So how does someone actually decide to work for you?\u00a0 What is that process and how can knowing about it be leveraged to your advantage?\u00a0 Knowing the step can help you tailor your recruiting process and capitalize on your strengths.<\/p>\n
Job Dissatisfaction or Need Recognition<\/strong><\/em> I used to tell my significant other that if I ever wanted to leave my last job, she could slap me around a few times.\u00a0 I loved it there, the work was great and the people excellent\u2026 and the compensation was fair enough.\u00a0 I had no intention of leaving until an acquaintance asked me out to lunch and started telling me all the things I could be doing and basically got me thinking about alternatives.<\/p>\n Good recruiters have good contact management skills \u2013 the ability to create a network of high quality talent for future hire.\u00a0 Even through these people don\u2019t want a job now, that recruiter is the first person they will think of when they are ready.\u00a0 It took 11 months.<\/p>\n Information Gathering and Job Evaluation<\/strong><\/em> You can control the process and environment your applicant goes through when you meet with him\/er.\u00a0 Making sure that the process and people are in line with the image you want to convey is all important.\u00a0 You may have some external (non-HR) decisions that are impacting your recruiting process, and making sure your interview process can successfully address some of the external chatter is your mission in life.\u00a0 For example, if you just did a layoff, you can be sure that these ex-employees are slamming your company on the yahoo finance discussion boards.<\/p>\n Your employer brand should be apparent not just in the brochures, but in the way your interviewers interact with the interviewee.\u00a0 Culture, work, people should reflect all the most positive aspects of your offering.<\/p>\n Hire Decision<\/strong><\/em> Post-hire Evaluation<\/strong><\/em> So how does someone actually decide to work for you?\u00a0 What is that process and how can knowing about it be leveraged to your advantage?\u00a0 Knowing the step can help you tailor your recruiting process and capitalize on your strengths….<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[15],"tags":[],"class_list":["post-585","post","type-post","status-publish","format-standard","hentry","category-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/585","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=585"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/585\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=585"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=585"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=585"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\nUnfortunately most job seekers are out there because there are somehow dissatisfied with their current job (or lack of a current job).\u00a0 However, all recruiters know that the best applicants are often the ones who have a job and have no plans on leaving.\u00a0 This is because a currently satisfied employee has shown a propensity for longevity and engagement.\u00a0 Job seekers who are currently looking for a job for more pay, dissatisfaction with coworkers, or a lack of engagement are reason for obvious concern, even though that concern may never prove out.<\/p>\n
\nIf you\u2019re lucky, you\u2019re not going to be competing.\u00a0 However, with more jobs than employees out there, chances are you\u2019ll have offers competing against your own.\u00a0 There\u2019s not a lot you can do to control the information your applicant is getting.\u00a0 With internet sources everywhere, even chat rooms can be a source of a decision these days.<\/p>\n
\nLet\u2019s face it.\u00a0 People buy cars on either perceived psychological factors, or low price.\u00a0 If you can get both, you will.\u00a0 These psychological factors might include quality, service, image, etc.\u00a0 In a hire decision, the applicant may be looking for all the features in your employer brand, or they might just want the best price (highest offer).\u00a0 If you\u2019ve given everything you can in the job evaluation (interview) phase, be content with the applicant\u2019s decision.<\/p>\n
\nSo was it a good hire?\u00a0 Does the new employee think so too?\u00a0 Your ability to quickly engage the employee is a leading indicator of job satisfaction, longevity, employer branding and many other things.\u00a0 You can be sure that all of the new employees friends and relatives are asking him\/er how s\/he likes the new job.\u00a0 The quick engagement of any new employee is indicative of the overall momentum your organization can enjoy for internal recruiting referrals.\u00a0 Do a good job here and your life will be that much easier.<\/p>\n","protected":false},"excerpt":{"rendered":"