Successful recruiting requires flexible plan

Q: I own a small service business that has seasonal demand for our product. I spend many hours a week trying to fill shifts and positions from my current staff. The problem is that none want to work when I need them to work. What can I do?

A: I believe your current employees are part of the problem. When you are having a hard time filling all your shifts, it is time to hire new employees. You need to start building a team that is willing to work and that sees you as a good employer.

Your short-term goal should be to recruit new employees. Hiring the right employees will be one of the most important decisions you will make, one that has a direct bearing on the company’s success.

Where do you find good employees? Most entrepreneurs hire people they know, find through family referrals, or through the help-wanted ads. Others start slow or hire temporary help. Others are successful using internal recruiting.

Start with a recruitment and interview plan. The object of recruiting is to attract a suitable pool of qualified applicants who can work when you need them. To many employers, this might be a large pool. To the small business owner the pool should have a suitable number to select from, in a timely manner. Therefore, the small business owner will need to take the following steps to narrow the appropriate applicants from the pool:

Define the needed criteria of the job to be filled. The criteria should come from the position’s job description.

Systematize your recruiting with a flexible strategy and plan. Look at your past successes and failures. Be sure they are documented and not just in your head. Learn from the past and adjust your plan for the future.

Set a target date to fill the position.

Define where and how to advertise the position. Here are some recruiting resources:

n School placement offices. College and technical training centers are good choices, but also be sure to not overlook technical programs in public high schools depending on the skills you are seeking.

n Job fairs. You may find public agencies sponsoring these at no cost to your business. You can also hold your own fair.

n Professional associations and their publications.

n Union and craftsmen halls.

n Public employment services.

You can also promote your opening through: high school or college newspapers; posters posted around town; word-of-mouth through your vendors; radio and TV. I like approaching other businesses’ employees I see performing a great job and asking them if they would be willing to work for a great company. If not, I ask if they know of other great employees who might be interested.

Create advertisements that both generate applications and screen out unqualified applicants. Be sure to state the behavior qualities you want in an employee and clearly state benefits of working for your company. Advertised positions are also company advertisements and help establish your brand so, be creative, be consistent, be efficient!

Monitor quantity and quality of applicants. If needed, adjust your ad and run it again to improve the quantity of qualified applicants.

Consider recruiting from within your business. Consider referrals from your employees; pay your staff finders’ fees if they find a staff member who stays more than three months.

Consider using a professional recruiting agency that can:

n Generate a large pool of quality applicants.

n Offer advice on position needs.

n Handle time-consuming details such as advertising, reference checking, etc.

Check your candidate’s references before you hire an employee. If your candidate cannot provide two or three references from previous employers, or can’t explain why, be suspicious. When you do receive the references, make sure to take the extra 10 minutes and call them. Don’t be afraid to ask important questions. The worst they can say is, “I can’t answer that.” Books, such as the “Investigator’s Guidebook” or “Hiring Smart,” can also help you through the maze of background checks.

Another issue you may have with your current employees is communication. It is not good to spend quality time training an employee and then lose the new recruit to a job that offers more benefits and perks. A good leader learns how to communicate the benefits of working with the company to employees, both new hires and veterans.

Your long-term goal should be to become a great employer – maybe even the employer of choice in your area. Your company may not have the financial resources to compete with the large companies. However, you can be more creative with ways to reward your employees. One way to retain employees is to provide training opportunities that will not only increase productivity, but their interest in their job and their self-esteem as well.

Windsor resident Russell Disberger is a founding member of Aspen Business Group, a Northern Colorado-based specialty consulting and venture capital firm. He can be reached by e-mail at russell@aspenbusinessgroup.com, or at (970) 396-7009.

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