In my last blog, I discussed the importance of hiring someone who has worked and succeeded in a context similar to yours. But that’s only half of the hiring equation. The other half involves what’s in it for them.
From the candidate’s standpoint, your job must represent an improvement, a brighter future, and a step up in one or more areas.
Can you offer the candidate one or more of the following?
1. Autonomy – Does the role provide the freedom to innovate and make impactful decisions?
2. Compensation – Are you competitive in both short-term and long-term financial incentives?
3. Location – Is your location desirable, and/or do you offer the flexibility of remote work?
4. Mentoring – Can you provide substantial, day-to-day mentoring beyond the typical half-hour once a month?
5. Promotion – Is there a clear path for advancement?
6. Responsibility – Will the candidate have more responsibility in terms of budget, team management, or project oversight?
These elements are crucial not only for attracting the right person, but also for motivating and retaining them in the long run.
It’s important to remember that different people are motivated by different things. Your ideal candidate may not care about salary as much as flexibility, or perhaps the opposite is true. But regardless, the entire package you’re offering must be enticing in one or more significant ways if you’re hoping to land a star candidate.
Exceptional performers generally have their choice of offers—always be thinking about why they would want to come work for you, and how you will keep them happy and productive over time.