By Action Coach Dave Beam
Last week, I shared on how to put together an effective ad to attract the best people to candidate for your team. The “ad” needs to be placed where you will be most likely to find the person described. I always recommend that you and your team invest significant effort and time in creatively placing this information to attract the largest possible number of qualified candidates. Refuse to go “below the line” (an action phrase that means you are victimizing yourself to blame, excuses, and denial) by believing that this is not possible.
Write letters directly to people that you would love to have for this position. Call vendors, friends, colleagues, and your team members, and let them know about the opportunity. Think networking and relationships. For all of the leads, just give them a flyer and have them follow the instructions. It is worth a significant effort at this point in the process to attract the largest possible group of qualified candidates.
Write letters directly to people that you would love to have for this position. Call vendors, friends, colleagues, and your team members, and let them know about the opportunity. Think networking and relationships. For all of the leads, just give them a flyer and have them follow the instructions. It is worth a significant effort at this point in the process to attract the largest possible group of qualified candidates.
Once the candidate reads the flyer and feels they meet the description in the ad, they are asked to call a telephone number. A voice message will answer immediately and thank them for calling and ask them to leave a message. There are services (like vonage.com) that can be setup to record the message and e-mail it to your computer for review. Your message should request their name, address, contact phone number, and also ask them to answer three questions. These questions need to be designed to better uncover the candidate’s heart and spirit – integrity, passion, interests, beliefs, demeanor, and values. For example, a great question is “What is your greatest achievement so far in life?” and “Describe an ideal work environment”.
Once you receive and review all of the responses, you should select the candidates that sound like they have the heart and spirit for the position and would fit your team. You will call them and invite them to an informational interview meeting for the position. You will ask them to bring an updated resume and references, and come dressed as they would for the job. If they cannot arrange their schedule to attend the meeting, then they deselect themselves. If they show up late for the meeting, they deselect themselves. If the come dressed inappropriately, they deselect themselves, and if they don’t follow any instructions, then they are out.
Next week I will finish describing our recruitment system and specifically give details on how to conduct the hiring meeting. I have personally coached this process with numerous businesses in the tri-state with amazing results, so stay with me please! It will be a great asset if you will learn and use this system.
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