Being able to identify talent is certainly a valuable skill, but it does us very little good unless we are able to bring that talent to the table. This is a critical aspect of the hiring process that is undervalued and often overlooked when filling our loss prevention job openings.
When we interview a candidate for a position, we are ultimately determining their overall ability to fit the job. We look at the different qualities that the person possesses, evaluate the skills and abilities that they have to offer, and couple that with factors both tangible (such as salary) and intangible (for example: potential) in order to reach a hiring decision for our loss prevention job openings.
But by the same respect, an interview is an interaction. This is a two-sided process that holds deep-seeded implications for the program, the company, and the relationship. The candidate is also making an evaluation of your company as a whole—and of you as a potential supervisor—to determine whether your program offers the right match for them.
An honest and open conversation regarding company culture and departmental philosophies should be part of the interview process. Every interaction should be perceived as an opportunity to share the positive attributes of the company and the program with the loss prevention community as a whole. Once we have identified candidates that we feel will best fit our needs, these efforts should become more focused to help assure the candidate that joining your team is the best move for their loss prevention career and their future as a whole.
The best candidates typically have options. They are not simply looking for another job; they are looking for an opportunity to move forward in their career. They want a company that they can grow with, and a position that offers advancement potential. They want to work with others who share common goals and interests. They want to work for supervisors whom they respect—and who respect them. They want to work for an organization that is stable, yet flexible and open-minded.
As the hiring manager, it is up to you to communicate those attributes to your potential candidates. Instead of simply thinking, “They need to convince me that they’re worth hiring,” we also must consider, “I need to convince them that we’re a company and a program that they will want to work for.” All of us understand that we should hire individuals who want to work for our company, and show their passion and enthusiasm for the position. But it is just as important that we communicate our desire to have them as part of our team; as well as expressing our passion and enthusiasm for our department, our stores and our company.
Stressing the importance of hiring the right candidates is a simple concept to understand. But we must also keep the perspective of the candidate in mind. By changing jobs, they are making a potentially life changing decision, and they want to be sure that they are making the right move. When you’re good at your job, comfortable in your position and successful in your field (as many of the best candidates are), you are looking for the right motivation to make the decision to leave your current position and join another company. Sometimes it’s just that little shove that will make the difference, and convince you that you are making the right choice.
As the hiring manager, it’s up to you to provide them that motivation by showing the type of leader that you are, the quality of the program and the company that they will be joining, the character of your team and the potential that it holds in building their career. This helps to set the right tone for the candidates that you ultimately hire, and will help those candidates make a smooth and productive transition as well.
For more tips on the hiring process and how to hire the most talented professionals, read the LP Magazine article “Learning to Hire Talent is Key to a Successful Loss Prevention Career.”