Successfully Recruiting Top-Notch People is Hard
There’s no “getting around it.” Take an assortment of managers from any field and ask them about their biggest problems:
2. finding good people,
these would rank among the top. This gets even more difficult in a crunch situation where the last job to go is the commission sales position, and the first is usually marketers or recruiters.
Meaning; Similar or BETTER results are expected from a smaller amount of people.
Ask a recruiter, they know that each employee averages out to costing the company $15,000.00, found by the Employment Policy Foundation, making hiring ‘sticky’ quality people the highest priority for recruiters.
Successful Recruiting means Attracting the Highest Quality Candidate
Problems to solve:
1. Grab their attention
As a company you need to build a local buzz and turn your business into that magnet. This looks like people coming to YOU as employees recommending new hires & familiar conversations about your business within the community. It begins with a grassroots campaign. Nowadays this uses internet videos and social media – who knows where it will be one year from now.
Creating a buzz differs from an empty hype, where you are lost in your own greatness and wonder why no new hires have come by. Just as many successful marketers have done, your brand NEEDS to be on every search a potential new hire executes.
Which means not committing to only one job post, and if one-fifth, 20%, of your pool of potentials isn’t coming from current employees, there may be a mishap with your own job culture; managers click here. So fill up every applicant site with your brand, image, logo, postings, and videos, get a buzz and grab their attention.
2. They must like you.
Simple. We know what happens if they don’t like you. Become an expert conversationalist and start off with the boring open ended questions about the job, but don’t ask all of them in the first fifteen minutes. Have a conversation and put effort into understanding their own personal culture before they commit to yours.
Their culture includes: generational characteristics, family upbringing, interests, education, side-projects, friends, business perspective (do they need a job or career), along with other traits. Become an expert at pin-pointing how they phrase their answers and what that means for their culture.
3. You must like them.
Again, simple. Gauge them from the first time meeting them in person with their enthusiasm, communication skills, personality, & future thought. Do you like them in the first seven seconds, if not, they can tell.
4. Your team must like them.
The truth is that most employees stay at their jobs because of the people they work with. That’s how important the co-worker relationship is. The relationships are more important than “bad” bosses, tough working conditions, even a terrible commute. Most times, employees will spend more time with their co-workers than with their families in the United States.
Have Your Team Meet New Candidates
So have your team meet new candidates (instruct them to not ask about birthdays or any other illegal questions) and have them share their feelings about the candidate.
This is a double positive as well; team members will feel a part of the process and in turn gain a larger sense of responsibility and positive feeling toward your company and the new hire. It’s the same as letting your young child pick out their new puppy, soon to be guard dog.
5. They must be able to do the job.
Companies have shown candidates the job requirements in one of three ways, researcher Dr. Jean Phillups suggests, that there are written, verbal, and video job previews. A.K.A. realistic job previews (RJP). Most companies opt for the written job requirement expectation sheet. This sheet has been shown to be an information overload for most candidates and does not create “sticky” employees, or employees that cover the cost of their $15,000.00 process.
Video gave the strongest positive performance results from employees and verbal had the greatest reduction in both types of turnovers (voluntary and involuntary).
Want to magnetize your business?
Test out what you learned in this article. You’ll find that we offer the best in-depth recruiting process training to magnetize your pull with quality hires.
Phillups, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of management journal, 41(6), 673-690.