As mentioned in Part 1, finding the right people for your business can be difficult. Here are some of the recommendations we make to help our clients find the right people:
- Take the time to write a good job description. The job description becomes your guide for identifying and screening talent effectively. Articulate the need to have versus the nice to have, competencies or behaviors needed to be successful, years of experience, degrees, etc.; this goes a long way to making the screening and selection process easier.
- Don’t use the job description as your job posting. Job descriptions are important but they can be pretty dry reading. Take the important characteristics of the job description to let candidates know what you are seeking, but make sure you include information about your company, why you are the employer-of-choice, and what makes you a great place to work. Your job postings should attract candidates…just like your marketing attracts customers.
- Use as many means to engage with the labor market as you can. Your website, a more general internet job board, and something targeted to the profession of the candidates are all good starts. Get the word out through your employee referral program and let your colleagues know on social media.
- Use the sourcing method appropriate to the candidates you seek. Don’t use a professional networking site like Linkedin.com for candidates who are not career-oriented.
- Make sure your hiring managers and selection team know how to interview properly. This not only guarantees you don’t get into legal trouble when people ask illegal questions, but also helps them successfully uncover information about the candidates.
- Always be on the lookout for good talent. Connect with people at trade shows. Stay engaged on social media. Source continuously. Participate in events that help showcase your company to the labor market.