The most important decision a company makes about employees is whether to hire them. Whether a company succeeds or fails ultimately depends on whether it hired the right people to effectively execute its strategies.
For job seekers, the primary goal is finding the right job for your skills, talents and personality. The resume is an excellent place to start, but it just that—only the beginning! A dynamite resume is just the first step—admittedly a significant step—in the journey toward a rewarding career.
As far as employers—the other side of the hiring equation—the priorities in the recruitment process are slightly different. If a company is in a position to hire, the primary purpose is getting enough qualified candidates to make a sound hiring decision.
In the eyes of the company with jobs to fill, a stack of resumes is a terrific start, but what happens next?
Hiring the right people does not come from a stack of papers; it is a collaborative process mixing organization with effective interviewing.
When bringing on new talent, all employees become stakeholders in success, so for the viability of any company, a comprehensive strategy must be in place.
It may be true that a company needs a large pool of interested applicants to get the best talent, but that is not all. Without a policy that establishes long-term recruiting excellence, hiring becomes a revolving door, taking up considerably more time and money.
In Get the Right People: 9 Questions for Getting the Best Hires both employers and candidates can study the tips they need to navigate through a changing hiring environment. The secrets can make the difference a polite “thanks for your time” and an enthusiastic “welcome aboard!”
High-quality candidates are indeed becoming harder to find, which make qualified candidates more precious than gold.
Build job search parameters around the guidelines outlined in this paper, and it becomes a win-win situation. Employers increase the chances for hiring success and job seekers to get a leg up on a great career.