10 Naughty Tips for Recruiting Staff, or How to Search for the “Right” Employee for as Long as Possible?

Today, company managers and recruitment specialists face many challenges: where and how to find an employee, how to conduct a job interview properly and motivate someone to work, how to compensate for a salary that is sometimes not as high as the employee would like, as well as other challenges.

To avoid mistakes in the recruitment process, Aleksejs Saveļjevs, head of the recruitment company “Adros Baltija,” shares some naughty tips. Simply follow these tips—and you will never find employees for yourself!

On recruitment methods

1. Always use the same method of selecting candidates

Recruiting an employee is the personnel department’s problem, not yours. If the personnel department is unable to find a sufficiently effective way to attract candidates, nothing can be done about it. Take a deep breath and calmly continue using the usual, ineffective recruitment methods. The result, which is not hard to predict, is guaranteed!

On starting the interview

2. If a candidate comes to you, make them wait

If the candidate comes on their own, it means they really want to work for you. And if they want to work, they can wait as well. The sooner you hire them, the sooner you will have to pay them a salary. And a salary, as you know, is an expense. Let the candidate wait—you will save money after all!

On competency models

3. Stop thinking about creating competency models

The more specific the job duties, the greater the risk of finding an unsuitable employee. So why waste time developing competency models? It is better to hire candidates you simply like and sleep soundly—the employee will not be suitable anyway.

On advertising the company

4. Tell the candidate as little as possible about their workplace

The less the candidate knows about the company’s advantages and shortcomings, the better. Why present the company to them? It is better to check whether the candidate likes secrets and things left unsaid! It is a challenge to start working for a company you know nothing about. And a challenge is your goal, isn’t it?

On postponing interviews

5. Postpone the job interview with the candidate at least 4–5 times

If the candidate is ready to come to an interview, that means the job interests them—and only them. You must clearly show that there are more serious things to do than chatting during a job interview, so it should be postponed. Once the interview has been postponed for the fourth or fifth time, the candidate will form the correct impression of your level of interest!

On the candidate owing you something

6. Make the candidate feel that they owe you something

The best attitude is “everyone owes me something” or “please wait, because you owe me something.” The candidate will immediately understand your true attitude and that of the company. Even if the candidate has not yet started working for the company, come up with a reason why they might owe you something. Perhaps this reason will help you agree on a lower salary? Another opportunity to save money!

On stress interviews

7. Practise stress interviews as often as possible

The candidate must understand that they are working for a modern company where recruitment and management methods do not end after the job interview and hiring. The candidate should be resistant to stress, shouldn’t they? Then start testing them immediately! The more stress you put them under, the more resilient they will prove to be. Logical?

On announcing the recruitment results

8. Do not tell the candidate when the recruitment results will be known

The longer you keep the candidate in the dark, the better. Two or even three months is long enough for them to run out of money, accumulate unpaid utility bills and begin experiencing “professional starvation.” Do not mention from the very beginning when the results will be known. This will allow you to test the candidate’s patience and desire to work specifically for your company.

On respect for candidates

9. Discuss each candidate’s skills loudly enough for everyone to hear

The candidate’s skills, abilities or even details of their private life cannot remain secret if they are planning to work for you. So start loudly discussing everything you heard in the interview—loud enough for everyone in the office to hear. It is especially good if the other candidates waiting for their interview also hear it! Free advertising!

On making a job offer

10. The longer the candidate remains uninformed about the salary and work schedule, the better

There is no need to hurry. Do not offer the candidate a job for at least a month. Calmly go on a business trip or even on holiday, hold meetings, fall ill, meet with foreign partners and do whatever your heart desires. The more skilfully you drag things out, the better! But do not say a word to the candidate.

On feedback

“Bonus” tip: do not provide the candidate with feedback

Regardless of what decision you have made, it is best never to provide feedback. Simply remain silent and let the candidate figure everything out for themselves. Everyone knows that personal growth begins with oneself—so why should you interfere with the candidate’s development? Even if the candidate asks directly, remain silent! This way, you will help them develop their logic!

Information prepared by Advanced Learning & Communications agency, www.alc.lv