Does anyone miss the good old days of hiring employees?
Employment applications would flood the
office. A steady stream of willing and
able applicants would be sitting in the lobby completing applications. The best technician would recommend a good
friend or even a family member. There
was a file you would go to when you wanted to look for someone to hire. The applicant would be interviewed and soon a
new employee would be starting. As you
reflect, or maybe even chuckle a bit, you know these days are long gone. In the old days, people who wanted to work
came to us!
As small- and medium-sized businesses, there is a new pressure
for us when it comes to recruiting and hiring top talent, and it starts with us
taking a long hard look in the mirror. As owners and leaders in our organizations we
have to put our best foot forward. We
have to evaluate how our organizations look to candidates. Here are some questions to consider:
- What can prospective
employees find out about us online? Or
more importantly, can they find us online?
- Are we an employer of choice?
- What do we offer employees in benefits, training, company
- Does our website communicate all of the positive attributes
of working for our organization?
- What kind of employment experience can we offer?
Once we begin to answer these questions, we can craft our
position and create reasons why employees want to work for our organization and
the industry. This is important because
applicants have become savvy consumers as they shop for employment. According to Careerbuilder™ data in 2012, 69 percent
of people report searching for jobs is part of their regular routine.
Applying for jobs could not be easier. Employees have multiple options. They can apply directly with a company through
a website, through a job board, through a free job aggregator, with social
media/professional sites or with a recruiter, all with a few clicks of a
button. What this means is to be visible
you need to best determine how employees can find you. And which of these mediums are most effective
with your employee demographic.
It is important to be strategic in where you put your advertising
resources. If you are looking for a more
IT-savvy technician, you may want to advertise with community colleges or
technical schools. If you are looking to
hire a more seasoned sales representative or executive; you would want to be
sure your presence on LinkedIn or other professional sites is up to date.
industry has changed and we can’t go back to the "good old days,” but the
future looks bright! The more
opportunity we have to look in the mirror, the better opportunity we have to
present our companies in the best light.