The recruiting process for my first job was intense. The sales pitch began with shiny brochures and a promise that once I “graduated” from this “elite” and “intense” management training program, I could move to any aspect of the company. ”It was a great start for HR, training, or frontline leadership.” From there the recruiting and interviewing continued; interviews, simulations, case studies, presentations, personality tests, cocktails with senior leaders…
I accepted the offer and graduated at the “top” of the class.
Then I was told I had no options, but I should be delighted that the finance track they had laid out for me was a prestigious one.
I left the company. Our mutual investment wasted.
Beyond the Benefits
When recruiting top talent, you must sell the benefits. It’s a competitive environment and employees want so much more than money. Convince them why you are the best.
Most recruiting efforts do that well.
Before you make the offer, get real.
Over the years, depending on the job I have said things such as…
- “I am in intense boss with high-expectations”
- “There are times when the pressure will feel crazy”
- “You will start work on Black Friday at 3 am”
- “You will spend much of your life in airports”
- “You will likely have to move again.”
Get others involved
- Let the candidate talk to seasoned employees.
- Let her shadow and hang around
- Encourage him to ask tough questions
- Tell them all the downsides
I have talked one or two candidates out of the job. Thank goodness for all that saved time
Mostly, the “real deal” recruiting talk seems to have an opposite effect. The right candidates appreciate the candor and are invigorated by the challenge.
Please share, how do you incorporate the “real deal” into your recruiting?
Top 10 Lies (Some) Recruiters Tell (An interesting perspective on military recruiting)
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