What makes your star candidate say “yes?”
Beyond compensation, star candidates are looking for more from their next move. Highlighting these items will increase your chances to land the candidate for your organization.
Show them a career path. Instead of asking where they see themselves in 5 years, show them the opportunities available at your organization and the milestones needed to reach them. Hint: Do not make these time bound – i.e., “You have to do this for 6 months.” Make them result- oriented – “When you successfully complete two projects or close three sales…”
Ensure the interviewers are on the same page about what you are looking for and answer questions with honesty and transparency. Candidates are looking for a window into what it will be like working with this team in the future.
Ensure the interview process is candidate-focused. Make sure they meet those they want to meet, that they are taken care of during their visit, and that the visit is as short as possible and takes into account their needs. All of these things show a candidate what to expect from the organization going forward.
Find out why they are considering a move and make sure your opportunity fills that need. For example, if they are looking for a bigger challenge, make sure that your role is going to give that to them. Make sure that theme is known by all involved in the process so they’re reinforcing the “why” the person should choose your open role.
Thinking beyond compensation, and understanding the reasons your star candidate is available, and matching your process to their needs will ensure that you will be at the top of their list for their next career move.