5 Biggest Mistakes Employers Make When Attracting High Calibre Candidates and How to Avoid Them

5 Biggest Mistakes Employers Make When Attracting High Calibre Candidates and How to Avoid Them

A very enlightening article in the Arabian Gazette described some huge mistakes that recruiters make when seeking candidates for Middle Eastern firms.

Though some of these blunders are universal and not strictly limited to recruiters in that particular area of the world, some of them touch directly on the biggest mistakes employers can make when trying to attract high calibre candidates (usually described as executives but not limited to that role).

Interestingly enough, the filling of management, executive, and other key roles seems to be a struggle in the region’s firms. This is due to more than just employer mistakes during recruitment efforts, and includes:

  1. Telling and selling – A lot of effort goes into making firms appealing to job seekers. Known as an employer branding, this doesn’t always touch on the things that higher caliber employees will find important. A different strategy may be essential to attracting the appropriate candidate. 
  2. Positioning the work as an immediate need – Few experienced professionals are going to feel comfortable pursuing a position that is not a good fit to their overall career goals. If you are describing the work as filling a more immediate need rather than as one that can shape and steer the department or firm, you may not get attention from higher caliber recruits. 
  3. Not actually seeking the “best candidate” available – Hiring experts advocate always having face to face meetings when hiring upper level employees. However, there is a distinct trend in firms not talking to and meeting with enough of these high caliber candidates to allow quality to be accurately gauged. Noting that a “bell curve” must be created through the selection of candidates, one expert indicated that meeting with too few high level candidates does not give an accurate portrait of the very best.
  4. Hiring the best interview – High level candidates are bound to be persuasive and effective people. Unfortunately, this can make it too easy to hire the person who performs well in an interview, but who may not perform well on the job. In other words, be careful about evaluating only the personality.
  5. Avoiding specialized recruitment services – If you have access to a specialist recruiter familiar with your industry, niche, or Middle East location, you may find your recruitment efforts far more successful. They can help you refine job descriptions and even clarify goals that will allow you to identify and attract the most suitable candidates available.

Hiring higher level recruits is difficult, and particularly if you are going to hire non-domestic professionals to handle significant projects or jobs. Being aware of the mistakes listed above can help you and your recruitment team to avoid the biggest (and often the most costly) errors.

Though some recent statistics pointed out that corporate career websites are a popular recruitment tool in many Middle East firms, there is still a lot to be said for working with recruitment companies with well established relationships throughout the region.

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How to Find and Secure the Best Talent for Your Business

How to Find and Secure the Best Talent for Your Business

Running a successful business in 2015 means having a great product and superior customer service and care. To do that, you need more than good quality control and company policies, though – you need the best talent in your industry.

Of course, so does your competition.

Every business owner in the world wants to find and retain the very best talent in their field, but how can you not only attract them but also keep them and maintain their loyalty?

Don’t Settle for Mediocre Employees

First of all, whether you’re running a startup or an established company, you should never settle for employees who don’t really impress you in interviews. If you hire mediocre employees, you’re going to get mediocre performance. Then your company will get a reputation for being, well, mediocre.

The best of the best won’t want to interview with you, and you’ll be stuck with the same crop of average or below-average talent to choose from. So, even if the hunt for new staff takes a bit longer, it’s always worth it to insist on talent that knocks your socks off.

Prioritize Your Employees

According to famed entrepreneur and billionaire, Sir Richard Branson, “If you take care of your employees they will take care of your business.”

Essentially, if you put your employees first and show them that they have your support in all of their endeavors, then they will put in the extra effort it takes to show your customers the best care and service possible. 

You can do this by maintaining an “open door” policy with your employees and letting them know that they can always come to you if they have recommendations or problems. If issues arise, work with your employees to maintain a positive company culture and to show them that they are your highest priority.

Show Gratitude and Appreciation

You can also build employee loyalty by showing gratitude and appreciation. When one of your staff members goes above and beyond, don’t hesitate to publicly show them that you appreciate their work. This can be as simple as a pat on the back, or you can choose to give incentives and/or bonuses for employees who really go the extra mile.

One thing to avoid, though, is punishing employees for a perceived lack of performance. If one of your employees is not performing up to the level you expect, handle it privately and positively. Find out what’s causing the issue and how you can help your employee fix it.

This will show that you care about your employees, and it will encourage better performance much more than any punishment. As the old saying goes, you’ll attract more flies with honey than vinegar. 

When you treat your employees with respect and show them that you care about them and their job satisfaction, your business will gain a reputation for being a place where people want to work.

Soon you’ll have the top talent in your industry seeking you out, and if you continue with this philosophy you’ll have no problem retaining them.

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