How to Convince Someone to Work for You
1. Offer competitive compensation packages
Talented workers are noticed by multiple companies. They often have several job offers at a time. They have the option of choosing where and how they want to work. If you want people to work for you, then you need to pay. Ask candidates about their other offers and see if they are comfortable disclosing the salary numbers. If so, then either match or exceed these offers.
Besides money, other things make a compensation package attractive. Signing bonuses, food stipends, and travel reimbursements are three examples. Companies also offer corporate credit cards, 401K matches, and paid vacation days.
High-quality benefits can make up for a subpar salary. Of course, as a business owner, you should offer as much salary and benefits as you can if you want someone to join your team.
2. Make the interview process transparent
The labor market is a two-way street. Companies usually interview multiple people before selecting someone for a position. At the same time, job seekers attend as many interviews as they can to increase their chances of getting a job.
Companies with lengthy interview processes might miss out on talented workers. Their top candidates might have already started working at another company.
Therefore, companies need to be transparent. They should tell candidates how long the interview process is and when it will conclude. If possible, they should shorten the interview process altogether and quickly conclude if they think they have found someone right for the role.
3. Run a good company
Make the work experience enjoyable. This means treating employees as people and not numbers. Treat them as valuable assets. When there is a problem, resolve it by having an insightful conversation and not a shouting match. Temper tantrums and good companies do not go together.
The candidate will get a glimpse of what the company is like when they arrive for the interview. They will notice if current employees look satisfied, or if they are keeping their heads down because they fear management.
Managers who interview candidates also have a hard time hiding their true personalities. If they are usually combative, then the way they talk will sound aggressive.
Even if the interview process is a façade and does not represent what the company is truly like, the candidate will find out soon enough if they agree to work for the company. If expectations do not align with reality, then they will quit. Nothing is stopping them when at-will employment is the norm.
4. Research candidates before interviews
People want to feel valued. The interview process should represent that. Screen applicants beforehand to decrease the size of the candidate pool. Have phone screenings so that not too many people show up for in-person interviews. Also, do not schedule too many appointments at once, back-to-back. People do not want to show up to a giant waiting room. It just shows that the company did not do a good job screening. Also, start the interview on time. No one likes to be kept waiting.