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articulating how the position maps to the business strategy, documenting the position's overall level of importance to the company, how accomplishing the primary performance objectives result in achieving the business strategy's goals and the company's vision for success, within a shared value system of the organization's culture. You can further differentiate a position by articulating powerful opportunities for short-term and long-term career-development.

Consider how top-performing professionals think. Take time to understand the candidate. Once you know the internal motivating forces, you can educate your candidate about your company, position, and opportunities, and compare that to whatever that person needs to achieve the next growth phase in their career development. By having an open-minded, consultative conversation, you can determine the degree of probability of your position being the best career move at that specific moment in time. And if you think this person is strong, be flexible in creating worthwhile challenges. To do this right requires an accurate, objective candidate assessment that encompasses precise, comprehensive, and thorough information across all strengths and weaknesses.

Once on the job, if you executed well on the above steps, your job as manager will become significantly easier. With SMART performance objectives in place, you should be able to maintain motivational levels by following through on your commitments and searching for ways to keep your best people in a state of upward-trending continuous improvement. If something is amiss, you now have a platform and framework on which to launch your investigation.

In summary, an ineffective recruitment decision may have wide-spread and long-lasting consequences, spreading dissonance throughout an organization. Thus the bottom line suffers along with morale, increasing frustration and turnover. This misguided decision can inadvertently affect the company's reputation in the marketplace and ultimately damage its credibility in the eyes of the very top-level professionals that you are trying to attract and retain.

The benefits of doing this right are enormous. A best in class professional will solve corporate strategic problems, create long-term profitable opportunities, improve corporate performance, and generate distinct competitive advantages.

Learn more about this author, Joe Pacini.
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