"When I'm hiring someone I look for magic and a spark. Little things that intuitively give me a gut feeling that this person will go to the ends of the earth to accomplish the task at hand."
--- Tommy Mottola
There's good news and bad news about the economy today: The good news is that the economy is good. The bad news is that the economy is good. This means that business is rocking, or should be, but getting the help we need to help the business to grow is difficult because the good people are scarce. The economy has caused thousands of businesses to gobble up quality employees and companies are doing all they can to ensure that the good ones stay.
To attract the good employees to your business consider adopting these three steps: First, change the way you look at the needed position; second, know what type of person you need for the job; and third, know where to look for that person. Let's look at each step a little more closely.
"The biggest challenge is to build the team and start the company, while hiring people, raising money, building a brand which has no history, all at the same time. You're doing a lot of things that in an established company have already done."
--- Henrik Fisker
When you change the way you look at the position you are hiring for, you might see a better way to hire for it or even find a way to change the job or fold it into another position. For example, perhaps there is an installer or warehouse position that can be divided up to be handled by one or two other people. Or, maybe changing the business process altogether to eliminate that particular position is feasible. Then, there is also the possibility of automating a position. These suggestions might not even be viable options in your business, but it does cause you to think about the positions in a different light.
"Short of hiring a new staff, consider giving subpar workers a chance to improve. Tell them why they're not measuring up and give them a set amount of time to make specific improvements."
--- Danny Meyer
The second step is knowing the type of person you want for the job. Taking the time to perform a job analysis on a position will give you the skills, physical and mental requirements, and personality type necessary for someone to perform well in that job. Perhaps in the past you've always hired the same kind of person based on their previous experiences. That's fine, but what if your analysis uncovers something different? Something better?
"While social media skills were once a 'nice-to-have,' accreditation in the space is becoming a requirement for many of these job titles. Hiring managers and job seekers are realizing that printing stacks of resumes is turning passe, and social media is rising as the new way of generating real-time networking opportunities."
--- Ryan Holmes
Finally, step three is knowing where to look to find the ideal candidate. Classified ads in sign industry magazines and talking it up with industry peers are great ways to find qualified candidates. However, other great sources should now include social media sites.
I know of a company president who recently connected with a high school friend on Facebook and after some correspondence, hired him to be his operations manager. Another company leader browses LinkedIn and other sites in search of employees looking to change companies and even change careers. Now that you know the position you're hiring for and you know what the ideal candidate should look like, try looking at various sources to find the great employees you need.
"I had to learn to trust people, and I realized that success was going to be born in hiring really bright people - very self-motivated, very able to make good judgment calls day in and day out."
--- Kenneth C. Griffin
Take advantage of the good economy to grow your business and incorporate these three steps into your hiring process.