I do agree that if one any of my staff wants to move onto something bigger and better or simply a sea change – I feel that as an employer you need to give them your blessings and support them in their decision and not try and hold onto to them, no matter how much the move would effect your business.

So to clarify the confusion: I would not do it (head hunt) but I don’t mind if someone does it to me.

I’m confused though – you seem to support the idea that someone with a job (or a ring) is untouchable with your initial statements, but later claim to disagree. Can you clarify this for me?

I also look at it from the perspective of would you like it if someone did that to you? Especially in a small place like Perth.

From my personal perspective, life is too short, if someone applies and goes, give them your blessings and try and keep in touch with them, unlike what you say in your post i don’t thing employment is like that girl with bling in the bar, its more if you love them let them go!

We were lucky in the end we found someone from out of state that was a perfect fit.

Good luck with the hunting :)

In the business world it is certainly not uncommon for staff to be ‘poached’. It is then up to their current employer to entice them to stay. I would think only the most petty of employers would begrudge seeing staff improve their lives and careers with movements up the corporate ladder.

Good luck with your headhunting, and if you ever need a chef/masseuse on staff feel free to hire me. Just think of the staff you wounld entice with that! :)

At the core level, ppl only want a handful of things out of a job. Stealing people can be easy if they are not getting enough love in one of a handful of areas…find out what they’re pissed about, offer them something better in that area and equivalent or slightly better in the other areas and you’ll easily win them over.

-a degree of autonomy (varying from person to person)
-a factor of effort vs. reward
-to be paid well for something they enjoy doing and something that primarily uses their strengths
-a degree of challenge (again varying from person to person)
-stability and security
-connection/relationship/team/workmates etc

I like your policy that all new staff must have a name starting with J

People rarely leave a company for more money, they move for culture and challenge and then money is the 3rd consideration to balance their need to live the same life. A job for life is no longer a goal but people not always actively looking for a new role. In fact some of the best people might be the ones who you approach and say “yes, I was thinking that I needed to move let’s talk,” rather than the ones who are already needing to jump ship and may take anything to achieve that goal.

All fair in love and war but you need to take the chance to talk to people, they can only say, “thanks but not at the moment”. Respect the reply and you maintain your ethics and the professional relationship.

I agree with Mags. I too think it would be flattering to find out that “my” skills were considered exceptional enough that someone would headhunt me for a position. I don’t see anything wrong in offering an individual something appealing to their needs (salary, a challenge, a change, etc…) and like Mags said, it’s up to the individual to evaluate what is best for their own personal circumstances and career and make that choice themselves.

I do acknowledge that the situation becomes complicated if the industry is a tightknit one where everybody knows everybody, or if you’re part of a social community comprised of industry members.