b'RECRUITMENTsince your best applicants may not be actively look- 3. Set the Bar Highing. If it is crucial to collect a resume, you can alwaysHighly talented people want to work with other highly do that later. Also, dont ask for salary history on yourtalented people. Set the bar high by using a validated application, and always acknowledge receipt as soontalent assessment to shine a spotlight on those who as they submit. have the greatest potential for success in the role. This will message the importance of talent to your candidates and reassure them that they will be joining an elite team.Pro Tip: Send your job candidates a report like the Top Talent Report, which offers customized actionable strat-egies they can use to maximize their innate strengths. Your job candidate will appreciate you giving them something of real value they can use on their job hunt and in their future career (with you or somewhere else).4. Earn Their Trust with Transparency From the StartLet job candidates know what to expect during the job interview. Give them information on the format of the interviews, how many people will be involved, how long they will last, what they should wear, and all the details they will need to either join a virtual meeting or park and make it through security for a live meeting.Pro Tip: For a live meeting, have someone greet them in the parking lot or at the door, welcome them, and walk them to their interview. A more comfortable job candidate always makes for a better interview, and youll also be surprised at the insight your volunteer greeter can share with you.Highlytalentedpeoplewantto5. Prepare in Advancework with other highly talentedDont assume good interview questions will come to you people. Set the bar high by usingwhen you need them. Instead, take the time to write a list of interview questions in advance that includes a a validated Talent assessment togood mix of both talent and fit questions.shineaspotlightonthosewhoHeres how.havethegreatestpotentialforGood talent questions help you understand more about success in the role.how they use their strengths or how their weaknesses may get in their way. Armed with their talent assess-ment, you can ask open-ended questions to learn more, like, Tell me about a time when you achieved something that felt very challenging and take me through it step by step. Fit questions help you understand how the candi-date will fit with the manager, team, client list, product, and company culture.50 Unique Ways to Create a Strong Candidate Experience'