Recruiters today recruit with multiple intentions. The first one is to fill positions with any available candidates and thereby close their targets. However the real challenge comes for them when it comes to source, recruit and hire Achievers. They are the tough kind and have a lot of expectations which have to be catered to before joining a company’s talent bar.
Hiring achievers is a challenge for any recruiter as they are very hard to find. They have more counteroffers and have a higher expectational demand before joining. However to break the Achiever recruiting pattern, there are a few strategies which are to be borne in mind by the recruiter himself, if he is to placate him in a new position.
The first step that goes is to understand the Classic Achiever Pattern and differentiate his skill set pattern, and how he reacts to situations which are suddenly given before him to comprehend.
Based upon the circumstances, the achiever can either go the extra mile or get it resolved or either makes excuses and backs out.
As a result of the above, the Achiever tends to get promoted more quickly, gets formal recognition, and typically earns more in comparison to the 75 percent not in the top cadre.
Interestingly, in the first 5-10 years of their careers, Achievers tend to have less practical experience in work than their peers, due to their rapid promotions. So if a company screens on years of experience, they’ll tend to eliminate many of the high-potential candidates from consideration before they even have a chance to evaluate them.
From an assessment standpoint, it’s pretty easy to recognize the Achiever pattern, if you don’t first get impressed by the candidate’s first impression and presentational skills. I suggest that during the first phase of the interview. Try to spend at least 20-30 minutes on the work-history review as you go through the person’s resume, look for evidence of his Achiever pattern which consists of things like:
- Rapid promotions or assigned to bigger projects at quality organizations.
- Higher compensation, including extra bonuses and bigger raises.
- Assigned leadership positions for a variety of projects consisting of multi-functional groups.
- Formal recognition for exceptional performance, including awards, honors, and letters of re-commendation.
- Technical recognition including patents, white papers, presentations, and industry acknowledgments.
- Strong academic background, academic awards, and strong institutions.
- Mentoring skills.
- Subject matter expert in his area.
- Displays a pattern of self-development, especially during gaps in his employment.
Identifying Achievers is actually far easier than finding and recruiting them. The key idea to remember here is that Achievers don’t look for new jobs or accept one the same way as everyone else. Keeping this objective in Mind, make sure that the next recruitment you plan to do is a combinational mix of an achiever and a non achiever for an organization to achieve.
Like This Article? Please Share It With Your Friends!