If the meal you made from scratch tonight could earn you a million dollars, would you use old ingredients?
Of course not.
Yet that’s how some food & beverage companies approach even their most strategic and high-impact hires.
- Comb the files for the job description from 5 years ago.
- Forward to hiring manager – “please review and amend as you see fit.”
- Run it by General Counsel to make sure it’s compliant.
- Talent Acquisition cut and pastes into job ads for Linked In, talent portal, etc.
Same old ingredients, same old result.
This is where Gulf Stream Search differentiates itself and provides maximum value to food and beverage companies when we help them find hard-to-find, high-impact talent for their teams.
During the SCOPE PHASE of Gulf Stream Search’s Talent Acquisition Methodology™, we do a deep dive with the leadership team and work backwards.
WHAT impact will this person have…..SPECIFICALLY?
WHEN will this happen, IDEALLY?
WHO will they partner with to achieve these objectives?
This is our version of the IDEATION stage – the stage that starts the Innovation and New Product Development process for your company’s product launches – Gulf Stream Search’s Scope Phase tailored to identify the attributes, pedigree and characteristics of YOUR gold standard hire.
This is the step most companies fast-forward through.
It’s also the step where most recruiting partners don’t have the depth of knowledge, confidence or conviction to challenge unclear specifications or unrealistic expectations.
Companies that work with us are looking to make a big splash with their next hire.
They’re not just looking for a slight tweak to what they already have – they’re not looking for a line extension.
They’re looking for a new hire that’s going to propel them to success they haven’t had before.
That requires a different approach.
Starting with the SCOPE PHASE is a must in our Talent Acquisition Methodology™ – it’s also the step our clients point to as the main ingredient in a successful search with us.