{"id":1886035,"date":"2022-01-31T08:00:09","date_gmt":"2022-01-31T13:00:09","guid":{"rendered":"https:\/\/openviewpartners.com\/?post_type=blog&p=145945"},"modified":"2022-01-31T08:00:09","modified_gmt":"2022-01-31T13:00:09","slug":"how-to-hire-top-talent-what-to-do-before-the-first-interview","status":"publish","type":"station","link":"https:\/\/platodata.io\/plato-data\/how-to-hire-top-talent-what-to-do-before-the-first-interview\/","title":{"rendered":"How To Hire Top Talent\u2014What To Do Before The First Interview"},"content":{"rendered":"\n
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It is the beginning of the year\u2014budgets are approved and you have all those job recs that you requested to staff your team. You are looking for tips on how to hire top talent, so now what? <\/span><\/p>\n

It is no surprise that 2022\u2019s job market is just as hot as 2021<\/a>, and the competition for talent is more saturated than ever. Follow these steps, before you even think of interviewing, to secure the best talent to crush your 2022 goals. <\/span><\/b><\/p>\n

1. Prepare your materials <\/b><\/h2>\n

It\u2019s easy to create a job description quickly. Just a few bullet points with a basic overview of what the hire is responsible for can come easily. But some candidates look through job descriptions with more of a fine-tooth comb than you\u2019d think. Be thoughtful in how you position the role and responsibilities. <\/span><\/p>\n

Think of a job description as a starting point, but not the only document at your disposal to provide candidates with information. Pull together a \u201csell deck\u201d that highlights your company product, customers, culture, etc. A few compelling slides can help set the hook with strong candidates as they do their due diligence on the company. This is especially effective with hiring top talent for executive and leadership hires<\/a>. <\/span><\/b><\/p>\n

2. Find your \u2018target profile\u2019 <\/b><\/h2>\n

Before you even think about meeting candidates, you need to have a clear understanding of what an A+ candidate looks like. Take a second to think through the key checkboxes: Do they have specific domain experience? Have they built teams? Do they understand your GTM motion (enterprise vs mid-market\/SMB)? What are indicators that they would be a culture-add to your organization?<\/span><\/p>\n

Next, think through four to five companies you think this person could be sitting at today. These are typically companies you admire and know have a relevant product, customer base, or GTM motion. With a little digging on LinkedIn (keyword search by title\/function), you\u2019ll be able to find someone executing a similar role at those companies. After reviewing a few of these profiles, you\u2019ll be able to paint a clear picture in your head of your \u201ctarget profile\u201d. <\/span><\/p>\n

Don\u2019t be afraid to reach out to these targets, even to just learn more about their background, you never know if someone is looking! <\/span><\/p>\n

3. Post the role everywhere candidates are<\/b><\/h2>\n

The careers page on your website is the obvious one, but it shouldn\u2019t be the only place the job is advertised. If it is, you risk missing out on candidates that could be perfect for the job but don\u2019t know your company yet. <\/span><\/p>\n

Post the role on:<\/span><\/p>\n