YOU : are really interested in electric vehicles appreciate a good debate , even with your boss figure out how to fix it instead of who ’ s to blame
paid for your own stuff when you were a teenager have pulled recyclables out of the trash
WE : work to protect and restore the environment like real food aren ’ t afraid to make mistakes
care more about your intelligence and values than your experience
The right ad can help your company save time and money on attracting and retaining talent .
The ads have helped the company save time and money on attracting and retaining talent . “ Ten years ago or so , before we did a lot of this stuff , people were churning in and out ,” recalls Nash . “ The typical candidate ,” he says , “ was someone who wanted a paycheck . MOM ’ s was a steppingstone for people to go someplace better .” Since MOM ’ s tailored its recruitment strategy to its core culture , he says , “ retention rates have just skyrocketed . It seems to be easier to hire people and find people .” The ad , he notes , “ is an example of how we give our company culture and value a high priority .”
Like MOM ’ s , many growth companies realize that to achieve their goals , they need the right people on the bus . But in many industries , these folks aren ’ t just waiting at the bus stop , and you won ’ t find them solely by advertising on job boards . The key to finding them , as Nash , Browne , and others have discovered , is by creating a recruitment strategy that reflects your core values and purpose and then using your marketing skills to reach the right potential pool of talent .
THE TOPGRADING INTERVIEW
Once you have attracted a large number of qualified candidates , which significantly increases your chances of finding A Players , a rock-solid evaluation process ( not your gut feeling ) is needed to bring the numbers down from 20 to 10 , then to three , and finally to the one top candidate who will deliver 150 % of your job scorecard .
At MOM ’ s , the online job application asks questions such as “ What companies do you admire ?” to get a sense of a candidate ’ s values . “ That gets us to a place where we know what is important to them ,” says Nash . The company also asks why applicants are interested in MOM ’ s . “ Some people say they want to work for MOM ’ s because we ’ re in a booming industry . They want job security and some money . That ’ s okay , but it has nothing to do with our values .”
These gatekeeper questions , along with various online tests we recommend — Assess Systems ’ wide range of pre-employment tests and OMG ’ s Sales Assessments among them — are very helpful in narrowing your long list to the final five or 10 candidates .
At this point , it ’ s time to interview . And as mentioned above , the process we recommend is Topgrading . For an excellent overview , read Geoff Smart and Randy Street ’ s book , “ Who : The A Method for Hiring ;” to learn the details of the process , read Bradford D . Smart ’ s book , “ Topgrading : The Proven Hiring and Promoting Method That Turbocharges Company Performance .”
The Topgrading methodology includes a screening interview used to further narrow your list from 10 to the top three candidates . This interview consists of five powerful screening interview questions . They