Hiring Managers: 4 Take-Aways to Land Your Top Pick of Candidates!

In this market, hiring managers need to do more than send candidates through the hiring process and approve an offer at the end. I read with interest this post by a startup on how it closes key hires, engineers in this case. The take-aways still apply to hiring lawyers for any company, large or small:

1. Understand why candidates go elsewhere. Factors include compensation, stage of company, and the company’s focus/mission. Companies must check that the money and role offered make sense for their target candidates to close them.
2. Make sure your company has a positive buzz, including thought leadership. Startups especially need to get known through content marketing, publicity, publications, conferences, etc. I have seen for large companies the better the reputation of the hiring manager the more likely someone will join.
3. Personalize the pitch. Do not hand off the hiring to HR. Show you understand the goals of candidates and explain how their role will grow along with the company.
4. Communicate often and positively. Candidates need to feel valued. Give them lots of details on the job and access to founders/key people at the company. Have interviewers/team mates send emails. Individual connection is important.