How to Take the Best Talent on Board

In fact, a study reveals the most crucial part of an interview, which depicts the actual skill of a candidate is when he or she is given the opportunity to throw questions at the employer. A candidate who backfires with a whole lot of questions about the hiring company is one who is ambitious about his growth and wants to know what opportunities the particular company can give him. Take a glimpse at some more ways to fulfill your company’s talent requirement both during an interview and post recruitment as a manager.

During Interview: If you are the one who will be presiding over the interview along with a few other managers or recruitment professionals, it is essential that you be enlightened as to the kind of questions to throw at the candidates. It is advisable to focus on more questions that are open-ended and ones, which would make the candidates think to enable you to gauge the individual better.

You should also take a quick glimpse at the individual candidate’s resume before conducting the interview in order to ask questions related to the previous and the present job specifications. You should not simply hire candidates on the mere basis of their knowledge. Delve deeper to dig out candidates who have a passion for their work and exude confidence.

Be Focused as the Employer: Remember, the interview process is not only about judging the candidate, it is also a way to create the right impression on the prospective candidates. An ambitious candidate will look for employers who are focused, decisive and depict the right aura as managers.

Hence, it is essential to end the interview by providing a definite time frame to the candidate within which he can expect you to contact him, while also giving the opportunity to get in touch with you by offering a business card or contact details of your company. Also try your best to make decisions within the time you have proposed and be sure to give a clear idea about the prospects which joining your company can give the selected candidates.

Talent Management for Existing Employees: Recruiting the right talents is important, but equally important is to retain and sustain talents and attenuate attrition. For managing and maintaining talents, it is essential that you identify the talents in your organization first and thereby assess the potentiality of each team as a whole. As a manager you also need to understand each member’s strengths and weaknesses and hence give projects based on optimizing those very strengths and developing weaknesses through motivation. Optimize the talents of your best employees by placing them in higher positions.

Finally, flexibility in recruitment pays. Therefore, while recruiting if you find a skilled person fit for your organization but not for the particular position which he is appearing for, check out if you can squeeze him in some other department.