10.5 More Strategies to Recruit Quality Staff

By Barbara Bartlein

Wise employers know that the largest challenge for the next decade will be the recruitment and retention of quality staff. The boomers are beginning to retire and there are not enough workers in the pipeline to fill the vacancies. Start now to build your workforce by recruiting quality people to grow and develop. Here are some ideas:

1. Provide a staff application on your Web site. Make it easy for potential employees to apply by offering an interactive application right on your Web site. It should be easy to complete and submit. Additional information can be obtained at time of interview. Also offer additional information for those interested that they can download and print.

2. Respond quickly when you hear from potential applicants. Nothing is more frustrating to job applicants than a slow, stalled, hiring process. A rapid response tends to boost applicant’s esteem and make them excited for working for the company. When people are looking for a job, they are looking for answers and stability. They usually are looking at several jobs at the same time and may be considering multiple offers. Often, the first employer to make a commitment will get the staff. He who hesitates is lost.

3. Consider hiring people who are retired. There is a growing pool of retired workers who are either looking for some additional spending money or a chance to get out of the house. They are excellent employees and often very flexible with their days/hours. Advertise at the local senior citizen program or contact a community center for more information.

4. Communicate the benefits of working at the company. Outline the experiences that will promote their professional and personal growth. Detail the skills, such as communication, problem solving, critical thinking, teamwork, and leadership that can help the employee build a solid résumé.

5. Establish a mentoring program for new hires. These programs provide opportunities for existing staff and new hires to work closer together. It also takes advantage of the experience present in the organization. New recruits feel more secure in the early stages of their careers with someone to guide them a bit and serve as a resource when there are questions.

6. Survey employees who are leaving through an exit interview. Ask them specifically what they liked about the job and what they wished was different. Pay special attention to the reasons employees give for leaving. Is there a common thread in their discussion? Consider making changes in policy or personnel if it is interfering with the retention of quality staff.

7. Partner with a local high school for “work-base learning.” Many high schools are looking for work experience for their students and will assist employers in recognizing quality candidates. As the students are part-time, you do not have to pay benefits or vacation time. Because the students want to get as much experience as possible, they tend to be very flexible to working in several areas based on need. An added bonus, the students will often be interested in summer and/or vacation work after graduation.

8. Go to Job Fairs. These large meetings offer an excellent opportunity for your company to be noticed and eventually gain a reputation as an employer of choice. Actively “work the room.” Introduce yourself. Hand out employment brochures and have a few free give-a-ways. Offer to meet with interested potential employees.

9. Ask to speak to various groups/clubs at college campuses. Seek out the groups that tie with the products and services of your company. For example, contact the literary club or the school newspaper to look for potential writers. Check out the sales club for future sales personnel. Present talks within your area of expertise and tie it to the mission, values, and goals of your company. Potential employees are much more likely to go to a company where they have met some of the staff rather than respond to a blind ad.

10. Visit or contact college/university placement offices. Meet with the staff of local placement offices so that they know a bit about you and your company. Let them know of the value of employment at your organization and urge them to call with quality candidates. As the relationship becomes established, you will have a pipeline for future staff.

Contact staff that went to another job and ask, “How is it going?” They will appreciate the kind wishes and may think of you and the organization if things are not going well. Express to them how much you appreciated their contributions to the company when they worked there. Make sure that you let them know that you want them to hear from them if they decide to make a job change in the future.

Note: Click here For the first 10 Strategies to Recruit Quality Staff

Barbara Bartlein is The People Pro and President of Great Lakes Consulting Group. She offers keynotes, seminars and consulting to help you build your business and balance your life. She can be reached at 888-747-9953, by e-mail at: barb@barbbartlein.com or visit her Web site at www.ThePeoplePro.com