{"id":512,"date":"2012-09-07T13:09:04","date_gmt":"2012-09-07T18:09:04","guid":{"rendered":"http:\/\/articles.pcrecruiter.net\/?p=512"},"modified":"2025-09-23T15:10:09","modified_gmt":"2025-09-23T19:10:09","slug":"inc-magazines-7-rules-for-recruiting-extraordinary-people","status":"publish","type":"post","link":"https:\/\/www.pcrecruiter.net\/site\/2012\/09\/07\/inc-magazines-7-rules-for-recruiting-extraordinary-people\/","title":{"rendered":"Inc. Magazine’s 7 Rules for Recruiting Extraordinary People"},"content":{"rendered":"

Recruiting those really exceptional, \u2018extraordinary\u2019 people won\u2019t ever happen if you stick to legacy notions of simply matching skill levels to the company\u2019s job description.<\/p>\n

What\u2019s important is what Geoffrey James, a staff writer for Inc\u2019s SalesForce column, came away with from a leadership conference attended by numerous \u201cCEOs and sales execs.\u201d<\/p>\n

\u201cHow to Hire Extraordinary Employees: 7 Rules\u201d is not a randomly acquired list; the thoughtful tips go beyond the traditional skill-matching process to incorporate a deeper understanding of the applicant\u2019s desires, wants, and even disappointments.<\/p>\n

    \n
  1. Define your \u201cExtraordinary Employee\u201d<\/strong> – This step requires you to focus on the successful employees in your organization and understand their \u201ctalents and skills.\u201d Interview questions around these traits will bring out any skills and character attributes that look to be \u201cexceptional in your specific organization.\u201d<\/li>\n
  2. Always be Interviewing<\/strong> – Instead of waiting for the day you need to fill that opening, always be looking ahead and creating an inventory by \u201cinterviewing candidates all the time.\u201d Use this along with your social media channels – and email – as a way to find applicants<\/a> who look like they have that something \u201cextraordinary\u201d to contribute.<\/li>\n
  3. Ask Questions That Reveal Character<\/strong> – Don\u2019t throw them the \u2018ol soft-ball question, like \u201cWhat was your greatest achievement?\u201d Get deep-in-the-weeds with this one and ask them to bring up \u201cachievements from grade school, two from high school, two from college \u2026 \u201d and make sure they can tie-in a business-related achievement as well.<\/li>\n
  4. Seek People Who Have Overcome Disappointment<\/strong> – You\u2019re looking for those telling and \u201cdefining moments\u201d that show they possess resiliency, which is crucial to assessing how they will cope in your business environment.<\/li>\n
  5. Don\u2019t Confuse Success with Motivation<\/strong> – How many times have you heard that almost-clich\u00e9-type phrase, \u201cself-starters\u201d? Make sure the \u201cself-starter\u201d mantra is only working when heavily supervised.<\/li>\n
  6. Hire for Attitude, Not Experience<\/strong> – Hiring based on the applicant\u2019s past track record is not enough; instead you should decide if they have the right mojo and the right attitude to contribute to the company\u2019s future.<\/li>\n
  7. Get a Real Reference<\/strong> – Step away from the candidate\u2019s resume when checking references and do your own sleuthing to find the references you need \u2026 \u201drather than simply calling the ones on the \u2026 resume.\u201d<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[24],"tags":[59,83,57,84],"class_list":["post-512","post","type-post","status-publish","format-standard","hentry","category-industry","tag-employment","tag-inc-magazine","tag-recruiting","tag-recruitment"],"acf":[],"yoast_head":"\r\nInc. 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