Google is well-known for its rigorous interviewing process and its out-of-the-box interview questions. Whatever they’re doing, it’s working, and they can command the best of best of the best. Don’t think you have to wait until you’re a big shot like Google before you can start being more picky and get a team of superstars. It’s when you’re employing the best that you become the best.
But where do you find them and how do you bag them?
Think about their future
When sussing out whether someone is a right fit for your company, also take into consideration their future potential. Perhaps they’re young and inexperienced now, but will blossom if someone gives them a chance. Don’t just look at their future potential, find out how they feel about their own future. Everyone claims to be ambitious and motivated, but do you see evidence of this? For instance, have they shown initiative in putting themselves out there in any and every way? If they’re interested in pursuing a corporate career, have they supplemented their education with something like managerial or project management courses?
Look in the right places
If you’re going to use career portals to put up job listings, tailor the write-up to the type of candidate you want. If you’re in a creative agency, a fun and witty write-up will more likely appeal to the kind of candidate you want, then just a straight, dry list of requirements. However, if you’re advertising for governmental workers for City of Cape Town vacancies, you’ll probably want to be more serious and professional.
Also, think about using social media tactics to reach out to prospective candidates, especially with LinkedIn. Another different tactic: you could run interesting competitions, where the winners have the chance to be shortlisted to an interview stage. That way, you’ll get a preview of what they’re capable of, as well as filter out all the individuals who couldn’t be bothered to go the extra mile to apply for a job.
Be innovative with your interview questions
Don’t just stick to the stock questions like “Where do you want to be in two to five years?” Surprise your candidates in the interview process and try to catch them off guard to get a feel for what they’re like behind the practiced speeches and prepared answers.
For instance, if you’re in the digital media industry, you could ask what blogs they subscribe to. Not only does this suss out whether the candidate makes the effort to stay up-to-date on his or her industry, it also gives you a feel for what they’re interested in and how they see themselves as fitting in the broader industry.
How does your company comes across?
Think about how your business will come across to potential employees during the interview process. Remember that you’re also being interviewed, so be prepared to expound on all the wonderful reasons to come work for you.
It doesn’t help if you find the perfect candidate, but you fail to entice them to choose you as an employer. Don’t just assume that anyone will be happy to have whatever job they’re offered. Applicants who know their worth will take the time to research your company to see if it’ll be a good for them as well.
There’s a big difference between someone who’s right for the job, and someone who delivers above and beyond what you expect. There are just some kinds of employees that are invaluable – real treasures to have as part of your business. And these are the ones you want to find.