Growing demand ignites new war for talent.

Iím being told what you already know: Itís becoming increasingly difficult to recruit highly qualified individuals to fill key positions. Iím talking mostly leadership rolesósenior level, managerial positionsóbut I can assure you, the problem exists at lower levels as well.

Iím hearing it everywhere. From the latest surveys, people I meet at conferences, other recruiters, from corporate hiring officers at catalog, online, retail, and B-to-B merchants.

Multichannel merchants are finding it hard filling key positions in just about every functional area: in general management, merchandising, marketing, e-Commerce, IT, operations. Along with reducing costs without reducing offerings and services, finding first-rate, experienced talent has become a top management issue.

On The Ground: 10 Emerging Trends In The Talent War

Okay, you know how tough it is recruiting new people to fill key positions, and how hard it is to hold on to your top performers.

But here are 10 emerging trends this year that could test your leadership skills even moreóin good times or bad. And if they donít concern you now, thereís a good chance they will later:

1. You need a large employee and executive pool.
   This is emerging as the single most important aspect of the success of any global enterprise. So whatís needed to drive any multichannel retail business forward is to attract, develop, and retain the highest quality talent.
   
   
2. Canít find quality people to come to you? Go to them.
   Many technology-related firms move their businesses to where the brainpower is. Yes, itís hard for Blair to get people to move to remote Warren, Pennsylvania, population 10,000. Not an option for you? Then continually network the industryóturn your employees into headhuntersóoffer referral bonuses, team interviewing. Train your ownóset up co-op student internships at local area high schools, vocational and technical schools, community, and two and four-year colleges.
   
   
3. Be creative.
   Tap into social networking sites, like LinkedIn and ZoomInfo. Consider recruiting overseas; take advantage of the mature workforce through websites like RetirementJobs.com.
   
   
4. Lift Outs.
   Hiring a star from a competitor is great, but hiring an entire star team is even better. The trend is particularly prevalent in professional services such as law, advertising, investment banking, consulting, general management, and medicine.
   
   
5. Partner with trade groups.
   Get national and local trade associations: the DMA, US Internet Industry Association (USIIA), Shop.org (online National Retail Federation) to help establish and support college-level scholarships, promote study of direct marketing and multichannel retailing.
   
   
6. Itís not only harder, itís taking longer.
   In many cases, the average executive search is taking 180 days or more, from a previous time of 90 days.
   
   A recent CEO search we did for a mid-sized catalog and Internet retailer took nearly eight months. This, after a turn down offer from the first selected candidate, relaunching the search, and discussions involving family relocation with the second chosen candidate.
   
   
7. Workforce shrinkage.
   College educated young people are leaving high cost of living areas because they canít afford housing there. But theyíre not exactly willing to move to out of the way, culture-starved towns, either.
   
   
8. Competition.
   The competition for experienced, talented people has become so intense that many companiesóin related and often totally different industriesóare competing for the same people you are. And not just from other multichannel retailers. Some in more glamorous, higher paying fields like pharma/biotechnology, financial services, healthcare, life sciences, software and communications.
   
   And ad agencies, along with companies like Google, MSN, CNET, and Forbes.com are showing up on college campuses and going overseas to recruit technology geeks and individuals with sought after skills in database marketing and digital media
   
   
9. Hire right the first time.
   Clarify your organizationís values, crystallize its vision, identify its mission, and define your talent needs. Late management guru, Peter Drucker, estimated that two-thirds of employee hiring decisions end up being hiring mistakes.
   
   
10. Retain the best, reduce turnover.
    At all times, you should be striving toward creating a positive, welcoming, inclusive work environment and culture. Cross-train, promote from within. Offer competitive and attractive salaries, bonuses, and perks.
    
    

Is there a topic you would like to see covered in a future newsletter? Please send your ideas or comments to les@execsearchintl.com.

Executive Search International is a nationally recognized boutique firm providing best practice search and recruiting services for client organizations, ranging from multinational corporations to small entrepreneurial businesses.

Les Gore, founder and managing partner, is an over 20-year veteran of the "recruiting wars," and has been called "The Dean of Direct Marketing Executive Recruiters."