Even in times of uncertainty, recruiting and keeping great staff is very important. And when things start picking up again, you’ll need even more of these great people sitting in the right positions in your company. If you find yourself looking for new people, or know you will be soon, we suggest taking a look at these top 5 tips for successful recruiting. And, to ensure you’re getting the right candidates, forget about the recruiting agencies and head hunters out there. Contact Us (for free!) to discuss your options.
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. 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:
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 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
Bruce N. Pfau and Ira T. Kay, authors of The Human Capital Edge, are convinced that 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.”
They believe that “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
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
Pfau and Kay make a strong case for not just being a great employer, but letting 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.
Involve Your Employees in the Hiring Process
You have three opportunities to involve your employees in the hiring 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 underutilizing 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.
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