This statement is often made just as an offer is being extended. We tell the candidate we have gone through hours of due diligence with assessments, interviews, dozens of questions, handshakes, and follow up calls….. We’ve made serious considerations for the impact you can have on our team – the insight you will bring, the new ideas and push toward continued excellence….
You have gone through the interviewing process and feel great about your decision on who you want to hire! So, you roll out the offer, they accept and you move on to your next challenge. Hey! Not so fast! In a perfect world, everyone accepts your offer, but unfortunately that’s not realistic.
“If It Ain’t Broke, Don’t Fix It”…. We’ve all heard the expression and most likely have used it ourselves. Are you employing this philosophy when it comes to your company’s Employee Referral Program? Look at it another way: When you buy a new car, what are the important things you look for? Good gas mileage? Cost? Resale value? Safety features? Once you identify that “Perfect Car”, you make your purchase. Over time, the car still runs well, but wear and tear starts to kick in. Maybe it’s not as efficient on gas as it once ones because it has a leak. Or possibly your tires are worn and you can’t drive as safely in snow and ice. Do you not get your oil changed as frequently because the car is older and not worth the time for maintenance? Yes, it runs fine and gets the job done, but how do you feel about it? Envision getting new tires, a tune-up and having the car detailed. Get behind the wheel now and it may feel like a whole different ride!
Have you ever had THE perfect candidate lined up for your most pressing open role and then “out of the blue” they withdraw just as you’re getting ready to make an offer?
Looking for some daily inspiration? We’ve got 10 career quotes to keep you driven and focused when the goings gets tough.
Coaches know their players, and managers should know their employees. Whether you are a part of a large company or a startup, you know that leading a successful team creates a great environment, happy workers, and best of all–amazing results. So, if you’ve gathered the best teammates that you can find, be sure to maximize to its potential!
Startup. That word evokes different emotions among different people. To some — excitement! Others feel like it’s a big risk and perhaps out of their comfort zone. Of course, qualifying candidates is important, but there is an element of “selling” that has to be done as well. Think about the things you can offer desirable candidates who may feel a bit unsure in the early stages of your discussion. Here are a few selling points to help you tell your story and position your company as “the place to be”. (All may not be relevant to your company, but the idea is to get you thinking outside the box.)
Hiring can be daunting. Breathe deep and take a moment to begin with some basics when you are going to look for a new employee. Start simple. Before you even put a job description together, take some time to focus on the behavioral traits that will be needed to set you and your new employee up for success!
