Those "stand-out" candidates are becoming harder and harder to find. What you can do to find them and then make sure they say "yes"..By Darren Saul.

Interviews: not suitable. More interviews: they don't accept. Even more interviews: counter-offers..why is this taking so long?

Yes it is very frustrating. Time wasted, energy wasted, money wasted. You have better things to do - like maybe have lunch!

Here are some simple insights to help you find what you need faster and then conduct a recruitment process that optimises your chances of the candidate saying "yes I do!".

• Build a relationship with a recruitment specialist! One cannot be all things to all people. Find an agency that lives and breathes the area you are recruiting in. They understand exactly what you need and better still they are constantly meeting with (and may have already met with) the candidates you need.

• Spend the time to brief your recruiter properly. Before, during and after the process. Details make all the difference. Recruitment is all about the subtleties.

• Conduct at least 2 interviews as part of your recruitment process. 1 meeting is not enough to generate the emotional buy-in you need on the part of the candidate. How they feel is the single most important ingredient to ensure they accept the role. Everything else is secondary!

• Let them meet with a couple of the other team members. The more the better. They need to know who they will be working with and feel that the "fit" is right.

• Give candidates as much insight into the role and your expectations as possible. Give them feedback. Again, details make all the difference.

• Sell the role, team, management style, culture, career progression and the company! The tables have turned -"stand-out" candidates are very much in demand and if you don't make the effort someone else will and you will be back to square one before you know it.

• Keep the momentum flowing! One of the most common reasons for losing great people is a lack of momentum. I see it every day. Interviews weeks apart, taking too long to make decisions, thinking that great candidates grow on trees. They will either lose interest (emotional buy-in) or simply secure another job.

• If you find that star - hire them! Sure take the time to conduct your due diligence process but don't wait to have a few to compare. You will lose them all. Sometimes it's all about timing and you only get one shot.

• Start building a strong relationship based on honesty, trust and integrity during the process - not just at the end. This will go a long long way! You may need to leverage this relationship at the latter stages of the process.

• Go the extra mile to add that special touch. Make them feel needed and wanted. Give them a call to let them know that you want them to accept the offer. If they have accepted, do the same and let them know how excited you are for them to start.

The world of the transactional and sterile recruitment process is over! To recruit in the new world you need to build strong relationships, trust and go that extra mile!       

Recognising special talent when you see it!!..By Darren Saul

Much easier said than done.

I have been interviewing for over 10 years and I am absolutely fascinated by people. In particular I am fascinated by the fact that many people are good while there is a small percentage that are simply extraordinary. You can meet 4 great people in a row and then as soon as that special number 5 walks in your energy level jumps up 10 notches, you build rapport super-fast and you automatically find yourself selling an opportunity instead of waiting for the candidate to sell him/herself to you. You smile, you laugh and you enjoy the interaction entirely. You come out of that meeting feeling like you are ready to just take off and run around the block (if only I actually did this more often but somehow the Thai lunch special down the road always seems to have a stronger lure). 

We've all been there and I thought this might be a great opportunity to further explore 2 areas of interest here -

1.    What are some of the traits and behaviours that extraordinary people share?

2.    What are some of the signs (during and after the interview) that confirm you have indeed recognised quality talent and have not been swept away by salesmanship and false-perception?

I certainly don't have all the answers. It is a lifelong work in progress for me but here are some of my thoughts..

Common traits of quality individuals

• They listen more than they speak - and when they speak they articulate their story with pinpoint accuracy and don't waste words (especially the big ones that nobody understands anyway..)
• They ask loads of intelligent questions - prepared and spontaneous
• You can't help but get drawn in by their enthusiasm - it's contagious
• When they smile they sparkle - and they smile a lot!
• They exude confidence and self-awareness - but they do so in a very humble way - never with arrogance
• Their body language allows you to catch a glimpse of their character - are they poised and in control or are they clumsy and anxious?
• They take pride in their appearance - it's a matter of self-respect and respect for others
• They are always punctual - in fact they usually arrive a little early
• They are open minded - always willing and able to discuss different options and welcome different schools of thought
• They are positive and easy going - never abrasive 

Checklist for confirming your hunch

• They come prepared! They have done their research into the organisation and responsibilities of the role. They may have even spoken to a few people that currently work in the organisation. They are clear about what they can offer in the role
• They don't tend to move from job to job every 6 months and tend to show a clear progression path within their work history
• They have no issues openly discussing the reasons for why they left previous roles for others - and these reasons are sound, verifiable and intelligent
• They have solid and meaningful reasons for wanting to explore other career options - money is sometimes part of the reason but it rarely the sole reason
• They usually have a strong idea of where they want to be - not necessarily in terms of exact time frame but in terms of an identified and strategic career path
• It is easy for them to talk in depth about their philosophies towards building strong rapport, providing strong customer service, managing expectations and priorities effectively
• If asked to provide further information after the meeting they do so extensively and in a very prompt manner
• They seem very willing to partner with you (the recruiter or hiring manager) to ensure a positive outcome ie. they give insightful feedback and they follow up as promised  
• Reference checks are very important - yes it may be true that most candidates provide referees that will be favourable but it is not always what the referees say about them that is the most important but HOW they say it..  

Identifying quality talent is all about subtlety - actions tend to speak louder than words and it is often what is not said that is the most interesting and informative.. 

Enough with all the noise and empty promotion - it's time for "old school" Quality, Value and Service!! By Darren Saul

Yes the title pretty much speaks for itself. I'm sure you know where this is going..

I look around me and see example after example of "lip service", empty promises and promotion. Instead of taking pride in under-promising and over-delivering there is too much of exactly the reverse. There are hidden agendas everywhere and the need to read (and understand) the "fine print" is more important than ever. And more time consuming! No-one trusts anymore - everyone is always looking for "the catch".

It's time to get back to basics and bring back the old ways of doing business and simply engaging with your fellow planet dweller in general..

Of course technology and social media are brilliant tools but that's all they are - tools.

Enough said!

So what's the answer to success in the new world??

Be authentic, be genuine, be yourself!

Choose face to face and phone over email where relevant

Return phone calls and emails promptly - a simple matter of respect

Make the time to invest in your employees, colleagues, service providers and strategic partners - build those relationships brick by brick!

Learn everything there is to learn in your field - become an invaluable resource of information - product knowledge is THE key

Listen much more - talk much less!

Less hype and noise - more quality and more strategy

Less production - more substance

Negotiate with the long term relationship in mind - now is not the time for short-term gains

"Make all decisions based on the person you would like to become" Dr. Paul Homoly (one of my favourite quotes!)

Critique everything you do - improve continuously

Give service like your life depended on it!

Take a genuine interest in other people

Be engaging and interesting

Be self-aware!

Allow others to "save face" - it builds pride, self-respect and that means results!

Keep things simple - become a pleasure to work with - make them look forward to dealing with you - create an "EXPERIENCE"!

Be friendly! Stiff, polished and professional are not only boring, they're counter-productive in most cases

"Smile - it confuses people!" I saw this the other day - love it!

Remember that you are part of the human race - treat people with respect (when they deserve it of course..)

Don't just adhere to the "industry standard" - DEFINE IT with unprecedented quality and service!

Think laterally - there is always a way..

Slow down the pace just a little

Maintain a work/life balance

Don't follow - INSPIRE!

This stuff pretty much applies to everyone regardless of what you do.

Build your name on Quality, Value and Service and you WILL shine!