The war for talent is intense. In every company with which I consult, in whatever industry they happen to be in, one of the top strategic priorities is getting and keeping the right people. There is the simple and fearful realization that even the most brilliant strategy cannot be executed if you can’t put players on the field.

Recent reading in the Scriptures made me think about the difference between recruiting talent and attracting talent. First is this interesting insight into Saul, the first king of Israel.

If you were 23 years old today, had some talent, drive, and ambition, would you want to go to work for your company? What are you offering that would make the best want to come work for you? Why would they want to work for YOU?

At war, Saul was desperately trying to build his army. Now notice the phrase I highlight:

All the days of Saul there was bitter war with the Philistines, and whenever Saul saw a mighty or brave man, he took him into his service.
I Samuel 14:52, New International Version

Saul had an eye for talent and when he saw it, he recruited the man (or he probably conducted the ultimate form of recruitment, he drafted the guy)!

Now contrast this with David, soon to be the second king, but at this time a fugitive, though already a proven warrior.

These were the men who came to David at Ziklag, while he was banished from the presence of Saul son of Kish (they were among the warriors who helped him in battle…
I Chronicles 12:1, New International Version

David had no power to conscript and even little ability to recruit as he was on the run, but men came to him and later became the core of his leadership, whom the Scripture calls his mighty men.

Several years ago I was speaking on the topic of recruiting, retaining, and leading the younger generation of worker at an association meeting. As I began to dialogue with this audience of several hundred business owners, the complaints about the quality of today’s workforce just kept escalating.

• “They’re slackers.”
• “They expect all the rewards without the hard work.”
• “They aren’t responsible.”
• “You just can’t find good people like you used to” (Meaning people like us.)

This went on and on. And as it did I kept asking questions about their companies, what it was like to work there, how successful they were, how they developed people, if they were perceived to be leaders in their markets, etc. When I’d finally had enough of their complaining, I stopped and said,

“Look. If you were 23 years old today, had some talent, drive, and ambition, would you want to go to work for your company? What are you offering that would make the best want to come work for you? Why would they want to work for YOU?“

The room really got silent. Some were even angry with me.

By contrast, I began consulting with a new client a few months ago that about ten years ago started with a small founding team and has grown into an industry leader, employing hundreds of people with offices in four countries, and billions of dollars in transactions. What startled me is that they post no job openings and have no active recruitment effort that I can see. They simply attract people, and if the people are the right fit for their culture, they hire them and train them. In fact, most of the people hired have little or no experience in the industry.

What all the people do, not just the leaders, is to focus on building a rich culture based on deeply held purpose and values, and a commitment to people. When it comes to their customers, they feel their core competency is the ability to build and maintain absolute trust. When it comes to their team members, they are resolutely committed to their personal development, to their work-life priorities, and to helping them be at their best professionally. I’ve rarely seen a company in which the people communicated such soaring love for the company. That’s right, love!

Is it any wonder that this company attracts people? Word gets out when you create this kind of environment.

Think about this. Saul’s reign ended up a miserable failure. And David? Well, he had his moments, but in the end, he was considered the greatest king of ancient Israel.

So as a business leader are you recruiting or attracting people?