EVERY manager wants a dream team - something like those cricket lists people talk about every now and again. A team that has the likes of Sachin Tendulkar, Gary Sobers and Don Bradman in it. In fact, every manager worth his salt wants to recruit the Sachin Tendulkars of the corporate world - a superior workforce that has the who's who in terms of talent. Unfortunately, while the landscape is chequered with potential candidates of all genres waiting for the penultimate job, the best ones get taken faster than one can say `open résumé'. Besides, this pool of gifted top workers is rapidly shrinking as hardly a handful of them are really worth their weight in gold. Organisations literally move heaven and earth in their search for those elusive blue-eyed boys, but to no avail. But if you are patient and alert, you just might strike it rich.
Opportunity comes a-knocking
If you hit the jackpot and happen to receive a job application from a person of this rare breed, you have to pull out all the stops to keep him/her from slipping through your fingers. The tables are turned, as the company no longer has the upper hand in the recruiting and hiring process. Now, the candidate does not have to convince you that he is right for the job, but you have to bend over backwards to persuade him that your company is the right place for him and his career. Woo him with all you can to get him on board, lest you find yourself at the receiving end of a short shrift for a change.
Moving in for the kill
Once this candidate from El Dorado has knocked on your door, you have to sell yourself and your company in order to get him well and truly hooked.
The interview stage is the best platform to clinch the deal, so do not jump in with hurried questions that pick his brains:
Open the conversation with the big picture - an introduction of the company, the various opportunities, challenges and the promising future. Highlight the goals, values and vision in memorable ways.
Talk about yourself - your background, how you joined the organisation, moved up steadily as well as what keeps you dedicated to the concern.
Then move on to the ins and outs of the job - describe the exciting work, ensuing challenges, stimulating responsibilities, etc. Show how this particular position fits in with overall organisational goals and how he can change the future.
Discuss his skills, knowledge and abilities to assure yourself that he is really `the one'. Inquiring about what type of work he prefers and why he left the previous job will shed further light on his suitability for the job.
To further sell him on the job, highlight the empowering work environment that demonstrates commitment to his personal success. Reaffirm that you respect your staff by explaining company policies that put employees first.
Also, show that the company is a staunch supporter of positive employee orientation through incentives that reward hard work. Outline the ongoing training programmes that help upgrade employee potential.
However, whatever you say or do, make sure that you stick to the truth. Do not make false promises in an attempt to reel in a prized employee. It will sour matters later on, when he feels deceived and let down.
And remember, actions speak louder than words. Give him a grand tour of the office so that he can get a feel of the actual atmosphere for himself. Introduce him to potential colleagues and managers and let him question them about the minutiae. As Susan Gramatges, COO at Pierpont Communications, a fast-growing public relations agency based in Houston, Texas says, `Once a candidate comes for an interview and is given the opportunity to visit with various individuals at different levels, that candidate comes to see first-hand the many qualities that make the office such an attractive place to work in'. This also presents the golden opportunity to test his `hands-on' skills by getting him to perform a few challenging tasks.
Finally, if you do decide to extend a job offer, call him up directly and follow it with a written proposal. Be forthright and talk to him about salary, benefits, hours of work, possibility of promotion and so forth. Do not press for an answer; give him significant time to sleep over the offer.
In spite of all your efforts, the candidate may or may not decide to accept your offer. Bear in mind that there are other fish in the pond too. Do not hastily turn down other applicants. Keep your options open. And cross your fingers and hope that you have picked the right one.
Opportunity comes a-knocking
If you hit the jackpot and happen to receive a job application from a person of this rare breed, you have to pull out all the stops to keep him/her from slipping through your fingers. The tables are turned, as the company no longer has the upper hand in the recruiting and hiring process. Now, the candidate does not have to convince you that he is right for the job, but you have to bend over backwards to persuade him that your company is the right place for him and his career. Woo him with all you can to get him on board, lest you find yourself at the receiving end of a short shrift for a change.
Moving in for the kill
Once this candidate from El Dorado has knocked on your door, you have to sell yourself and your company in order to get him well and truly hooked.
The interview stage is the best platform to clinch the deal, so do not jump in with hurried questions that pick his brains:
Open the conversation with the big picture - an introduction of the company, the various opportunities, challenges and the promising future. Highlight the goals, values and vision in memorable ways.
Talk about yourself - your background, how you joined the organisation, moved up steadily as well as what keeps you dedicated to the concern.
Then move on to the ins and outs of the job - describe the exciting work, ensuing challenges, stimulating responsibilities, etc. Show how this particular position fits in with overall organisational goals and how he can change the future.
Discuss his skills, knowledge and abilities to assure yourself that he is really `the one'. Inquiring about what type of work he prefers and why he left the previous job will shed further light on his suitability for the job.
To further sell him on the job, highlight the empowering work environment that demonstrates commitment to his personal success. Reaffirm that you respect your staff by explaining company policies that put employees first.
Also, show that the company is a staunch supporter of positive employee orientation through incentives that reward hard work. Outline the ongoing training programmes that help upgrade employee potential.
However, whatever you say or do, make sure that you stick to the truth. Do not make false promises in an attempt to reel in a prized employee. It will sour matters later on, when he feels deceived and let down.
And remember, actions speak louder than words. Give him a grand tour of the office so that he can get a feel of the actual atmosphere for himself. Introduce him to potential colleagues and managers and let him question them about the minutiae. As Susan Gramatges, COO at Pierpont Communications, a fast-growing public relations agency based in Houston, Texas says, `Once a candidate comes for an interview and is given the opportunity to visit with various individuals at different levels, that candidate comes to see first-hand the many qualities that make the office such an attractive place to work in'. This also presents the golden opportunity to test his `hands-on' skills by getting him to perform a few challenging tasks.
Finally, if you do decide to extend a job offer, call him up directly and follow it with a written proposal. Be forthright and talk to him about salary, benefits, hours of work, possibility of promotion and so forth. Do not press for an answer; give him significant time to sleep over the offer.
In spite of all your efforts, the candidate may or may not decide to accept your offer. Bear in mind that there are other fish in the pond too. Do not hastily turn down other applicants. Keep your options open. And cross your fingers and hope that you have picked the right one.
PAYAL AGARWAL
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