What Would You Change About Recruiting?

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Stand out in a mass of mediocrity and recruit the right people.

I was recently asked this question: “If you could change one thing about the way recruiting is done, what would it be and why?” That’s a pretty powerful question because it implies that the way recruiting is done is lacking in some way. As an expert recruiter, small business owners come to me for advice when their recruiting efforts fail to produce results, lack efficiency or effectiveness, take too much time, or cost too much.

As I pondered the question, I realized that picking one improvement was a difficult task. Based on the things I see every day, there were many things I wish would change. Here are my top five:

1. Trash those boring job ads.

Stop using job descriptions because they are boring, boring, boring! Even worse, most look the same. Catch your ideal candidate’s eye. Stand out from the crowd; make ‘em go, “Whoa!” Dare to be innovative, interesting, and creative. Write for real people about what the job truly is and what it would be like to do that job. One of the best ways to attract the right people, and reduce the number of unqualified candidates, is to write a great job posting. In a world where time is money, most of us lack the resources to wade through a sea of resumes to filter out resume spammers and get a manageable number of highly-qualified candidates.

2. Include your culture.

Many small businesses ignore their culture in the recruiting process. Like people, your business has core values and beliefs. Your business is different from your competitors’, and when you understand your unique value proposition, you can recruit using core values to attract people who share your values, beliefs, and mission. Whatever your core values, they should be ingrained in the mindset, attitudes, and personalities of every member of your team, so they are creating an experience for your customers that keeps them loyal and returning for more.

3. Respect your candidates.

Dr. Seuss taught kids many things in his books—to be responsible, to take care of the environment, to help those without a voice, to experience the joy of language, to be imaginative—all without making children feel they were being talked down to or made to feel like they were a bother. We can achieve our goal—hiring the best, most talented employees—without being rude, condescending, or treating our candidates like they’re an annoyance. We need to respect our job applicants because, in a world of social sharing, the way you treat them can reach millions of people in seconds and severely harm or destroy your business reputation.

4. Communicate openly and honestly.

Every job has some warts. Share who you are with your candidates. Give them a realistic picture of what the job entails and what it’s like working at your company. Resist the temptation to omit or gloss over the less attractive parts of the job. Share results, both successes and failures. Honestly communicate with them so they know how the work they do contributes to the success of your company. Nothing is perfect and when you are honest about the challenges as well as the opportunities, you will find a great candidate eager to help you overcome those challenges.

5. Look beyond the resume.

People are more than a piece of paper. The sad fact is candidates are getting horrible advice about what to put on their resumes. Because of that, you must make some inferences based on what you do see on the resume. Look for clues that your candidate might have the skills you need. Talk with them and ask questions to determine whether they are a fit for your needs. You might be surprised to find your perfect candidate hidden behind an imperfect resume.

In The YOLO Principle: The Ultimate Hiring Guide for Small Business, I take readers through the steps of understanding how to create a recruiting process that gives them the confidence they are hiring the best, most talented people. By the end of The YOLO Principle, you’ll be shocked at how easy it is to hire the right people and enjoy reduced stress, increased profits, and a good night’s sleep.

I challenge you to be bold and creative in how you recruit and hire. Stand out in a mass of mediocrity and attract the right people. Free yourself of the pain of bad hiring decisions and costly employee turnover. If you need some insights to help you achieve alignment, schedule a free insight session todaycall mesend an email, or text RECRUITER to 44222 to get a free sample of The YOLO Principle. And, the best part is that it’s FREE!

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