(1) Hone your company’s sale pitch. Go into the interview with the mindset that you need this candidate, and thoughtfully explain why he or she should invest their career with you.
(2) Recognize that hiring is a time intensive process that involves both evaluating and selling at all times. You may need to meet a lot of candidates to find that perfect fit, and then you’ll have to spend more time getting the candidate excited about your opportunity.
(3) Think very carefully about the interview process, and about who the candidate should meet at your company. It is important to prep each interviewer and help them understand where the candidate is in the process and what is expected in the meeting. Always start by having the candidate meet the management team. Don’t get direct reports involved until later on, when everyone is feeling good about the fit.
(4) Understand what motivates the candidate you’re pursuing. Candidates are motivated by a mix of incentives: salary, bonus potential, benefits, equity, title, and level of responsibility, for starters. You need to understand what motivates your candidate before you decide what your offer will be.
(5) Last, check lots of references. The best strategy is to find blind references–people who are not on the candidate’s list, and can give you an unbiased view. By this time, you will have put a lot of work into this search, and you want to make sure you don’t have to do all this work over again because you picked the wrong person. Your extra due diligence will also show the candidate that you take the position, and your company, seriously.
Need assistance hiring that temp superstar? Perhaps Challenge Consulting can help you find what you are looking for. We consistently follow up with both our clients and temps to ensure the highest levels of satisfaction are achieved, and we select temporary candidates who possess the following key qualities:
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