Redmond: Return on Search

Let us be frank, on some level, Redmond is far less concerned about saving you a buck than about saving your butt! The opportunity costs of letting your competitors attract stronger talent for critical leadership roles—and of not obtaining the competitive advantage the right talent can deliver—is just too high to be talking about cutting corners before we even begin.

To win the war for talent requires thinking as much like a CEO as a Recruiter. So let’s talk about that, first! (Then, see our Cost Savings Calculator to discover how Redmond saves money at the bottom line, too.)

How would you rank these Top 10 results leading organizations seek in Return on Search?

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Achieving exponential growth--gains in productivity, quality, growth, profitability, and customer loyalty, via disruptive innovation and leadership.
Attracting more ambitious, innovative, results-producing talent leaders than our competitors have been hiring, as needed to win the war for talent.
Building the strongest and most sustainable talent pipeline in our industry.
Keeping (or taking) the best talent away from our competitors and out of their hands, and really go to war for talent.
Obtaining competitive intelligence and insights into the talent market at large, and how organizations are structuring themselves to put talent to work.
Finding the “rare gem” candidates who will rock the boat, change the game, and take the business to unexpected new levels.
Building our Brand in the Talent Marketplace as the best place to work in our industry via expert Recruitment Marketing.
Optimizing our recruitment function to deliver greater value while eliminating waste, ala Six Sigma, Lean Thinking, and business process improvement (BPI).
Contributing our own knowledge and experience concerning talent market conditions for the advancement of our industry’s and/or nation’s workforce education initiatives.
Other: (please choose below)