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It’s a new day for business owners. According to the statistics there are more available jobs now than people to fill them. You have to have people for your business to grow and prosper. And not just any people, but the right ones.
So, what can you do to help address the supply and demand problem for recruiting? Here are a few ideas:
Implement an employee referral program
Implement an employee referral program where employees receive a small bonus or gift for referring candidates that are hired. This is easily accomplished by printing standard business cards that contain your company information and website and instructions on how to apply. Ask employees to distribute the cards to others who they think would be great prospective candidates.
Executive recruiter and author of The Power of Who, Bob Beaudine, says that 85% of all real jobs come from one phone call from a friend . If that’s true, then your current employees may be your best resource to find talented people to help your organization soar.
So, send out emails from time to time with job postings for open positions. Encourage your employees to post these on their social media accounts and to forward them to friends and associates they believe might be a good fit at your company.
Use your social media accounts
Post job openings on your news feed or provide a link to your company job page. Another use of social media is to engage with prospective employees by connecting with them. Your company may want to post jobs on various group pages or websites related to your industry. Work with your marketing department to ensure that your company’s social media sites contain information related to the attractiveness of working for your company.
If you are needing to hire multiple positions or opening a new location, host a career fair at your location or at a meeting place in your community. Create an event on social media sites and send electronic invitations to the community at large. Include business owners and business associates, prospective employees, educational leaders, industry leaders, and local state employment agencies. Work with your marketing department to provide the marketing initiatives to attract people to your event.
Begin building a pipeline of job candidates
Sometimes you may have multiple qualified candidates but can only hire one, so stay engaged with those who don’t make the cut for that particular role. Maybe they would be a perfect fit for another job in your company. Stay in touch with them. Check in from time to time to see how their job search is going. Congratulate them if they land another job somewhere else. They’ll remember that and appreciate it.
Add a career page to your website
Add a career page to your website and include information that communicates the benefits of working for you, training programs, community involvement activities, and employee well-being programs. Include testimonials from employees, either text or video. Make sure you keep job postings updated and have a place for candidates to submit their resume. Even small companies can create an email address for incoming resumes at no cost. For example: firstname.lastname@example.org.
Implement a career development program
Implement a career development program and advertise it as part of your benefit package. I once worked for a company that had a difficult time attracting candidates due to their low salaries and remote location. To attract and retain top talent, we created a career development program and began marketing this to prospective candidates during our phone screening process. The program provided training that rewarded employees with pay raises as they completed each phase. The program was a huge success, allowing us to attract, promote and retain top talent.
Implement an onboarding training program for new hires
The war for talent includes recruiting and hiring strategies, and retaining the newly hired team members. Both are essential to winning this war. Below are some statistics about onboarding employees:
- 69% of employees are more likely to stay with a company for three years if they experienced great onboarding
- Up to 20% of employee turnover happens in the first 45 days
- Nearly 33% of new hires look for a new job within their first six months on the job
You can see that once you hire the employee, retention is the next key strategy for finding and keeping the right people for your organization. Get the onboarding process right and your chances to retain top talent go up exponentially.
The war for talent is on. The good news? It’s winnable if you are proactive about building a process to find, onboard, and keep the best of the best.
Stay encouraged, and keep building.
January 24, 2019 at 10:08AM
Forbes – Entrepreneurs