“A great team is one of the best assets a business owner or operator can invest in” (Brad Sugars, Instant Team Building, 2006)
In today’s business climate, finding talent is not only imperative to ongoing success, but it is also a scarcity that all business owners must plan for.
Recruiting the right candidate in an employ-rich market might seem easy, but oftentimes businesses make the same mistakes that drive candidates away or cause them to hire the wrong people for the job. To learn the top 5 mistakes businesses make in hiring, check out this video.
Business owners need a detailed and well-organized system for vetting and attracting qualified candidates. It is critical.
Sugars details four specific steps to creating a recruiting system for your organization in Instant Team Building.
Keep in mind that every step along the way gives candidates a glimpse of your business and its culture, so make sure your process reflects the best your organization offers.
Before you draft any job advertising, consider these questions.
Many recruiters focus on generic skills, past education, and experience; forgetting to tap into the ‘heart and spirit’ of the desired candidates. “Skills can always be learned, improved upon, or gained, but passion, personality, and heart are the things that will give any team a winning edge” (Sugars, 2006).
Said another way, too many recruiters don’t consider the cultural fit of the talent and, as a result, hire someone who does the job well but creates or contributes to toxicity in the workplace.
While targeting is very important, keep these things in mind when crafting your next job posting.
Once you have your ads completed, post them on multiple platforms and ensure you announce your openings on social media. Get your current employees to repost and share the ads as well. This gives your ad a higher chance of being seen by the right candidate and provides endorsements, if you will, from your current team members.
Once applications come in, a business owner must have a system to vet and invite applicants to the next steps of the process. Phone vetting is critical. The member of your team handling calls to and from the candidate selected for the next steps should have a script and a clear understanding of what kind of candidate you are looking for. Energy and enthusiasm are the keys.
Ultimately, the process you create for recruiting the best team must be organic and authentic to your organization. Research different approaches and develop a system that can be replicated. Don’t wing it. Adding team members is a monumental and expensive proposition. If you settle for a mediocre process, chances are you will get a mediocre candidate pool.
At this point, you may be thinking one of two things:
“These are great tips that I’m going to implement immediately” or “I’ve already done these things and I’m still getting poor results”. Either way, we’d love to review your hiring process to strategize on how to get the best candidates in your office. Schedule a complimentary coaching session today and we can dig in deep.
I am a certified Business Coach, providing business help, business advice, business coaching and mentoring services to successful and emerging business owners. I have a passion for helping businesses like yours grow and become profitable, so you, the business owner can enjoy the lifestyle you deserve.
As your Business Coach and advisor, I will help you deliver the results you desire using proven tools, methodologies and systems, tested and perfected over tens of thousands of businesses worldwide for over more than two decades. I will hold you accountable for your results and just like a sports coach, push you to perform at optimal levels. Let's schedule a complimentary Business Coaching session to get started.