Definition of “secret” when used as a noun: a method, formula, plan, etc., known only to the initiated or the few
At NaviTrust we agree with Human Resource and Talent Acquisition professionals that the services of external recruiters should only be engaged after all other efforts have failed to produce and deliver the Best Candidate. We freely share our “methodologies and secrets,” and if doing so helps you avoid the investment of a recruiter’s fee, we’re happy to have helped. If in the end you are not successful, we invite you to give us the opportunity to earn your business.
- Crystal Clear Candidate Profile
All interviewers must be on the same page as to the skills, educational background and work experience the Best Candidate will possess. What will the Best Candidate have previously accomplished. Additionally all should be in agreement as to what personality type is most likely to succeed in the department/company they are hiring for. - Well Defined Job Profile
Prior to the interview all interviewers at a minimum will know the following: - What problems the new hire will be expected to solve?
- What the new hire is expected to accomplish in the first 3, 6, 9 months after they are hired?
- What is the most difficult challenge this person will face?
- Will this person work alone or as part of a team?
- How this person’s work will impact the company’s bottom-line.
- Sell your company and opportunity
The Best Candidate is both currently employed and generally happy where they are at, and/or have other opportunities they are actively considering. In order for you to be positioned to “Qualify the Best Candidate” you need to persuade them your company and opportunity is worthy of their “open-minded” consideration. - Verify how the candidate has performed in the past
The Best Candidate will have previous achievements or accomplishments that are substantially similar to what you need done for your department or company. How do you verify past performance? - 360 degree Reference Check of the candidate
You should be able to verify past performance by performing comprehensive reference checks with a broad base of individuals familiar with the work of the candidate. 360-degree reference checks refer to speaking with past superiors, peers and subordinates. Consideration might be given to asking the references, “Who do you know that is also familiar with candidate’s name’s work?” In addition to aiding you to verify past performance you may also be making new contacts for your network. New candidates are often developed through reference checking.
Final Thought: Some of the best hiring decisions we make is who not to hire. When you have well-conceived job and candidate profiles to evaluate candidates against you are less likely to make a mistake.
In future blog postings we will address:
- 5 Secrets on How To Deliver (Hire) The Best Candidate