“Find the best people”, “recruit the best people”, “how can the best people want to work for my company?” We’ve heard them all. And if you ever had to ask these questions in real life, you know how difficult it is to answer them.
We all know the basic formula for recruiting the best employees, such as job compatibility, corporate culture and the team. In fact, if you have an employee who fits well with all these aspects, there are few things that can go wrong, right?
But would not it be perfect if you had a list of tips and tricks for hiring the best people? Fortunately, you are in the right place. Here are four for you to keep in your artillery. For the emploi à riviere du loup you can have the best choices now.
Want to recruit the best? Know what you are looking for
In the first place, you have to know what you are looking for. Yes, it may sound a little funny. However, we often hear people say they want to hire the best employees, but when they are asked what they mean by that, they are caught off guard.
If you want to hire the best talent, you need to know in detail what it really means: their education, their experience, their learning style, their adaptability, their resistance to stress on everything.
Remember: the “garbage” of some is the treasures of others. Someone who perfectly suits another company is not necessarily the best candidate for you. Know what you need and what basic skills, abilities, values and strengths you are looking for.
Do you want to hire the best ones, or those who are available now?
This is a sobering question. Do you want someone who will be the best employee now? Or does “the best” mean someone who has a natural talent that will grow with you to become your star worker?
If you want to hire the best person possible to fill the position right now, do you know exactly what you want? And if you want to develop your star worker, will you recognize it?
Know them as well as they know you
Let’s assume you’ve taken the first tip: you now know what you’re looking for. And now? If you seriously consider the candidate in front of you, you expect him to have researched your business, right? The candidate is prepared, has answers to your questions and knows what to say about the company as well as its culture, vision, mission and also about the job and its conditions.
But even if it seems appropriate, you do not want to settle for a suitable candidate, you look for the best.
Let’s look at the situation from a new angle: why should a candidate know more about you than you about him?
Do not let this situation happen. If you want to engage the best possible workers, study their resumes carefully, visit their online social profiles, rate their technical tests and review the results of their psychometric profiles. As the saying goes, “curiosity is a bad thing” but you are not ugly: you are trying to recruit the best.