Talent Scout When recruiting, look to merger survivors-not their laid-off brethren.
By Ellen Paris
Opinions expressed by BIZ Experiences contributors are their own.
You may not have considered it before, but the increasing numberof mergers and acquisitions can actually help you find qualifiedworkers. But instead of chasing after the displaced workers, take acloser look at the survivors: they may be ripe for picking.
Disenchanted survivors of mergers are often ready to make amove. Many find themselves with more work, the same salary and aless-than-friendly working environment. "When I'm lookingfor talent, of course I want to know who has been let go [in amerger], but I also find out who is still there," says DavidPreng, president of Preng & Associates, a retained executivesearch firm in Houston. "These employees are usuallyhigh-caliber and, as survivors, they may be dissatisfied because ofcost-cutting pressures."
Preng suggests using diplomacy when approaching this potentialtalent pool. When making initial contact, subtly ask if there'sany dissatisfaction with their current work situation. If possible,try to find out if they stayed on the job even though they wantedto leave. But don't act too quickly: Preng cautions it'sbest to wait until the dust settles, when key employees come torealize what working for the revamped company is really like.
Ellen Paris is a Washington, DC, writer and former Forbesmagazine staff writer.
Contact Source
Preng & Associates, (713) 266-2600, www.preng.com.
