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In keeping with the recommendation I made here last Friday (to never cease recruiting, even when you’re fully staffed), should you find a great candidate you don’t have the right spot for, give the person’s contact information to someone else who may.
Why? Because you’ll likely make staunch allies of both the candidate and the person you so generously gave the referral to and you can ask them for referrals next time you do have a job to fill.
You need to do it every day – even when you might think you don’t need to!
Let’s face it, you just never know when a valued employee is going to decide to move, go back to school, or go to work for someone else. And, in today’s tight labor market, good luck finding a suitable replacement anytime soon.
That’s why savvy business owners and hiring managers make it a priority to spend time recruiting and prescreening promising applicants every week — regardless of current labor market conditions. Then, when the unexpected happens, they have any number of people they can reach out to immediately.
Want to keep your top talent happily engaged and on board for the long term? Want to inspire all your employees to reach their full potential? It’s easy! All you have to do is show ’em that you care. The above is another simple question you can ask several of your employees this week. You’ll get some great information and your people will feel respected and valued. Win-win!
If you’ve seen any of my hourly employee recruiting, selection, retention presentations, you might remember I urged you to create a list of the Top 10 Reasons Someone Should Want to Work for Your Organization. It is a wonderful focusing tool that can help you recruit, interview, and retain talented folks at every level. (Besides, if you don’t know why someone should want to work for you, how can anyone else possibly know?)
You can also reverse engineer this concept to get The Top Reasons Someone Should NOT Work for Your Organization and use it as a screening tool. What if, every time you made a job offer, you also gave the person a list something like the following?
Top Five Reasons Not to Work Here
Just as in: “The more you teach, the more you learn,” when you take the time to mentor a promising employee, you not only learn a lot, but you most likely make them a valued supporter and ally who could someday benefit your career as well.
P.S. Besides asking your employees, challenge yourself to think how you would answer this question.
Before you post an online ad for a new employee, be sure to look at the people already on board. Perhaps someone on staff could easily do the job or there might be someone who this job would be a stretch for, but who deserves the opportunity to grow. Promoting from within motivates your entire staff and it’s nice to discover the person you need is a person you had the good sense to hire two years ago.
[Excerpt from: 100+1 Ways to Attract & Recruit Top Talent.]
Do you feel you had the training necessary to be successful in your position?
If not, how could it have been better?
Although impolite, rude, and bullying social media behavior grab the headlines, ours is still a basically polite society. That’s why most of us rely on our pre-employment paperwork to ask job applicants the tough questions about drugs and honesty. Then we compound that mistake by thinking we’ll find out about dependability and safety when we do our reference checks. (If we, in fact, take the time to do them at all.)
However, it’s by far harder to lie or deceive in person than on paper. So, if you really want to make the best possible hiring decisions, brace yourself and ask during the interview:
I’ve also found that the applicants who ask me the hardest questions turn out to be the best employees because we’ve both dug deep enough to get the most important information and come to a mutually good decision. These questions include:
Regular readers here will know I’m always touting Employee Stay Conversations because they create high levels of employee engagement and are a powerful retention tool. If you haven’t bought in to their value yet, consider this excerpt from a forbes.com article…
“Fred Reichheld, creator of the well-known Net Promoter System, says companies “can’t earn the loyalty of customers without first generating enthusiastic engagement and loyalty from employees, especially frontline employees.” The evidence bears this out. When the Medallia Institute compared employee engagement and customer loyalty across more than 130 retail outlets, we found that stores with more engaged employees (measured by the likelihood that they would recommend the store as a place to work) had customer loyalty ratings that were 12 percent higher than stores with less engaged employees. Stores with high employee engagement also achieved greater increases in customer loyalty year-over-year, while stores with low employee engagement saw loyalty drop. According to Bain & Company, a five percent increase in customer loyalty can increase a company’s profitability by 25 to 95 percent.”
“If a former employer called and asked you to come back,
would you be interested in exploring that option?
Why or why not?”
You’ve heard of “Mystery Shoppers,” right? Well, if you’re having a hard time recruiting quality job applicants (and who isn’t these days?), the best way to find out what may be amiss is to shop your hiring system. Take yourself through the process to discover:
“What do you see as the biggest challenge you face in taking your career to the next level? What steps are you taking or going to take to overcome these challenges?”
P.S. Hire tough, manage easy!
Normally, there is a 70 percent increase in online job applications on the first Wednesday after New Year’s Day, but with business confidence at a 12 year high and unemployment at one of the lowest levels ever, the start of 2018 will result in a higher than average New Year/New Job employee churn.
To keep valued team members from jumping ship, use the New Year as a reason to start holding Stay Conversations. For detailed pointers about how it’s done, text STAYINTERVIEW to 44222.
P.S. Hire Tough; Manage Easy!
Negligent on-boarding is the #1 cause of costly, short-term employee turnover. In essence, negligent on-boarding is wasting the time and money spent to recruit, screen, and hire a new employee by not giving them the guidance, tools, training, time and attention they need to quickly become productive, committed, engaged members of the team.
If your organization is guilty of negligent on-boarding, check out The Five Firsts: A Simple System to On-board, Engage, and Retain Top Talent.