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Although you may not find it hard to fill job openings in this economy, attracting and recruiting great employees will make a difference in your operations' performance. Follow these 10 tips to enhance your hiring process and business success.
Identify your UEP (Unique Employment Proposition)
What do you offer that your competitors don't? Make a list of the top 10 reasons why a great crew member should work for you. The easiest way to get started is to ask your best employees why they joined your team; what makes them stay; and what they like most about their jobs and the company.
Ask sources if they are offering a referral or a recommendation
This will confirm if they know the person and are willing to put their own name and reputation on the line.
Do not help your competition
When you are asked for a reference on an outstanding former employee, you've just been put on notice that he or she is looking for a new job. In response, tell the person that is inquiring you have to contact their applicant for permission to release the information. Ask for the former employee's current telephone number and reach out to them, soliciting their return to your organization. If their answer is no, you have made the person feel good and he or she may think of your company next time they're ready for a change.
To change the results, change the sign
The same headline, same message and same location will continue to attract the same types of applicants. If you want more and/or different kinds of candidates, change your approach. For example, if you mainly hire men, take your ad out of the newspaper's employment section and run it on the sports page. For part-time jobs, try a headline that states "Be Home When Your Kids Are Home."
Think inside the box
Before you look outside your organization, consider the people you already have on board to determine if anyone can do the job or be trained to grow into it. Promoting from within motivates your entire staff and it's nice to discover the person you need for the new position is someone you are already grooming.
Divvy up recruiting responsibilities
If you have more than one manager at a location, divide the recruiting responsibilities between them. Have one address referrals, while another manager focuses on outside organizations (schools, church groups, state employment agencies), and another reviews Internet postings (Facebook, LinkedIn and other social media and job boards).
Get rid of "Help Wanted" signs
Help wanted isn't a good reason for anyone to want to work for you. If you desire great applicants, you need to tell them why they want to apply. Instead of posting that you are "Now Hiring," how about saying "Our growth is your opportunity" or "Come for the job, stay for the career."
Frustration is good as long as it is the other company's employee who is frustrated
Somebody else's frustrated employee may be one of your best prospects. Research shows that over 20% of employees are frustrated by their jobs. The same research reveals that these workers, in most cases, are trying to do a great job but they have not been given the tools, training and respect they need to excel. Why not run an ad with a headline that reads, "Are you frustrated and looking for a change?"
Never stop looking for your next employee
Today's employees do not believe it is disloyal to look for a job while they are working for you, and the same needs to hold true for hiring managers. Recruiting is a proactive function and a key component of building your business.
Sell the sizzle, not the steak
No one really wants a job; they want the benefits the job gives them: security, growth opportunities, challenges, recognition, respect, relationships, etc. Ask candidates what they want or expect from their job and address their specific desires.
Content excerpted from Mel Kleiman's book "100 1 Top Tips, Tools, and Techniques to Attract and Recruit Top Talent."
Mel Kleiman, CSP, is an internationally recognized consultant, author and speaker on strategies for hiring and retaining the best employees. He is president of Humetrics, a leading developer of systems, training, processes and tools for recruiting, selection and retention of the best hourly workforce. Mel is the author of four books, including the best-selling "Hire Tough Manage Easy." For more information, contact 713-771-4401 or firstname.lastname@example.org.