Why an “old fashioned” technique could be the secret to finding great employees.
Most of us have grown very accustomed to just hopping online whenever we need something. Whether it’s directions to a new restaurant, the latest sports scores, or to make almost any purchase, it is incredibly easy to get everything we want with a few clicks or swipes.
And while convenient, the Internet can’t solve all our problems. In fact, relying on electronic information alone can be harmful in certain circumstances, such as recruiting. These days, a large percentage of businesses and recruiters look primarily at the digital trail of job applicants, with a lot of attention put on social media. While this may provide some pertinent details, this should not be the main focus.
LinkedIn can give you job history and Facebook can tell you what news articles someone likes, but that’s only scratching the surface. To truly discover if somebody is right for a position, you have to do something that is now almost an antiquated notion: physically speak to them.
How an actual conversation offers great insight into motivation
A meticulously crafted profile or carefully worded resume won’t necessarily help you find the best candidates. This is because most people follow the same playbooks when writing these. To get to know someone and understand what makes him or her unique, you have to talk to them.
A conversation is also the key to learning about interest and motivation. In a cover letter or inquiry, a candidate may say all the right things about why they are applying for a position, but it will be clear from talking to them whether or not they are really interested and excited for the opportunity. This can help weed out the wrong people immediately, saving a lot of time and money.
Sadly, thanks in part to texts, instant messages, and even emojis, real conversations seem to be on the way out. And while this may be fine for communicating with friends, the standards should be higher where talent is concerned. Looking at someone’s work history and skills is important, but getting to know them and how they would fit within a company is the key to finding a great long-term employee.
Beyond the candidate conversation
In order to get the most out of those direct conversations with candidates, you have to be prepared to ask the right questions. But this can be daunting, particularly if you’re recruiting outside of your core competency.
Just because you know your company and the job description inside and out doesn’t mean that knowledge translates to the overall market climate. Doing some research shows you understand the sector and the competition, and can help you frame the candidate conversation around topics that are important to them, allowing for honest, detailed responses.
While you may get exactly the information you need with stock questions and conversation starters, those conversation starters can become much more insightful and the candidate pool narrows much more quickly when you have an in-depth understanding of the sector you’re hiring for.
At Mankuta | Gallagher, we not only take the time to have real conversations with candidates, we also come to that conversation with years of research and expertise in all verticals, so we know what questions to ask and what answers to expect. We’ve been helping our clients find the best talent for more than 20 years. To learn more about what we can do for you, contact us today. ~