Devoted to recruiting, finding top recruits, and hiring tips and advice

Many times, in consulting my clients, I determine that a barrier to their finding, hiring, and retaining top-talent is not so much that the wrong people interview--it's that they (the company) doesn't do the things that would attract the top-talent.

In short, they're so busy recruiting, they forgot to sell.

But before you don the pinstripe suit and shine up your shoes for some tap-dancing, remember the old salesman's proverb: "People hate to be sold, but love to buy."

The Takeaway: Be completely open about exactly what a candidate can expect.  Then, if you don't attract the person you want, examine your culture, not your candidates!

Gretchen over at JobSyntax highlights a comment made on this subject: what to say to help sell your company to a great candidate:

Details I look for in a new opportunity include  (not in any order of priority;)

1- Team Type - is it a start up environment? Is it a well established team with a legacy/ history behind it? Is it mostly FTE's, vendors, contractors, etc?

2- Why is the team hiring?  - Is it a new position?  Or did someone in the former position "move on" for some reason or another.

3- What is the team trying to accomplish? - Goals, reason for existence, product lines, etc.

4- What is new and exciting with the team/product?

5- What is the future of the team? - ie: to double in size, increase customer loyalty, reorganize web identity, etc.

6- What is a Day in the life of a team member like? (perks that go beyond free coke... do you all work in one big room of cubes? Do you all go to lunch together every tues? What makes your team experience unique?)

7-What do you look for in an ideal candidate? - This helps set the tone of the team for the candidate. What attributes are most desired that may be lacking from current candidate pool. Is the team over estimating, dreaming or under qualifying, etc.  What background info would the right candidate need to highlight in order to stand out as a potential "good fit?"  

Just some ideas that have helped me find candidates and positions in the past. The interview process is as much of an interview of the team as it is the candidate. The more info the better to make an informed decision.