Selecting,Candidates,from,the, business, insurance Selecting Candidates from the Cream of the Crap

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Does this sound like your hiring process:A position opens up in your company and the scrambling to fill it ASAP begins. A job description is quickly written bythe hiring manager, it gets approval, then HR takes the job descriptionand reformats it into an ad. HR then posts the ad on the different jobboards, Monster, Careerbuilder, Hotjobs, Craiglist, Ladders and maybe afew others. A couple of weeks go by, you receive hundreds of resumes,spend nights and weekends reviewing them, whittle the pile down to 20or so and start interviewing. After weeks of interviewing you have 3possible candidates, one so-so, one okay if no one is better and oneback up candidate. Not willing to compromise you ask HR torerun the ad and the process starts all over again. You get the sameresults and do it again for the third time. The position has now beenopen for 2 or 3 months, work is backing up, long hours are stressingyou and your staff, mistakes are happening and projects are being putoff. After all this time and energy you have three good solid belowaverage candidates. At this point something is better than nothing. Youare desperate. So you do what we refer to as “pick the tallest pygmy.” You settle and ultimately hire the “cream of the crap” or the “best of the worst.” After 6 months things aren’t workingout and you are asking yourself, “Why did I hire this person?” It isnow time to either hold them accountable, manage tough or start theprocess all over again.In our best selling bookon hiring top talent, we refer to this methodology as, “crap shoothiring.” Its like rolling the dice and hoping you hit the number.Companies often run ads, cross their fingers and hope a great candidatewill be motivated to respond to the posting. It just rarely happensthat way. More often than not great candidates are turned off bycompany ads. Top talent read these ads and think, “I already have thatjob. Why do I want to respond to this posting?” So the only candidatesthat respond are those that are actively seeking a new position orunemployed. Sometimes companies do hit the jackpot and a greatcandidate responds, however, they are often off the market before mostcompanies get through the stack of resumes.If you want toattract top talent you have to understand what motivates top talent.Similar to advertising for customers, the ad must be about them, notyou. Most job postings are a list of demands that are all about thecompany and nothing about what is in it for the candidate. Considercreating what we refer to as a “Compelling Marketing Statement.” (Click Here for some examples)There are three things that all top talent is looking for:1) Top talent alwayswant to be learning. They thrive on expanding their knowledge. Growthis not just moving up in a company. Growth has to be personal. Theyhave to be challenged, given opportunities to learn, take on newprojects outside their normal function, be stretched and be learningsomething new.2) Top talent need to make an impact. Maintenance roles are not for top talent. Companieshave to ensure that top talent have the opportunity to really impactthe organization. They want to improve earnings, open new offices,introduce new products, grow a business to new heights or take on aproject that will change the company.3) Top talent want to become something bigger than what they are. Maslowcame up with this in the 50’s. He called it self-actualization. Toptalent strive to be something more. They want to be all they can be.Personal growth is critical and if their personal growth flattens outthey immediately start seeking a position that will continue theirgrowth.If candidates don’t seek these, then by definition they are not top talent.What this means is ifyou want to attract top talent you have to motivate them. Posting theboring job description doesn’t address any of these issues. You need tothink like a Madison Ave. advertising company that knows to display thebenefits to the reader. Here are three things you can do to motivatetop talent in your ad:1) Include the visionof your company. The goals, objectives, and where the company is going.Top talent want to be a part of a growing, energetic company that has avision.2) Don’t list dutiesand responsibilities. Instead discuss how they will contribute to thevision, provide challenges that will ensure they learn and how thisrole will help them reach their goals. This is what excites top talentand differentiates you from the thousands of jobs listed on the board.3) Challenge themwith specific objectives they will accomplish. This is the learning andgrowing that all top talent want to achieve. Toptalent will then read your ad and think to themselves, “That’s whatI’ve been looking for. That is what is missing in my current positionand company.”Remember top talentcould care less about what you want. They are interested in “what’s init for me.” Post an ad that demonstrates that and top talent will startresponding to your ads.For more information on how to attract top talent visit our website at www.impacthiringsolutions.comIf you found this helpful please forward to someone else and consider leaving us your thoughts.