The problem number one many recruiters encounter is how
to make sign the
best candidate. It is an established fact : “the candidate
with huge potential”
is on the way to become a protected species.
The error made by many recruiters in this situation consists
in simply
treating these “exceptional candidates” like
“lambda”
individuals. But the
best candidate feels, thinks, acts and makes their decisions
differently than
others people. Consequently, if you want to make them sign
for your proposal,
you must learn how to think like them.
In my point of view, here the list of the 10 key points
the best candidate
will check to consider your offers :
1- The good fit between the job and the interests of
the candidate
It is without any doubt the key factor of a successful
recruitment! The job
you have to propose to the candidate must fit with its
interests and its
personal motivations. it is not a question to know if your
candidate “is well
motivated” but rather of knowing “by what”
it is really
motivated.
2 - A “job stretch”
The “job stretch”, it is the difference
between the
position which occupies
today your candidate and the position which you are
proposing to him.
An exceptional candidate will not sign to make the same
thing it currently
makes with the only reason that you propose to him to do it
“on your premise”,
except if you are Google…
Thus insist on the gap that you are able to create
between the current
situation of the candidate and what you propose to him : new
technologies to
work with, bigger team, more ambitious or strategic
projects…
3 - Evolution
To remain motivated in the long term, everyone needs to
know that he will
evolve, the best even more than the others! When you
present the position to your best
candidates, do not forget to underline the evolution in the
medium and long term.
4 - Making a true difference
The best candidate does not want only a job, he has often
in heart to write
part of the History (with a big H)! Many candidates with
exceptional profiles
are able to lower their claims if they have conviction that
they will be able
to have a role really impacting within your company.
5 - Quality of the Chief
This factor is often the first which determine the
decision of best
candidate to accept an offer.
The best knows that contacts with the best will help him
at the same time
for personal and professional growth.
If the Chief has real qualities of leadership, put them
ahead as a true
advantage. Moreover, for more chances of success, it is
often judicious to
imply this last in the process of recruitment.
6 - Quality of the Team
The staff is the place in which are tied personal
and professional
affinities.
7 - Vision of the Company
The companies which know where they go and which have
real ambitions are
those which attract all the favours of the most determined
individuals.
Ensure you to have perfect description of the mission and
the vision of your
company. And do not forget, a vision, it is made to sell,
inspire, gather
and to make dream, then put the package!
8 - Culture of company
All that is original in your manner of doing the work,
all that indicates
what is usually done by your most talented collaborators,
all that makes your
company a little special place even straightforwardly
shifted… all that must
absolutely be proposed at the time of the presentation of
your company.
9 - Balance between Professional and Private life
More and more high potentials do not agree any more to
ruin their health,
nor the quality of their family life or social in exchange
of a remuneration at
the end of the month.
If you implemented a program of “Work/Life
Balance”, make
the push on these
arguments! Otherwise, think about this kind of
initiatives…
10 - Package of remuneration
If you are not sufficiently supporting the 9 preceding
points, remuneration
package will not be enough to attract the best candidate.
On the other hand, if you are able to propose a truly
gravitational offer
on at least 5 to 7 of the 9 points evoked above, you have
no need to overpay
your collaborators.
