Candidate Focused Recruiting
There are eight reasons people change jobs
1. Security
2. Career Growth – Opportunity for greater success
3. Feeling unappreciated – Does not like boss
4. Poor working conditions – Low morale
5. Work versus Personal-life balance
6. Unrealizable expectations on the job – Feeling overworked
7. Compensation and benefits
8. Location or relocation
To attract the best candidates – Focus on the motivators
1. Security
a) How long has your company been in business?
b) What were last year’s annual sales?
c) Were sales higher or lower than the previous year? Why?
d) How many people are in your company? This division? This department?
e) What is your standing in the industry? (Fortune 500?)
f) Why your company? Any rumors? Good or bad?
g) What is happening with your competition?
h) What is your anticipated schedule of new product releases?
Or sources of new business? Are you growing, staying the same or shrinking?
i) What has been your company’s investment in new technology?
j) Are there (or have there been recently) any mergers, buy-outs or downsizing in your company or industry?
2. Career Growth - Opportunity for Greater Success
a) Why is this position vacant (was the person promoted, did he leave the company, or is this a new position?)
b) Are you willing to hire someone not currently carrying the title? (Promote someone from the outside?)
c) What is the anticipated career-path for this position?
d) Why should a qualified person succeed in this position?
1. What is the company’s record of success?
2. What new tools will he have to work with?
3. How do you fit within industry forecasts? Are you in a growth industry or a shrinking industry?
4. What does your future look like?
3. Feeling unappreciated – Does not like boss
a) How is employee excellence recognized?
b) Who gets the credit for a job well done?
c) How are disputes resolved?
d) Do you have an “open door” policy? Are employees afraid to approach the boss?
e) Do employees feel safe giving feedback and/or suggestions?
f) Are suggestions ever implemented?
g) What happens if someone “rocks the boat?”
h) Are salary increases and/or bonuses linked to personal performance?
i) What kind of visibility does this position have within the company? Is it a prestigious position?
j) Is your company prestigious to work for?
k) Is there an opportunity for employees to share in the profits of the company?
l) How long has the immediate boss been with the company? What is his management style?
m) What is the turnover rate in the company? Why?
n) What is the turnover rate in this department? Why?
o) Why does this boss choose to stay with the company?
p) What are some examples of this boss’s mentoring?
4. Poor working conditions - low morale
a) Describe the physical workplace.
b) Where is it located?
c) What is the dress code?
d) What is the safety record of the workplace?
e) Do employees have the proper tools they need to be successful and competitive?
f) Any free perks? (Coffee, snacks, gym, lunch room, credit union, ATM?)
g) How well do co-workers get along?
h) How is it handled when an employee is NOT doing the job?
Does that affect others in his group? How?
i) Do employees have a say in their work environment?
j) Do employees feel overworked? Why?
k) Do employees participate in events together out of work?
l) What are the low morale issues at your company? Why?
m) What is your policy on drug abuse and other abuses in the workplace? Is there a procedure for confidential reporting?
n) Do you drug test?
5. Work versus Personal-life balance
a) How many hours of over-time will the employee be expected to work?
b) How much over-night travel is there on the job?
c) Can employees telecommute from home?
d) Is this person required to take “extra” work home?
e) Are employees allowed to stay home to care for a sick child or other family member without loss of pay?
f) What is your paid time off policy?
g) Are confidential counseling services available?
h) Does your company refer employees to substance-abuse programs?
i) Are there any family-oriented programs? (Take a child to work; Open House; Picnics and Outings, Scholarship programs for children of employees or Holiday Parties?)
j) Other family oriented benefits (discount tickets to local entertainment etc?)
k) Do you have on-site day care?
l) What is your policy on personal phone calls?
6. Unrealizable expectations
a) Are goals clearly defined? How?
b) Do employees participate in the goal setting process?
c) Are goals reasonable and reachable? Why?
d) Do goals change within the time period? Why?
e) What happens when goals are met?
f) What happens when goals are NOT met?
g) Do employees work in a proactive or reactive environment? Why? What are some examples?
h) How many “hats” does this employee wear in this job? Describe and why?
i) How “empowered” will this employee be? What is the authority level of the job without approval from “above?
7. Compensation and benefits
a) What is the salary range of the position?
b) Is this salary range realistic for your industry and your location?
c) What is the target salary upon hire?
d) Is that salary target moveable or cast in stone?
e) Do you offer sign-on bonuses? Under what circumstances? Do you have a “pay back” clause if the employee leaves within a certain time frame?
f) When will the next increase be possible?
g) How are increases determined?
h) Are bonuses awarded?
i) What are bonuses based upon?
- Objective or Subjective?
- Personal performance or overall performance of the company or group?
j) When are bonuses paid?
k) What are your benefits? Are they realistic or deal-killers? How much does employee contribute?
Benefits checklist:
o Employee Health Insurance
o Dependent Health Insurance
o Dependent Dental Insurance
o Employee Vision Coverage
o Dependent Vision Coverage
o Employee Life Insurance
o Dependent Life Insurance
o Long Term Disability Insurance
o Savings Plan
o 401K ___% Match
o Credit Union
o Professional Membership(s)
o Tuition Aid
o Parking
o Flex Time
o Retirement
o Stock Option
o Stock Purchase
o Financial Planning
o Deferred Compensation
o Vacation/Paid Time Off
o Travel Per Diem
o Company Car
o Car Allowance
o Cell Phone
o Laptop
o Other
8. Location and/or relocation
a) Is location a factor in recruiting qualified candidates? Why?
b) Does availability of housing and cost of living in your area affect your hiring process? Why?
c) What is the commute picture in your area?
d) Do you have a re-location policy to assist new employees to move? What is it? Is there any flexibility in it?
e) Relocation checklist - do you pay for:
? Packing and shipping of household goods?
? Auto? How many?
? Other vehicles? (Boats, motor homes, motorcycles, recreation vehicles etc?)
? Pets?
? Tools? Gardening equipment?
? Large items like pianos?
? Traveling expenses to look for a new home? Does it cover the spouse? Children?
? Temporary living quarters and incidental expenses?
? Laundry, food, auto rental and other expenses during transition?
? Miscellaneous set-up expenses such as starting new phone service, power and gas, water and sewer, cable hook-up etc?
? Relocation counseling?
? Assistance in buying a new house?
? Assistance in selling the old home?
? Bridge loan?
? Reimbursement of home sale/purchase expenses? (Broker fees, mortgage fees, closing costs etc.)
? Assistance buying down apartment/house leases?
? Job assistance for the partner/spouse?
? Child care during transition?
Once everyone in the hiring process understands the answers to these questions, he or she will be ready to begin the process.
• Identify and focus on the candidate’s motivators (reasons for considering changing jobs in the first place).
• When interviewing, “speak to” the motivators and how your company addresses those issues.
• Overcome any questions or objections the candidates may have during the interview process.
• Significantly increase you chances of hiring the very best candidate for the job, not the best of those who are “looking.”
