By Victoria Downing
In the continuation of this series, we know that companies are continuing to hire superstars, even while others are convinced that “there are no good hires available.” Successful owners are using three powerful strategies:
Today, we’ll focus on the final bullet – how to use effective recruiting and hiring to get new employees into the right job!
Still need to hire – The job description is key
Write a clear job description that accurately describes the position. This has been called the single best thing you can do to hire well.
Include not only activities to be done but also the underlying traits that are needed to succeed in the job. The Sandler Sales Institute, a national sales training organization in the U.S., recommends that every job have a SEARCH description — a list of Skills, Education, Attitude, Results, Cognitive Skills, and Habits needed for the position.
Script open-ended questions that will let you probe for the underlying traits needed to successfully master the position. An open-ended question cannot be answered by just a yes or no.
Plan your hiring procedure/system. How will the applicant apply, who will screen applicants, who will interview, for how long, will there be a formal rating sheet, etc.? What happens if the applicant does not follow instructions, such as ignoring the request for a cover letter? Does that automatically disqualify him/her?
Compared to ten years ago, hiring is a much more serious and time consuming task in a business. Be prepared to get very professional about it.
Round Up Those Elusive Prospects
It’s easier than you think — but only if you think in the right paradigm. Whatever you might have learned about hiring 5 or 10 years ago probably needs to be revised. Finding top recruits for your positions has now become a marketing challenge. There aren’t enough quality employees to go around, so you must have a plan for getting more than your share.
Recruit all the time. You often know what your next hire will be even if you are not ready to hire yet. Keep your eye out for good prospects at the grocery, the gas station, the suppliers’, or the association dinner meeting. Some remodelers have had excellent results with talking to subs and suppliers and following up with a letter that describes the position he is filling. Use all of your industry connections/network to help you find the right person. Is there a struggling remodeler who would happily fold their business and come to yours — with their personnel? Sweet!
Watch what your competitors are doing. Follow them on social media, watch for ads they may be running. In fact, with your staff, identify your top five competitors and then assign one staff person to each of these companies to learn as much as they can about the benefits being offered, the angle of their ads, the training they are offering, and any salary information. While you don’t want to copy, you can learn from their strategies and take this new knowledge to improve your own tactics. In other words, do what they do. . . but better.
Post your flier on a bulletin board – your grocer, your veterinarian, your printer, your suppliers.
Consider holding a well-publicized early evening or early morning Open House if you have a showroom or good looking office. Have employees on hand to talk and do a short interview.
Hand out materials on the job opening(s) and for the best candidates set longer, more formal interview times.
Offer employees and subs a referral fee for an employee who stays at least three months. If you’re already doing this, up the ante to get more of the right kinds of people.
Stay attuned to local business happenings. If there are plant closures or layoffs, that might be an opportunity for you to snag some talent. Laid-off workers could be an excellent pool from which to recruit.
In all written ads/fliers/posters emphasize your company culture, intangible benefits, and behavioral descriptors for the position as well as any technical requirements.
Brainstorm with your team for unique ideas!
Don’t forget that your best candidate may be a woman, a minority, a veteran or a person from a totally different field who has the right attitude and excellent management skills.
Lastly, consider ambition over experience. If you find someone with the right eager, optimistic attitude who wants to learn everything there is about being a great construction worker, grab him. You can always train for the skills that are needed, but it’s pretty hard to train for a good attitude.
Lack of production staff can really hamstring a company, but with the strategies above, you’ll be in a fantastic position to find and onboard people with the skills, the attitudes and the experience you want.
This article was originally published by Victoria Downing at Renovantage [https://www.remodelersadvantage.com/critical-tips-beating-labor-shortage/]