4 tricks for Recruiting the non-job-jumpers!
We need to constantly hire the best talent, and usually these talented individuals are not the most active job seekers, which makes it tricky to “hunt” them for your open position. If an employee is doing a kick butt job, and is compensated well for it, why would they ever leave? Here are four key things to consider when going after the stable professional, those who have been with their company for 7,8,9 or 10+ years….
Understand who they are: They get recruiter calls all the time, so if you are preparing to email or call a potential candidate, make sure you really look into their resume and profile, see what they have done and get a feel for their career path. These individuals will only switch jobs if it makes 110% sense to do so. They need to feel confident you understand the industry, their resume and what the right next step in a job would be.
Pay Increases: These individuals who have been stable are usually people that are paid very well or on the rare occasion severely underpaid but unbeknownst to them since they are so out of touch with the job market and what others are paid due to them being happy and not actively interviewing in years. Pay will play a big role in defining a job jump for them. If a candidate is making $100K now and you offer $120K, that extra $20K + the potential bonus you are offering, can really be enticing. Do not offer these individuals roles at the same level with the same pay they are at now…who wants to leave a stable situation for an unknown at the same pay!
Sell the Opportunity: Do not hold back…once these individuals are on the phone, they need to feel like everything aligns. You need to sell the opportunity…. Differentiators about your company, your success stories, the ability to grow, the benefits, work/life balance, culture, executive team, management style, etc. You need to make it seem like it would be insane not to interview for this potential role. Have this spiel planned out and ready to go. Do not forgot what message you are trying to create about the company. Type it out and bullet point it – this will be crucial, as we only have one chance to sell a candidate on the opportunity. Although you will have screening questions to ask to really make sure they fit what you are looking to hire, there needs to be a balance throughout the whole interview process of screening and selling the candidate on the job.
Take it SLOW! These candidates are not in a rush and if they feel rushed to make a decision they will back out. Make sure to check in with the candidates throughout the process and make sure they are comfortable and excited to move forward. Take time and do not rush the interview process where they need to make a decision within 1 week of the first interview. Allow the interview process to take about 2.5-3 weeks, so the candidates feel like they have time to really come to a decision. If you make them feel rushed, they will think the opportunity is either unstable or being forced upon them. Really act as their hand holding HR partner throughout the process so they feel taken care of.
