Posts Tagged ‘staffing issues’

No People, No Growth

Thursday, February 18th, 2016

Keep Your Prospective Employee Funnel Full With These Recruiting Best Practices

Maximizing your company’s recruitment and retention strategy is essential for securing business growth – not to mention sustaining that growth once you’ve achieved your goals. Here are seven quick tips to help you help you boost your existing human resources efforts and take your search for talent to the next level.

Read Also: Fully Staffed & Operational: How To Master Your Employee Recruitment Strategy

Get the team involved.

Traditionally, the best hires are those that have been referred to your company by an existing employee, which is why it’s so important to get your entire team involved in your recruitment strategy. This means that your 100 employees are the equivalent to 100 brand ambassadors – armed with experience and ready to help you spread the word about your company.

That being said, encouraging your existing employees to get involved isn’t always easy. Start thinking of ways you could show your appreciation for their recruiting efforts. One effective tactic is to implement an employee referral program that gives them a monetary reward for their efforts.

Make sure management engages.

Not only is engagement and transparency in management an important part of a strong retention strategy, if you want to encourage your team to actually get involved you need them to believe in your company and genuinely enjoy their jobs. If they are just there for a paycheck, they will be more likely to leave if another, better opportunity comes along and they will be less likely to “sell” the company to prospective employees.

Listen to the chatter.

What differentiates your company from the competition? Is there a reason why your employees would rather work for you than somewhere else? What does your reputation look like in the community and to the men and women you are targeting as potential employees? Your business is a representation of stories told by your employees, customers, vendors, neighbors, competitors and many others. You won’t always be able to control what is being said about you and your company, but you can listen and make an effort to be an active participant in the conversation. Not only does a strong listening strategy put you in a great position to address issues as they occur, it helps you identify potential concerns the public (particularly prospective) employees may have about your company. You can then make an effort to promptly fix any issues that may arise.

Get strategic.

Not only should you be strategic in your sourcing strategy, you should be anticipating your company’s future staffing issues. Pay attention to your turnover rate and identify which positions will likely need to be filled over the next 12 months. It’s also a very good idea to maintain positive relationships internally and externally. You should also formalize a plan to focus your efforts strategies that have proved to be fruitful in the past. For example, what is the best way to target managerial prospects? Which methods proved to be the most successful when recruiting long-term entry-level positions?

Are you looking for advice to help you grow your business and improve your company culture? Check out unsuitable on Rea Radio, a unique financial services and business advisory podcast that challenges old-school business practices and the traditional business suit culture.

By Renee West, SHRM-CD, PHR (New Philadelphia office)

Want to keep your business fully operational with high-quality employees? These articles could help:

Can Your Business Survive An Employee Exodus? 

Are Your Employees Stakeholders In Your Business?

Retirement Plan Design: One Size Does Not Fit All

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How Can I Solve My Staffing Woes In The Manufacturing Industry?

Friday, October 4th, 2013

Being a manufacturer in today’s economy has it opportunities and challenges, and right now you may be flying high on business and running low on people to actually do the work. You may scratch your head daily over this issue and wonder how you can attract the right individuals to do the jobs. Let’s start with the root of the problem—perception. And then I’ll share how some manufacturers are combating this perception.  (more…)

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