"Why would you choose not to hire a great person just because there's no job opening at the present time?" Esparza wonders. If Dell finds a talented executive who's prepared to sign up, then it will create a job in order to tap that person's talents, rather than wait for a position to open up at the company.
Great people already have great jobs.
Which means that it's up to you to find them, not the other way around. Esparza's "leads team" is constantly on the prowl for companies that face adverse market conditions, or companies that are going through a difficult merger -- in short, organizations that are promising sources of recruitable talent.
It's a family affair.
In an era of dual-career couples and high-achieving youngsters, recruiting people to join your company means persuading their families to sign on as well. It's become routine practice for Esparza and his colleagues to spend time talking to the spouses of recruits, to match up their kids with sports coaches and schools -- to do whatever it takes to communicate to recruits the virtues of life outside Dell, rather than just the benefits of working at the company.
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