Like the championship game, you need: a strong gameplan, everyone involved to play their position well, to execute on the basic fundamentals and most importantly - the human creativity to adapt your selection process to seize the moment, to create special moments or the right experience for your candidate.
We're fortunate to be on a winning streak with 5 key leadership recruits being closed within 6 weeks.
Here's how we're doing it:
2) Process - use the TopGrading methodology and appropriate assessment tools.
3) Product - Remember it's not about your needs, rather about THEIR needs. They are making a purchasing decision of an employment product for which they will pay with their their livelihoods. They need a full understanding of that employment product. Craft an interview lineup so that every meeting and interviewer has a specific message and purpose aside from assessing the candidate. We meet and prep every interviewer so they understand their mission going into each interview.
4) Service - Check in with your candidate after every interview day. Ask them if they have any thoughts, ideas, questions or concerns about the Company, the job, the People they've met. Get a pulse on their interview experience. Think of your candidates as customers.
5) Customer Experience - the candidates experience is a result of a creative production intended to give the candidate the right experience. Adapt your process to achieve more than just information transfer about the Company and job and rather to achieve the right interview experience for your candidate replete with a magic moment or two.
Beyond assessment and selection, the art of recruiting is a combination of attaining the insight into a candidates desire for self actualization, executing on a planned interview strategy, and creating a candidate experience that makes them feel warm and fuzzy in the same way that a beautiful work of art does.
Think and feel like an architect, painter, chef or musician...
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