Do you choose candidates or do the best candidates choose you?
Candidates who are highly talented have their own search criteria. They don’t apply to every job posting that comes their way. They are choosy because they are talented and want to join a company that will value their talent. Is your company one of them?
Here are tips on helping you attract top talent without problems:
Be very specific when putting up the job description? What exactly are you looking for? What are the skills you are looking for? Define both soft skills as well as hard skills. Also, ask yourself why a candidate should choose you? What is it that you are offering for a good candidate to pick you?
Now is the time to fashion a proper recruitment plan. The plan will include the initial questions to ask during the interview along with the job description. The title has to be functional as well as creative at the same time. The description should be explanatory and personal so that it connects with the ideal candidate. A personal note is very important.
Don’t put up something robotic and impersonal. That will not appeal to anyone.
Once everything is ready, make a genuine effort to post it in different places even if it means spending some money. Start off with smaller and inexpensive means such as social networks and job postings. You can then advance to list generation. Work your way up the expense ladder slowly depending on the responses.
Treat them Right
You should never treat the candidates badly [or like aliens]. Treat them just like you would treat a customer. Keep in touch, give them a chance, follow-up, and give them a closure even if the outcome is negative. That will help your reputation.
Too Many Cooks Spoil the Broth
The number of interviewers should be limited. Don’t make the candidate go through a series of interviewers before making a decision. Also remember that not everyone makes a good interviewer. Some will keep rejecting everyone while others will keep accepting everyone. Do your homework and identify those who will do the job well for you. Let them take care of the hiring process.
If you find the right fit, just hire him/her. Don’t wait for someone ‘better’. A good candidate may get hired elsewhere if you procrastinate.
Attract good candidates and make sure you don’t lose them. Be specific and smart during the hiring process.
Good candidates only apply to companies they think will value their talent. You should show that you are one of those companies by coming up with an excellent recruitment plan and then interviewing sensibly and hiring quickly without making the right candidate wait.