Hire right in a tight market
The economy’s on a roll, business looks bright and you may be ready to go on a hiring spree. The only problem — you can’t find enough people to fill all your openings. It’s not quite that desperate yet, but it could be. As the business climate improves, company owners and HR managers could run into shortages of human resources.
The key to finding qualified employees isn’t always in bigger salaries and more benefits. Sometimes, finding the right people to grow your business is a matter of where you look for them. A few tips for locating leaders in their fields include:
- Network with other employers for tips on recruiting talent.
- Ask cohorts to share their overflow of good resumes with you.
- Request resumes of anyone who doesn’t make another company’s cut list after job interviews.
Better yet, list all the job openings at your site on your company’s stationery and ask fellow business people to include your list in Dear John letters they send to people they didn’t hire.
When Happy Times are here again, you’ll need other new strategies for rounding up the best possible employees:
- Advertise job openings on social media sites.
- Ask staff to post jobs on Facebook, LinkedIn and Twitter.
- Do mailings to promote your company as a good place to work.
As the employee shrinks, revisit work policies and start offering more creative perks and new incentives to pull people into your firm. Some examples include:
- Flexible work hours
- Job sharing (50-50, 75-25 or whatever works)
- Work-from-home options
Many of today’s well-qualified individuals prefer setting their own work schedules. If it doesn’t matter where or when a job is done, why insist on an 8am – 5pm daily routine?
Flexible days and hours will help you tap into the talents of productive young parents who want to work while their children nap, are tucked into bed for the night or during school hours.
Original thinking can also help you cash in on the experience and work ethic of retired persons who decide they’d rather use their skills than stay at home all the time. Shorter hours, or two or three days a week would suit them just fine.
Interns from colleges, technical or trade schools, even local high schools, can also fill the gap,. If their work days and hours fit into their school schedules, they may even stay on after they graduate.
JOB TALK blog posts are written by Susan K. Maciak, CEO, CAMEO Career & Corporate Consulting LLC. For permission to reprint articles, email her at firstname.lastname@example.org
Check out CAMEO’s services at http://www.cameo100.com