Recruiting Tips from Daniel C. Simmons, CPC
When a hiring manager begins looking for candidates to fill an open position, they often consider this a one-way proposition, that there is only one person on the hot seat trying to sell themselves and that is the candidate who is interviewing. However, that’s not necessarily true because while you’re sizing up the candidate, he or she is doing the same regarding you, the open position, and the company as a whole.
Most candidates are interested in finding out all they can during a job interview, so you can expect them to ask questions. Hiring managers should be ready to answer their questions in an honest and forthright manner, providing all the facts and information requested while establishing a nice rapport.
Keep in mind that good candidates may receive multiple offers and must decide which one is the best opportunity for them. In making this decision money is not the only thing they’re looking at. They are trying to evaluate the entire situation, so compensation is probably not going to be your strongest selling point. In all likelihood the compensation package you have in mind is more or less the same as what other companies are offering. If it isn’t, then you have a problem that should be addressed prior to beginning the search.
I have listed three important selling points that you can use in enticing top candidates to accept your offer, rather than one from a competitor:
- The goals for the future of the company – Candidates like the idea of working for a company that’s going places. You must have a pretty good idea of your company’s goals, but it’s unlikely that this candidate has any idea of where the company is headed. The candidate wants to feel confident that they would be joining a company that has a common vision for the future and a plan for achieving that vision. If you don’t discuss company goals in the interview, the candidate might easily assume that there are no real goals, or if the company has them, they are not significant enough for you to bring them up. Get the candidate to ‘buy-in’ to your plans.
- The growth potential for this position – Additionally, you can expect the candidate to be interested in knowing what the growth potential is for this position. A top candidate wants to grow with the company and the more potential there is for growth in this position, the more attractive the opportunity. Discuss learning opportunities, future challenges, special projects and a career path. Top candidates already have a job, what they want is a career path. The reason they are speaking with you is that they no longer see, or believe in a career path where they are. Show them a great career and you’ll hire an enthusiastic employee.
- Company culture – This isn’t something that’s easy to articulate or describe, but it is a definite selling point. The company culture is the personality of the company, the way it operates, the type of environment that exists in the workplace. It consists of the guidelines that have been set up to create the most favorable working conditions for all employees. It includes the way your team communicates, your company’s vision and most importantly your values. Talk about each of these to make certain the person you are speaking with will know if they will fit into your company culture.
How would you describe the best attributes of your company and the opportunities afforded employees? If you want to attract top candidates, these are the factors that count. You’ve got to convey to each candidate your company’s best attributes and what a great opportunity this position offers if you want to hire the best.
For more Recruiting Tips contact Dan Simmons at firstname.lastname@example.org