We’ve all heard the phrase, but how do we apply it when it comes to our recruiting efforts?
Who are the “best?”
People who currently have the skills needed to fill the job you have open. Individuals who exhibit the behaviors and motivation level to make an immediate contribution.
Are these people currently working?
There’s a 99% chance these people are currently working…in jobs they consider at least “Ok.” Most of these people are not actively looking…yet. They will listen.
70% of employees indicate they are willing to consider new jobs.
As the economy starts to improve, more and more employees are starting to “test” the employment markets. Most of us have had a tough go the last couple of years, small raises, little or no bonuses, reduced benefits, longer work hours, or more stress from additional responsibilities.
Keep your best, hire the rest.
How do you keep your best employees if you can’t pay them what the market says they are worth? Give them special assignments. Compliment them when appropriate. Learn their career interests and help them achieve them, even if it means they will leave you sometime. (If this is the case, they are going to leave. Far better to help them and be “in the loop” than to be surprised.) Most employers are surprised to find their employees have interests outside their jobs that are very important. Often just giving them the flexible schedule so they can pursue those goals will keep them working for you, even if they receive an offer for more money.
Most employees feel they are under-paid and that their talents are not appreciated. Of course they will listen to opportunities to make more money. Give more frequent small raises. Or reward special effort with a small monetary reward, even if it’s just a $25 gift certificate. Or work out a trade out with a competitor in another locale, close by for a weekend stay. Let your best employees know you are thinking of them.
Who are your best employees? Your Top 40%.
How do you hire the best?
- Forget what you want to know about the candidate. Tell them what they want to know. Your objective is to attract great candidates. Once you have attracted them you can identify how to hire them.
- Great candidate’s are looking for jobs that will advance their careers by giving them additional skills and responsibilities.
- Once great candidates have applied, start the phone interview, or in-person interview by telling them how the successful candidate can grow with your property/company. Get them excited about your job opportunity.
- Now start asking the questions you want to know about the candidate.
This will be a great opportunity to hire great employees if…
Employers are ready to pay a little more than planned and are ready to offer opportunities to advance. Offer the best, to hire the best.
Tags: Incentives, interviewing, motivation
