Five Steps to Recruiting Quality Employees

Five Steps to Recruiting Quality Employees

It’s time to grow! So, it’s also time to bring in good people to help take the company forward. However, your Human Resources efforts are coming up small. You can’t find people to show up for interviews. Work ethic seems poor. Even passing drug tests can be an issue. “Good people aren’t out there”, has become a common refrain. Take heart! You can solve the problem IF you set your mind to it. Below is a simple guide.

  • Step 1: Believe that quality people are out there. If your attitude is negative, recruiting failures will be a self-fulfilling prophesy.
  • Step 2: Get a true answer to the question: “Why would the best talent work for you instead of the other companies competing for the same people?” If your answer to the above is something like “family environment”, “treat people well”, “low turnover”, you don’t really understand the question. It may be important to get help to pin it down. A good place to start is with your current workforce. Have someone do a comprehensive survey of your employees’ attitudes, concerning the work environment; their roles; their responsibilities; the management approaches used; their pay; room for personal growth; communications and other aspects of their work that influence satisfaction. (Available through Partner America with your Regional Director’s approval).
  • Step 3: Get a comparison of your company against the competition when it comes to pay, incentives and benefits. Flying blind is silly in this day and age.
  • Step 4: Clearly define the job specifics and the key metrics of accountability, as well as the Pay for Performance Incentive Plan. NOTE: The best people will demand such a plan. They aren’t looking for guarantees. Winners don’t look for guarantees.
  • Step 5: Assume that the best prospective new employees are already working for someone else and they may not necessarily be looking to change jobs. Consider that a prospective worker may not have a resume together. Consider that they could be known to one of your employees but not to your HR Manager

After a long career in the corporate and small business world, Mike Cefola is the Regional Director for Partner America. A native of Pittsburgh, Mr. Cefola spent most of his career building new sales organizations and fixing those that were under-performing. Since joining in 2004, he has provided help to over 700 small businesses.