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.