the real secret to hiring the best
people is an attraction before you can
hire the best people you first need to
attract the best people
into your prospecting funnel so if
you're a hiring manager
business owner entrepreneur or director
of human resources
i'm certain that your aim is to hire the
best people
but before you can hire them you first
need to attract them before you can
attract them
you need to know what they're already
attracted to
and in this video i'm going to give you
five steps
to attracting a players and repelling
the c players
the best people don't care about titles
or positions
i thought it was money but after
interviewing hundreds of people
the number one thing i discovered they
all cared about the most
was transformation through learning
education
and growth number two was fun
they all wanted to work at a place they
loved and wanted to be at
number three was money number four was
doing something to change the world
save the planet when you change your job
postings to reflect these points
you'll have more a players knocking at
your door than you can handle
problem is most job postings contain a
ridiculous
list of requirements that repel the best
people
and attract the worst harvard business
review recently
did a study where they found that 80
of job candidates won't even apply to
jobs where they don't meet
100 of the requirements in the
description
you might think you're weeding out job
candidates with specific requirements
but you're probably repelling some of
the very best people
and instead you're attracting the worst
so let's get on to those five steps to
writing an attractive job proposition
first step title your posting with an
industry standard position title
that is going to resonate with
prospective candidates
avoid those cutesy titles like marketing
ninja or happiness advocate
i mean those titles don't have any
meaning outside of your company
and there's no place for them in the
real world and it makes it harder for
prospective candidates to know what the
job position
is all about so in step two this is
where we capture
their interest we need to know what they
want before we can capture their
interest
and the question that we need to be
answering for them
in step two is what's in it for me
because
that's what our prospective candidate is
thinking as they're reading through your
job description
with your job posting they're always
thinking what's
in it for me do you ever remember those
army tv commercials
which are really just a glorified job
description they always show recruits in
action maintaining jets flying
helicopters or supporting worldwide
missions
they're allowing you to visualize
yourself
in the army to see if that's for you or
not and they're either
attracting you or they're pushing you
away and the message is clear
if this exciting adventure appeals to
you then the next step is to have a
conversation
with an army recruiter so this is the
same type of messaging
that you want in step two of your job
posting
so you have to think back what do high
performers or stars or a players
really want i mean the first thing is
they want to take pride in their work
they want to be challenged they want to
grow and be recognized for their work
they want to work with people who are
better than they are
they want job stability and life balance
and
they want a compelling mission now that
you know what a players are looking for
in a job opportunity
make sure to include these elements in
your job posting
now let's move on to step three the what
we
do section this section of your job
proposition
is where you talk about what your
company is passionate about
this is where you share your excitement
and enthusiasm about
what you do and why you're the best i
mean you are
selling a job proposition
to a prospect and selling is nothing
more than a transfer
of emotion and you want them to feel
what you feel
you want candidates to feel the way that
you do about your company
so that they'll feel a sense of
belonging and want to join your company
you could also have a very simple video
that
describes what we do and further
expresses your passion for what you do
and why you do it
this will even go farther to attracting
a players
next step number four the proposition
description
this is where you describe
what you want to hire someone for and
you want to describe the position
in the second person using the word you
as much as you possibly can this allows
prospective candidates to visualize and
see themselves in the role
for example when they can see themselves
in the role
your job posting is attracting them and
when they
don't see themselves in the role your
job posting
is pushing them away it's discouraging
them from applying
because you want your job posting to
attract the best people but you also
want to simultaneously
repel the c players the people that you
don't want to waste your time with
a players love to be challenged they
love accountabilities so you want to
describe what the daily accountabilities
are for this role what are they going to
be held responsible for
now on the other hand see players when
you start telling them that they're
going to be held accountable for
something
that they're actually going to have to
work and they're going to have to
produce results
this repels them and they don't even
bother applying
to your job position so your job posting
is doing double duty
it's pulling in the a players attracting
the best people
and it's simultaneously pushing away all
the c players the people that we don't
want to waste their time with so the
next thing you want to do in step four
is describe the position you want to
give prospects a feeling for the type of
work that they'll be doing
the questions that you need to ask
yourself and answer for them
are you know what is the project or
product
and what will they be doing what will
their day
look like will they lead design manage
projects
will they create new products or
maintain existing ones
the next thing you want to do is require
experience
without actually requiring experience
so that people feel included or they
automatically exclude themselves
so you might want to talk about things
that someone might have
already done in a previous role and you
would just basically say
you know you have done these kinds of
things you have done these kinds of
things
blah blah blah blah blah so you want to
give them examples of things that you
have
assumed that they've already done this
will allow them to either feel included
or excluded so when you say you know you
have already designed these kinds of
software programs
you have already worked on these kinds
of projects they're going to feel
included and when they haven't done
these kinds of things
they're basically excluding themselves
and they won't apply
thus they won't clog up your prospecting
funnel
and now let's move on to step five where
we close our job posting
this is where we use a call to action
where we tell them
what we want them to do next first we'll
summarize
everything about the job position what
we're looking for what we expect from
them
and then we'll tell them what we want
them to do next and that could simply be
sending in a resume
that could be uh filling out a form that
could be filling out an application
you know whatever you want them to do
next one of the best ways i like to
close out a job posting is to simply say
if you would like to go deeper and have
a confidential conversation
please send us your resume and i like to
have them send it to
a real person i don't like it to go to
just you know hr
you know do not reply.com or something
like that just some dead whole
email address you want to use a real
email address because
you are you're trying to attract stars
you're trying to attract a players
and you want to give them a feeling that
there's a real person
behind this job posting you want you
want to connect with them
and you want and adding a real email
address
just adds a level of warmth instead of
that black hole
hr kind of email address now i like to
use an
optional closing statement and give
those a players a chance to
shine early on and i might simply say
if this position sounds like it is the
perfect
thing for you we want to hear from you
first
if that's the case please send me three
simple sentences
of why you think this position is the
best and what you have to offer and what
kind of contributions can you make
towards that
send that to me personally so that i can
review that
and we can get you interviewed as one of
the first people
now i love using that statement because
like i said it gives
stars a chance to shine early and it's
either going to further attract and pull
people in
the right people or it's going to repel
the wrong people because i
only want the best people in my
prospecting funnel
if it gets filled up with a whole bunch
of people who are
kind of uncertain as to whether they
want the job
then that makes my job a lot harder on
the back end because now i have to call
all these people i have to look at all
these resumes
i don't want to waste my time on anybody
who isn't 100 interested
in what i'm doing i'm not interested in
tire kickers
i only want to work with the best people
so there you have it five easy steps to
writing a job posting that is
guaranteed to attract day players and
repel
c players now i have a lot of examples
of how to craft these statements and i
published them
in my new book called the seven master
steps to
hiring a players so head on over to the
simple hiring simplehiringsystem.com and
i'll put a link for that below
and download this book and it will give
you a whole bunch of examples and walk
you through in a lot more detail
than i can in this video so that is all
i have for you today
now you have everything you need to
attract and hire the very best people
into your company take care we'll see
you next time