HOW TO HIRE THE BEST TALENT AND CANDIDATES - LANCE WINSAFT

The market is competitive and it’s critical you do whatever is needed to get a competitive edge. 

1) Clarity, 2) Culture, 3) Speed – The top 3 things you need to have FLAT if you are serious about hiring the best talent.

*CLARITY – You need to be clear about what you need in the role, what the person will do, what their personality will be like, and what you will expect of them.

*CULTURE – Your company and team should have a defined culture that you can speak to and get people excited about. Find out ways to interview for culture.

*SPEED – In this market, there is no time for drawn out interview processes. Don’t compromise on what you need to do to hire the right people and be sure to move fast with the people you like – they are most likely being courted by other companies! 

Are You Missing Out?

We see too many clients miss out on great talent because of missing one more of the above  items. When you miss out on that great candidate, guess what? They are going to your competition! That is usually not a good thing. Every industry and vertical is competitive, you can’t afford to lose talent to your competitors.

On this same note, the above points apply to current employees as well. Employees stay with companies that have a clear vision, companies that move fast, and companies with a well defined culture. 

If you are able to retain the talent you currently have while also attracting and retaining other top talent, you will have an undeniable edge over your competition. The slightest edge in any game is what separates the winners from the losers.

You Are Being Interviewed As Well!

Every candidate you interview is also interviewing you and your company – and remember, if they are good, they aren’t desperate, and someone else is likely after them as well!! It’s so critical you find ways to sell both the opportunity of the role and the opportunity of joining your team and company.  Putting even a little bit more effort into candidate experience can have big payoffs in terms of giving you a competitive edge.

Top talent must be hunted in this current market. If you are serious about adding the best people to your team, you can’t rely on them finding you in time. If you are unable to hire a headhunter, find a way to hunt the talent on your own. This can be tricky but must be done! The best talent is waiting for you to find them and court them.  

This holds true the most if you are hiring executives or upper management – especially if they are currently working with one of your competitors. It isn’t enough to “build it and they will come.” So you have a great product or service, a great future for the company ahead of you, that is great, but not enough to lure over the superstars.

Be Willing To Court Them

Superstars need a little coaxing. Add in a dinner as part of your interview process, make your interview process is slick with very high communication. Your internal HR teams should be on the spot with scheduling and communicating with these folks. Give them a great tour of the office, sell them on your vision the perks, etcetera. Find out what really matters to them, what are their motivations, why are they interested. More importantly, find out their concerns!

Too many employers avoid asking what the candidates concerns are and therefore they never get addressed. Only when you find out what they are concerned about can you dress it. This is a critical interview strategy that most employers miss. What happens then is the candidate has a concern, they make things up in their head about the concern, it never gets addressed, and then they make a decision based on the made up thoughts they have about the concern! Most of the time the concern was something easy to address that likely would have resulted in a positive outcome. Don’t fall in to this trap.

Never stop improving your process. The way you find talent and retain them should be ever evolving. Outside recruiters are an amazing resource because we work with many different clients and we see what works and what doesn’t work. We strive to be that sort of partner for our clients – not just a talent mill.

Recruiters also help to manage those communications and set expectations. The last thing you want is to leave a candidate “hanging” out there at any point in the process. This happens WAY too much! Especially if they are hot, you can’t leave them on hold. Recruiters are great for setting expectations and taking that load away from you.

Conclusion

There are many ways to give yourself a competitive edge to attract and retain the top talent in the market. You owe it to yourself to invest in HR and recruiters. Invest in have a great candidate experience that motivates and inspires candidates. Court the people you really like, make them feel special, make them feel wanted, and keep this up for all employees. Millennials especially want to contribute and be apart of something. Give your employees that chance! 

Feel free to reach out to us if you want to improve in any of these areas. We are a true business partner and can provide you with not only the top talent but also insight and advice into your process. To attract the best you have to be the best and work with the best. If you offer peanuts you get monkeys. or if you do the bare minimum with candidates and think they should be happy to be interviewing with you, you will get mediocre talent. You have an amazing company, an amazing product/service, now do whatever it takes to have the best people.

Happy Hunting!

WHAT QUESTIONS TO ASK DURING MY INTERVIEW - LANCE WINSAFT

So you are going to interview for that great job you found – but what are the best questions to ask to determine if it’s a fit for you? You may only get to ask a couple, so make them count! This is a major opportunity to interview the interviewer. You want to take advantage of whatever chance you can to determine early on if this is the right company for you.

Interviewing is a way to not only have employers ask questions to see if you are the right fit for their company, but also vice versa. It is always important to ask yourself if you can see yourself working for the company you are interviewing for. Asking a variety of questions that really gives you good insight on if the job opportunity is going to be a good match is vital. This is easier said than done, so we have some tips for you.

CULTURE IS CRITICAL

Your skill set may be a match but what about culture? Ask questions that really give you a good sense about what people at that company are like. Ask about company outings, dress code, benefits and wellness. These types of details are extremely important to see if you would be a good match to the company. 

You want to also already be clear about what YOU are looking for in culture. Do you value work life balance? Maybe a close knit culture is important to you. Work hard play hard may be up your alley. Perhaps a lot of structure, or a little structure is important. The point is that you have a good picture of what you value so you can compare what you hear.

Really honing in on what a person in the position you are interviewing for needs to address or do in the role in order to be successful are good questions to ask as well. Assuming you are talking to the direct hiring manager, find out what they expect a successful person in the role to accomplish. You will want to get in their head. Could you really do the job? Are their expectations realistic?

Below are three very good and important questions to ask during a interview that we read in an article called, “Three Interview Questions To Test If An Employer Is Right For You”. 

1.) WHAT CHARACTER TRAITS DO PEOPLE DEMONSTRATE THAT SUCCEED IN THIS ROLE AND COMPANY? 

A question like this really will give you insight on if this role is a good personality fit for you and if you will be capable of being successful by how your traits and habits are. You will know right away of those traits are describing you or not.

2.) WHAT ARE YOUR FAVORITE THINGS ABOUT WORKING AT THIS COMPANY? 

Learning about why your interviewers like to work at the company you are interviewing for is a question that really determines the culture of the business. If you can gauge if they truly enjoy their job and work culture it will give you an idea of how everyone feels about the company. It is important to work somewhere that your co workers enjoy working at because it creates good relationships amongst each other.  You can even ask what are some of the things they dislike about the company. It’s natural and healthy for there to be likes and dislikes. No company is perfect and you should never expect that. What they dislike will still be very insightful.

3.) WHAT CHALLENGES HAS YOUR TEAM FACED IN THE LAST YEAR? WHAT ARE YOUR TEAM’S GOALS FOR THE NEXT YEAR? 

Asking a question in regards to what challenges the department or company you will work for gives you realistic goals that soon will be on your plate. Seeing what goals they are trying to accomplish will give you an overview of what your job will entail.

CONCLUSION

Asking the right questions at a job interview really will give you a good idea if it will be the right fit. Don’t take a job just because it looks good on your resume or because of money. We see way too many people get caught up in money and wanting to make a move try to get ahead. Chose a job that you will be a good fit for you both skill wise and personality. 

You have to be smart about making a move, your resume needs to show stability. Our clients are constantly turning down resumes because people look like job hoppers. Often times those people left their jobs because they ended up not being a good cultural fit. This is understandable. But if they had done a better job of looking at this before accepting an offer, they wouldn’t be stuck in this sticky situation. 

The last thing you want is to be stuck at a company because you didn’t do your due diligence. Or you have to jump from a couple jobs and now you look unstable. There is a lot of risk in not asking the right questions during your interview.

Make the most of your career and your life! Aldebaran Recruiting is here to coach our candidates throughout the entire recruitment process making sure our candidates and clients have the right fit. 

WHY CORPORATE SUSTAINABILITY MATTERS TO ALDEBARAN RECRUITING - Lance Winsaft

Turnover is known to be the biggest expense to companies throughout the nation. At Aldebaran Recruiting we have one of the highest retention rates you will ever come across for when placing candidates. What’s our secret you may ask? It simple. We listen to our candidates. Money is not the only motivating factor for a lot of the workforce nowadays. 

Companies have been making it a point to work on their “Corporate Sustainability”. Corporate Sustainability is a strategy that takes into account how a business operates ethically, socially, environmentally and economically. Successfully working on corporate culture and making a conscious adoption of a company mission make your company appealing to workforces world wide.

Becoming apart of a company that makes a difference and has a reputation of having Corporate Sustainability is what millenials today are looking for. By 2025, millennials will make up three-quarters of the workforce so the needs what they are looking for is important to understand. There has been skyrocketing statics that prove millenials are not motivated by money anymore, they are motivated by culture and change.

What we do here as recruiters at Aldebaran is understand the wants and needs from our candidates and clients, then make the match. There is a shift in what the workforce looks for in a company to work for. When shifts happen we adjust and learn new wants and needs.

To learn more about Company Sustainability, check out this great article Why Corporate Sustainability Should Matter to Recruiters. 

LANCE WINSAFT ON FINDING YOUR IDEAL CAREER: WHERE DO YOU START?

Finding your ideal career is not easy, but the fact that you’re reading this article means that you’re a driven, motivated individual that’s willing to work hard for it. Good job! You’ve already gotten the first step down: To find the motivation.

So what’s next? Well, here are some essential steps to start finding your ideal career. It is recommended that you write your ideas down as you go to make it more concrete and easier to work with.

Define your passion

First, you need to do some self-assessment. What are some things that you like? What is it that drives you? It doesn’t have to be career- or industry-specific. Your motivation can be your simplest desires like “I like helping others” or “I like it when the numbers come together.” Landing a job that aligns with your passion will definitely boost your performance and leaves you feeling satisfied.

Define your strengths and weaknesses

Make a list of things that you’re good at and what you need to work on. You’ll more likely enjoy and succeed in a career that allows you to make use of your strengths. If you’re concerned that your ideal career path might not suit you because of your weakness, don’t be discouraged! In fact, good for you! Now you know what you need to work on and you’re one step closer to being in your ideal career.

Gain experience

You may have found it difficult to list your passion, strengths, and weaknesses. That’s ok! You’re not alone. You’ll need to give yourself some time to identify both your natural and learned skills. Take the time to understand your own potential. After gaining some experience, you’ll be better able to assess yourself and find a skill (or a combination of it) that you can capitalize on.

Define your priorities and career goals

Everyone has slightly different goals in life. Some will want to focus on their career growth, while others want to focus on learning new skills. If you’re focusing on your career growth, avoid the common mistake of prioritizing short-term improvements. What you want now may not be aligned with what you want five or ten years down the road. For example, don’t be swayed by a job promotion if it means that you’ll be stuck in a career path that you don’t want to be in.

Consider the work culture

Work culture may seem insignificant, but it actually matters more than some would think. Consider the work environment that would suit you best. What will your relationship with your coworkers look like? What style of company leadership do you look for? These things can contribute to whether you will enjoy a job or not. For example, some would enjoy working in a big corporate company while others thrive in smaller companies. Do your research. Find out if the work culture of the jobs in your career path would allow you to perform at your maximum potential.

Money is not everything

Yes, we all have to pay our bills. However, money shouldn’t be your primary goal. You’ll always want “a bit more.” You’ll never be content if your goal purely about gaining more money. Instead, think about what matters to you most. Do you want flexible work hours? What kind of lifestyle do you want to live? Revisit your values, life priorities, and career goals.

It’s always nice to be in your ideal career. But like everything nice, it will take time and effort. So put in those hours and don’t hold back on those sweat and tears! You might only land a decent job in the beginning, but rest assured, your efforts will pay off sooner or later. Best of luck!

LANCE WINSAFT ON WHAT TO DO WHEN A RECRUITER IS BEING UNRESPONSIVE

Did a recruiter suddenly stop responding to your emails? Are they not responding to you after you went to multiple interviews? Have you sent them polite emails and multiple phone calls for a month, but they’re still not getting back to you? Then you have been ‘ghosted.’

Ghosting is a pretty common occurrence not only in recruiting, but also in life. It’s when the other party ‘slowly fades away.’ If you find yourself being ghosted in the hiring process, here’s what you should do.

1. Mourn About It

Let it all out. Cry on your bed. Punch your pillows. It’s ok to feel upset. You have every right to feel that way. However, it’s important to do this privately. Share your pain and frustration with your closest friends and family, but don’t bring it to your social media. Venting through your social media is not the best option. It will demonstrate a lack of emotional control to your future employers and ruin your chances in the job hunt.

2a. Send a Firm Email Saying That This is Not Ok

Ghosting is an unprofessional business practice. Sending a firm email may not get you the job, but it might make you feel better. Recruiter Jane Ashen Turkewitz from .comrecruiting suggests sending an email like this:

“I would like to thank you for the opportunity to interview for the role of X. I was surprised, after my 7 rounds of interviews, to not hear anything regardless of my attempts to stay engaged.

Due to the lack of response, it’s a fair assumption that you have decided to move in another direction.  While I am disappointed, I certainly respect if someone more qualified entered the picture.

That said, isn’t it common courtesy to let a candidate know where he stands in the process, even if it’s a difficult conversation? A rejection is disappointing but ghosting shows a lack of leadership and empathy.

I hope one day, if you are in my shoes, interviewing for a new, exciting job, that you are not treated in such an unkind manner. Wishing you and yours continued success as I find success elsewhere.”

Be cautious about sending a firm email. Remember, send it only when you’re ready to move on from the job. Also, it’s best not to be too firm when you’ve only been to only one interview with them. Instead, you can them a small and polite note.

2b. You Can Also Not Do Anything

Please don’t go assuming that recruiters are evil. Not all of us are like this. Sometimes recruiters have no control over this. Sometimes being unresponsive can be a part of the recruiter’s job. Some companies have a “no feedback” policy. By not doing anything, you won’t be burning any bridges. It’s a good way to keep your options open with this company, especially if it’s a big company. 

3. Don’t Let It Affect Your Other Applications

Don’t start becoming impatient and keep asking questions to future recruiters. It’s best to always present your best self. Getting ghosted sucks, but it’s best to let it go. Yes, we realize that it’s much, much harder than it sounds. Every recruiting process is different. It’s best to simply learn from this experience to be prepared for when a recruiter ghosts you again.

Don’t be discouraged when you’re being ghosted. It happens more often than you’d think, but not all recruiters are like this. It doesn’t always mean that they’re not interested in you either. Getting ghosted can be very upsetting, but worst case scenario: You won’t end up in a company that lacks proper etiquette. If they’re treating you poorly from the start, who knows what else they would do to you.

LANCE WINSAFT - WHAT TO DO ABOUT JOB HOPPERS

Some recruiters do not like candidates who job hop. They believe that job hoppers only cause an unnecessary increase in their turnover expenses. However, that is not always true. 

There are plenty of benefits that job hoppers can bring to your company. 

Why they make good hires

Job hoppers may bring benefits that can more than make up for your turnover expenses.

• Fast learners

They are typically fast learners. Having had many jobs in a relatively short period of time, they have learned to be adaptable and adjust quickly to new environments. Since they’re easy to get onboard, they don’t require much time and effort to get up to speed.

• Diverse skill sets

Job hoppers often have a wide range of both technical and soft skills. Having worked in different industries, they can tackle problems from a different perspective. They may also be familiar with different technologies that your company might benefit from. Job hoppers have developed strong interpersonal skills by working with a wide range of people and companies.

• Bring new ideas

Job hoppers can bring new ideas. They can draw on their experiences from working with other companies to bring more innovative ideas and solutions to your company. This is something that loyal employees might lack. As a result, it prevents your company from being stale.

• Wide social network

Job hoppers are more than just a deep well of knowledge and ideas. They have most likely built a wide business network. Having more business connections can only benefit your company. This can be anything from recruiting more quality candidates and finding more clients.

How to hire them and get them to settle at your company

Job hoppers are naturally ambitious and eager to gain new experience and/or climb the ranks. Retaining them can be difficult, just as it is difficult to attract and retain any top talent. 

• Foster employee development

You can increase retention rates by implementing employee engagement programs. Talk and listen to your employees. Let them express their objectives. Then provide them with some strategic direction. Ambitious job hoppers are eager to learn. They seek guidance and will greatly appreciate your input. They will be more inclined to keep working with you if your company is a resourceful learning environment to them.

• Facilitate advancement in the company

All employees want to be valued for their hard work and commitment. Job hoppers are the same. They crave continuous recognition of their contributions to the company. Create a rewarding and appealing work environment by recognizing their years of service, high performance, and continued excellence. Again, you have to listen to them closely. Take the time to understand their interests to create a recognition program that will truly resonate with them. Job hoppers will be more inclined to stay at your company if they feel valued.

LANCE WINSAFT - WHAT TO NEGOTIATE WHEN SALARY IS NO LONGER AN OPTION

Your negotiation position depends on your alternatives. When all else fails, don’t be discouraged! Take ‘No’ as an answer and recognise that it’s part of the growth process. ‘No’ can also mean ‘Not yet’. There are still other alternatives to salary that you can negotiate.

Better Work Conditions
Take this opportunity to negotiate for better work conditions. For example, if you feel like you’re unable to work at your full potential, consider requesting for a better workspace that would best suit your style. If you feel suffocated because of work, maybe you should ask for a more flexible schedule to accommodate for your life outside of work. If your job requires a long commute or would require you to relocate in the near future, consider asking for the option to work remotely. Lastly, if you feel that your title doesn’t fully encompass the scope of your role, you may also request for a better title.

– Workspace
– Work schedule
– Remote work option
– Job title

More Benefits
If better work conditions are not your cup-of-tea, consider requesting for more benefits. For example, think about what you need to stay physically and mentally healthy and ask for more paid time off. If you often pay a visit to the doctor, consider upgrading your health insurance. If you travel a lot for work purposes, ask for travel reimbursements to lighten your load. Lastly, if you’re looking to improve your qualifications, consider requesting for tuition reimbursement or professional development support.

– Paid time off
– Health insurance
– Travel reimbursement
– Educational opportunities

When presenting your counter offer, never negotiate through written communication! You should always counter offer in person or over the phone. Negotiations must always be engaging to both parties. Remember, this is an opportunity for you to think outside the box, so you’re not limited to the options mentioned above. It’s best to counter only once, so choose wisely. Figure out what’s most important to you and what your superiors are most likely willing to accept.

For more information on how and what to negotiate, visit https://americannegotiationinstitute.com/