Hiring managers often wonder what it takes to see as well as hire stronger candidates. This information is generic and still relevant in the event the reader does not happen to be a recruiter. There is a whole lot of pertinent advice for effectively raising the talent bar at organizations or landing a far better job for that matter.
Career moves are required to be created for each and every new hire. A great job is required for hiring really great people. Never mistake a great job for a laundry list of skills, competencies and experiences. A great job requires a clear description of everything the person hired for the position needs to do in order to be successful.
Only when the hired person finds the job to be intrinsically motivating, values it more than the compensation the position would bring only then the job can be called a great job. It is all the more important to sell the discussion rather than sell the job itself.
Hiring a great person can never be equated with buying a car, which is a purely transaction process. On the contrary it is a consultative process much like building a house. The process takes a significant amount of time, lot many number of hours spread over weeks. It is never going to be a check boxing exercise, as the whole thing starts with a discussion. 
It is mandatory to offer something of a 30% non monetary increase by way of a job stretch, which essentially is a bigger job with much more impact. It must offer better job satisfaction, wherein the person does more of the work that he or she really enjoys. It must offer job growth as well, wherein the incumbent is able to discern the fact that the job growth or the rate of change as far as learning is concerned and the same leading to a bigger job much more faster than the competing opportunities available at the moment is due to the acquisition of knowledge and skills associated with the aforesaid position being offered, which otherwise would not be possible at all.
As and when this is accomplished, compensation would appear to be far less important. The interviewer needs to determine whether or not the job is actually a career move by hinging on the most significant accomplishment question. As an interviewer digs deeper and deeper into the most significant of the candidate’s accomplishments the most important thing to spot is to singularly pick up the differences between your job offer as compared to what the candidate is currently doing.
The key to finding better jobs as well as better candidates lies in effective networking. This hold equally good for a job seeker, hiring manager or even a recruiter. The context of the job makes all the difference between hiring a great person for the wrong job or the right one. Hiring in today’s day and age has come to such a pass, where the individual performance has been sacrificed at the altar of efficiency and speed. The balance needs to be shifted and restored back by knowing the job inside out, and consciously going slower at the same time, asking the right questions is a must, all of these would lead to creating a great career move and benefit recruiters and job aspirants alike.
This post originally appeared on Free Press Release
