For the best possible people who can fit within your culture and contribute within your organization is a challenge and an opportunity. Keeping the best people, once you find them, is easy if you do the right things right.
These specific actions will help you with recruiting and retaining all the talent you need. Here are ten tips for better recruiting.
Improve Your Candidate Pool When Recruiting Employees
Companies that select new employees from the candidates who walk in their door or answer an ad in the paper or online are missing the best candidates.
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They’re usually working for someone else and they may not even be looking for a new position. Here are steps to take to improve your candidate pool.
- Invest time in developing relationships with university placement offices, recruiters and executive search firms.
- Enable current staff members to actively participate in industry professional associations and conferences where they are likely to meet candidates you may successfully woo.
- Watch the online job boards like My Job Space for potential candidates who may have resumes online even if they’re not currently looking.
- Use professional association websites and magazines to advertise for professional staff.
The key is to build your candidate pool before you need it.
Hire the Sure Thing When Recruiting Employees
You should hire a person who has done this “exact job, in this exact industry, in this particular business climate, from a company with a very similar culture.”
Past behavior is the best predictor of future behavior and suggest that this is the strategy that will enable you to hire winners. They say that you must hire the candidates whom you believe can hit the ground running in your company. You can’t afford the time to train a possibly successful candidate.
Look First at In-house Candidates When Recruiting
Providing promotional and lateral opportunities for current employees positively boosts morale and makes your current staff members feel their talents, capabilities, and accomplishments are appreciated. Always post positions internally first.
Give potential candidates an interview. It’s a chance for you to know them better. They learn more about the goals and needs of the organization. Sometimes, a good fit is found between your needs and theirs.
Be Known as a Great Employer
Let people know that you are a great employer. Take a look at your employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement. These are your key areas for becoming an employer of choice.
You want your employees bragging that your organization is a great place to work. People will believe the employees before they believe the corporate literature.
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Involve Your Employees in the Recruiting Process
You have three opportunities to involve your employees in the recruiting process.
- Your employees can recommend excellent candidates to your firm.
- They can assist you to review resumes and qualifications of potential candidates.
- They can help you interview people to assess their potential “fit” within your company.
Organizations that fail to use employees to assess potential employees are under utilizing one of their most important assets. People who participate in the selection process are committed to helping the new employee succeed. It can’t get any better than that for you and the new employee .
Pay Better Than Your Competition
Yes, you do get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average to attract and keep the best candidates. Seems obvious, doesn’t it?
Use Your Benefits to Your Advantage In Recruiting Employees
Keep your benefits above industry standard and add new benefits as you can afford them. You also need to educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs.
Treasured currently by employees is flexibility and the opportunity to balance work with other life responsibilities, interests, and issues.
You can’t be an employer of choice without a good benefits package that includes standard benefits such as medical insurance, retirement, and dental insurance.
Hire the Smartest Person You Can Find
If you’re looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people. You’re unlikely to train missing talents into the person later.
The recommendation? Hire for strengths; don’t expect to develop weak areas of performance, habits, and talents. Build on what is great about your new employee in the first place.
Use Your Web Site and Major Job Boards Like My Job Space for Recruiting
Your Web site portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site.
Do create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting website is your opportunity to shine and a highly effective way to attract candidates today.
On the other hand, using online job boards like My Job Space will also be very beneficial to you. Some newbies might not know about your company thus, they would always opt to hunt jobs on job boards like My Job Space. Placing an ad over My Job Space will heighten your chance to be seen by applicants. And who knows, the best employee that you might be looking for is searching for a job right now through My Job Space.
Check References When Recruiting Employees
The purpose of this section is to keep you out of trouble with the candidates you are seeking and selecting and the employees you currently employ. You really need to check references carefuly and do background checks.
In the litigious society in which we live (don’t even ask me what percentage of the world’s lawyers reside in the United States of America) you need to pursue every avenue to assure that the people you hire can do the job, contribute to your growth and development, and have no past transgressions which might endanger your current workforce.
In fact, you might be liable if you failed to do a background check on a person who then attacked another in your workplace.