. . . to have a winning Team !!!
Compiled by Peter/CXO Wiz4biz 9/13 Published 5/14
8. Check Independent References
– depending on the importance of the position – by going past their List of References. Do at least 1 of the people who worked “for them” & 1 “they worked for”, then associates, groups they were in. Surf the web to find these & other info about them.
9. Reeling them in !!!
Once you feel you have the right Candidate, use all your tools – beyond Salary, Stock & other perks – to sell them on your Mission, long-term Vision, the great Team they’ll work with and other intangibles.
10. Sell their Family & Friends
(if needed) ie, invite their most significant other/s (spouse, best friend, etc) to a Lunch or Dinner, to hear your pitch – Why this would be a great place to work – especially the exciting things you plan to do !!!
11. The Offer Letter . . .
is the Final Step. Discuss compensation, as soon as it comes up. Start with a range. When you make the verbal offer (from the input of your Interviews and those of other Interviewers) leave a little room for negotiation. When you come to a Verbal agreement, the Offer Letter makes it official.
12. When they Start,
make a special effort to get them knowledge-able & involved. Brag a little about their background and the contribution they will make to your organization. Advise them who to go to, for advise in certain areas. You can back off on “selling” them on your organization when the catch the spirit.
Comments: Is there any thing you want to add to this Hiring process?