Ever ask yourself, “why would I work for me?” Or “What, aside from a stable company and secure pay cheque, do I have to offer to the great candidates I’m trying to attract and hire?”
Money is no longer the calling card it used to be. It’s no longer about hiring people who are motivated to change jobs because they want or need to make more money, or worse, because they’re peeved at their former employer. Today’s top candidates are looking seriously at their prospective employer’s core values and the employee value proposition.
With this in mind here are a few things to reflect on, maybe even brainstorm with your team, BEFORE writing that career ad or talking to a few hopeful candidates.
First, in the words of long time recruiter and author, Lou Adler – if you’re hiring the top person in the top half of the top half – and why wouldn’t you be? – what would that candidate have to do in order to be considered exceptional?
What projects, accomplishments, activities, processes would you need to see for a candidate to be viewed by you as in the top half of the top half of great candidates? When interviewing candidates I frequently ask questions like:
Secondly, although equally important, ask why would that person (the top half of the top half A-level candidate) want to work here?
These are the things you’ll want to consideration when creating your EVP, the EMPLOYEE VALUE PROPOSITION.
If before you start hiring, you apply thought to these questions and develop the candidate profile you need, your ads will capture the attention of the right great people you’re looking for, and you’ll be having a more meaningful conversation with them right out of the gate.
Bottom line? You save time and money by incorporating a consistent interview process. And that significantly reduces wasted time and advertising costs.