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15 Jun 2016

The same hiring challenges continue to exist in today's market.

Is actually a program have to insure that you have a competitive advantage to attract top talent. With the current economic economy, there are several good candidates actively hunting for a new position. Though the task of attracting top talent by presenting your company's competitive advantage, sourcing the very best candidate pool and differentiating among top talent has not changed.

The aim would be to hire the best possible candidate. Understanding that, we've conducted research to find out what the American workforce wants in the employer. We have found that people need to help companies which have a great reputation, high ethical standards effective leadership. The findings of our own research also identified company benefits, competitive salary, bonus programs, company matched 401(k)s, equity and advancement opportunities as very important considerations.

Determined by that information, if you want to attract top talent you should define and communicate your company's competitive advantage as a way to attract and retain top talent.

Next, you should identify and partner with a search firm that's reputable, knowledgeable and extremely connected inside your industry. Nobody knows the use marketplace better than an expert, industry specific recruiter. They are able to access hidden talent that will don't be found by newspaper ads, job boards or applicant databases.

A recruiter will cast a larger net to get qualified candidates. After evaluating the candidates awards and achievements, stability, progression and personality fit up against the hiring profile specifications the recruiter will recommend a shorter set of top talent to get interviewed. It's beneficial for you to transmit the recruiter any internal referrals. This may confirm consistency in the screening process and make sure that you are indeed seeing the superior talent.

An organized, planned and well organized procedure will significantly raise the odds of hiring top talent. Determine the main element competencies before the interview. Next, develop interview questions around these key competencies. Take a reputable review your company culture and develop questions which will identify whether or not there exists a cultural fit. Ask the same behavioral based inquiries to each candidate and compare what each candidate says to ascertain strengths, weaknesses and places that you should ask follow-up questions.


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