When you’re running your own business, it can be tough to find the right employees. You need someone who is passionate about the work they do and who is committed to helping your business grow. Unfortunately, while you love your business, others are probably just looking for a job. Just like in any other marketing you do, you need to give them a reason to choose you.

Ask yourself these questions:

  • Why would someone want to work for you?
  • Why would they want to choose you over someone else?
  • Why are you better than all the other options that are available to them?
  • What’s in it for them to work for you

There are many answers – but you’ll need to do some digging to figure them out. And then once you figure them out, you’ll need to be able to recognize the right candidates in your hiring process – so that you benefit your team and your company’s performance.

Start With Targeting The Right People

Target the right people

Hiring the right employees in the first place is the key to retaining them. The best way to make sure you’re hiring someone that will be a great fit and add value is to:

–> Understand what motivates your current employees by creating a profile and job description of your superstars. This will help you understand what is important to different people, what their strengths and weaknesses are, what they value in a job and how to best manage and retain them.

–> Offering employees incentives is a great way to attract and retain the best employees. These can be things like flexible work hours, paid time off, or extra vacation days.

–> Be clear about your expectations from the start. This means providing a clear job description, setting realistic deadlines, being clear about job roles and responsibilities, and having consistent communication with your team.

–> Hiring the right people makes other employees feel like you are considering their need for a strong team and makes them feel valued. Everyone likes to work with like-minded people.

So How Do You Know If A Candidate Is The Right Fit?

You don’t just want a warm body – you’re looking for the best candidates with the right skills and qualifications required for the position, as well as the personality traits that will be a good fit for the team and an effective employee.

Creating a “best candidate” profile – one you can reference during the hiring process is the best way to determine if a candidate is the right fit. Your profile will allow you to match a potential candidate to your current superstars. You are looking for someone with many of the same skills, lifestyle, values, and personality traits as your current top employees.

To read more details about how to go about creating one see my blog post: Creating Your Superstar Employee Avatar

Taking the time to create this profile will save you time and energy during your hiring process and gives you a tangible way to measure.

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.

FREE Seat At Our Next Live Hiring Masterclass

If you are interested in making your business and your life better while keeping your sanity, I have a FREE opportunity for you because you read my article and are on my list. Thanks, by the way.

If you own a restaurant, I am teaching a Live Online Masterclass on How To Fully Staff Your Restaurant In 30 Days or Less. During the one hour live online class, I will be covering how to find, attract, hire, and get them to actually show up for the interview strategies that top restaurants are using to rise above their competitors to capture the best staff in their area.

We have secured 100 seats, so after that you’ll be outta luck. I would suggest registering now before the class fills up. And you get too busy because you need more staff!

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Michael Thibault
Michael Thibault

Michael Thibault

Known as “The Done For You Marketing Guy for Restaurants.” International Speaker on Restaurant Marketing. Published contributing author of 4 Marketing Books. Industry expert on Google Searches and Review Sites. Recovering Independent Restaurant Owner and Caterer of over 21 years. And, all-around good guy.

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