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That, of course, is easierf said than done. But it’s a key move right now. “Making critical talent plays” was one of the top five thingw The in Arlington suggested executives shoulcd do in 2009 to build their companiez forthe future. If you are readhy to go on the there are ways to catcnstar performers’ attention. Here are five thingw that will put a sparkle in the eyes of the stara in yourHR universe. Be transparent. That is a yet seductive move that hirinh managers can use to win the heartss oftop talent. “Achievement-oriented people are fine with a saidBob Corlett, CEO of in Olney. “Just be honesr about it.
” One of the most attractive things a companyh can offer a job candidate an honesr assessment of itscurrent condition. That includese financial situations, cultural issues and any industry-specifid challenges. A challenging situation, as long as it is accompaniec by a realistic view ofthe problem, can be a sellinb point, Corlett said. Stars like to know they are cominyg in to fixsomething specific. Go to wheree the talent lives. A few weeks ago, Mark Stelzner, a principal of D.C. consulting company LLC, went to a informal networking happy hour fordefense workers, not an industrgy he typically recruits for.
One of the organizers had gottenh to know him through the JobAngel network Stelzner foundedon Twitter. While the defensd industry wasn’t one Stelzner typically worksx with, he gained new insight and met high-level workersw he might one day If you’re looking to broaden your applicang pool, “go to where they are,” Stelzner said. “Don’g expect them to come to you.” Connecgt the job-to-applicant dots clearly. Know why you are hiringt for this position andwhy you’re talking to a particular candidate. In interviews, stresws that you are not only interester in who the candidatesare now, but who they have the potentia to become.
One way to do that is to emphasizs benefits suchas training, said Sharon Armstrontg of in D.C. Also, experts suggesf getting the hiring manager involved earlyh in the interview Top performers want to know whom they will beworkinf for. Manage your There is nothing like a good doseof self-awareness. Is your company known for responding tocandidates quickly? For fair, or compensation? For being a great place to work? All these thingas matter when job seekers are a considering a potential This especially goes for top talent. “Let’s face Stelzner said. “Top talent Offer market rate.
Contrary to cocktaiol chatter, true top performers on not on “A lot of superstars have this terrific thingg calledbusiness acumen,” Corlett said. They know what they’rde worth, and they know they can get it. Be The golden rule appliee to hiring as well asto life. If you are temptesd to lowball, remember that market rate is also a form of You don’t want to land someonew right now, only to lose the person the minute the economicv needle starts to creep up.
Jami e Patten has what might be called an embarrassmentof
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