“Wait a minute,” you might be thinking. “We DO hire the best candidates . . . well, we want to hire the best candidates, anyway.”
Take a moment and conduct a quick mental assessment of your organization’s hiring success. Do you hire A-players? B-players? Tell us you’re not hiring C-players. (In fact, you should be replacing C-players with A-players. Here’s how.)
If you’re not consistently hiring A-players, then your organization is consistently losing out on top talent. Below are five reasons why you’re not hiring the best candidates:
#1—You can’t find the best candidates.
By and large, the best candidates in the marketplace are not going to just stroll up to your door, knock on it, and say, “I want to work for you.” No, they’re probably not even actively looking for a new employment opportunity. That means you must hunt them down. (Not literally; that’s just a figure of speech.)
#2—You’re not recruiting the best candidates.
Finding the best candidates is just the first step of the process. Then you must convince them to consider your opportunity. Remember: they’re probably already in a good situation. Their current employer is compensating them well with salary, benefits, and other amenities. Plus, they’re plenty busy and more than likely being challenged on a daily basis. “Hey, you want a new job?” isn’t going to cut it.
#3—You’re not selling the opportunity AND your company.
The job is about more than just the position. It’s also about the company—its values, its mission statement, and its culture. If you try to sell the position without also selling the company, then candidates are more likely to dismiss you. These candidates don’t want just a great job. They want a great job with a great company. Convince them that you’re great!
#4—These candidates drop out during the interview process.
Superstar candidates have a short attention span. They have things to do, people to meet, and careers to grow. You must keep them engaged during the interview process. If you don’t, then they’re going to lose interest. After all, there’s a chance they’re interviewing with more than one company. If you don’t keep their attention, somebody else will. And then somebody else will hire them.
#5—Your offer is not attractive enough.
So you found the best candidate, you recruited them, and you sold them on both the position AND the organization. Now it’s time to make the offer, and . . . you low-ball them. What? This is not the time to cut corners. If you found the best candidate, then make an offer that is worthy of the best candidate. Pull the trigger, for crying out loud. (Once again, not literally. It’s just a figure of speech.)
If you’re having difficulty identifying and recruiting the best candidates for your organization, then perhaps the services of an experienced recruiting firm can help. Click here for more information about The Doepker Group’s services for employers.