Most managers will say that there’s no such thing as an irreplaceable employee. However, in every company there are people whose skill set, not just experience, is highly valuable to some critical business processes. The simple reason for this is that people with experience in a specified field could be found more easily than those who possess a required set of skills.
As I headed to LinkedIn’s Talent Connect recruiting industry confab last week with more than 4,000 of the world’s best recruiters and talent leaders, someone tweeted me this headline:
Why Lou Adler is Wrong About Personality Assessment Tests
As I was leaving the conference a Talent Leader from a Fortune 200 company strong-armed me and said something strange. It went something like, “While we’ve aced our pre-hire quality of hire assessments, we’re struggling with improving quality of hire.”
If you’re an experienced interviewer you may almost always feel it’s a waste of time when you ask the average candidate, “Do you have any questions for me?”
Why? Most candidates don’t actually care about how you answer their questions; instead their only goal is to try to make themselves look good by asking “smart” questions. To them, what they ask is a lot more important than how you answer.
On the other hand, great candidates ask questions they actually want the answers to because they’re actively evaluating you and your company: they are deciding whether they really want to work for you.
Even if you can’t pay top dollar, how you hire and the strategies you use to retain people can make a major difference.