Recruiting: In Search Of New Talent, After The Other Talent Didn't Work Out.

Ask any recruiter about the woes of selecting the right person for the company, I'm sure he or she will tell you it could be stressful, especially when you thought you had the right person, but as it turned out they weren't, for whatever reason. Sometimes it just doesn't work out.You can offer competitive pay with a good benefits package, and the individual can have immediate influence, others in the company were impressed as well, saying “this is who we want” but you learn that although they look good on paper, but it was not until the work relationship began that you learn where their heart really was. Now, here you go again on the recruiting trail searching for the right person, the right talent, someone who will fit into your culture, someone who has a willingness to serve the company with all their heart.

There could be a myriad of reason why an individual had to depart ways with the company. The recruiter cannot focus on this too long, he or she, must get back to the drawing board, and began the process of finding that right individual. The company doesn't have the luxury to wait idly by while the search is going on, others may have to take additional duties until the right person is hired. The collaboration between the recruiter and hiring manager once again is paramount, and being unified is key. Decisions have to be made and its for the betterment of the company. Some of those will be easy to make and some not so much. Despite it all you cannot ignore the fact that you have a business to run, dwelling on negatives can prove to be unproductive.

The best improvements to any business is it personnel, so at this juncture the best thing you can do is make another selection; but don't make your selection based on what you had, but make it based on what you expect. In other words, let your experience be the teacher, your experience plus what is already in place, perhaps will help in your selection process of the new talent. Don't be dismayed, there is new talent out there, begin the process, be alert, be aware, and be conscious of the your culture, and not so much your carnal, because it may not appear outwardly that the candidate would be ideal, but inwardly is where the richness of their character lies, while others may be outwardly ideal, but inwardly they wouldn't work out, this is what experience has taught you.

The process is the same, so you will have to review resumes', talk with candidates, and schedule interviews. Be careful not to jump at the first “ideal” candidate, remember not to be hasty. By the time its all said and done, you would have gone through several candidates and still haven't connected with the right one. Its important that you also remember to search the heart, that's how you will discover the right person. Be cautious of the following, the time may come where it appears that although you're interviewing people you began to wonder is that right person out there? But then finally, perhaps in an unplanned way, an individual appears, and suddenly you get the answer you been searching for. You get an individual who has a heart for business and for people.With the right coaching and adhering to certain disciplines, he or she can excel and become a great asset to the company.

Do's And Don'ts When Recruiting New Personnel

1. Don't dwell too long on the reason or the circumstances relating to previous talent, if you do, you can't focus on the next task.

2. Don't get so emotional that you will not allow others to encourage you to move on, this is important because you may begin to question yourself.

3. Do be mindful of any outside influences that could cause harm to you or your business. In other words you want to take every precaution and follow protocol legally to protect you from any legal actions.

4. Do invite or interview other prospects/talent to come and experience the selection process.

5. Don't make your selection based on what you're use to seeing, but on what you expect to see. In other words we have this perfect person in our mind, but you can't be too hasty, consider what is best for your culture and not yourself.

6. Don't look at the prospects/talent outward appearance alone, but interview their internal make-up. Attractiveness does't mean that the person is anointed, or makes them qualified.

7. Do be mindful, you may have to go through a number of prospects before you find the ONE.

8. Don't Give Up!

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