Highly Effective Recruiting Strategies
by: Ken Bidgood
Success in business depends on having the right people on your team to see that everything gets done properly. To land the best recruits, you want to sell your company as a place that is unique and where the opinion of the employee matters. This ensures that you retain your current top performers and can attract new ones.
As a small business approaches the recruiting process, addressing it in a professional manner is essential. Be alert! Work smarter and take advantage of unusual sources. Don't be afraid to ask interview questions that cause people to squirm. Do a better job of checking references and back- grounds. Know what the expectations are of the individual seeking a job and make sure you can meet his/her expect- ations.
A successful recruiting strategy must take into account what applicants are looking for. Craft a clear mission statement meant to attract only the top performers. Mission statements offering job security with opportunities for advancement to top performers are generally considered superior. You will find that top applicants are more likely to seek employment with an organization that they feel they can relate to so take advantage of the interview process and be sure to tell people precisely why your organization is a truly unique place to work.
Most people are interested in contributing to the success of a business and are more likely to come aboard if you can somehow make them feel special and appreciated. An understanding of this principle leads many business owners to create positions within the general framework of the company.
The recruiting process is vital. It needs to be approached with professionalism and taken seriously. Create job descriptions and essential skill lists that are accurate and to the point. Ongoing assessments during the recruiting process will help you find the perfect candidate.
The first step is to define what talents a person must have to be successful in this position. Come up with a list of ten behaviors and the technical, mental, or physical skills necessary for success. For this, a list of questions is born.
Advertise the position based on the behavior and skills needed. Here is where you'll need to be creative. As all good business owners, seek out what others have done to attract job seekers. Don't skimp on researching other corporation ads. Sometimes it isn't necessary to recreate the wheel, just add a piece of yourself to the advertise- ment.
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.
The recruitment process, it is important for hiring managers to focus on five major areas: the position itself, the recruitment process, product and services knowledge, employee expectations, and personal assertiveness. You will want to keep an open door with regards to communication during this process and be available for questions which inevitably arise along the way. Candidates, especially top performers, like to feel like they are truly valued by your organization so making time for their questions is a good way to make them feel special.
It takes more than just benefits to convince people to remain with an organization. Giving people interesting challenges to tackle with clearly stated and fair expectations which promote an atmosphere where there are negative and positive consequences for performance is what keeps people at places. Such businesses can retain employees even when they might make more money at another establishment.
About The Author
Ken Bidgood runs a very interesting website at Advertising XP, there's a wealth of knowledge on the website, plus their free newsletter is well worth signing up for too.
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