If there were a magical formula to attract only the most talented and highly motivated job candidates to your business's front door, you'd probably snap it up in an instant.
Unfortunately, no such magical solution exists, and you'll need to put together your own formula for ferreting out the best available candidates to fill your company's job openings. However, suggestions from other business folks who've successfully faced this challenge may help to shorten the learning curve for you.
Job candidates generally fall into one of three categories, according to a Huffington Post Business article by Daniel Burrus, an entrepreneur who has started six new companies, five of which were profitable within the first year.
Based on the hiring experience he's gained in the process, Burrus says most applicants are looking for a job, a career, or a calling.
The "ultimate employee"
If you're lucky enough to find someone who feels that filling your job vacancy is not just a job or even a career but rather a calling, then look no more because you have the ideal applicant for the job, or as Burrus describes him, the "ultimate employee."
Sadly, most of those in the market for jobs have not yet discovered what they were put on Earth to do and are content to settle simply for any job that pays or to pursue what they hope will turn into a successful career.
Another troubling issue that confronts employers is what to do with candidates who show tremendous talent and motivation but are frank to admit that their ultimate dream job most likely lies somewhere down the road from the position you're filling.
Should you take a chance on such job candidates in the hope that you can eventually convince them to stick around? Or that eventually you'll be able to create a position that is a good match for the applicant's ultimate job goal?
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No easy answer
There's no easy answer to the question of hiring someone that may not stick around, one that faces employers regularly.
However, because a good employee is a good employee and not always easy to find, most hiring managers seem willing to give such job applicants a chance even if they fear they may not stay on the job forever.
When it comes to strategies for attracting top-flight candidates, successful hiring managers offer a number of suggestions that should be helpful, even if your job opening never gets profiled in an article promising to reveal the best high-paying careers that you'll actually enjoy.
About the author
Don Amerman is a freelance author who writes extensively about a wide array of business and personal finance topics.