You can always evaluate an applicant against four general levels of motivation when trying to fill a position. The first two criteria, discussed yesterday, are quite logical and your margin of negotiation is rather limited–passion for the job and compensation. Today, Promotional Consultant Today shares two more criteria for hiring the right people for your organization. These criteria are much more emotional and have proven to be so much more important to top players. The good side of it is you have ample room to compete on these last two criteria.
Working environment. While your employees will say that they want a new job for better pay, reality might be different. People do not leave their company, they leave their boss. According to recent studies, nearly three out of five employees feel their bosses frequently fail to honor their promises and 37 percent say they do not give credit when due. Another 23 percent say their supervisors blame others to cover up mistakes or minimize embarrassment. Most employees leave because of a difficult relationship with a supervisor rather than dissatisfaction with their salary. More than 77 percent of them find a new job with no higher pay.
Be aware that top players will first judge your company through the same irrational criteria as any potential customer would when choosing a vendor. The attitude of the recruiter, the friendliness of the employees, the smile on the receptionist’s face–all are factors which will attract or scare away good applicants. So be clear in your message: You will hire only someone who wants to have fun on the job, enjoy great team work and contribute to others equally to what’s contributed to him or her.
Challenges and the future. Many applicants primarily search for job security. Top players don’t care about it. They mostly want to face challenges and meet their potential. They are future-oriented and they want to prove that they can do it. They instantly respond to those “mission impossible” types of assignments. They buy into a bright future to that they feel they can contribute. Being part of a future-oriented team is a major reward by itself; financial reward comes on top of it.
The key factor is: Does the applicant want to take an active role in the expansion of your business? Is he or she responding positively to your challenges? Many employers tend to be too nice and too promising during the hiring process. The truth is: scare your applicants by being clear and totally transparent about the current challenges or difficulties. Then, and only then, show them the future.
Top players will love it. Other applicants will naturally shy away, which is exactly what you want. If you don’t present challenges first, you will indeed attract the wrong prospects for the job. Challenge is the keyword. A bright future is the reward. So, in order to attract the best and avoid the rest, put all your attention on developing your competitiveness in these last two criteria.
Source: Patrick Valtin is the author of No-Fail Hiring and an international public speaker. He has evaluated more than 22,000 applicants for the accounts of 5,000 customers in more than 30 countries. His No-Fail Hiring System has been used by thousands of small businesses of all kinds of industries.