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Finding Great Workers

Adjusting your attitude and hiring practice can improve your employee search, even in a tight job market

During my recent presentations and consultations with leaders and management teams, I’ve heard many comments about the current tight job market. Leaders complain about having job openings listed for a long time. And they frequently voice concerns that they have to quickly hire someone out of fear that they, their managers or their employees, will have to work overtime to temporarily fill a vacancy. This results in “the warm-body hiring process,” which unfortunately increass turnover, costs and even more time in the long run.

Here are simple action steps purpose-driven leaders can take to find great employees — even in a tight job market.

Take on a Positive Mindset

  • Good people are out there.
  • You will find awesome candidates. If you have this mind-set, you will take more effective and empowered actions than the leader who believes all the good people are taken and no one is out there.
  • Be the kind of leader who finds employees in unique, easy and effortless ways.
  • Though you may have had a position open for a long time, don’t resort to hiring just anyone. You have an obligation to your current staff to hire someone who fits your culture and the job position. Doing otherwise can stir employee resentment.
  • Take a moment to consider your ideal employee. Hire more people who fit those qualifications and speak to those ideal qualities in your job listings.

Implement These Quick Tips

  • People attract like-minded people. Ask your good and great employees if they know anyone who would be interested in working for your business.
  • Advertise to your client/customer email list. Talk to your customers and have your employees mention job listings to customers. Post a sign at your business, increasing the possibility of attracting a customer who already believes in your company’s products and services.
  • Overly general, “warm body” job descriptions return just that. Use descriptions conveying excitement about the big things your business is up to, the amazing staff who work there and the fun aspects of the position.
  • Tell friends, colleagues and acquaintances you are looking, and keep talking about it. A casual, spontaneous conversation with your hairdresser or grocery store clerk might result in a new hire.
  • Use local job-service organizations and part-time staffing services. Consider hiring veterans or people with disabilities. These people can be very loyal and committed.
  • Use multiple social media platforms with your employees’ help. Chances are, one of your employees will be comfortable with a social media platform that intimidates you.

Decide that you will be one of the few businesses that excels at finding exceptional employees in a tight market.

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