It’s no secret that talent attraction and career management are major challenges for any business.
We all know how important it is to find good employee and in particular good senior level employees as these are the people who will drive the growth of your business and create solid foundations on which you can build.
We do things differently at The Works, for clients we help find the talent that is perfectly matched for their business by understanding what type of person is needed in their business. For candidates we assist in coaching them through the recruitment process, by representing them fairly and honestly so both parties are matched on skills, experience and personality.
How can you source for a Senior position?
When sourcing candidates for a senior position, the pool of candidates narrows markedly. Indeed, the recruitment process can become a buyer’s market – with the candidate the as the “buyer” at the helm of the decision-making.
You should always take time to review the candidate’s career path, and predict what will appeal to them as the next great challenge. Most of all: listen.
If you know what they want out of their career/life you will be able to match their job expectations/life choices and offer an attractive incentive to work for your business.
What Questions should you ask to get the best out of an interview?
1. What is your purpose in life? Most people haven’t thought about this question. If they haven’t, then they’re far more likely to be working solely for the money, and you will know that they’re more likely to jump ship for a chance at more money.
2. How do you make decisions? What you’re looking for in this instance is thought patterns. Ask your candidates to take you through their decision-making processes, and then ask for examples of decisions they’ve made. You’re looking for consistency between what your applicants say and what they do.
3. How did you go about researching our company? This question lets you immediately differentiate between casual applicants and those who are authentically interested. A candidate who takes the time to learn about your company and its goals is serious.
4. If money were no object, what would your ideal job be? Ideal candidates will be working in—or working toward—their ideal jobs. If the position you’re hiring for has no relationship to the ultimate goals of your applicants, then they’re unlikely to be dedicated, long-term employees.
5. What parts of work drive you crazy? The question gives you another way to get at each applicant’s weaknesses. The parts of work that we find frustrating highlight our weaknesses and ways in which we struggle.