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HOW TO HIRE PALS – Passionate, Articulate, Likeable and Smart People (Part 2)

17 February 2016

In our last blog on hiring PALS, we described how passionate, articulate, likeable and smart people make great hires. And while what constitutes a great hire differs from one company to the next, people displaying all or many of these traits are likely to add true value to your business and culture.

Finding PALS represents a challenge for most businesses so we've put together 3 basic rules for organisations to follow to underpin a successful PALS recruitment programme.  

Rule 1: Know Your Audience!

You’ve decided what kind of individual you want to hire – passionate, articulate,likeable and smart people. It’s now time to ask yourself: what do they want? PALS won’t be persuaded to work for anyone – they’ll want to work for companies that recognise their strengths, encourage their growth and ultimately offer them the opportunity to fulfill their ambitions.

There’s no point in hiring someone who displays all these great qualities if you cannot offer them the type of working environment that will enable them to thrive. For example – in Part 1, we stated that PALS seek to educate themselves, develop their knowledge and continually look for opportunities for self-improvement. If your company offers nothing to help them satisfy this desire, you’ll end up hiring someone who’ll ultimately be disengaged with your business.

Start your PALS recruitment programme by listing all the things that your business offers to such people. Will you offer them training and development opportunities for example? How will you encourage them to share their opinions and contribute to the business strategy? How will you incentivise them and how will you manage them to get the most from them?

Rule 2: Smarten up your EVP!

Your EVP (employment value proposition) is of crucial importance to PALS. The EVP is the combination of rewards and benefits that are provided by an employer to its people – AND that are valued by its people. It covers everything from economic factors such as pay and financial rewards, emotional factors such as work/life balance and psychological factors such as company values and recognition.

Before embarking upon a PALS recruitment programme it’s highly important that you determine exactly what your EVP is, and identify any areas you need to “smarten up” if you’re to be an attractive proposition to great talent. Only when you can honestly look at your business and clearly identify how PALS will be attracted to what you have to offer are you ready to start your search.

Rule 3: Think Different, Be Creative!

Finding PALS is not easy – mainly because they’re generally not looking for work. PALS are successful, happy people who do not hop from job to job in order to secure a bit more cash. While they might periodically look to move jobs to further their careers – most PALS need to be found and approached with an opportunity.

This poses a challenge for traditional recruitment methods. PALS are unlikely to spot your adverts or subscribe to job alerts. If you’re serious about finding them, you’ll need to be far more creative in the way you source candidates for your jobs. Try:

  1.     Networking – PALS are avid networkers because they like to associate with like-minded people. They’re likely to be active on professional social media channels for example – such as Linked-In, often participating in debates and commenting on industry specific topics.

  2.     Headhunting – Quality recruitment companies will be able to plan and execute a targeted campaign to specific, like-minded organisations in order to target the very best talent the market has to offer, approach individuals who are not currently looking for work and position your business in the best possible light.

In Part 3 of this series on PALS, we’ll discuss how to ascertain whether someone is a “PALS” hire or not. We'll cover key behaviours and indicators to look out for in an interview and the most appropriate way to assess whether a candidate is in fact a potential PALS hire or not. 

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