In recruiting, finding your ideal candidate is never easy and it gets a lot harder when the candidates you need are gainfully employed and not looking for a job. They will never see your ad no matter where you place it. So how do you find them?

In a recent national search that I conducted for a key executive, my ideal candidate was likely employed and therefore not actively in the job market. He or she also needed some industry specific skills and experiences. Ads, even placed in specific trade journals, would likely not generate the right candidates.

Two recruitment tools I used produced a number of qualified candidates. One was networking. This tried and true method of identifying individuals within the industry, contacting them directly and "networking" amongst them and their contacts, produced several solid leads. The second and newest tool used was social media. LinkedIn, Facebook and Twitter were both effective and inexpensive in generating several candidates with specific skills and experience.

LinkedIn has become a powerful recruitment tool that provides you quick and easy access to thousands of potential candidates. It allows you to review individual profiles, network amongst industry group members, and communicate directly with potential candidates and referrers--individuals you may have not known before you began your search.

In my executive search, I generated many solid candidates through LinkedIn--none of them was aware of my search prior to my contacting them because none of them was actively looking for a new job.

Add social media to your recruitment toolbox. Combining it with networking and the other traditional recruitment methods, will allow you to conduct a more focused job search.

1.Tell me about yourself. This is a good opening question. The applicant's response will tell you a lot about how she thinks and what is important to her.

2.Tell me about a time when you were able to successfully deal with a difficult person even when the individual may not have personally like you. This question will let you know how they deal with conflict.

3.Tell me about a difficult decision you've had to make in the last year. This question will focus on their decision-making skills.

4.Give me an example of when you showed initiative and took the lead. This question will focus on their initiative.

5.Tell me about a recent situation in which you had to deal with a very upset employee (co-worker, customer). This question will focus how they deal with people under difficult situations.

6.Describe a high pressure situation you had to handle at work. Tell me what happened, who was involved, and what did you learn in terms of problem solving. This question will focus problem solving under pressure.

7.When do you feel it is necessary to work overtime? Give me an example from your current job. This question will help you understand their willingness to put in extra time to get the job done.

8.What do you require from a boss? This question will help you understand their expectations and whether they are reasonable.

9.How have you dealt with an "attitude" problem? Give me a recent example. This question will help you understand how they supervise difficult people.

10.What sort of performance standards have you held your employees to? This question will help you understand the type of supervisor they are.

Excerpted from my book Uncomplicating Management: Focus On Your Stars & Your Company Will Soar

Maine has enacted a divisive new law that allows employees to bring their guns to work. The concealed weapon law permits employees with a valid concealed weapon permit to keep a firearm in their vehicles while at work. Business is not happy.

Many in the business community view this law as an infringement on their property rights and a threat to their workers. On the other side, gun advocates tout the legitimate right of the gun owner to have a gun for both protection and hunting. Safety is another concern of employers. The workplace becomes very dangerous with guns readily available. As one business owner put it, “I don’t want to be staring at the gun of someone who comes back into the building after being terminated. Even law-abiding individuals do crazy things in a highly charged moment. Getting into their car and seeing that gun…who knows what could happen?”

To address the new law, employers should consider adopting the following strategies:

If you're having trouble finding quality candidates or if you're turning over your best employees, give me a call. We've developed a comprehensive program to ensure you increase the quantity and quality of your new hires, while guarding against the loss of your star performers. Contact me today at rick@dacri.com.

The Modern Pest Services' management team successfully completed the Uncomplicating Management Leadership Development Program on July 27, 2011. Congratulations! It was great having the opportunity to work with such an engaged, hard working group of managers.

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