The 1st Step in formalizing your recruiting and hiring process is to realize that recruiting of staff is just like trying to market your company to prospective customers except your marketing to a different target market. You have to sell yourself with a message that resonates with them.
Most help wanted ads I read are all about what you, the owner, wants, the requirements you demand [most of the time because you’re unwilling or incapable of training] or what the company demands [like long hours and low pay…only kidding…well….maybe not].
What’s missing is very little about what you offer to the prospective staff member who’s reading your want ad that would entice them to learn more and to want to join your winning team.
How is this misdirected approach to marketing for great staff different than marketing for great customers by telling the prospective customer what you demand of them to be served by you instead of telling them why you’re the intelligent choice and all the great things you can do for them?
A great place to reset your mind about being a great marketer who attracts great staff is to read over your current help wanted ads. But this time, read it as if you had a job already but you were interested in finding out what’s out there in the job market. Different, isn’t it.
Once you put on “their” glasses and see it from their perspective, your ads can be rewritten to attract wonderful people.
Let’s get serious. What are you going to offer them to leave a good job and join your? After all, the best employees tend to be already employed so you will need to entice them.
Is it with great wages, a chance for a bonus, health benefits, 401K or something more? If you can’t have a great list of reasons to join, is it because you think you can’t money if you provided all of this?
The fact is great employees make you money and average or worse employees no matter what you pay them don’t. It’s not an invitation to overpay but if they’re hired right and given great orientation training that maximizes their effectiveness once they’re onboard the wages of a couple dollars more or less shouldn’t matter.
If necessary, raise your selling price anywhere from $2.00 to $5.00 an hour and that should cover it. Do the math to make sure it does.
Face it! If you really know what your hourly selling price needs to be, do you think your customers are going to mind a couple of more dollars if in return they get spectacular service from friendly well-trained staff? No!
What you need is a good help wanted ad written from their perspective in the media that will hit your target audience [just like good marketing does when you seek new customers].
Today, it’s a digital world. Online resources like www.craigslist.com has been a wonderful place for my clients to run great help wanted ads.
Just like one size marketing doesn’t fit everywhere so does taking a one size fits all approach to recruiting. Some areas of the country still find good results with a well-written help want ad running a good local paper that is read by your target age group and demographics for the type of staff you’re looking for. Also, paying for a limited test run on job sites like www.monster.com can attract great candidates. Like all marketing, it demands a testing period and measurement of the results so you can allocate your money accordingly.
If you want to get serious about being in the Recruiting, Hiring and Orienting Process at your company, email me at firstname.lastname@example.org and I’ll send you a simple one page overview outline template for this critical steps that all my customers use and find super powerful.