Even in difficult economic times, it can be tough to recruit solid performers if no one knows you exist. That’s the challenge facing many businesses that do not have a well known brand name or reputation in the local community. So here are a few proven tips for attracting the kind of applicants you want:
Find out what they think. Ask some random twenty-somethings what your business does and they may not be able to tell you. Even with a name like ABC Dry Cleaning doesn’t mean they will have any idea about the job being offered. You’ve got to explain it as a part of your recruiting. Don’t make the mistake of using meaningless adjectives such as FUN! GROW WITH US! or JOIN OUR FAMILY! in your promotions.
First, you’ll attract people who are seeking those qualities in a job without thinking about what work is . . . work. Second, you may discourage serious applicants who are looking for a job of substance.
Instead, make a list the job attributes and the work environment. Then use those to develop your leads. In our dry cleaning example, the hooks might be the following:
• Opportunity to build customer service skills
• Learn a new trade
• Make money and learn the dry cleaning business
• Join our hardworking team
Remember, you’re not trying to attract a bunch of people, just the one or two you need. Even if you receive one application and that person is a good match, you need look no further. Obviously, recruiting Millennials into professional positions requires a more substantial effort. But the principles are the same.
Ramp up your personal recruiting presence. If you’re only recruiting when you have openings, the time it takes to fill a position can expand exponentially. Many young people job search 24/7/365. This means you could lose a good employee on a moment’s notice. It also means you might need a new employee on a moment’s notice. Be prepared to recruit at all times. You never know when you may meet someone who might be a good match. Don’t have any positions open at this time? Approach the person anyway. A number of years ago, I rented an enterprise Rent-A-Car. They’re the people who bring the car to you. As I drove the salesperson back to his office, he struck me as someone who might be a good match for our sales team. Thirty days later, he was working for me and turned out to be a great contributor for several years.
Build recruiting into your regular business contacts. Many of the people you meet on any given day know of someone who might be interested in the jobs you have. These can be customers, vendors, local business leaders, school officials, members of the clergy and others. Making a habit of mentioning that you are always looking for good people. Over time, those with whom you have contact will think of you first when someone they know says they’re looking for a job.
There are lots of other recruiting ideas on the website and in my book Recruiting for high Performance. Let me know what you think.