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Every manager understands the importance of hiring really great staff, but few are trained how to do it. They know that to prosper, they must hire the best person for the role, not just the best of the bunch. To always hire the best, hiring managers need to appeal to the REAL REASONS why Top Performers make a career move.
Top Performers do not typically peruse job boards, nor do they reply to the majority of existing job advertisements.
Top Performers do not want another job where they use their existing skills, experience and knowledge.
Top Performers are not necessarily great interviewees.
Top Performers are not motivated solely by their remuneration package (and if they are, youve got the wrong person for the job “ even in sales).
Top Performers:
* are open to a strategic career move that enhances their future success
* take longer to make a decision, weighing the pros and cons of a new career move
* hear about an opportunity through their network of associates and referral programs
* want to be challenged with a new project or responsibility
* instinctively work in their area of strength or natural ability
* always have multiple job offers
To find, attract and hire Top Performers, you must first get inside their heads and understand their key motivators. Writing a job description that lists all of the learned skills and education does not entice a top performer. Describing the remuneration perks does not entice a top performer. Top Performers want something to sink their teeth into. They love being challenged and growing personally as well as professionally.
If you base your recruitment search strategy on what motivates Top Performers, you will have eliminated many of your problems in attracting Top Performers to your team.
Top Performers do not typically peruse job boards, nor do they reply to the majority of existing job advertisements.
Top Performers do not want another job where they use their existing skills, experience and knowledge.
Top Performers are not necessarily great interviewees.
Top Performers are not motivated solely by their remuneration package (and if they are, youve got the wrong person for the job “ even in sales).
Top Performers:
* are open to a strategic career move that enhances their future success
* take longer to make a decision, weighing the pros and cons of a new career move
* hear about an opportunity through their network of associates and referral programs
* want to be challenged with a new project or responsibility
* instinctively work in their area of strength or natural ability
* always have multiple job offers
To find, attract and hire Top Performers, you must first get inside their heads and understand their key motivators. Writing a job description that lists all of the learned skills and education does not entice a top performer. Describing the remuneration perks does not entice a top performer. Top Performers want something to sink their teeth into. They love being challenged and growing personally as well as professionally.
If you base your recruitment search strategy on what motivates Top Performers, you will have eliminated many of your problems in attracting Top Performers to your team.