of recruiters in our industry – those
who let candidates come to them and those who go after candidates. We know that
the success of a recruiter often lives and dies with their ability and desire
to proactively source candidates. However, the common view from outsiders is
that it’s all about luck. But we know that the way recruiters work is far from
completely running on luck, although there is a type of luck that recruiters
also must rely on.
Luck is deceiving because it’s typically only categorized in
one way – plain, dumb luck. But luck can actually mean a few different things. It
can be true dumb luck, the type where you bet on the winning horse for the Triple
Crown and your best guess was truly a shot in the dark. You rolled the dice and
won, simple as that. But the other type of luck is what I like to call true
luck. It involves planning and research long before something comes to be. For
an outsider looking in, it’s hard to discern which type of luck you, as a professional,
are leveraging. And to most people it may not even matter which luck you’re
utilizing, but once you sit down and talk to business leaders, recruiting
professionals or CEOs you can easily get a sense of which type of luck they are
favoring.
Jac Fitz-Enz, author of the book “The New HR analytics,” describes
the difference between dumb luck and true luck as being preparation. Sure,
planning seems simple enough, but just like there is more than one type of
luck, there is more than one type of preparation. The best kind of preparation
doesn’t simply mean getting ready. It’s more about predictive planning. According
to Fitz-Enz, there are four steps that make up what we simply call preparation.
Scanning
The first step in predictive planning is to survey internal
factors and external forces to see how they affect, or could affect, your
organization. This lets you know where you’re starting and what you need to
plan for.
Planning
The planning portion of predictive management takes what we
know about succession planning a step further. In the past, succession and
staffing planning has been structured while it should be something fluid that
makes use of critical thinking, not just tradition.
Producing
Since most human resources processes are considered to have
inputs, throughputs and outputs, analysis should reveal how to optimize the
inputs and throughputs so the outputs are maximized.
Predicting
All the things that have been observed, including strategic,
operational and leading factors are combined to tell a story, and in this case,
it should be of the future.
I like to think of predictive planning as preparation on
steroids. This systematic, yet flexible approach to gearing up for what’s
around the corner is far more effective than what most of us call preparation.
By using this predictive planning model, we’re setting ourselves up for true
luck, the kind that combines our hard work with being in the right place at the
right time. And as you’d probably guess, true luck beats dumb luck any day.
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