1. Have a firm job description that highlights the perceived strengths of the employees whom you are looking to recruit:
If you are trying to recruit a sales manager, keep the job description geared mostly towards sales management. Discuss the other aspects of the job at the interview, as job descriptions that are too long often turn off the job seeker. The most effective job descriptions are 1 – 1.5 pages in length (widened margins).
2. Remember that you are selling your company as much as the prospective employee is going to have to sell themselves:
There are aspects that make each company unique and intriguing to work for. Prior to the interviewees coming in, make a list as to what those are and make sure to go over them during the course of the conversation.
Another thing that is crucial is your ability to turn what could be negatives into positives. Again, prior to the individual coming in, or prior to the initial phone conversation, write these potential applicant concerns down and brainstorm the positive aspects that may come with these potential pitfalls and touch on them as well.
For instance, a small company may not have the perceived job stability from the job applicants that a larger firm may posses. Whether this is factual or not, make sure to mitigate any fears that your smaller firm cannot provide the same type of stability and longevity than that of a Fortune 500.
Regardless of how the conversation is going and how comfortable you may feel wit the individual, the last thing that you want to do is discuss negative aspects about the company or job.
3. During the interview, try to envision as to whether this person would fit into the corporate culture or whether they may not be integrated into the team as much as you would like:
The biggest mistake I made early on in my career was hiring job applicants internally strictly based on what I now refer to as “trophy backgrounds.” This meant that I would ignore key hiring variables such as whether or not I or the team would truly like the person and would focus on the positive pr to clients that this would have.
Over and over again, this strategy did not work out and while the people at my firm are exceedingly talented and have great backgrounds, I now look deeper than I did years ago upon hiring internal candidates.
4. Think of other capacities that you could use this individual in:
The best employees like to be challenged. The best employers challenge their employees. During the interview, do your best to find out what the potential job applicants enjoy and what else they are good at aside from their day to day job. Not only will this save you recruiting costs, it will help with the recruitment of the employees.
However, one thing you want to keep in mind – always ensure that the employee is not accepting the position for the aspect that is a side job.
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