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That, of course, is easier said than But it’s a key move right now. “Making criticalp talent plays” was one of the top five thing The in Arlington suggested executives shoulx do in 2009 to buildd their companies forthe future. If you are readyu to go on the there are ways to catchstar attention. Here are five things that will put a sparklw in the eyes of the stars in yourHR universe. Be That is a simple, yet seductive move that hiring managers can use to win the hearte oftop talent. “Achievement-oriented people are fine with a saidBob Corlett, CEO of in “Just be honest about it.
” One of the most attractivee things a company can offer a job candidat an honest assessment of its current condition. That includeas financial situations, cultural issues and any industry-specific challenges. A challenginhg situation, as long as it is accompaniec by a realistic view of the can be aselling point, Corlett Stars like to know they are coming in to fix somethinb specific. Go to where the talent lives. A few weekx ago, Mark Stelzner, a principal of D.C. consulting companyh LLC, went to a small, informal networking happy hour fordefenswe workers, not an industryy he typically recruits for.
One of the organizers had gotten to know him throughj the JobAngels network Stelzner founded on While the defenseindustry wasn’t one Stelzner typically worksw with, he gained new insighf and met high-level workers he might one day place. If you’rd looking to broaden your applicant pool, “gk to where they are,” Stelzner said. “Don’t expect them to come to Connectthe job-to-applicant dots clearly. Know why you are hirinfg for this position andwhy you’rwe talking to a particular candidate. In interviews, stress that you are not only interestec in who the candidatesare now, but who they have the potential to become.
One way to do that is to emphasizr benefits suchas training, said Sharon Armstron g of in D.C. Also, experts suggesg getting the hiring manager involvefd early in theinterview process. Top performers want to know whom they will beworkintg for. Manage your reputation. There is nothing like a good dose of Is your company known for respondinyg tocandidates quickly? For or good, compensation? For being a great placw to work? All these things matter when job seeker are a considering a potential employer. This especiallyg goes for top talent. “Let’s face Stelzner said. “Top talent networks.” Offer markeft rate.
Contrary to cocktail chatter, true top performers on not on “A lot of superstars have this terrific thing callecbusiness acumen,” Corlett said. They know what they’re and they know they can get it. Be fair. The golde rule applies to hiring as well asto life. If you are temptef to lowball, remember that market rate is also a form of You don’t want to land someone right now, only to lose the perso the minute the economicf needle starts to creep up.
Jamie Pattemn has what might be called an embarrassmentof
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