Are The Best Job Candidates Getting Away?

All firms of all sizes in all areas of business want the best candidates for the jobs they have available. However, in recent years, the employee-candidate paradigm has been reversed. Because of a shortage of talented candidates, there is more competition between companies for the talent that is available. So, rather than the job candidate having to sell him or herself to the company, the Hiring Manager's responsibility is to "sell" the quality, financial stability, and advancement opportunities of the company to the candidate.

It is now essential that firms revise their recruiting procedures and do not let the best candidates get away. Some simple adjustments should be enough for your company to stop those high quality candidates from going elsewhere.

Quick ResponseOnce you decide to fill a position, be committed to that decision and make hiring decisions quickly. View the hiring process like a project and ensure you meet your goal of hiring the "best candidate" in the shortest amount of time. Indecisiveness, time delays, budget reviews, etc., send a message to the candidate about the company's lack of focus. If you wait two weeks following an interview to make an offer, your ideal candidate may have already accepted a job offer from elsewhere - even from one of your competitors.

Streamline the Hiring ProcessDo you really need second and third interviews ? If you ensure that all the participants in the hiring process are available for the first interview, then decisions can be made quickly and effectively, ensuring that your firm has a better chance of recruiting the top talent.
If You Want The Best...If you want the best...then you will need to pay the best. It may not be what most companies want to hear but it happens to be true. Don't misjudge the pay rate, benefits, perks, etc., necessary for the best quality candidate to accept the position; don't play games with lower than market rate offers.

Keep abreast of changing salary scales, and price your jobs competitively. If you don't know what the current market rate is, hire a recruiter who does and who can advise on all aspects of the recruiting process.

Get The Right HelpBringing a professional recruiter in at an early stage will help prepare your company for the hiring process. A top-notch recruiter will ask the right questions to help you identify your company's needs and will also help you identify human attributes (personality, communication skills, corporate culture, etc.) that the "right" candidate should possess, including "must-have" attributes and "preferred" attributes.

Choose a recruiter to work long term and they will soon be attuned to the exact needs and requirements of your company. Include the recruiter on your company's hiring team. A preferred recruiter is very helpful in structuring job descriptions so they stand out. And finding the recruiting angle that will draw superstars and in presenting the job offer to the candidate so it will be accepted. In addition to recruiting top talent, good recruiters possess skills to help candidates evaluate and accept good offers. This “third-party-input” to the candidate during the decision is critical to avoiding turn down and defusing counter offers.

With a streamlined recruiting procedure and the right approach to the top candidates, your firm will be one of those getting the best talent while your competitors are still wondering how that perfect candidate managed to get away.

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A Closer Look At Two Interview Questions

A job interview is stressful. The person who hasn’t made a lot of changes isn’t practiced at what is involved (nor should they want to be), and the person who has made a lot of changes doesn’t have any idea as to what’s involved either, or they wouldn’t be making so many changes!

Preparing for the interview de-stresses the situation considerably. Yet, 78% of all candidates - regardless of the level for which they are interviewing - wing it! And frequently cause themselves to be weeded out in the process.

Like so much of the interview, seemingly innocent questions can trip you up. You think you are answering them in a way that puts you in the best light, but you'd be surprised at how many people completely miss the boat. Merely to hope an interview has a positive result is not enough. That's basically forfeiting your ability to drive up the percentage of a positive outcome.

That answer may sound good and appear to suffice, but on a scale of 1 - 10, it ranks about a 4:

Why? The answer shows no research, no thought, no consideration. It sounds stock and could suffice for any number of companies. Overall, unimpressive.

In my experience as a recruiter, I've found that while mid level management tends to UNDERanswer the question, upper level management will often OVERanswer the question. One group doesn't provide enough information because of a limited lack of experience. The other group has been around, worked their way up the ladder in more than one company, and in their attempt to sound thoughtful, intelligent, and wise, end up saying very little at all.

WHY DO YOU WANT TO WORK HERE?

Here's where you get to show off your research. Tell the interviewer what you've learned about the company, and why it's appealing to you. SPECIFICS are the key here.

Relate those specific examples from your experience to what you've learned about the company, their focus, and their market. Look to your personality and what motivates you and how that relates to any details you learned from the ad, your recruiter, your friend who referred you, or from where you learned of this opportunity.

For instance, perhaps their ad stated that they were looking to establish a marketing department from ground up. If you thrive on growth, challenges, making things happen - there's your answer - along with examples of how you have grown, established, or done market research in a parallel situation.

And you might ask, "What if it's not a high profile company? What if it's on the small side and local?" Right. Not every company is the size of General Electric or even a regional public powerhouse that you can look up in Dun & Bradstreet.

But most librarians are more than willing to help you find any information that might be present in any of their research books. Local newspapers may have done stories on the company, and the library would have those too. And these days, most companies have a website.

Share what you can do and why you feel you can make a contribution and benefit the company. This question is about how YOU can benefit the company, not how the company can benefit YOU.

TELL ME ABOUT YOURSELF:

Some interviews are lost right at this point. This is not an invitation to go on ad nauseum about everything that has happened to you since you were five years old or since your first job out of college. Nor is it the time to shrug your shoulders and give an unplanned, one-sentence answer.

Some people, especially those who haven't prepared and have a tendency to talk when they get nervous, find themselves rambling. Put together a nice little 2 - 3 minute verbal bio about your career, your qualifications, and why you are interested. Know what you're going to say in advance.

A FEW POINTS TO REMEMBER:

In recruiting we used to say, "'A' candidates for 'A' companies, 'B' candidates for 'B' companies and 'C' candidates for 'C' companies," and a 'B' candidate is not only some one who's talents and track record is only so-so, it's also an 'A' candidate whose poor interviewing skills MAKE him a 'B.'

Knowing who you are, what you want, what you have to offer and what you've accomplished - and having it all on the tip of your tongue - can make or break you for a job offer - not just for your perfect job, but sometimes for even finding ANY job.

Being able to sell yourself, your skills, how you can benefit a potential company and then being able to close the deal necessitates taking the time to research and learn the company. It means knowing yourself well enough that you can apply aspects of your capabilities to the individual facts and details of that INDIVIDUAL company - and that you can do it smoothly without groping for words or just winging it.

And last, but not least, the words of Peter Handal of Dale Carnegie Training, echo the importance of interview preparation, including what strikes most people as silly - role playing. But as he said, "you only have one chance to make a really good impression," and if you don't take it seriously enough to study and thoroughly prepare, someone else will, and that's the person who will get the job!

Do your homework before EVERY interview! There's no chance to make a second good impression!

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