Things I've learned in my recent three-week job search:
--The candidate's time frame and the prospective employer's time frame may be worlds apart. So if you like someone, you like someone. Get them on your team. Like now.
--Benefits are huge. Because it shows you care. That speaks volumes to prospective employees. And trust me, we know firsthand what benefits that suck look like and how great bennies set quality employers apart.
--People want to be a part of something great. Maybe that's stating the obvious. But if your people doing your interviewing can't convey that and equate it to meaningful work, then you get what you deserve.
--If you can't give them a good "why" for why they should join your team, then don't expect to attract solid candidates who will stick around. We want to build something great. With you.
--If you have to tell someone how great you are, you're not that great. We see through that just by going to your website.
--Know some things about us. Not just that we "have a great resume." So do your homework. I make it a point to learn about the people I'm interviewing with because I want to be prepared to ask questions and get to know them before I commit my professional life to them. That makes sense, right?
--Tell us how much money we'll make working with you. It truly is mind-boggling that companies don't do this. Why? How many great candidates are you missing out on because they won't even bother if they don't know the salary you're offering?
--Honesty. Sincerity. Truthfulness. Openness. (Do you see a pattern here?)
--Don't ever, like never, ghost a prospective employee. That's simply cruel. For example, I had five interviews for a job with one company in a position that would have been amazing. I was a finalist for the position but after that fifth interview heard nothing back. Even after sending two emails to the recruiter. In retrospect, why would I want to work for a company that holds its candidates in such contempt?
--Your perfect candidate does not exist. Mostly because your organization isn't perfect. Think about that.