If You Don't Recruit Talent Now, You Will Hate Yourself Later

The following article covers a topic that has recently moved to center stage--at least it seems that way. If you've been thinking you need to know more about it, here's your opportunity.

Hopefully the information presented so far has been applicable. You might also want to consider the following:

Alright, so you're in charge of recruiting employees for your business. You want to recruit stars, but how? Well, there are a few things you need to do: understand their expectations, identify talents, define the job, prescreen candidates, and involve current employees. Recruiting stars is tough work but well worth it.

The first thing you should do is simply understand the expectations of talented employees. What's the salary? Benefits? The job environment? You should be upfront and honest during the interview: candidates expect you to be forthright about what it will be like working at your company.

Before the interview itself, though, you need to define the job. Don't just provide a vague title and description. Instead, go into detail about what the job entails, but still leave wiggle room for the candidate to bring their talents to the table. After all, stars are stars because they are unique! Here's a few tips to write great job descriptions:

* Job Title
Start with a very typical job title and spruce it up a little bit. Read a few blog post about how to write magnetic headline and applies your learning here.

* About Our Company
Prospect should understand what you do in the first two sentences. The rest of the paragraph would ideally describe: work environment, company mission, key statistics about the growth or success of the company, how big the company is, who are the executives and underlines the company values (with meaningful exemples only).

* About the Job
Start with one or two sentences on why this is a great job. Is it about the people, the technical challenges, the manager, the growth or importance of the role inside the company, the travel, the pay: what is it that makes this job great?

* Requirements
This is the absolute bare minimum requirements for the position. Keep it short. If you come up with 10, there's a problem and you should re-think your definition of requirements. 4 or 5 is good.

* Nice to Have
This is where you can list all the things you'd like to see in a perfect candidate. It won't happen, but if one relates to 4-5 elements of your 10 items list, this is a pretty strong signal he might be in a good spot.

* Tone and style
This is key. By reading the job post, a candidate should have a feel of either the company as a whole (works only for SMB) or the hiring manager style. The reader should be able to tell the type of person he/she will be working for from the style of writing: funny, laid-back, very corporate, precise, detailled, etc.

Now once a candidate applies, identify their talents so that you can cover this in the interview. Don't be afraid to check their Facebook profile or run a Google search. You can also identify talents through prescreening; that is, meet the candidate at a place like a coffee shop before the interview. This provides a chance for you to meet the candidate in an informal setting, which will allow the candidate to open up more

I hope that reading the above information was both enjoyable and educational for you. Your learning process should be ongoing--the more you understand about any subject, the more you will be able to share with others.