Hiring: How to attract top players
Salary and other compensations. Qualified applicants know how much they are worth. Even if the current job market is a “buyer’s market,” make sure you offer your selected players an attractive package which will motivate them to work for long term rewards.
But if you really want to attract top players, offer performance-based rewards, such as bonuses or profit sharing. Reduce the fixed part of the salary and provide larger performance-based rewards which drive personal and organizational efficiency—and also reward commitment to the future.
Watch out for the skilled or experienced applicants who try to sell you their talent at a higher fixed salary with no desire for performance-related rewards. The coming years will be bright for you and your business, provided you are able to surround yourself with able, group-dedicated and future-driven collaborators!
Working environment. While your employees will say that they want a new job for better pay, reality might be different. People do not leave their company, they leave their boss. According to recent studies, nearly three out of five employees feel that their bosses frequently fail to honor their promises and 37 percent say they do not give credit when due. Another 23 percent said their supervisors blame others to cover up mistakes or minimize embarrassment. Most employees leave because of a difficult relationship with a supervisor rather than dissatisfaction with their salary. More than 77 percent of them find a new job with no higher pay.
Be aware that top players will first judge your company through the same irrational criteria as any potential customer would with a supplier. The recruiter’s attitude, employees’ friendliness, the smile on the receptionist’s face, etc. are factors which will attract—or scare away good applicants. So be clear in your message: you will hire only someone who wants to have fun on the job, enjoy a great team work and contribute to others’ as much as he/she will be contributed to.
Challenges & future. Many applicants primarily search for job security. Top players don’t care about it. They mostly want to face challenges and meet their potential. They are future-oriented and they want to prove that “they can do it.” They instantly respond to those “mission impossible” types of assignments. They buy a bright future to which they feel they can contribute. Being part of a future-oriented team is a major reward by itself; financial reward comes on top of it.