Impact
Hiring: The Secrets of
The
balance of supply and demand in the job market
has made a dramatic shift. The nation’s top
job candidates aren’t just interviewing to
try to get the job, they are interviewing to find
out if they even want the job-if they want you.
That’s because the superstars of business
and industry can walk away from a job one day
and have multiple better offers the next. The
competition for the best and the brightest is
fierce.
Executive
recruiters Fred Ball and Barbara Ball show employers
and recruiters all the cards they need to play
in this highly competitive hiring market.
Some of them are: Develop a hiring strategy that will make top job candidates want you as much as you want them: Know the profile of the candidate you need to hire. Include team members in the hiring process. Set ground rules and include the following guidelines: 1.
Job open or need defined for new position and
approved
2.
Internal recruiter and hiring manager form a team
3.
Hiring team identified
4.
Job description or ideal success profile written
5.
Recruiting sources identified and candidates generated
6.
Internal and external candidates interviewed
7.
Screening process reduces the number of candidates
8.
Final candidates interviewed by team
9.
Selection made by hiring manager
10.
References checked
11.
Offer extended, negotiation (if necessary), and
acceptance
12.
New hire starts
Conduct
a strong buy/sell interview. Professional interview
systems and outstanding preparation are vital.
Look for the following competencies.
1.
The intelligence, knowledge, skills, abilities,
and necessary experience (professional characteristics)
to do the work successfully.
2.
The interest, motivation, energy, and drive to
do it; and
3.
The “fit” (personal characteristics)
necessary to be successful within the culture
of your company
Form
a partnership with the candidate. Show respect
for the candidate. Bonding will increase your
chances of a successful sell.
Construct
a powerful game plan. Develop a recruiting process
that is consistent with the culture and size
of your organization
Identify
the trigger points in the candidate’s agenda
Presently and for the foreseeable future, outstanding candidates will have considerable leverage because there will be great demand for their services. Consequently, they will look for organizations that are dynamic and growing, that have strong values, and that treat people with respect. It takes preparation, outstanding strategy, a great interviewing style, and hard work to win the outstanding talent. |
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