5 Keys to Finding the Perfect Employee
As I write this, unemployment in the U.S. is at an 18 year low.
If you need to hire people, this means the number of available candidates is lower than ever.
And since it’s a competitive job market, it also means people are more apt to jump ship if someone offers them a little more money, benefits, or freedom.
If you’re short-staffed, that’s tough to compete with.
In this post, you’ll learn 5 things that will give you an edge when you’ve got a job to offer. In fact, these strategies will help you attract and retain the best talent out there!
Invite them to make a difference in someone’s life.
Don’t just make a list of the mundane things you expect someone to do every day. You can share that when they get there. Frame the job in terms of the impact it can make in someone’s life.
Teachers can bring out a child’s hidden talents and change her life forever.
Customer service representatives can turn your company from a stranger into a friend in just one minute.
Managers can transform your vision from mere words to tangible reality.
When you invite someone to participate in something bigger than themselves, they’ll bring enthusiasm and creativity with their talent!
Don’t make it about the money.
Everyone expects to get paid to work.
That being said, don’t go cheap. When you do, you may as well plan on doing interviews every few months.
Pay a little more than average. Offer incentives to them if they help you grow the business. Reward them for excellent behavior.
When you take care of your top talent, they’ll make you shine.
Offer something no one else is offering.
This doesn’t have to be expensive.
It does have to be valuable.
What do your employees want? Give them a little perk or two. Here are a few suggestions:
- Provide lunch once a month.
- Offer a gift card for achieving a goal or for a service anniversary.
- Provide gourmet coffee for all staff members.
- Profile a team member each month on your website, your social media, or your advertising.
Doing any of these things once a month is merely a suggestion. Pick a time interval and activity that works for you. The key here is to let your team know you appreciate them and what they do. That will go a long way to build loyalty in a culture where loyalty to a job is almost nonexistent.
Allow them to take risks.
Your team members have brains. Don’t just make them slaves to process. Is there some freedom to do something different if the process isn’t working?
Make sure your team knows you are open to good ideas. You don’t have to have all the answers. Your team members are in the trenches. They know what works and what doesn’t. Trust their judgment, and you’ll find they’re wiser than you thought.
And if they fail, see it as a learning experience.
If you feel insecure about giving away some control, relax. Just decide how much freedom you’re comfortable giving away — and give it away. Your team will appreciate being able to solve some of their own problems on the front lines — especially when they already know what to do.
Reward employees for referrals.
The people on your team already know what your mission is.
And if you like who you’ve got, chances are their friends are good candidates, too.
You might think giving employees money to help you find a great employee is bribery.
I’d encourage you to think of it as a reward instead. If your team likes you, they won’t send a deadbeat your way. And remember, you don’t have to pay unless you hire the referral. Chalk it up to the cost of staying fully staffed.
Now Go Attract Some Top Talent
You’ve just learned five great strategies for finding the right employee. Use them all and you’ll have your choice of great candidates to choose from!