Judging by the masseuse and middle school teacher who applied for the position of VP of Human Resources at a prominent law firm client of mine, it is safe to say that some people do NOT read job postings. The best way to recruit is via live conversations. It’s the only way to explore people’s backgrounds and motivations as well as share details that aren’t in the description. I’m not going to give all our secrets away, but there’s more to it than simply creating a great job description and posting it on a website.
You need to have lots of additional information ready to share with candidates. This not only saves time but can help generate interest in the position. Or conversely, eliminate candidates early in the process, based on their motivations and career goals.
There are many things people want to know that aren’t in a typical job description:
- What’s so great about your company? Are you a Best Place to Work? Have the latest technology? Fantastic benefits?
- Why is the position open?
- Who is the Manager? What is she/he like?
- What is the office environment like? Where will I work?
- Does this person have direct reports? What are their titles?
- Who will I be working with? Maybe one of these people can meet with them briefly.
- Why is this opportunity better than the one I have now? No one wants to change jobs for change sake, especially under current economic conditions.
- What direction is the company going in? What is the size of the organization?
- What is the opportunity for growth within the organization?
While people work to make money and pay the bills, good candidates are also motivated by things other than money. It could be a new challenge, opportunity for growth or simply a better commute. This also becomes evident during the course of a conversation. Email is essential, but there’s still no replacement for the give and take of a good conversation.