The employment marketplace is much different than it was five years ago. It’s even different than it was three years ago.
In short, employees—especially top employees—no longer feel “lucky to have a job.” (It could be argued that they never felt that way; after all, we’re talking about the best candidates.)
Unfortunately, some companies’ hiring managers are operating as if it’s 2009, mistakenly believing that the only person who has to “sell” anything during a job interview is the candidate. That simply is NOT the case. Actually, those who adhere to this view significantly reduce the chances that they will hire a top candidate.
When it comes to A-level candidates, you’re not just interviewing them . . . they are interviewing you, as well. What should you be doing during this interview? That’s right: selling.
However, what is it, exactly, that you should be selling? Below are five points for selling your employment opportunity to a candidate during the interview:
- The position itself—This, of course, makes the most sense. However, it goes beyond just the job description. That can be tedious and bland if all you talk about are requirements, skills, and experience. It this is a top candidate, they already meet those criteria. Instead, make it compelling.
- The position’s potential for growth—Then go beyond the position in its current form and discuss what the position could be and how the position ties into the company’s plans for the future. A-level candidates thrive on vision, so share that vision with them.
- The company’s potential for growth—Part of sharing that vision is sharing the company’s potential for achieving growth within the marketplace. Top candidates want to be part of a winner, so show them how your company already is a winner and will be in the future.
- The company’s culture—This point is often overlooked, but doing so can be a serious mistake. The candidate wants to know that the position is going to be a fit, and that includes how they fit into the company’s culture. You must be able to communicate that to them.
- The candidate’s potential for growth—When you get right down to it, this whole process is about the candidate . . . mainly because they are the one being sold. They want to know how making the leap to a new company is going to benefit them, especially in regards to the growth and overall well being of their career.
If you don’t sell all of these points to top-level candidates, then those candidates are less likely to want to work for your company—even IF you extend an offer of employment. The market has changed. Changing with it is a prerequisite for enjoying hiring success.
We help support careers in one of two ways: 1. By helping find the right opportunity when the time is right, and 2. By helping recruit top talent for the critical needs of organizations. If this is something you would like to explore further, please send an email to firstname.lastname@example.org.