09 Tips for Talent Recruitment

4/26/2017           |      Print      Send to friend

09 Tips for Talent Recruitment
09 Tips for Talent Recruitment

Recruitment service is actually a pure spreading form because you do not merely to persuade others to try your product, buy service or even to do business with you but asking people to bet their career in your company.

It is sensitive situation that makes both sides wary and defensive. In order to ease this tension, remember to follow 9 tips below and observe the positive changes gradually occur in recruitment process of organization.

1. Hire someone better than you: Time ago, there was a saying existed in HR industry: "Grade A will hire grade A, Grade B will hire grade C", which means that talented people would choose talented people, and mediocre people only choose those inferior to satisfy himself with overwhelmed feeling. But nowadays there comes a new view: A grade will actually choose a grade A + to collaborate with him; this of course requires extreme self-confidence and self-awareness, but that's the only way to assemble a "Dream team".

2. Hire people who are “addicted" to your product: Basically, organizations often seek candidates with good education and expertise background. But now you should consider one more factor that whether the employee really love the product of your company or not. This is very important because all knowledge, experience will not make any sense when candidates are not passionate and excited with the product that they need to devote energy to it.

3. Do not fret about mismatch candidates: Sometimes the knowledge and experience of a candidate seems to fit in theory but when applied to reality it is not as effective at all. Does a newly established company should invite Vice President of Microsoft to join their company? It’s surely unnecessary. Sometimes the candidates with perfect profile are not suitable, whereas candidates with seemingly defective foundation are real potential pearl.

4. Check your intuition: Probably many of you have ever heard poignant mistake under whisperings of intuition: some people you expected to bring exploits turned out failure in fact, whereas some people you just rank at medium class are the most dazzling star at the end. Perennial problem is that the probability that your intuition to guide you to decide right and wrong is the same altogether. The easiest solution here is to ask the same questions to all candidates, consider and compare in detail all the answers. Or to be more careful, you may conduct interviews via the phone before to avoid being influenced by appearance or other external factors. This is particularly necessary for new companies; in which leaders always believe that they have the ability to judge people thoroughly and accurately, so they make the interview as impromptu trips and dives in the intuitive evaluation only to get labor contracts that are no longer promising for the organization.

5. Learn from independent sources of reference: How many people among us are self-limiting and delimiting reference source nominated by candidate? Is there any more silly action? You have chosen a beautiful candidate and then, you pick up the phone to call all contact provided by her to consult as basis for decision making. The main reason of this complicated check is because you want to show out that you are an objective and imperative employer. Proposal made here is you need to seek comments from other independent sources of information; ideal condition is to check at least one superior and one former subordinate of candidates.

6. Apply the Shopping Mall Test: Imagine you are going around in a shopping mall and you see the candidate here. He's about 15meters far from you but has no way to see you. You have 3 options: 1. you want to go straight to him and say hello to get acquainted; 2. you tell with yourself: "If accidentally bumped into him, I'll say hello"; 3. you jump into the car and go to a different shopping mall. Determinant here is that "If the candidate does not inspire you to make the first choice immediately, it is absolutely that you should not hire this candidate."

7. Take advantage of all the weapons you have in hand: When you have found your dream candidate, take advantage of all the weapons you have in hand - not just salaries and incentives compensation as stock options - to recruit him. An important impetus and meaning is the vision you give them, is the passion when you point out the changing world mission of your organization. Give them a sense of pride when they can dedicate to a great organization like your company.

8. Remuneration is the last point: It would be risky if from the negotiating state you show out all ability to respond by giving potential candidates the labor contracts – even only the sketches ones - because at this point you do not have any basis to predict a candidate's responses. A labor contract is a written documentation of the results of negotiations, so it should be the last stage not the first step in the process of working with the candidate.

9. Never assume that you have completed the task: Garage Technology Ventures Company had recruited a general director who former worked for a reputation organization. After weeks of continuous stalking, persuading and negotiating with this potential candidate, he finally accepted the invitation. He worked a few days and then phoned to sick leave. The next night, the director of the company received an email from this staff announced that he had accepted an offer to work for client of his former company.  

The most valuable lesson here is that never assume that your recruitment process is completed as position is filled in with a perfect fit. You always have to put yourself in a state of ready and constantly executive search and selection of appropriate staff for every role and in every time.



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