Pay Better Than Your Competition
Yes, you do get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average to attract and keep the best candidates. Seems obvious, doesn`t it?
It`s not. I listen to employers every day who talk about how to get employees cheaply. It`s a bad practice. Did I say, "you do get what you pay for in the job market?" Sure, you can luck out and attract a person who has golden handcuffs because they are following their spouse to a new community or need your benefits.
But, they will resent their pay scale, feel unappreciated, and leave you for their first good job offer. I have seen employee-replacement costs that range from two to three times the person`s annual salary. Did I say that you do get what you are willing to pay for in the job market?
Use Your Benefits to Your Advantage In Recruiting Employees
Keep your benefits above industry standard and add new benefits as you can afford them. You also need to educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs.
Treasured currently by employees is flexibility and the opportunity to balance work with other life responsibilities, interests, and issues. You can`t be an employer of choice without a good benefits package that includes standard benefits such as medical insurance, retirement, and dental insurance.
Employees are increasingly looking for cafeteria-style benefit plans in which they can balance their choices with those of a working spouse or partner. Pfau and Kay recommend stock and ownership opportunities for every level of employees in your organization. I like profit sharing plans and bonuses that pay the employee for measurable achievements and contributions.
Hire the Smartest Person You Can Find
In their recent book, First Break All the Rules: What the World`s Greatest Managers Do Differently (compare prices), Marcus Buckingham and Curt Coffman recommend that great managers hire for talent. They believe that successful managers believe:
"People don`t change that much. Don`t waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough."
If you`re looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people. You`re unlikely to train missing talents into the person later. You can try, but then, you are not building on the employee`s strengths which 80,000 managers, via Gallup`s research, highly recommend.
The recommendation? Hire for strengths; don`t expect to develop weak areas of performance, habits, and talents. Build on what is great about your new employee in the first place.
Use Your Web Site for Recruiting
Your Web site portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site. Do create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting Web site is your opportunity to shine and a highly effective way to attract candidates today.
Check References When Recruiting Employees
The purpose of this section is to keep you out of trouble with the candidates you are seeking and selecting and the employees you currently employ. You really need to check references carefuly and do background checks.
In the litigious society in which we live (don`t even ask me what percentage of the world`s lawyers reside in the United States of America) you need to pursue every avenue to assure that the people you hire can do the job, contribute to your growth and development, and have no past transgressions which might endanger your current workforce. In fact, you might be liable if you failed to do a background check on a person who then attacked another in your workplace.
Conclusion: Start With These Recommendations
Each organization has to start somewhere to improve recruiting, hiring, and retention of valued employees. In my experience, the tactics and opportunities detailed here are your best bets for recruiting the best employees. These ideas can help your organization succeed and grow, they create a workplace that will meet both your needs and the needs of your potential and current employees.
Source:
http://humanresources.about.com/od/recruiting/a/recruitingtips_2.htm
Yes, you do get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average to attract and keep the best candidates. Seems obvious, doesn`t it?
It`s not. I listen to employers every day who talk about how to get employees cheaply. It`s a bad practice. Did I say, "you do get what you pay for in the job market?" Sure, you can luck out and attract a person who has golden handcuffs because they are following their spouse to a new community or need your benefits.
But, they will resent their pay scale, feel unappreciated, and leave you for their first good job offer. I have seen employee-replacement costs that range from two to three times the person`s annual salary. Did I say that you do get what you are willing to pay for in the job market?
Use Your Benefits to Your Advantage In Recruiting Employees
Keep your benefits above industry standard and add new benefits as you can afford them. You also need to educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs.
Treasured currently by employees is flexibility and the opportunity to balance work with other life responsibilities, interests, and issues. You can`t be an employer of choice without a good benefits package that includes standard benefits such as medical insurance, retirement, and dental insurance.
Employees are increasingly looking for cafeteria-style benefit plans in which they can balance their choices with those of a working spouse or partner. Pfau and Kay recommend stock and ownership opportunities for every level of employees in your organization. I like profit sharing plans and bonuses that pay the employee for measurable achievements and contributions.
Hire the Smartest Person You Can Find
In their recent book, First Break All the Rules: What the World`s Greatest Managers Do Differently (compare prices), Marcus Buckingham and Curt Coffman recommend that great managers hire for talent. They believe that successful managers believe:
"People don`t change that much. Don`t waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough."
If you`re looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people. You`re unlikely to train missing talents into the person later. You can try, but then, you are not building on the employee`s strengths which 80,000 managers, via Gallup`s research, highly recommend.
The recommendation? Hire for strengths; don`t expect to develop weak areas of performance, habits, and talents. Build on what is great about your new employee in the first place.
Use Your Web Site for Recruiting
Your Web site portrays your vision, mission, values, goals, and products. It is also effective for recruiting employees who experience a resonance with what you state on your site. Do create an employment section which describes your available positions and contains information about you and why an interested person might want to contact your company. A recruiting Web site is your opportunity to shine and a highly effective way to attract candidates today.
Check References When Recruiting Employees
The purpose of this section is to keep you out of trouble with the candidates you are seeking and selecting and the employees you currently employ. You really need to check references carefuly and do background checks.
In the litigious society in which we live (don`t even ask me what percentage of the world`s lawyers reside in the United States of America) you need to pursue every avenue to assure that the people you hire can do the job, contribute to your growth and development, and have no past transgressions which might endanger your current workforce. In fact, you might be liable if you failed to do a background check on a person who then attacked another in your workplace.
Conclusion: Start With These Recommendations
Each organization has to start somewhere to improve recruiting, hiring, and retention of valued employees. In my experience, the tactics and opportunities detailed here are your best bets for recruiting the best employees. These ideas can help your organization succeed and grow, they create a workplace that will meet both your needs and the needs of your potential and current employees.
Source:
http://humanresources.about.com/od/recruiting/a/recruitingtips_2.htm
