Highly Effective Recruiting Strategies
By Ken Bidgood
Every business consists of "people"; therefore, it is
crucial that you have the right people on your team to
secure business success. To attract top performers, present
your office as a unique place to work where the employee's
option is valued. This will enable you to recruit new
talent and keep current all-stars.
The recruiting process should be approached by small
businesses in a very professional manner. You will most
likely need to seek alternative recruiting sources so
ingenuity and an awareness of opportunities are vital to
success. Do not shy away from interview questions that
make applicants nervous. Thoroughly conduct background
checks and make sure to verify at least two references
before thinking of making a hiring decision. You will have
to know whether or not your organization can fulfill the
expectations of a potential hire so be sure to ask about
them before extending an offer.
You have to know what the person looking for the job wants
in order to be effective. Attract candidates with a
mission statement that is easy to understand. Any
statement that promotes job security, continuous learning,
and opportunities for advancement will usually do the
trick. If a person can identify with something, they are
more likely to apply so it is your job to tell them what is
so unique about your company.
It doesn't take a rocket scientist to figure out that the
average person wants to contribute to your business
endeavors. If you can make them feel important, you can
encourage them to sign up. Business owners who understand
this simple fact then create positions within their business
with the proper job structuring.
The search and recruitment process is important. Take it
seriously and approach it professionally. Develop role
descriptions and candidate specs that are meaningful and
accurate. Assessments during the hiring process will aid
you in finding a qualified individual.
The first thing you need to do is define what skills a
person needs to succeed in the position. Craft a list of
10 traits and the technical, mental and physical
requirements necessary to succeed in the position. A list
of questions will be required to do this.
Recruit for the vacant position by advertising the
behaviors and skills necessary in a successful candidate.
To do this, it is often a good idea to scope out job ads
from the competition and find a strategy that is likely to
help you land the best candidate possible. You don't have
to create the ad from scratch, just add in the details of
your business and position to a competitor's ad. They
probably did the same thing when creating their ad!
Make sure you list the benefits to working for your company.
The goal is to find a way to get the message to people who
already are working, not to those who are always looking.
During the recruiting process, managers should address five
major areas which include company position, process, product
, and service knowledge, as well as personal effectiveness.
Keep communication open at all times. People need effective
communication between them and the organization to feel
important and valued.
People are more willing to stay with companies that offer
more than a job with benefits. They crave attention and
working at things which are interesting and challenging.
They also like to have a clear understanding of
expectations and a work environment where they believe that
they will be treated fairly so they have control over
things. These are the things that will keep people working
for you even when they really would like more pay and
benefits.
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Ken Bidgood runs a very interesting website at
Advertising XP,
visit there today for the latest Business advice, and
their free newsletter is well worth signing up for too.
Read many more interesting articles on Business at:
http://www.advertisingxp.com/articles
There's also a free mini-course available that will
teach you how to get loads of free targeted traffic.
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