When you're recruiting, especially in a Hiring Drought, there is a need to sell the position and your company. Just like in marketing, if you want leads for an open position you have to know how to attract them. However, there's a danger in over-selling the position. You can chase away good candidate or even worse end up with the wrong candidate if you get too caught up in selling the position. Here are a few tips to help you reach the right balance of selling the position.
- Don't Make the Position Sound Too Good to Be True - As we talked about earlier this month, it is important that you're able to communicate you competitive advantage, but if you make the job sound too good candidates will be warned away. We see this a lot with sales positions, where the "unlimited income" seems to be part of many ads. The problem is this is how every Multi-Level Marketing Scheme starts off. While you want to sell the opportunity, be mindful of how true it would sound to someone who doesn't know you or your company.
- Ask the Candidate to Prove They Have What it Takes - The whole point of selling an opportunity is to get leads. As soon as a candidate expresses interest your game plan has to change. You have to go from selling the position to evaluating if you have the right candidate. Draw a line in the sand within your recruitment ad. Ask the candidate to start selling themselves to you by sending in an answer to a question or even proof of their work. For instance, if you're hiring a sales position ask them to write a paragraph of how they would introduce themselves to a new lead.
- Be Clear on The Offer - If you go into the search without a clear budget for this position it's easy to settle for a non-qualified candidate or easy to pay for over qualified candidates. Either option can be disastrous and end up costing your business.
- Be Clear on the Negative - Every position has negatives. Though you risk scaring away some candidates, being upfront and direct about these elements can save you a lot of time. Remember, you don't have to sound negative; you just have to make sure to address it. If you scare away the candidate, then you didn't have the right candidate to begin with.