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How to Find Top Talent

Posted by | January 22, 2016 | How to ..., Recruiting

recruiterIt’s the dilemma each employer faces with each hire. How do I find the right fit for this position? Where do I look? Should I post my job online? Where?

So many questions, so little time. Considering how much the wrong hire would cost your small business, you’ll want to focus on these tips before you post your job ad. Hiring the right people, will contribute to the overall success of your business.

1. Calculate your hires and the cost of your mis-hires. Business owners need to be as careful and calculating with candidates and hires as they are with their equipment and business technology. “When a piece of equipment costs $500,000, we are accustomed to calculating a ROI. Including doing comparisos and planning the installation. So, companies should only move forward and hire with the same type of caution.

To assist business principals in measuring the ROI for employees, You can check these four online calculators: the hiring success calculator (calculates percentage of high performers hired and promoted), the talent projection calculator (calculates the number of people you’ll have to hire and fire in order to achieve a 90 percent success rate), the mis-hires calculator (calculates your typical cost of mis-hires, and your typical number of hours sweeping up after mis-hire) and the organizational cost of mis-hires (calculates how much it will cost you to replace underperformers with your current methods versus Top grading methods).

2. Create a detailed and intriguing job description. Your job description in an ad will determine what types of people will be attracted to it. Write a good ad to get top results. Post a vague job ad and you will get more unqualified applicants. All hiring managers should be careful to put in the extra time required to make the job description as detailed and appealing as possible.

When job descriptions are vague, hiring managers who will are affected have not been clear about what they’re hiring someone to do. Conversely, candidates are also confused. They might apply, only hoping that they figure it out once they start the job. What you get are completely avoidable and costly mis-hires.

3. Recruit from your network and use your connections. “There are a slew of advantages of recruiting from within your own networks. It’s much faster (dial the phone, send some e-mails, scour social media), better (maybe you know someone and they are known to be a high performer) and cheaper than posting expensive job ads or using third party recruiters.

You should be forming a network of A-players you’ve worked with, JobShouts recommends having a separate network of people called connectors. “Connectors are people who know the people you want to reach and they can often refer that top talent right to your inbox.

JobShouts recommends that every hiring manager build and maintain a list those A-players and ten or more connectors—people who are not suitable for your business, but who know a lot of high-performers you might hire. This connector group can include former employees who stay in touch with their peers, also a lot of talented people. Even vendors with an eye for great talent can often point you to talent or other connectors. Also, your professional associates and former peers who know lots of potential talent.

4. Avoid those generic competency questions.  The face-to-face interview is the weakest step in the hiring process. Why? Competency interviews often fail because a typical competency question is, ‘John, Please provide me with an example of when you felt a lot of passion for your job?’ Seriously, anyone can come up with some examples of this and anyone can claim more passion than ultimately exists.”

We’ve seen senior managers at a recruiting firms who spent a lot of time coaching their candidate on how to successfully sell themselves and even tell outright lies during the interview process. Shocking to say the least.

5. Push a candidate to set up a reference call. Of all the methods we have seen, this one we like the bet. It is done using a TORC (threat of reference call). This involves asking the potential candidate to schedule the reference call. A call between the hiring manager and the candidates former employer or referral.

Often this ‘threat of reference check’ will scare off those unqualified players.  Less than stellar players will have difficulty getting their former bosses one the phone with you and most likely would not want them to talk to you anyway. Decades of real world experience confirms that top performers will get their bosses to talk and are quite happy to schedule the call. JobShouts advises recruiters to remind each candidate through each step of the hiring process that reference calls and checks will be setup by them.

6. Use We work really well, your first ad is free and we think outside the box. Job ads do not have to cost $200 each. We deliver the same results for a fraction of the cost.

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