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Conclusion 199
have a vision for a world-class company, then improving the
recruiting function at your company is a priority—and it’s time to
get on it. However, when you don’t have a big recruiting department,
you need smart, cost-effective strategies for finding and hiring
A-players. I hope that this book has provided these to you and
spurred you on to pursue the vision of creating the business you
want by creating the team of A-players you need.
My prediction is that recruiting will become one of the most
important corporate initiatives that we as businesspeople discuss
over the next decade. Increasingly, the media is going to pick up
on what you already know: No matter the state of the economy,
it’s never easy to find A-player employees. The companies that
build systems for hiring and keeping A-players are going to beat
their competitors.
Take this to heart. Treat recruiting like every other critical business
function. Build a system to accomplish your goals and hire
strong people to work the system. Provide your company with the
talent for which it hungers. Stay ahead of your A-players, and keep
them engaged in building your business. If you implement these
strategies, while others may know the secret, you will be acting
on it. Leaders who create great companies never do it alone. They
always create a team of A-players.