Growing Great Companies


Courting the Superstar Candidate

How does a company recruit a successful, well-educated, highly desirable individual who’s satisfied in their current job? What can you do to make your company or opportunity stand out in a tight labor market? How do you stop losing your best candidates to hiring competitors? The answers to these questions are found in the three rules of recruiting: Relationship, Relationship, Relationship!

You can take the sting out of recruiting in today’s job market by focusing on building a strong relationship with prospective candidates right from the start. The stronger the relationship between you, your company and the candidate you’ve chosen to hire the easier it is to recruit, interview, negotiate and successfully close an offer. A strong relationship built from the beginning of the recruiting process will also greatly reduce the threat of counter offers, and the odds that a turndown may occur.

1. Relationship Building Before the Interview

We’ve all heard the saying, “You only get one chance to make a first impression.” By making the best possible first impression, you increase your chances of having a successful face-to-face interview, and lay a good foundation for closing the deal and getting a job acceptance at the end of the process. Whether it’s a search for a manager, a sales person, or an engineer, put effort into the little details and make a favorable impact on every candidate. Below is a checklist of suggestions for ways to build strong relationships with your candidates, right from the start.

Pre-Interview “Relationship Building” Checklist

Send the following information to candidates in advance of the interview process:

Welcome Letter – Signed by the hiring authority, president or the most senior level executive who’ll be involved in the interview process.

Position Description – Polish it up & put it on letterhead. Put as much emphasis on selling the job and company as on describing the position.

Organizational Charts – Show where the position fits within the overall organizational structure, especially those positions directly above and below.

Annual Report – Include any financial documents you make available to the public.

Corporate brochures – Share information that best describes the company as a whole. Division brochures – Showcase products and markets for this position.

Business Cards – The hiring manager’s business card and any other key interview contacts.

Directions - To the site where the position is going to be based and where off-site interviews are going to take place; consider printing a color map off the Internet.

Community Information – Get this from your local Chamber of Commerce and/or a local Realtor.

Realtor Contact – Get a business card and brochure of a realtor who understands your company and community and how to sell relocating candidates on the area

His and Her packets – Send two of the community and realtor information packets so both the candidate and spouse have materials they can study.

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