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Five Ways to Guarantee You Won’t Get the Best Candidates

Five Ways to Guarantee You Won’t Get the Best Candidates

by Frank Roche on July 31, 2009

in Recruiting

People are your most important asset. (We know that because it’s what everyone has to say.) Let’s take you at your word. If people are your strategic advantage, you need the best ones. So, why is it that so many companies do things to guarantee they won’t get the cream of the crop?

Here are five ways to guarantee you won’t get the best candidates:

  1. Use the same old boring job descriptions that everyone else uses. If you want to position above the competition, then do it. That starts with writing job descriptions with a little attitude.
  2. Think narrowly. Except for professional requirements like Legal and Actuarial, who says people have to come from conventional backgrounds? Just because someone has experience doesn’t mean it’s good. Ever heard of The Peter Principle?
  3. Don’t ask current employees for recommendations. Your employees’ friends are some of the best people available. Have you asked them to get their friends to join?
  4. Jerk around former candidates. This is a small world, and people talk. If your recruiters or managers have a habit of mishandling candidates, they talk.
  5. Say one thing and do another. If you want good people, you have to be true to who you are as a company. Don’t say you’re one thing if you’re another. Check out Glassdoor. Your candidates have.

UPDATE: PMV just told me about a great article on ReadWrite Start called “How to Hire an A Team.” Here’s the point that just knocks my socks off:

Hire an A-Team and it will hire an A-Team. Hire a B-Team and it will hire a C-Team.


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