Seven top tips to ensure your next recruit is one of your most valuable assets….
If you are currently looking to hire or recruit new team members, you might find you have to search harder than in the past to find the ideal employee. As the job market continues to improve, competition is becoming increasingly stiff for the best people.
However, hiring bad employees can cost companies in many ways, including productivity and morale, so it’s vital for the success of your business to get it right!
Here are 7 top tips to help you find your next top team member:
1. Treat Recruiting as MARKETING
For large well-known companies, attracting top talent can be as easy as tweeting, “We’re Hiring!” and watching the applications flow in. However, smaller or lesser known businesses can often find it more difficult to get job seekers interested in opportunities.
Ask yourself, why would the best talent in the market want to work for you?
It’s a big decision moving to a new company, so just the same way you would market your products/services to potential customers in order to build brand awareness and generate sales, you must also sell both the job description and your company (it’s culture, values and mission, it’s workplace, it’s roles and advancement opportunities) to prospective candidates.
Make your company both appealing and visible to job seekers.
2. Engage SOCIAL MEDIA
Use social media to only only advertise current job openings, but also to spread your employer brand to a much larger audience over a longer period of time.
Broadcast the message that yours is a place where people want to work. The very idea of social media is to be social! Don’t just use your social media platforms to shout about your products or services. Share photos of team day’s out, birthday celebrations, charitable donations, or corporate social responsibility projects, and what’s happening in the office or on the shop or factory floor.
By helping people understand what it’s like to work for your business, you can build a pipeline of talented people who are excited to come work for your company before you’ve even posted a job opening. That makes it easier (and less expensive) for you to find job candidates.
3. Develop a great COMPANY CULTURE
It’s important to create a workplace where people want to be, and also to be a boss people want to work for. If you or your management team are Mr. or Ms. Grumpy, you have a major problem. Not only will it be difficult to recruit people, it will be difficult to retain people.
Sometimes it’s the little, inexpensive perks that can create a “cool factor” that makes yours the place to work, like pizza every Friday or team outings to an occasional sporting / music event. Be creative and create an environment where you would want to work.
4. LET EMPLOYEES KNOW you have a job opening
Any marketer will tell you that word-of-mouth is one of the best forms of advertising. The same holds true when marketing to potential employees.
Put your needs on your employees’ radars. Encourage them to share the job advertisement on their LinkedIn and other social media platforms. Ask them to recommend or keep an eye out for candidates that would be a good fit for the company.
Quality people tend to hang out with quality people. If your best workers recommend someone, there’s an excellent chance that the candidate will be a winner.
5. Make it EASY to apply
Honestly, most of the great employees that you want to attract either have jobs right now, or have plenty of options.
A lot of companies tend to make the barrier to entry too high and the reward too low by requiring applicants to fill out cumbersome application forms before they can even submit a CV. It’s important to have certain qualification metrics in place but by setting the barrier to entry too high you create a negative selection bias.
Instead, make it your goal to facilitate a conversation with the best candidates that are interested in coming to work for you. Why not include a “Work for Us” link on your website, linkedin and social media sites.
If a candidate needs to come by after normal hours, and you think they could be an ideal candidate, then make it happen.
6. Keep the FEELERS out
It’s smart to always be on the look out for talent. Keep a look out on LinkedIn, and at job fairs, expo’s and networking engagements. Sometimes it’s wise to hire a fantastic candidate before you have an opening, for the benefit of your company and to prevent the competition from snagging a real gem. Even if you don’t hire immediately, maintain contact and cultivate the relationships.
7. TRIAL an Intern or Temp Agency
A lot of top employees have started out as temps. One great quality of people willing to temp is that they aren’t afraid to put themselves out there. They want to work, and that’s the first quality you need for a great employee. Almost everything else can be taught.
An internship is also a great low risk way of seeing how much potential a student or recent graduate has in a certain field. You’ll get to see their skills and work ethic as an intern—and can choose to bring them on as a paid employee down the line if they are the perfect fit for your company.
It’s important to remember that you’re only as good as the people on your team. This is especially true of smaller companies that must leverage their people and resources to the fullest extent possible. Follow these tips and your next hire will be one of your most valuable assets.
For more information on how to recruit and manage a high performing team, or if you would like to avail of a complimentary Business Review with one of our top Coaches to uncover ways to grow and improve your business, please fill in your details below and we will be in touch to arrange your appointment: