How to get a valuable employee
Nadezhda Zhivora explains how to attract an effective employee from another company to her: how to identify the “pain points” of a professional, how to formulate the benefits and prospects of a new job and why it is important to be honest with a potential employee
From time to time, in every company, especially in a rapidly developing company, there is a need for new specialists. But finding “fresh blood” is only half the battle.How to bring a high-class employee to the company and make sure that he remains in the proposed position is not an easy task. But there is an algorithm that will help solve it.
Money is not everything
Consider a specific case. The organization had the task of finding a lawyer. The first thing I do as the head of the department where the vacancy opened is writing a post on my Facebook page, where I attach a link to the landing page with a description of the vacancy, a feedback form – where you need to send a resume and a cover letter. At least five hundred professionals read my Facebook page every day.
Then I send a link to this post to the closed groups in which I am a member. These are specialized professional communities where colleagues exchange opinions, insights and where, of course, they can recommend the specialist I need. I also send out a mailing list with a request to search for an employee to relevant colleagues: if I need a lawyer, I write to lawyers, if I need a financier, to financiers and so on. I also make the request in several professional chats on Telegram, where there are people in high managerial positions who can recommend high-level specialists. Next is a matter of technology.
As a result of this newsletter comes a few responses. One of the candidates currently occupies a rather high position in a large company – accompanies all financial transactions in it. We have a medium-sized company, and we cannot offer him the same salary as in the company where he works now. But we have one advantage: the business is smaller and the range of tasks of a candidate for a position can be wider than in his current company. Thus, the candidate can work not only in the field of support of financial transactions, which he specialized in as a lawyer, but in all areas of corporate law, as well as in transactions for the purchase and sale of assets. This is what we are interested in. But he became even more interesting to us after the first interview with him, when it turned out that he takes a very meticulous approach to the matter, he has a systematic way of thinking, he remembers all the details, quotes sources of law by heart, up to articles and examples from judicial practice, on certain points. In addition, he quickly becomes involved in the process and the test task did better than others. Arguedly, with his clear position, he decided the case in the most interesting way.
Summary: to catch an employee, you need to understand his needs. As a rule, good specialists have good positions in the company: they are valued, they have high remuneration and good growth prospects. In order to understand the needs of a person, you need to make friends with him, find out his key needs and which of them are not satisfied at the current position. This may be a need for significance or a need for career growth. It may even be that a person is in a high position, but he is bored: he has rested on the ceiling in terms of his professional skills and he is interested in changing the sphere somewhat. For example, lawyers often want to get closer to the financiers and determine not only legal risks, but also business feasibility. When you assess the need of a specialist and what he lacks, it is important to hit the target and offer exactly what a person needs. It is important to understand with all this that not only money matters. Money is not the most key motivation. It is important to close a person’s non-financial needs.
Why you should not turn to headhunters
The quality of headhunter services in Russia leaves much to be desired. It is very rare to meet a professional who sees “between the lines” and integrates large amounts of information in order to understand what kind of person really should be put on this or that level in the company, to offer him for this or that vacancy. Often, eychars are very formal in their approach to the task of finding personnel. Based on my experience in dealing with recruiters as a candidate, I see that our Russian headhunters, unfortunately, very literally perceive people and the intersection of vacancies with people.
I am a specialist in M&A – buying and selling business. If before the headhunter’s eyes there are no positions related to this sphere, then they will not offer me either to the strategy, or to GR, or to IR, although these positions are strongly interconnected. A person who knows how to sell businesses can very well act as a director for strategy, investor relations, development, and also work quite effectively in a number of other positions.