10 ways to land the best employees
Everyone wants to find their dream employee: someone who works hard, exudes positive energy, and brings great ideas to the table.
But landing these types of employees requires more effort than simply posting a job description, especially for small businesses that may not have the same resources as larger companies.
If you're committed to hiring top-notch people for your business, you may need to step up your recruiting strategy. Here are 10 tips for hiring (and keeping) the best employees:
1. Invest in a thorough recruiting process.
You might feel rushed to fill a position, but finding the best fit can take a lot of time. If you're looking for quality candidates, you'll need to develop an in-depth recruiting process that includes dedicated hiring managers, a referral program, using a variety of job listing sites, and even looking at your competitors for potential candidates.
2. Emphasize your unique company culture.
Although you may not be able to offer amazing perks yet, you still have something promising to offer: a tight-knit company culture with high growth potential. Be sure to reiterate what makes your company a great place to work, whether it's an extremely collaborative environment or the potential to move up quickly.
3. Offer a well-rounded benefits package.
Even if you're a small business worried about revenue, you still need to invest in employee benefits like health insurance and retirement plans. Many candidates will consider it a deal breaker if you don't. Since there are so many policies to choose from, you'll want to learn as much as possible about them. You may even want to reach out to an expert to help you with this process.
4. Provide excellent training and support.
The onboarding process is crucial. Remember that there's always a learning curve, and the first few weeks of training are pivotal and can actually save you time in the long run. Provide materials, set up one-on-one or small training sessions, and walk new employees through your processes. Also, don't hesitate to answer any questions they may have.
5. Empower them to succeed.
There's nothing worse than a manager who doesn't believe you can actually do your job well. Tim Berry, founder and chairman of Palo Alto Software, was able to grow his company from zero to 35 people by giving employees good salaries, excellent healthcare, and the freedom and independence to do their jobs.
"The clincher was a culture that had people empowered by their own jobs without a lot of detailed micromanagement, which matters a lot when it's a job they relate to and believe in," he says.
6. Be honest about the role.
The bait-and-switch tactic rarely ever works. Never make false promises about the position; you'll only set up the candidate (and ultimately yourself) for disappointment. Be truthful about what the role requires, whether it's grueling hours or dozens of business trips a year. By laying out the nitty-gritty details about the position, you can filter out candidates who aren't truly a fit for the role.
7. Make your website amazing.
Is your company's website accessible, fun, and easy to navigate? Does it give people a general idea of what it would be like to work there? If not, you may want to spend some time revamping your website, particularly the careers section. Many small businesses have sections describing their team members - it's always nice for candidates to see who they would be working with.
8. Give them some flexibility.
Many small businesses allow employees to work remotely as needed and have flexible hours, and this can be a huge draw for candidates. This freedom is often viewed as an advantage over large corporations, which often require everyone to just clock in and clock out. By giving your team a bit of wiggle room, you're sending the message that you trust them to manage their own time efficiently.
9. Spruce up the office.
First impressions matter - and that includes the one candidates have of your office space. If it's drab, messy, or sterile, candidates might be turned off by the environment and not want to work there. That's why you need to make the office look like a fun, inviting place to work. You could give the walls a fresh coat of paint, adjust the lighting, put up artwork, buy fresh flowers, and enforce a strict clean-up-after-yourself policy.
10. Make sure your existing employees are happy.
While you're courting new candidates, don't neglect your existing employees. A high turnover rate is always a bad sign, and new employees will see it as a red flag. Compensate your employees fairly, create room for growth, and praise them for their efforts. Boosting morale will make your company a more attractive place to work.
This post is sponsored by State Farm.
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