Recruiting a Superstar:

We had been asked several time this question and I feel, all of us do not have a scripted answer available, though we are well versed in this area and we know pretty well “how to recruit a superstar for our clients?” but its not easy to explain hence I am trying to scribble few bullets which might help our newbies to understand the “Qualification Check List” which we follow in general.
 Out here, I will rather not talk about technical evaluations but a “General Checklist” or own set of “Recruiting Principals”which we follow. Most of us, have this in our back-end memory which is what we had learned over a period of time.  Before we start recruiting a candidate, we do a sort of homework at our end so that we shall end up finding a right candidate in a short span of time. What is our homework like?
Job Description
  • JD delineates the key responsibilities and outputs of the position and define the behavioural characteristics of the person you feel is your ideal candidate.
  • It does tell us the exact location, duration, term of the contract, budget range, work authorisation constraints, interview process, telecommute options, T&E (Travel & Expense), position type a contract, contract to hire, full time/permanent, a possible start date, relocation expenses and other relative details which all are important to remember before you perform a search.
  • Finally, list your five – ten key responsibilities and characteristics you will use to screen resumes, most of the time, we may lot of attention to “Nice to Have” or “Must Have” skills.
  • Google the list of technologies you are recruiting for, one should know the functional specifications of those technical jargons i.e. “Elastic search”   “Elasticsearch is a search engine based on Lucene. It provides a distributed, multi-tenant-capable full-text search engine with an HTTP web interface and schema-free JSON documents. Elasticsearch is developed in Java and is released as open source under the terms of the Apache License” Now once I googled it, now I know what this is all about and how does it work, what candidates would do with these technical skills, what should be his basic rep.
  • Top recruiters pay lot of attention to the location of the proposed projects for which they are recruiting for and candidates from the similar area, most of them try to work along with the “zip codes”. Ideal candidate should be within 50-100 miles and they should be able to travel through own car or through Public Transport. Always Google the area along with the ZipCode to understand the category of the location i.e. Rural VS Urban, Living Conditions, Weather Threats, Nature Challenges, Climate etc. etc. For an instance, if you are recruiting someone from Suffolk County, New York region we must verify with the candidate how he/she would travel whether or not they have a Car and Driver’s Licence since Public Transport services are not good in this region.
  • If in any case, if the candidates are not available in this region, than we shall look for someone within adjoining states, if not than same coast i.e. EST/CST/MST/PST if not than keep your search wide open.
Roles & Responsibilities
  • Ideally candidate should have managed similar R&R in his most recent projects and in relevant technical environment, his/her R&R should reflects that he had done similar sort of work with required/desired skill sets, but if his/her R&R matches exactly with the JD, it’s a “Red Flag” please do not consider these candidates.
  • Ideal candidate’s resume summary would reflect the experience, domain, functional and technical expertise in broad way, but if you see, if its matching the JD, its a “Red Flag” hence shouldn’t be considered.
Don’t prejudge, don’t hesitate, don’t hold back. The more people you talk to, the more successful you will be.
Principle Number One
Imagine your prospect is a target, and the benefits of your opportunity are arrows. But before you take aim, you are going to be blindfolded. Will your arrows reach their target? You have to know where your prospects stand before you aim. It is called “LISTENING”.  If you spend 80% of your time learning about your prospects’ ambitions, experiences, personality, circumstances and priorities, you won’t waste your time shooting arrows that don’t apply to them.
Principle Number Two
Words will not convince people to buy your products or your opportunity. The more time you spend talking, the less time they will spend listening, The faster you talk, the more desperate you will sound . People are like water. We tend to follow the easiest route. Every complication, every unnecessary detail, gives us an excuse to say”not now” or “No”. Make it easy for prospects to make a decision by keeping it simple.

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