Toll Free: 877.880.

4477
Phone: 281.880.6525

Put Pay in Perspective When

Recruiting

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In a perfect world, you wouldn't need to go out of your way to recruit new
talent as your business grows or when you have holes to fill. Instead, you'd
have a long list of job candidates who have already approached you, and you
just need to pick the best ones without paying a fortune. However, that takes
time and effort.

In the short run, when interviewing job

candidates (both internal and
external), try to assess their career
goals. Naturally, you want someone
who is qualified to do the job at hand.
But you probably also want someone
who will be able and willing to
take on more responsibility down the
road to keep your "talent pipeline"
flowing.

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Therefore, it's often smart to emphasize early in the interview process the
non-monetary "raise" the successful job candidate could receive. Elements
include an increase in responsibility, assuming the candidate demonstrates
that he or she can handle it, the opportunity to receive formal training and
informal mentoring, and a clear path towards career growth.
An ambitious job seeker who values the intangible benefits described above
may welcome the chance to focus first on a discussion of job growth before
talking about compensation. If the position you're hiring for includes greater
responsibility in the future, highlight that fact. A fair question to ask him or
her would be, "Are you confident you're up to handling this higher level of
responsibility, and if so, why?"

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Have a Clear, Written Job Description

You may know details regarding the position inside and out, but don't rely on
an oral job description. Before opening the door to applicants, you need to
put it in writing. This assures applicants that you have a clear understanding of
your company's need. It also demonstrates that you have definite
expectations and you know what you're looking for, rather than improvising.
Many job seekers place a high priority on working for an organization with a
high level of organization.

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The job description should outline:

Qualifications the candidate will need to possess,

Daily duties and larger responsibilities,

Short- and long-term expectations of the individual filling the position,

and

A description of your standards. For example, what does "excellence" look

like, and where is the boundary between acceptable and unacceptable
performance?

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While considering the qualifications, duties and other details to include in the
job description, it might be a good idea to talk to someone on your staff who
has held the same position, assuming it's not new. Also speak with people
who will work closely with the new hire.

They may have valuable input. For example, let's say you're hiring a mid-level
manager to replace someone who has moved on. Previously, you insisted on a
master's degree as a qualification for the job.
But those who worked with the last manager might see that the additional
education was a poor substitute for prior experience as a manager. That
would be helpful information.

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Managing Expectations
In addition to looking for opportunities for growth and strong management
practices, job candidates may look at the overall work climate. If employees
love being part of your company, chances are they have told their friends
which is an excellent source of potential recruits. But, before you talk about
compensation, discuss the culture and values that make your firm a desirable
place to work.
For example, if you have a low turnover rate, that speaks volumes and is
worthy of noting in interviews. When it comes to work-life balance and
vacation policies, those too may be of greater immediate concern to a job
candidate than the starting salary. Also important is the frequency and
manner in which performance reviews are conducted. A job candidate may be
more confident and less focused on pay in the short run if he or she knows
that performance is reviewed regularly.

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Personal Rapport
Don't underestimate the power of establishing personal rapport and
conveying trustworthiness during the screening process. Depending on the
nature of the position, the applicant's attitude and personality can be an
important indicator of future success and a job candidate's willingness to
accept a new opportunity.
After meeting many applicants you may be suffering from interview fatigue.
But your ability to convey warmth, optimism, enthusiasm and personal
interest in individual candidates will be crucial to the person's level of interest
in the job. The greater the interest he or she has, the less critical the initial
compensation package.

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Make No Mistake
Of course, pay will always be an important part of the equation, and you must
respect a job applicant's natural ambition to achieve financial security. But, if
you present a job opportunity holistically, including the possibility of a strong
future, you're more likely to hire quality candidates who won't always have a
roving eye for a little better compensation.

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14550 Torrey Chase Blvd., Ste. 360 Houston, TX 77014 USA

Toll Free : 877.880.4477
Phone : 281.880.6525
Fax
: 281.866.9426

E-mail : info@hrp.net

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