Bringing on the very best employees requires a sizable commitment of time and money. Often, the only thing more expensive than hiring the right person is hiring the wrong person. Even the happiest employees sometimes need to go. To make sure you get the best hire for an open position or a new venture, be as clear as possible about what you want.
Offer Clear Job Descriptions
If you need a specific certification for a starting employee, say so. If you are willing to train someone who is currently studying for their certification, you can incorporate them into your culture sooner and customize their training. To that end, you may want to work with educational institutions to find a potential hire that you could bring on part-time to start the training process.
For those employers who need specific skills, it’s critical that your job description is both clear and logical. Do you need skills relating to specific software and version? Pay careful attention to the going rate for those skills around the country. If your facility is in a region that has a fairly low cost of living but that work can be done remotely, you may need to offer extra incentives to get people to work in-house if you require it.
Offer Workplace Flexibility
The work from home movement has many employees ready to stay there. For employers, this can be a blessing or a curse. If you require employees to hold to a steady routine of 9 to 5, 5 days a week, you will cut off a valuable workforce that could offer a great deal of value for your business.
If you can’t offer full-time remote options, take a look at your seasonal options. For example, could you provide one day a week for working from home? Could you offer one month in the summer? One challenge to consider is that many modern employees work for you and also have an online side hustle. If the side hustle starts to offer more flexibility and a “work from anywhere” bonus, employees may have a very good reason to leave salary or hourly positions that limit their physical location options.
Check Complaint Sites For Problems You Can Address
Employers cannot please every employee. However, if you have a department that is hemorrhaging people, it’s time to check your status on the anonymous complaint sites found on the web. You may have a supervisor who needs more training or a manager who is personally overwhelmed.
It may also be time to look at your corporate communication style. Poor communication kills buy-in. If you’re planning a big change for employees, from time entry to physical footprint, share the information that you have. Poor communication from above only helps the focus who find their power in gossip and secrecy. Don’t work to hire smart, creative people and deny them information.
Use Recruiting Professionals
If you can offer the option to work from home, you can work with recruiting professionals from anywhere. The perfect candidate for your Tennessee manufacturing company may be found on the website of a Minnesota or other US state recruiting firm. You may also be able to find great help looking internationally.
The community of ex-pats working remotely is expanding quickly. You may be able to stop worrying about in-person hires and simply hire contract or part-time workers from around the globe. Carefully consider time differences when posting projects and jobs on these professional recruiting boards. Your designer in Thailand and your copywriter in Spain may be an ideal fit, but scheduling meetings will take extra time and a time zone app.
Provide Bonuses To Current Employees Who Recommend New Hires
If your culture is positive and your employees are happy, you may be able to bring in professionals by word of mouth from your current staff. Again, this is a temperature check. Offer bonuses to your current employees who recommend a new hire who accepts the job. Should you put out this bonus offer and find that nobody bites, you may have a bigger problem than staffing.
Once you have the right applicant, you will need to get busy with onboarding, training, and a “how are we doing” interview. If you have a probationary period before insurance and retirement kick in, book this interview before the end of the probationary period. In a tight job market, you need to know what isn’t working for your new hires quickly.
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