Why Is It Hard to Find Good People?
With unemployment bouncing between 9-10% these days, it boggles the mind why it seems so hard to find good people. The reality is that, some of the best candidates may be currently working, and may be nervous about making a change. Alternatively, candidates that are not working are out of the loop as to what openings may be out there. Businesses need to be proactive by developing strategies for attracting the right talent. Companies should consider the following strategies for staying ahead of the curve:
With unemployment bouncing between 9-10% these days, it boggles the mind why it seems so hard to find good people. The reality is that, some of the best candidates may be currently working, and may be nervous about making a change. Alternatively, candidates that are not working are out of the loop as to what openings may be out there. Businesses need to be proactive by developing strategies for attracting the right talent. Companies should consider the following strategies for staying ahead of the curve:
Know the needs of your workforce
Consider what might be most important to your employees (flexible work schedules, time-off, incentives, involvement / recognition, benefits). Consider these may also be the needs to prospective talent, and should be promoted as attractive features to joining your organization.
Build talent internally
Companies need to do regular “succession planning,” and offer internal job movement whenever it’s possible. Most people are eager to grow and expand their influence, but need a venue to do so.
Companies need to do regular “succession planning,” and offer internal job movement whenever it’s possible. Most people are eager to grow and expand their influence, but need a venue to do so.
Scout for talent all the time
Be on the lookout for outstanding performers all around you. The person at the local fast-food chain who consistently demonstrates outstanding customer service might be ideal for your company. Create openings when you find a good person. Also, companies may consider temp-to-hire to let a person enter the organization as a “try-out” before hiring them full-time.
Be on the lookout for outstanding performers all around you. The person at the local fast-food chain who consistently demonstrates outstanding customer service might be ideal for your company. Create openings when you find a good person. Also, companies may consider temp-to-hire to let a person enter the organization as a “try-out” before hiring them full-time.
Move quickly
Don’t let your processes take too long! It’s good to be thorough, but it’s not good to be slow. The best candidates have options, and if your company is slow on the draw, you risk losing them to another opportunity.
Don’t let your processes take too long! It’s good to be thorough, but it’s not good to be slow. The best candidates have options, and if your company is slow on the draw, you risk losing them to another opportunity.
Use referral programs
Good people generally know good people. Use your best people as a source of talent scouting. Reward your internal scouts for helping promote the company to people they know would be a good fit for the company.
Good people generally know good people. Use your best people as a source of talent scouting. Reward your internal scouts for helping promote the company to people they know would be a good fit for the company.
Promote the company through community involvement
Community involvement builds the company’s “brand” and associates the brand with “good things done for others.” People generally want to work for companies they are proud of, and the good deeds communicate volumes about the company and its values.
Community involvement builds the company’s “brand” and associates the brand with “good things done for others.” People generally want to work for companies they are proud of, and the good deeds communicate volumes about the company and its values.
Maintain competitive wage / benefits structure
Consider variable / incentive-based systems to reward high performance.
Consider variable / incentive-based systems to reward high performance.
It’s a war on talent, and smart employers recognize the importance of attracting and keeping the best people on the team.
Kathleen Lapekas - PHR
Action HR Consulting
For Personal Attention to Personnel Matters....
http://www.actionhrconsultant.com/
Kathleen Lapekas - PHR
Action HR Consulting
For Personal Attention to Personnel Matters....
http://www.actionhrconsultant.com/
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