You’ve spent the better part of eternity combing the job boards, wading through resumes, and enduring round after round of mind numbing interviews, all in an effort to find the right candidate for the job. Now comes the hard part, convincing him that your job’s the right fit for his needs.
To find the right words to win a candidate over, Martin E. Davis – editor of Managing a Small Business Made Easy – recommends following these tips. First, remember that money isn’t everything. In fact, any candidate motivated by the Almighty Dollar should send up an immediate red flag. These opportunists won’t pledge allegiance to any company flag because they’re not in it for the long haul. Your position is nothing more than a stepping stone to their next job or pay increase. Good people do cost more. However, the initial investment is more than covered by their increased productivity.
The second key to landing a prospect is to focus on the factors that initially piqued his interest in the position. Was it the culture of the company? The opportunity for advancement? The promise of an equity stake? Or the satisfaction of working for a company that serves the greater good? Every candidate has a different set of buttons. Don’t be shy. Push them. And push them often.
The next logical step in the process is to reassure the candidate that his role and contributions will be vital to
the success of the company. Prospects want to feel empowered – to make a difference – not be taken for granted. The average worker spends most of his waking hours on the job; let him know that it’ll be time well spent.
It’s also true that one voice or opinion isn’t nearly as persuasive as an entire group. The more managers involved in the hiring process, the more important the recruit feels. Be forewarned, this group approach isn’t appropriate when you’re hiring a top level executive unless the group is comprised of his peers (e.g. the owners or members of the board).
Finally, it’s always a good policy to put together an offer letter detailing the terms of the contract. Soliciting the
advice of legal counsel on this matter is also advisable since noncompete agreements seldom hold up in court. Taking this extra step removes any potential ambiguity or misunderstanding among parties, increasing the likelihood that the right candidate is left with the right impression and accepts the position. That said, now comes the hardest part of all for any hiring manager: retention.
SOURCE: Entrepreneur