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The 'perfect' hire |
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When was the last time you hired the “perfect” employee? Did it take you weeks, months, years to fill that coveted position? As any business owner would attest, one of the biggest challenges in operating a successful organization is finding and maintaining qualified personnel. |
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| Author: Karin Combs |
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The market has evolved and so too, must our thinking. After surviving years of a declining sales cycle, businesses that have recovered are now challenged to hire the workers they had to displace. With a U.S. unemployment rate of 4.5%, this should be easy, right? But while the unemployment rate is up from the year 2000, I hear the same thing from clients, “There just aren’t any good candidates out there.” So what mindset are we encountering with the 2007 employee market?
Most employees today understand that the employment market has changed. Gone are the days of uncapped salaries and fringe benefits.
However, just like you and me, they still want to be recognized for their skills, knowledge, and experience. Likewise, employers are willing to concede on some issues, but want reassurance that their company will benefit from that employee’s skills, knowledge, and experience. How, then, can employers and employees reach this shared compensation?
As an employer you must now sell yourself. And you have a lot to offer! My clients who experience the lowest turnover and most productive workforce all have the same processes in common:
Being known as “A Great Place to Work”, no matter how large or small. Moral and ethical conduct is considered a core value.
Sharing the company’s goals, financial status, and growth with the entire organization. People can take bad news; it’s NO news that is scary.
Investing in the training of their people.
Conducting consistent performance reviews.
Recognize and rewarding results. Even a ‘thank you’ goes a long way.
Once you recognize and adhere to a company persona, identifying the productive and dedicated employee becomes easier. Now YOU have something to sell at the interview (and performance review) table! A job change is often not just based on financial gain, but emotional as well. I’ve managed these processes in several companies and when adhered to, they’ve resulted in significant company growth and employee commitment. The concept defies time, “You reap what you sow.” 2 Corinthians 9:6
While there are several measures to identify that perfect candidate, the real challenge lies in getting them interested in you. As you become more creative in your recruiting efforts, consider the following:
Retain your top performers. These are the employees that have stayed with you through the uncertain sales cycles. They’ve shown their dedication; now continue to invest in them.
Network – You hear it all the time. One of the best ways to find that perfect candidate is to tell people in your organization and your trusted business associates that you are looking. Keep the job posting in front of them consistently. People get busy in their everyday life. They will forget that their own company has an opening, let alone an associate 100 miles away.
Initiate a referral bonus program. If you calculate a fair cost of what you might spend on finding the right employee, why not give some (or all!) of it to someone who is already working for you? Incentives and perks like this retain top performers and keep employees loyal.
Don’t dismiss the mature applicant. Remember those previously displaced employees? They are still out there. My mother is 70 years old and is still working full-time. She is more computer literature than most people I know, takes pride in a job well done, and appreciates her job. There are thousands more like her.
Hire less skilled personnel and take the time to train them. Chances are, your current perfect employee developed over time.
Align with a great staffing agency to assist in your search. Get to know them and allow them to get to know you – intimately!
Have to advertise? Research what avenues are the best. Some industries will experience a great deal of success with an ad in the local paper, where others need to concentrate on internet postings. Be aware of the circulation and industry popularity of those avenues.
Sound simple? It can be. There is help available. HR Consultants are an impartial, professional source that can address your immediate company needs or long-term goals. Whether you utilize outside help or not, it should be your goal to obtain the 6 processes above.
About Author
This article provided by http://www.ChristianBusinessDaily.com -- The Online Network for Christians in Business. Your source for news, articles, and commentary from a biblical perspective.
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