Dieses und weitere Luxusprodukte finden Sie auf der Webseite von Lusea.de Porsche Mission E Concept – electric 4-door More
I will not shock anyone with this concept, but I often think it is forgotten through the employment process and in the work to fill open requirements: Large companies become big by having good people. Wow, how shocking, right?
Once again, organizations do not really try to hire the best. They just try to employ the simplest. Candidates applying for their job posts. Candidates who may have had less than the important midpoint. Candidates who are quickest to interview. In other words, candidates who do not need to be sold, are all ready to board because they are either unemployed or simply unhappy where they are.
But what successful organization will not point to the people they have on staff as the main reason for their success?
For any key position, and I'm not just talking about the C suite, but which role can affect the company's baseline by increasing revenue or controlling costs, recruitment efforts must go beyond posting and resuming shuffling.
Top candidates must be identified, retrieved and invited to calls. The opportunity must be sold, not just presented in a job description format.
I do not suggest that the openings remain open forever until the perfect person goes to the door (in fact, the second problem is when you have a good candidate, because often long-term window management creates a problem and when you realize you already have a superstar, someone else acted faster and hired the person away and your back to Square One) but it would not make sense to take an extra step, regardless of whether a third recruits who can make more direct purchases for you or an internal recruiter who knows how to really sell the company and go out and find additional candidates to ensure that you have a strong slate to make the best choice possible?
Ultimately, the success of your organization depends on hiring the best available staff. So invest some time and money, and find that person, pronto!