What are the Top 10 Rules for Recruiting Great People?
Groucho Marx once said he’d never join any club that wanted him as a member. Is it just me or does it sometimes seem candidates cop the same attitude?
Remember that great candidate who said they would resign their current job and join the day she received your offer, who suddenly became undecided, plagued with second thoughts? Did the leopard change its’ spots overnight? No, truth is, she was probably never convinced to join your company in the first place.
Changing jobs like most major buying decisions is rarely an impulse purchase and you certainly can’t “sell” high performance people a "new opportunity". It’s the culmination of a series of intermediate decisions that keeps pointing the candidate in the right direction that moves them.
Everyone who reads Recruiting.com knows first hand that “Talent scouting” in today’s candidate driven market is hard work. Great employees are rare. Yet, if you want your company to grow successfully, you have no choice but to perfect the recruiting process.
So I challenge you all to articulate the Top 10 Rules you need to remember --- to win. I’ll go first!
1. It’s a seller’s market. The industry’s best and brightest are rarely, if ever, actively looking. They know that they’re highly sought after, and that should they choose to leave a company in the morning, often that same morning, they’ll be hired by someone else. Every technology company in every technology market wants them and your competitors are your best source of qualified candidates. Build your team by skillfully targeting employees who work for your competitors. Establish a dedicated crack-team of your best people to court them and provide a customized campaign tailored to their needs.
What are the other 9 Rules? An autographed copy of Guerrilla Marketing for Job Hunters goes to the winner of the BEST Rule.
We just need a judge.
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