How To Build The Best Possible Profile For Your Next Key Hire.

 

“I got no time for livin’. Yes, I’m workin’ all the time.”

 

And, how to attract good employees.

 

Making music isn’t always just about inspiration and “magic”. It’s about structure and form. It’s all about hard work. There are NO shortcuts.

 

What key makes sense for the mood? What tempo will create the right “groove” that makes the idea come alive? So many questions to consider to achieve the desired result.

 

When you look to make a key hire, you’re often looking at a blank slate, too. You have a vision, but the details are fuzzy about how to realize it. It takes hard work to put it all together, so you hire the right person.

 

At Key Hire, we have created a tool that acts like sheet music to guide your efforts in making your vision for the new position come alive. The profile of your ideal candidate is key to ensuring you don’t waste your time with “prospects” who may in fact, are really “suspects” because they don’t really meet your needs when all is said and done. And then you’re stuck with a hire that’s not doing what you want, and you now have two problems.

 

So, if you have ever wondered if there’s a better way to attract good employees and profile your best prospective key hires, the answer is a resounding yes!

 

We have developed an innovative and effective profiling model. We call it the “Avatar Advantage” and it’s based on doing the hard work upfront long before you ever review much less meet a prospective new candidate.

 

This new model is based on three fundamental key insights that fuel the process:

 

Understanding your company’s vision for growth.

• What factors fuel the vision, why it’s important, what are the key elements driving the vision.

 

Understanding your company’s organizational structure.

• Who does what? What is the reporting structure? Do we need to add any layers to the structure? Is this a new position (which brings unique challenges since there is no prior structure and we need to create the right fit and delineate their roles and responsibilities.)

 

Understanding your company’s culture.

• You tell us who your best three to five employees are, and we have in-depth interviews with them to uncover what makes them so good … so we can factor those dynamics into the construct of our Avatar.

 

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Once you have built the Avatar, you should now have the “blueprint” of the following key dynamics:

 

What The Process Looks Like: The same process won’t work for all positions.

It is a candidate-driven market and you can’t expect people to make time around your schedule. You will need to meet some candidates out of the office or after hours depending on the position you’re recruiting for. You can see more about how to recruit quickly and hire talent fast here.

• Is there any assessments or testing required?

• How many interviews should we conduct and who should be involved?

• If you’re engaging High Impact Talent, you will be competing with someone else! Ensure you “have it together” on your end. Impressions matter. You don’t get a second chance to make a good first one.

 

How, When And Where To Engage Prospects.

• Learn how High Impact Talent wants to be communicated with and use it. People in the field don’t check emails – ever. They will respond to a well-timed text at the end of the day though.
• There is a lot of “noise” on LinkedIn and it’s becoming overused and ineffective. If you use it, you have to stand out.
• Don’t use job boards – the High Impact Talent you need isn’t checking job postings for their next great opportunity.

 

How You Screen Prospects

The goal here is to maximize your time talking to High Impact prospects and minimize your time talking to “suspects.” The First pass should be quick and simple. A 15-minute call to cover deal breakers, must-haves and other key topline considerations. If they pass, schedule your culture interview and bring them in to meet Key players etc. If they fail, your total time invested is 15-minutes.

 

How to Convert High-Impact Prospects

Once you have identified the talent you want, and they have passed all your assessments and interviews, put your offer together, call the person and send it in real time while you’re on the phone. Review it thoroughly and ask if there questions, concerns or anything that they don’t understand clearly. So, at the end of the day, you may be the boss, but the reality is, today, High Impact Talent hold most of the chips. You have to make the position and the offer attractive enough to create movement both emotionally and intellectually.

 

I’m really excited for the next round of blog topics, so I hope you’ll stay tuned in. We will be taking a deeper dive into the “pillars” of recruiting best practices and processes that will guide to you successful recruiting outcomes.

 

Thanks for reading!

 

Corey Harlock
Principal Consultant

 

Make Your Business Rock!

 

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