You would think that recruiting should be pretty straight forward. You have an opening, people apply & you pick one. Reality is much more complex, especially in today's market.
People are inundated with information from emails, social media and various other media. Most tune out & your message is lost. Additionally, the world of hiring has changed. Interviews are now more of a discussion and it is incumbent for a leader to clearly articulate what expectations that they have but also why someone that is successful should leave a company that they are doing well with. What is your firm's unique value proposition? What attracted you to the company? What excites you today? What growth opportunities to you see for the person that you are interviewing? Be ready to discuss these things.
Further, you should inquire about where they work. Ask the same questions that I just noted. Listen closely & be prepared to discuss how you may be able to better help them accomplish those things. What things would they like to improve? Don't accept that everything is fine. Nothing is 100% satisfactory. Maybe quiz about their last promotion, how their supervisor helps with difficult clients, how does their compensation package work? These types of questions will help you to learn ways that you may demonstrate value that their current firm doesn't provide as well as gain market intelligence.
No comments:
Post a Comment