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MAKE THE CHANGE
Instead of:
Recruiting competitor. Assuming commercial competitors are automatically talent competitors.
Ask:
Where else could the people we need plausibly choose to work?
EXAMPLE
A candidate rejects an offer to stay at a company that sells entirely different products. That company was a serious talent competitor, even though it never appeared on the commercial competitor list.
HOW TO USE IT
Ask candidates and employees which other employers they seriously considered. Audit those organizations' opportunities and promises, regardless of their industry, before deciding how to differentiate yours.
SAY IT TO LEADERSHIP
Our biggest competitors for customers aren't necessarily our biggest competitors for people. We need to know where the talent we want would actually choose to work.
