by Ben Hess, Managing Director, ThirdPool Recruiting
If you spent any time in the sales profession, you’re probably familiar with the basic concept of identifying an ideal prospect.
What are the characteristics of a person who is most likely to buy?
What are the characteristics of a buyer who is most profitable to your business?
You know the drill.
While this is common in sales, very few hiring managers apply this principle to recruiting.
Knowing what you’re looking for is the first step in finding it.
Start building your version of the “Ideal Recruiting Prospect” by looking back at the hires you made over the previous year or two.
The goal is to inventory the characteristics of those who are thriving as well as those who have failed (it’s helpful to know what to avoid).
To build your list, start by completing the sentence: I’ve noticed the individuals who thrive on my team ________________.
Focus your attention on characteristics such as education, work history, character traits, and other work-related factors.
Avoid listing characteristics that are illegal or inappropriate to consider during the hiring process.
This is a great time of year to conceptualize your ideal recruiting prospect. It will help you gain a clearer recruiting vision for 2019.
