You Have Experts In Your Midst
Seek out your superstars, your key employees who you turn to you when you need someone to rely on, one who brings the most benefit to your business.
They will appreciate being recognized and will share their insights, as they have a vested interest in you hiring the right people. Spend some time talking to them to find out:
- Why do you like working here?
- What motivates you?
- What do you appreciate about the company culture?
- What frustrates you?
- How do you see your position in the business?
- What do we provide that you need to succeed?
- What are the most important skills of the job?
Since you work directly with your superstars, as an observer, you know what you like about their work style and ethic. Make note of those too. What makes them a superstar? What are they doing differently or better? How do they benefit the business? They might not see this as they are focused on the job.
You could also survey your current employees. This gives them a way to respond and be anonymous, and therefore, more honest. Their forthrightness will give you a better sense of what is working well for them and any areas you might need to address or improve.
Your managers will also be a good source of feedback. They know what’s currently working well, who’s skills benefit the business best, and will have a good sense of what to be looking for. They should also be included in the interview process, as they might offer a different perspective than you.
Creating The Best Incentives
So now you have a picture of what you want your hires to look like. And what type of fish they are swimming in a very big ocean. Just like when you fish, you want to use the right lure.
Since every person is motivated by different criteria and factors, here are some things to consider. It might be money for some, for another a flexible schedule, and for another a certain company culture or future opportunities.
- Employee compensation
- Work environment
- Company culture
- Paid time off
- Staff meals or company discounts
- Flexible work hours
- Referral bonuses
- Bus passes and/or gas cards
- Signing bonuses
- Retention bonus
- Opportunities for growth and promotion
- Education reimbursement
Your task is to figure out what motivates these people to choose you and stay. Listening to them through the entire hiring process will go a long way. It all starts there. But you also need to put the lures in your job posting so that when the right “fish,” the perfect candidate, reads it, they know it’s the right job for them.
We are all wired to think W.I.I.F.M-“what’s in it for me,” and your potential candidates are no exception. Are you offering hiring bonuses? Staff meals? One weekend off a month? Bus passes? Whatever it is that is a benefit to being hired by you needs to be clearly spelled out in the job posting and during the hiring process. These are the lures that will persuade them to apply.
WARNING– The one pitfall you want to avoid is offering incredible bonuses to new hires that weren’t or aren’t available for current employees. That’s a sure-fire way to make your staff feel undervalued and underappreciated and will lead to diminished employee morale very quickly.
Attracting and Retaining Employees Is A Science
Your recruitment process should be calculated and planned to unearth the best possible employees for YOUR business. You need a system that you can turn on and off on demand that produces results. It all comes down to analyzing what makes your business. Your management style and your benefits need to be to hire the right people for the job.
Someone who wants to work at Disney is likely motivated by a different set of criteria than someone who wants to work at Microsoft. They’ll also have very different sets of skills that make them an ideal candidate.
That’s what you need to match your job postings and hiring process content with a detailed employee profile so that when the right person walks in the door, you recognize them and have the right incentives ready to convince them to work for you.