| In order for your career to grow, you must | | | | candidates. Ive seen many hiring managers pass over |
| demonstrate effective leadership skills. Organizations | | | | candidates because they were intimidated by their |
| are finally beginning to realize that soft skills are just as | | | | ambition. Instead of worrying about someone taking |
| important as technical skills and therefore, are placing | | | | over your job (if this is an issue, youve got bigger |
| more emphasis on developing and rewarding effective | | | | problems to worry about), think about who could |
| leaders. One important skill for leaders to master is the | | | | potentially replace you when you move on to a bigger |
| ability to recruit high-potential talent into the organization. | | | | role. |
| The responsibility of recruiting these candidates doesnt | | | | 5.Avoid the temptation of hiring someone just like you. |
| fall solely on the shoulders of your recruiter. There are | | | | Its great when you have a connection with a |
| many ways that you can enhance their efforts to | | | | candidate, but try to remember that you arent hiring |
| attract the most sought after candidates. Recruiting | | | | someone to be your friend. Instead, look for someone |
| shouldnt be reactive performed only when you have | | | | who will complement your teams strengths and |
| an opening on your team. It should be an ongoing | | | | weaknesses. |
| activity so that your pipeline of candidates is full and | | | | 6.Select candidates who are passionate about their |
| you can start interviewing shortly after a need has | | | | work. Passion is difficult to ascertain during an |
| been established. Follow these tips to make the most | | | | interview. However, there are signs you can look for |
| of your efforts: | | | | and questions you can ask to better determine if this is |
| 1.Look to your existing employees for a promotional | | | | someone who is passionate about their work. |
| opportunity, first. You should always look within the | | | | Does their education and work history consist of |
| organization before you consider external candidates. | | | | positions that build on each other, demonstrating |
| Reward employees who are actively developing their | | | | knowledge in their field and a desire for growth? Or, |
| skills and are loyal to the company. Is there someone | | | | have they bounced around with little direction? |
| who is ready to take on new responsibilities? | | | | Are they actively involved in their professional |
| 2.If you are an active member of your professional | | | | community? Do they take advantage of opportunities |
| community, start building a rapport with prospective | | | | to develop new skills? |
| candidates. Recruiting is a lot like marketing the more | | | | Find out why they chose to get into this particular line |
| positive contact you have with prospects, the more | | | | of work. |
| receptive they will be to talking to you about making a | | | | Make a note of their specific professional goals. To be |
| move to your organization. Keep in contact with those | | | | working in a position that utilizes my skills or to be a |
| you would like to have on your team one day. | | | | manager doesnt cut it. Is it just about the money or are |
| 3.Build a reputation as a strong leader. This is one of | | | | they looking for growth or meaning in their work? |
| those times when you want your reputation to | | | | Find out what aspect of their job they enjoy most. |
| precede you. If you are known for being a great | | | | 7.Stop settling for mediocrity. Dont be afraid to hold off |
| leader, candidates will want to work for you. Year | | | | on making a selection decision until you have the right |
| after year, lack of opportunity is cited as one of the | | | | candidate. Get creative in the way you manage your |
| main reasons for employee turnover. Judicious | | | | employee shortage. Consider redistributing the duties |
| candidates know that their manager can make or | | | | on your team and hiring a temporary administrative |
| break that opportunity and they make their decisions | | | | employee to take up the slack. This is a great time for |
| accordingly. | | | | your employees gain additional experience. |
| 4.Dont be intimidated by dynamic, high-potential | | | | |