I recently received an email from Mike Koby, Moonville Signs in South Carolina asking for advice on attracting good candidates. He, like many others, seek additional staff at a time when people looking for work seemed to have disappeared.
I do believe the effects of the last two years have had people take stock of their lives and many have reinvented themselves. Many have moved away from the traditional mainstream work life and carved out a new path that works for them. As business owners, we can appreciate that as we have all been there. One day working 9 – 5 for someone else wasn’t what we wanted to do anymore, and we created our own vision to live by day to day.
But my goodness, ‘they’ all did it at the same time! Am I right?
Nonetheless, the problem remains – too much work and not enough people to do it. Here are several strategies that you can use to attract good candidates.
Brag about it
Your company is unique. Clearly articulate the value that your company provides to its employees. This can include things like a positive work culture, opportunities for professional development, competitive benefits, and other perks. Yes, yours may be like other companies but there must be something that makes yours stand out, just like it does with customers. When you figure out that uniqueness, brag about it. Your positivity will attract that person who wants to work for you.
Do you have them? Not those from your potential new hire, but for you and your company. Nothing gives your company more credibility than having other people speak highly of you. References can range from past employees, customers, and other community business owners. You have invested in these relationships; it is okay to ask them to have your back and add their positive perspective of working with you.
Use social media to your advantage. Many job seekers will peek into your social media platforms like LinkedIn, Twitter, and Facebook to learn about potential employers. Make sure that your company has a strong presence and is actively sharing about open positions and a glimpse into the work you do.
Sometimes it is who you know
Chances are someone in the shop knows someone that knows someone looking for work. Utilize employee referrals. Encourage your current staff to refer their friends and professional contacts to open positions. Research has shown that referred candidates are often more likely to be a good fit for the company and stay longer in their roles.
Start it off right
When the shop gets busy, the hiring process can get sidelined so easily. As hard as it may be, carve out time to handle communications with your candidates. Be as responsive as you possibly can. It is okay to let them know you are slammed and that you will respond to all their inquiries by a specific date. Block out that time and dedicate it to them. Keep them informed about the status of their application, welcoming questions & conversations. A candidate who feels valued and respected right from the beginning is more likely to be & keep interested in working for your company.