Look at your business from a marketing viewpoint: how many competitors do you have? How many businesses are working hard to steal your customers? That is kind of a painful thought, isn’t it?
Now, multiply that number of competitors by, say 50 or even 100. Also, get the idea that every day, many of those competitors are dreaming of stealing your best employees. How does that feel? And as we are going at it, get the feeling that right now, and as you are reading this article, one out of every three of YOUR employees is secretly looking for a “better” job.
How do you feel now? Read more…
Welcome to the most competitive, the most ravaging and the most painful market place you can play in: personnel selection and recruitment.
Every business around yours is looking. Every company that is expansion-oriented wants to hire the best people available on the market. They are even willing to “steal” them from you. When the market gets overly competitive, you have two choices: either quit or get really aggressive.
My assumption is that you are not a quitter. So here are 3 practical tips you REALLY need to follow if you want to attract the best – and leave the rest:
1) Stop thinking about hiring…
And start to think about MARKETING. Because the simple rule is, you must work very hard to attract good people – much, much harder than trying to attract new clients. The purpose of Marketing is exactly that: to attract potential clients who want to know more about your product or service… and end up buying it.
So ask yourself this question: “no matter what the vacant position is, what would attract good candidates to visit us and want to work with us?” In other words, what do you need to do in order to ensure that many good applicants will come – and the bad ones will stay away?
I often get the complaint from clients that they can’t find good applicants. This is NOT a proper statement. The right one is: how come we are not attracting more good people? And the answer lies in your Marketing power. If you need precise tips on WHAT criteria good candidates use to evaluate you as a future employer, visit this link.
2) Be willing to win the “War for Talent”
Per HireRight.com, talent acquisition and retention remains a critical issue for small businesses. For the second year in a row, employers have clearly indicated that their top business challenge is “finding, retaining and developing quality talent.”
Many employers are no longer reeling from the negative effects of the recent economic recession. They are now looking to implement strategies to support longer-term initiatives like growth. As a matter of facts, the 3 top business challenges cited by survey respondents – “finding, retaining, developing quality talent”, “revenue growth” and “creating/sustaining competitive advantages” – are all solid growth-oriented concerns.
Given the critical role people plays in an organization’s growth strategy and attainment of success, it is no wonder that talent acquisition and retention should remain a crucial concern for you. So be ready to do whatever it takes to attract talented people who will contribute to your vision, your profits and your purposes. It is a war out there.
3) Think more “Millennial”
There are certain prejudices that go along with hiring a millennial (a person reaching young adulthood around the year 2000 and who arrived in the job market around 2004-2005). But thanks to a study by UNC’s Kenan-Flagler Business School and the YEC, you might want to reconsider your concerns:
And while it’s no surprise that these ambitious young people are plugged in through social media, the study said hiring an employee who is active on Facebook greatly increases a company’s digital reach. According to the study, millennials are highly ambitious, with a majority placing an importance on jobs with chances for career progression and personal growth.
Millennials will make up 36 percent of the work force by 2014 and 46 percent by 2020—giving you a generation of workers who are natural web marketers on the way.
Not only do millennials multitask far more than previous generations, they value social media freedom, device flexibility and work mobility over salary in accepting a job offer. This is the first generation in history in which social communication skills have been so important.
What this means for you is simple: start hiring millennials and adapt your management style. Some of them are the ones who might manage your company in a not-too-distant future.
Author of No-Fail Hiring