Most organizations don’t put enough time into the culture and mindset that makes them a great place to work and they miss out on talent because of it.   It’s one thing to post a job and wait for applicants to start rolling in. It’s another thing to proactively make your company a destination - a place people would beat down doors to join.   Maybe it’s HR laziness or an inability to determine your company’s true value proposition, but ultimately, if you’re not thinking about what your company brings to the marketplace, you’re in trouble.   In this edition of Million Dollar Careers, we explore how to make your company stand above the rest when it comes to attracting and retaining talent.   If you’re really good and you can take a company, P&L or territory to new heights, you take the base salary for you to live on and then you work for the upside which you can thrive on. -Craig Picken   Three Things You’ll Learn In This Episode    -How to establish your company as an elite workplace What would make someone want to relocate and move to your company?   -How to make joining your company a no-brainer If salary isn’t enough to compel the best people to join your company, what are they looking for?    -What special force operations teach us about attraction and retention A lot of military operations aren’t lacking in ambitious people eager to join, what’s their secret?    Learn More About Your Host:   Co-founder and Managing Partner for Northstar Group, Craig is focused on recruiting senior level leadership, sales and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well known aircraft OEM’s, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers.    Since 2009 Craig has personally concluded more than 150 executive searches in a variety of disciplines. As the only executive recruiter who has flown airplanes, sold airplanes AND run a business, Craig is uniquely positioned to build deep, lasting relationships with both executives and the boards and stakeholders they serve. This allows him to use a detailed, disciplined process that does more than pair the ideal candidate with the perfect opportunity, and hit the business goals of the companies he serves.