| irms of all sizes in all areas of business want the best | | | | best. It may not be what most companies want to |
| candidates for the jobs they have available. | | | | hear but it happens to be true. Don't misjudge the |
| However, in recent years, the employee-candidate | | | | pay rate, benefits, perks, etc., necessary for the |
| paradigm has been reversed. Because of a shortage | | | | best quality candidate to accept the position; don't |
| of talented candidates, there is more competition | | | | play games with lower than market rate offers. |
| between companies for the talent that is available. | | | | Keep abreast of changing salary scales, and price |
| So, rather than the job candidate having to sell him | | | | your jobs competitively. If you don't know what the |
| or herself to the company, the Hiring Manager's | | | | current market rate is, hire a recruiter who does and |
| responsibility is to "sell" the quality, financial stability, | | | | who can advise on all aspects of the recruiting |
| and advancement opportunities of the company to | | | | process. |
| the candidate. | | | | Get The Right Help |
| It is now essential that firms revise their recruiting | | | | Bringing a professional recruiter in at an early stage |
| procedures and do not let the best candidates get | | | | will help prepare your company for the hiring process. |
| away. Some simple adjustments should be enough | | | | A top-notch recruiter will ask the right questions to |
| for your company to stop those high quality | | | | help you identify your company's needs and will also |
| candidates from going elsewhere. | | | | help you identify human attributes (personality, |
| Quick Response | | | | communication skills, corporate culture, etc.) that the |
| Once you decide to fill a position, be committed to | | | | "right" candidate should possess, including "must-have" |
| that decision and make hiring decisions quickly. View | | | | attributes and "preferred" attributes. |
| the hiring process like a project and ensure you meet | | | | Choose a recruiter to work long term and they will |
| your goal of hiring the "best candidate" in the | | | | soon be attuned to the exact needs and |
| shortest amount of time. Indecisiveness, time delays, | | | | requirements of your company. Include the recruiter |
| budget reviews, etc., send a message to the | | | | on your company's hiring team. A preferred recruiter |
| candidate about the company's lack of focus. If you | | | | is very helpful in structuring job descriptions so they |
| wait two weeks following an interview to make an | | | | stand out. And finding the recruiting angle that will |
| offer, your ideal candidate may have already | | | | draw superstars and in presenting the job offer to |
| accepted a job offer from elsewhere - even from | | | | the candidate so it will be accepted. In addition to |
| one of your competitors. | | | | recruiting top talent, good recruiters possess skills to |
| Streamline the Hiring Process | | | | help candidates evaluate and accept good offers. |
| Do you really need second and third interviews ? If | | | | This “third-party-input” to the |
| you ensure that all the participants in the hiring | | | | candidate during the decision is critical to avoiding turn |
| process are available for the first interview, then | | | | down and defusing counter offers. |
| decisions can be made quickly and effectively, | | | | With a streamlined recruiting procedure and the right |
| ensuring that your firm has a better chance of | | | | approach to the top candidates, your firm will be one |
| recruiting the top talent. | | | | of those getting the best talent while your |
| If You Want The Best... | | | | competitors are still wondering how that perfect |
| If you want the best...then you will need to pay the | | | | candidate managed to get away. |