I liked your article so much, I added a link to my blog: http://dctechrecruiter.wordpress.com/recruiting-articles

Your article is interesting. I would caution recruiters to understand what contributes to the top performance of an individual in another organization may not necessarily exist or transfer well into your organization. If I were recruiting a top predator, a Great White Shark, convinced him/her to come to my small fresh water pond, he/she would be dead within a day. The key to recruiting a top performer is first understanding do they have the attributes to effectively make the transfer, does the company have the support mechanism and willingness to provide the top performer with what they need, and beyond the sales that the recruiter and company make, do they live it or was it just a good sales pitch? Credibility is easily lost if it is not backed up with integrity, reliability and actions. Everyone agrees a top performer is valuable, and they also agree it is expensive if you lose a top performer. Bottom line is know what you can provide before you go fishing for the top predator.

Top performers got to be top performers by overcoming adversity. By definition, they are very achievement oriented. One of the best ways to “sell” a top performer is by outlining what you want them to achieve – and how difficult that will be. (Bear in mind, I said difficult, not impossible. Difficult is not “we stacked the deck against you” – it’s just difficult – ok?)

Just as you said Neil, their achievements (past and future) must be recognized.