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Issue link: http://read.dmtmag.com/i/433385
As I travel across the country and talk to dealers, hiring and retaining employees are always hot topics. When it comes to both topics, people think there is some hidden secret or "magic bullet" that they are missing. Really, just like most problems in business, it boils down to hard work and making sure you're prepared to hire or retain good employees before the need arises. When it comes to hiring good employees, there are some important building blocks such as job descriptions, recruiting, and proper interviewing. With regard to retaining employees, it really comes down to valuing them not just as workers, but also as individuals. In this article, I want to help you do a better job of hiring and retaining good employees. Do you realize how expensive it is to hire and train a new employee? The following figures from Forbes magazine should startle any owner/manager: For entry-level employees, it costs 30-50 percent of their annual salary to replace them. For mid-level employees, it costs upwards of 150 percent of their annual salary to replace them. For high-level or highly specialized employees, you're looking at 400 percent of their annual salary to replace them. Hiring You should always be looking for the next person to join your team. The places to find potential employees include employee referrals; your centers of influence (church, clubs, etc.); and personal friends and acquaintances. College coaches are a great example of what needs to be done in the business world. They have to be recruiting all the time to field their teams, and you should look at it the same way. College coaches don't treat recruiting as just an activity. They are selling the kids on why they should play for them. That is the kind of attitude you need to adopt when searching for and interviewing candidates. However, you need to establish the following things to lay the foundation for the hiring process: #1 Current job descriptions: The key word is "current." The same job performed five years ago is most likely drastically different today. You need to keep job descriptions updated so that when you need them, they are ready. If you aren't prepared to present candidates with their primary responsibilities, then how can you persuade them to join the team? People want to know their duties, so that they can feel comfortable that the job is a good fit. A job description should list the qualifications you are looking for in an employee such as college education, good math skills, etc. The job description should also include daily, weekly and monthly responsibilities; some jobs might entail annual responsibilities too, so don't forget to include those if applicable. #2 Well-written job ads based on job descriptions: If you need to place an ad, it should be produced based on the job description itself. Avoid using words that are trite and don't really describe what the job or company is about. For example, I would avoid using the following words: dynamic, hands on, motivated, fast paced, exciting, team player, self-starter. Advertise well, and be upbeat about the position. Cover Story | Best Business Practices recruit and retain top talent ■ By Jeff SheetS 12 DECEMBER 2014 OUTDOOR POWER EQUIPMENT www.outdoorpowerequipment.com Image ©Istockphoto.com/shorrocks