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Recruiting Tips From The World's Greatest Movie Directors- Zero Fee Recruiter

Companies find it hard to attract and keep the top talent needed to staff a flexible office environment. Recruiting, a screening, and interviewing job candidate is an expensive process.

If only hiring good talent was as fun as easy as it appears in the movies, right? Imagine the stories of the best movie directors in Hollywood today, Quentin Tarantino and Paul T. Anderson, self-taught film directors. So how can a business find, recruit, hire employees that are good at what they do? Let’s see what we can learn from these two directors, and why they’re great at their craft…

 

1. Connect Talented Candidates With People That Recognize Tale

To often, good candidates with the right talent for the job are filtered out before making it to the interview.

 Fortunately for Quentin Tarantino, the Reservoir Dogs script was handed to Harvey Keitel, who saved the movie after reading it. Keitel encouraged the project to be “green lit” by a movie studio.

 Anderson has a similar story. Actor Phillip Baker Hall recognized writing talent in the script of Cigarettes and Coffee. The script was handed to him after meeting a production assistant- a young Paul Anderson- on the set of a PBS movie. Hall went on to star in the film, helping to give the budding director exposure and name recognition.

 Talent and skills are appreciated and admired by other, building friendly rivalries. This brings out the best work from each participant, making talented hires a “must”. The winning test of a candidate is if their prior job history or work is admired buy other people in their profession.

 Peers’ opinions are far more relevant to an applicant’s suitability than a dozen keywords filtered wielded by recruiters or Human Resource personnel.

 2. The “OK” Employees Know The Job Well Enough; The Great Employees Know Everything About It

Anderson and Tarantino are famous “Grade A” students, drawing inspiration and ideas using their vast knowledge of cinema. Neither director graduated film school: Both were self-taught, yet continue to create incredible films.

 Does your candidates know about the history of your business? What about the history of the profession they practice? What business trends does an applicant foresee that could affect your business? Who does the candidate admire professionally and why?

 Questions such as these should be asked of any person seeking a role. Reject candidates who give “average” answers.

 3. If A Person Wants To Be Elsewhere, Being The Smartest In The Room Won’t Help

Are your candidates genuinely excited about what they do? Do they genuinely care, or are they only applying for better paychecks?

 Studies have shown incentives don’t necessarily motivate employees to do better work. So how do you motivate them?

 If you’re Paul Anderson, knowing that others care about movies as much as he does is extremely important. In a similar vein, Tarantino believes that having quality people in his movies an absolute necessity.

 Incidentally, be wary of judging a book by its cover: Being passionate about work is entirely different from being a glorified cheerleader: That’s a common mistake made when interviewing introverts. And, speaking of judging candidates superficially…

 4. Embrace Eccentricities

Creative personalities can be eccentric, and can find the interview process daunting.

 Anderson and Tarantino both have been known for the occasional eccentricity or oddity in their behavior or appearance. Anderson has a reputation for unkempt hair, and Tarantino is famous for his perpetually animated talking style. These types of behaviors and slightly ruffled mannerisms can be toxic during an interview.

 Although requests are repeatedly made by companies to find “out of the box” thinkers, paradoxically they’re often removed by the process that businesses rely on to recruit them.

 5. Use Strength To Eliminate Weakness

So what’s the best way to find a Tarantino or Anderson?

 Using an effective HR department to actively recruit candidates—eliminating keyword-filtering recruiters—is a great first step. Afterwards, involving department managers and team members, in concert with the vetting procedures of HR, will give your organization a cast of “great characters.”

 It all adds up to a timeless “box office smash,” that’s sure to fill seats in your organization for years to come