Are You Struggling to Hire Staff? Whats Wrong With Your Process
There is a lot of conversation going on right now about how nobody can find and hire good employees. I’m not sure that that is true. I wonder if it is the result of a change that employers have not adapted to.
In working with many of my clients that experience turnover, they have not taken the time to clearly define what tasks they want new employees to accomplish, and what skills are required. Many employers are lazy and just want to hire someone that is already doing what they want them to do or that has all of the experience they think they need. So, they look for someone that is looking for the same position they had at a previous employer. (Ask yourself, if they were good at the job that they had – that you are now hiring for, why are they out looking?)
One of the first steps in hiring and keeping staff is recruiting. Getting the right people on the bus. Take the time to slow down and get clear on the following:
- What tasks and responsibilities go with the job?
- What skills are necessary and what can be taught?
- What attitude is required (This might be one of the most important selection criteria).
- How will you determine that they have those criteria that you need.
- Create a job description that is clear and concise and then put it in the form of an agreement that the employee “agrees” to. There is a clear distinction between expectations and agreements.
Ask yourself, why would someone want to work for you? Just like clients and customers, employees are searching for work that meets their needs. Yup employees’ expectations have changed and remember you are looking for agreement not expectations.
Look at what value you can provide. It’s not always money. Here are some ideas:
- Flextime
- Skills development
- Benefits I know it can be expensive and with a little effort you would be surprised at the benefits you can offer your employees
- Education Opportunities
Ask what part of the industry and their typical boss do people hate can you offer better? I know an accountant for example that has created a 32-hour work week. Because of the way they onboard clients and the commitments she gets up front, she does not have the crush of business in tax season that others do. So here people don’t end up at 50 – 60 hours a week during tax season.
How Important is good staff to you and your business? What will you do to attract, on-board and retain the staff you want? What is your commitment this week? If you’d like to learn more bout how to become a more attractive employer, and retain your best employees’ lets schedule a call. Reach out at john.gies@ras-squared.com