'I wasn't thinking of a move but you sold it so well'

Did I sell it though?

I'd found his 2 yr old CV on a job board and he isn't on LinkedIn.

I made a speculative call and we spoke on Monday for 15 minutes.

Mainly about him and his situation.

Enjoying his role and not looking to move. Although the journey is quite far, and there isn't much prospect for progression.

And he'd be keen to further his qualifications.

I asked what kind of role it would have to be to consider a move.

No surprise that it covered those three points, and he also thought impact and opportunity for continued development.

Which happens to be a match for this role.

It's not a perfect match - nothing is.

The salary is a little lower, and the pension more so. I asked him to think about that practical issue as part of any decision. If that rules it out best to establish it now.

But the opportunity to buy into his career appealed.

A form of ikigai that met his personal needs and aspirations.

Not the grand westernised Purpose Venn Diagram, the small things that matter.

I laid out the role truthfully, and it's what matters to him that gained interest.

An example of outside-in recruitment. Rather than the inside-out approach of leading by pitching a role.

He agreed to read more info and catch up yesterday.

And he is interested, great, so now we need to show how he will adapt into their requirement.

Update his CV and write his 'value proposition': highlight his position, situation, strengths, capability and areas for development.

They'll want to meet him, no doubt.

Followed by feedback from both sides, and clear next steps whatever they may be.

#BirchamWyattRecruitment