Why Can’t a Motivated Hiring Manager Find and Successfully Attract The Right Professional People?
Norman Weitzberg
CEO - Effective Executive Search, LLC | OUTSIDE THE BOX THINKER & RECRUITING TECHNIQUES | Let’s motivate currently employed candidates to interview with your company enabling you to resolve specific hiring objectives
Hiring managers juggle many tasks day to day with limited time to effectively create, conduct and monitor an organized, targeted recruiting campaign.
Furthermore, most hiring managers do not have specialized recruiting knowledge and techniques as part of their skill set. It is not what they do for a living day to day. They are not “pros” at the recruiting game. It is unfair that a hiring manager would expect they are personally trained and equipped to obtain meaningful recruiting results, just as it would be unfair for a recruiter to be a doctor. It is not what they do nor is it what they are trained to do. Hiring managers should stick with their expertise and outsource recruiting to an executive search surgeon trained, skilled and experienced at the recruiting game.
Human resource professionals employed by a company are juggling various tasks. They may not have the time to create and implement a dedicated recruiting campaign to an individual hiring manager’s “recruiting priorities.” Typically, a company’s internal recruiter has many priorities on their plate most times accountable to multiple hiring managers and the Director of Human Resources.
Why should they prioritize one hiring manager’s search requirement versus another? Why should they place a specific hiring manager’s hiring requirements as a top priority compared with other human resource, recruiting and related tasks they are accountable for when reporting to the HR Director?
Hiring managers would benefit from having an executive search surgeon on their team, dedicated to a specific hiring manager’s unique hiring priorities. As one would go to a physician who is a specialist to treat an illness, why not partner with a recruiting specialist who knows the market, knows how to pursue and motivate candidates and has their client’s interests at heart because they can profit and get invited back to provide additional recruiting services based on success?
Remember, an internal recruiter goes home after a day’s work knowing their salary is secure whether they find the right candidate or not. An independent recruiter is geared towards results in order to profit, pay their bills, eat and earn the right to obtain additional search work from that client.
Engaging an experienced executive search firm to “listen” to the hiring manager describe their needs, define the position, work out a targeted salary range, creating and implementing a “specific search plan” to resolve the hiring issue at hand, helping to ensure that hiring manager doesn’t go many weeks/months without a qualified new employee on board is an investment that can pay short and long term dividends.
If you get a chance to work one on one with a skilled executive search surgeon, this may be the best way to obtain the results desired in a timely manner. If you want to enhance operational effectiveness and profitability, you may be wise to engage an executive search surgeon who knows the market, knows what to do, can pursue happily employed non active/passive candidates, motivating them to interview, helping that hiring manager successfully obtain that candidate’s commitment to accept “that hiring managers offer” versus any other the candidate may be considering. This includes pursuing passive candidates from direct competitors of the employer.
Why not hire a qualified executive search surgeon to perform the search surgery today and not leave this task to individuals who are not in the market 24 hours, 7 days a week, 365 days a year, providing professional, task/results oriented recruiting services for clients every day.
Trying to find your next team member? Book a call with me and I'll help you find the best talent in an efficient manner: [email protected]
Let’s motivate currently employed candidates to interview with your company, enabling you to resolve specific hiring objectives.
How Can A Candidate Enhance Their Chances of Getting Hired?
CEO - Effective Executive Search, LLC | OUTSIDE THE BOX THINKER & RECRUITING TECHNIQUES | Let’s help you to strategically position your career and guide you to interview effectively.
- Thoroughly research the company and industry – come in prepared to speak intelligently with “depth perspective” about the company & industry
- Dress appropriately, low key and professionally
- Anticipate the interviewers concerns, reservations, etc. and have logical answers/statements to alleviate those concerns or reservations
- Clarify your “selling points/value added statements” including reasons why you want the job
- Prepare for common interview questions, including “tell me about yourself”
- Prepare 3-5+ key questions to demonstrate your intellect, interest in the job, level of preparation for the interview, etc. Ask the interviewer their opinion for the key challenges and responsibilities associated with the position/opportunity and then specifically outline how and why you can fulfill those challenges and responsibilities, point by point
- A controlled but high energy level and enthusiasm with consistent eye contact, positive body language (no fidgeting) is important
- Think positive, be positive, close the interview on a positive note (let them know how interested and excited you are about coming on board)
- Think clearly about your answers before speaking and do not ramble – get to the point
- Let them know you want to build your career with this company and why you feel that way
- Practice, practice, practice interviewing with someone or look in a mirror and practice
- Send a follow up note thanking them for their time, how you enjoyed meeting them, including stating how you are looking forward to hearing from them and coming on board
Trying to find your next career opportunity? Book a call with me and I'll help you strategically position and leverage your career in a logical manner. [email protected]
What NOT TO DO During An Interview
CEO - Effective Executive Search, LLC | OUTSIDE THE BOX THINKER & RECRUITING TECHNIQUES | Let’s discuss your career adjectives and enhance your interview technique.
- Never bring up the subject of compensation or ask for a specific salary figure – any number you give will probably be too high with their range which could cost you the job or may be too low with the offer they are considering extending you costing you money unnecessarily…..if they bring up this subject of compensation simply state how excited you are about the position, state to them this is exactly what you want to do with your career and let them know your intent is to accept a fair offer and start working either immediately or after a brief notice period to your current employer…..if they ask you two or more times for a salary figure you would accept give them a realistic conservative “salary range” (e.g. $150K-$200K) and let the employer select the exact dollar amount
- Never talk about politics, political people, etc.
- Never lie verbally or on your resume
- Do not fidget with your hands causing a visual distraction to the interviewer….sit still, fold your hands in your lap and smile comfortably while looking them in the eye when listening to them or when speaking
- Never answer a cell phone or send a text
- Do not dress inappropriately – be low key in your appearance and professional
- Never come across as arrogant
- Never blame other people or a previous employer for your mistakes
- Do not play with a pen or any item on a desk or table
- Do not cross your arms across your chest which sets up a physical and psychological wall in to resist interacting with the interviewer and what they are saying
- Never arrive late….always be 10, at most 15 minutes early……being late suggests a lack of responsibility or lack of seriousness about the interview and opportunity
- Do not become overly personal or familiar……..remember this is a business meeting not a social interaction making a new friend for life
Trying to find your next team member? Book a call with me and I'll help you find the best talent in an efficient manner: [email protected]