How to find the right people – October Edition

 

Finding the right people

The current labour market is tough right now making it hard for businesses to find the right people. They often make the mistake of just employing who is available out of desperation – this often leads to employment issues, customer service problems and new issues within the existing team.

 

By being the employer of choice, you are showing candidates why they want to work for you.

It’s common practice these days for businesses to offer potential employees non-monetary reasons as to why working with you is the best decision they can make. Be sure to emphasise things such as the ability to advance without having to deal with large corporate red tape and office politics.

If your company has a rich social life, advertise that. If working for your company will give candidates more exposure to their professional development, focus on pitching this.

 

More and more people would consider leaving their current employer if they don’t get their preference; research shows that 74% of people would quit their jobs if they were offered more flexible options elsewhere. That puts a huge emphasis on making culture and employee experience the true standout benefits of the modern workplace.

 

The bottom line is you need to be attractive to your prospective employees to find the right people.

 

Time Commitment

To find the right people you need to understand the time commitment and resources required to fulfil the hiring process efficiently. How many times have you heard the words “we’re expanding the business” whether it be a new office, another shift or expanding abroad? Following this statement is generally a sense of urgency to start hiring and fill these additional vacancies, often in a very unreasonable short time frame which is the best way to hire people who are unqualified and not a good fit for the position. Before you find yourself in this position, make sure you understand the time commitment involved in finding and hiring qualified candidates.

How to advertise your position effectively 

The next part of the process is to advertise the position accurately. The biggest reason for attracting unqualified candidates is lack of description or detail on the job description. When it comes to content writing you need to write something that stands out and that really highlights why your business is one they should join.

 

Writing a job description which asks for a fast learner with a collage degree and good customer services skills will sum up most job seekers, however, if you clearly communicate the job requirements and duties, any skills and qualifications required.

 

Being as clear and concise as possible can help you find the right job candidates and having to start the process over again when your new hire quits because the job wasn’t what they thought it would be.

 

Examples of what to include in your job advertisement:

• Location
• Job title and outline of duties
• Is the job full time/part time/casual/fixed term
• What skills and experience is required
• Outline any advantages your organisation has
• Contact information

 

Be very particular with where you advertise your job position, who your target audience is your trying to attract, your advertising budget and how much time you have. Think about your target group of people and where they will likely to be going, what media they will be listening to and what they are likely to be reading.

 

How to ask the correct questions

 

Once you have a shortlist of potential candidates, you want to compose a list of thought-provoking questions that will give you good insight into whether or not this candidate will be a good fit.

 

Examples of thought-provoking questions:

• Tell me about your greatest achievement
• Tell me about your biggest failure
• Tell me about a time when you overcame an obstacle
• Tell me about a time when you had a difficult time working with a colleague
• Is there anything in your past that you wish you could go back and do differently
• What are you passionate about? What are you most interested in? Look for that sparkle in the eye, the thing that makes them happy and shine – if you can identify this, this will help you get the most out of this potential employee in the future

 

Thought provoking questions like these will give you valuable insight into what motivates a candidate, how they handle difficult situations, and how they solve problems. By taking your time and not rushing the interview process, you can find the top employees you are looking for.

 

 

In Summary

• Be the employer of choice to advertise to the right audience;
• Commit the time and resources into your recruitment process;
• Create a concise job advertisement targeting your ideal candidates;
• Advertise your job adverts where your ideal clients would view it;
• Create a list of thought-provoking questions to interview your candidates with;
• Take your time and don’t rush the hiring process – a longer process with a excellent candidate is better than doing the process shorter but doing it multiple times.

If you, or anyone you know, needs advice, or help with your
Customer Touchpoint Planning, get in touch with me today and
book a free, 90-minute, no obligation consultation.

If you have any questions, queries, or comments about this month’s content,
feel free to get in touch with me via telephone 027 447 7577, or email at steve@stevehockley.co.nz.

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