Top talent can make or save money well in excess of salary and search fee investment. Many companies expect to gain a return of at least 5X the salary of an employee.

Good recruiters can not only identify top talent better than otherwise available, but they can help you land the winners you want. Nothing is more frustrating than to identify, interview and offer a great person a job, only to have the offer declined. Everyone loses - time to restart, an emotional investment, and potential return for that person. Consider the following:

1. Team Work. Work with the recruiter and you'll have better odds of landing the top person. Attracting talent is a team sport.

2. Trust and Respect. A degree of trust and mutual respect is important. A good recruiter should present good candidates capable of doing the job. You should not have to prescreen candidates, and occasionally the recruiter may recommend a candidate based on intangibles that don't show up on a resume. Sometimes, those are the best ones.

3. Have a sense of urgency. The more that time passes, the more bad things can happen. People want to be wanted- delays cause doubt and might give another company the opportunity to get your person. The proper timing of an offer is very important.

4. Communication. Elaborate on the requirements and selling points in advance, return phone calls promptly, strategize and cooperate with the recruiter. A good game plan is important, and execution is critical.

5. Mediocrity and Talent. Mediocrity can be hired, exceptional talent must be recruited. Blue chip athletes rarely go to a university that doesn't do an effective job of selling. Recruits must be "sold" on the attributes of that program. National Championships are won by consistently recruiting top talent for key positions, and by coaching (or managing) that talent most effectively. Good candidates must see a better opportunity and must feel wanted.

6. Sell and help sell. A good candidate will need to be convinced of the advantages of your opportunity. Why would a good person, happily employed, quit a good job to come to work for you? You must build a case and give your recruiter ammunition to help sell the position. He can also help you get a candidate by suggesting how you might sell the person, what hurdles exist and how to clear them, when to offer, and how much to offer. Low, unrealistic, offers, in today's strong market, usually generate turndowns. Strong talent is in great demand today and is being pursued by numerous good companies. Don't let a couple thousand dollars stand in your way of attracting the person that can make or save you millions.

7. Be flexible. Each individual is different, and has different priorities and issues. The willingness to accommodate a good person's needs, creating a win/win arrangement, will many times be the key to getting and keeping that top performer.