Issue link: https://read.dmtmag.com/i/155946
50 • SEPTEMBER 2013 • WORLD FENCE NEWS This month, I have been asked to write about the methodology of hiring good employees. I have certainly heard, over and over again, just how hard it is to find good employees, so here are some thoughts and suggestions that I think will help. To begin with, I think it is imperative to understand the need to have a Best Selling Gas Powered Driver 1000's Sold Worldwide 1st in Quality – 1st in Service GUARANTEED! On the market for over 2 years! THE HUMAN LINK by Jim Lucci Management Motivational Associates Hiring the best employees possible plan in place, first and foremost, before just putting ads out there, with no particular direction. You must develop a recruiting plan to identify, target and reach prospects. Several positives happen after you do this. First, you will greatly improve the caliber of your job candidate. Second, you will lower your recruiting costs, and third, you will ultimately produce better business results. According to David Sikora, a professional who has been in the human resources and recruiting industry for about 20 years and is a person whom I admire, you need to consider certain factors as you develop your recruiting FASTENER CAPS for the fence industry ALL TYPES Snap-Caps, Tap Caps, Kappets, Hex-Caps, Hinge Caps *DON'T SETTLE FOR LESS* Powerful 1720 BPM. Weighs 35 Pounds. 2 Models Available. Drive posts up to 27⁄8 OD USA HONDA OEM Certified. Call for our special pricing and packages. All colors and sizes available in small or large quantities Call 702-293-3222 or visit www.RediDriver.com Easy to order through PRO-DEC.COM Check us out! plan, which really amounts to taking a marketing approach to your thought process. David talks about six different strategies that help in developing your plan. Here are some suggestions that he shared with me on this topic. 1. Keep in mind that it's not staffing, it's marketing. You have a marketing plan for your business, right? That plan identifies your target customers, describes where you'll find them and how you'll reach them, and lays out a pro-active strategy to raise your target customers' awareness of your unique attributes. Well, guess what? You need to do the same thing with your staffing efforts. 2. You need to define your target candidate. Take a look at your best employees; what skills and qualities do they have? Be specific. Write down the attributes of your best employees. Use this information to create a description of your target employee. When you're done, you should be able to describe the education, work history, job skills, professional affiliations and personal interests of the employees you want to target. This leads then to the next area to consider, which is: 3. Where do you find these candidates? Once you've described the qualities you'll be targeting, think about where employees like this can Balusters / Spindles Patent Pending Benefits TaperEdge TaperEdge ® Options • Superior Strength • Superior Quality • Fast Delivery • Unique Patented • Custom Colors • Custom Lengths • Private Label & Designs Designs "Faster & Easier Installatio aster Easier Installation sier I ta Installation" AGGRESSIVE PRICING White Tan Tri Custom Manufacturing www.tricm.com Newel Post 4" x 4" x 48" Colonial 2" 2 ½ Colonial 1 ½" Colonial 1 ¼" Victorian Parkway 2 Ball y Parkway 1 Ball Two Locations Classic Twist Patent No. D512,165 Princeton y Orleans Belly Shorty Khaki Phone 435-563-0261 Toll Free 1-866-833-9589 Patents & Patents Pending be found. Again, start with your best employees. Where did you find them? Newspaper advertising? Employee referrals? Tech schools? Whatever the source, describe the top three or four sources you want to focus on to get your message in front of your target employee audience. 4. The next consideration is how will you reach these candidates? So far, you know your target candidate and where you're likely to find them. The next step is defining how you will reach these people. What methods are most effective in delivering your message? Flyers? Radio advertising? Job postings? Recruiters? Personal recommendations? Which options are most credible to your target audience? How much do they cost? How would you allocate your recruiting time and dollars between these different channels? 5. The next consideration should be what makes your job unique? This is vital. Think about it. If you can't quickly, clearly and confidently answer this, why should a quality employee choose your opportunity? You must take the time to write down what your opportunity has to offer to your target audience? Best pay? Most flexible hours? More responsibility, sooner? Advancement and growth opportunities? You need to understand what your target candidates want, how your opportunity provides this, and then sell the candidate on your position. 6. Building a pipeline. Once you know your best recruiting sources, you must build a long-term relationship in much the same way that you should with your suppliers. Even when you don't have open jobs, you should be sponsoring events, perhaps offering some scholarship dollars, meeting with other professionals or their top managers, perhaps placing ads in their professional journals or newsletters, etc. The key is to build name recognition and credibility among the best potential job candidates. Over time, the best candidates from these sources will begin to seek you out to inquire about working for your company. These tips illustrate a pro-active recruiting approach that consistently will produce quality candidates. Once having created and targeted your recruiting plan, you'll need to have some idea of how to specifically determine whether or not your candidate could be a positive match for you and your company. Some time back, an article in Forbes, written by David K Williams, discusses what he calls the "7 Cs," which is necessary in his judgment for continued on page 52