| In order for your career to grow, you must | | | | candidates because they were intimidated by their |
| demonstrate effective leadership skills. Organizations | | | | ambition. Instead of worrying about someone taking |
| are finally beginning to realize that soft skills are just | | | | over your job (if this is an issue, you've got bigger |
| as important as technical skills and therefore, are | | | | problems to worry about), think about who could |
| placing more emphasis on developing and rewarding | | | | potentially replace you when you move on to a |
| effective leaders. One important skill for leaders to | | | | bigger role. |
| master is the ability to recruit high-potential talent into | | | | 5.Avoid the temptation of hiring someone just like |
| the organization. | | | | you. It's great when you have a connection with a |
| The responsibility of recruiting these candidates | | | | candidate, but try to remember that you aren't hiring |
| doesn't fall solely on the shoulders of your recruiter. | | | | someone to be your friend. Instead, look for |
| There are many ways that you can enhance their | | | | someone who will complement your team's strengths |
| efforts to attract the most sought after candidates. | | | | and weaknesses. |
| Recruiting shouldn't be reactive - performed only | | | | 6.Select candidates who are passionate about their |
| when you have an opening on your team. It should | | | | work. Passion is difficult to ascertain during an |
| be an ongoing activity so that your pipeline of | | | | interview. However, there are signs you can look for |
| candidates is full and you can start interviewing | | | | and questions you can ask to better determine if this |
| shortly after a need has been established. Follow | | | | is someone who is passionate about their work. |
| these tips to make the most of your efforts: | | | | Â- Does their education and work history |
| 1.Look to your existing employees for a promotional | | | | consist of positions that build on each other, |
| opportunity, first. You should always look within the | | | | demonstrating knowledge in their field and a desire |
| organization before you consider external candidates. | | | | for growth? Or, have they bounced around with little |
| Reward employees who are actively developing their | | | | direction? |
| skills and are loyal to the company. Is there someone | | | | Â- Are they actively involved in their |
| who is ready to take on new responsibilities? | | | | professional community? Do they take advantage of |
| 2.If you are an active member of your professional | | | | opportunities to develop new skills? |
| community, start building a rapport with prospective | | | | Â- Find out why they chose to get into this |
| candidates. Recruiting is a lot like marketing - the | | | | particular line of work. |
| more positive contact you have with prospects, the | | | | Â- Make a note of their specific professional |
| more receptive they will be to talking to you about | | | | goals. "To be working in a position that utilizes my |
| making a move to your organization. Keep in contact | | | | skills or to be a manager" doesn't cut it. Is it just |
| with those you would like to have on your team one | | | | about the money or are they looking for growth or |
| day. | | | | meaning in their work? |
| 3.Build a reputation as a strong leader. This is one of | | | | Â- Find out what aspect of their job they |
| those times when you want your reputation to | | | | enjoy most. |
| precede you. If you are known for being a great | | | | 7.Stop settling for mediocrity. Don't be afraid to hold |
| leader, candidates will want to work for you. Year | | | | off on making a selection decision until you have the |
| after year, "lack of opportunity" is cited as one of | | | | right candidate. Get creative in the way you manage |
| the main reasons for employee turnover. Judicious | | | | your employee shortage. Consider redistributing the |
| candidates know that their manager can make or | | | | duties on your team and hiring a temporary |
| break that opportunity and they make their decisions | | | | administrative employee to take up the slack. This is |
| accordingly. | | | | a great time for your employees gain additional |
| 4.Don't be intimidated by dynamic, high-potential | | | | experience. |
| candidates. I've seen many hiring managers pass over | | | | |