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3 Steps to attract and retain the ideal employee to your company
Have you ever said that you just can't find the right people? Or that when you train them, they leave and even take over clients at their next job? Or that they just don't have a work ethic like you do?
If that is the case, you are like many people we know. Still, why is it so difficult to attract and retain great people?
Until the crisis, we had the lowest unemployment ever in Belgium. That meant that the people you wanted were already working for someone else. You really had to go find them and show them why they should choose exactly YOU.
Those days are sadly over. Ask yourself: Are you treating the recruitment process like filling a position? Or are you instead treating the process like a marketing campaign? And is your company really a company they WANT to work for?
You know how much money and time it takes to fill a position, so let's look at some key aspects to increase your chances of doing well:
1. Who or what?
To search for people for a particular position, I recommend writing three pages on the following topics: Job content (content) Start with a page on job content. What are the responsibilities of the job? Think from A to Z about every aspect of the job content. This is immediately a good exercise for your existing employees. Visit them and have them figure out and write down what they think their top 10 priorities are. You do the same and then compare the lists. If you notice that they differ, then you have someone who is not sufficiently productive. The type of person (target group) Second, ask yourself who is the ideal person you want for the position. Just as you take a targeted approach to finding the right client, you should also take a targeted approach to finding the right employees. Who do YOU want for this position? Who do they currently work for? Where do they currently live? What education have they received? What personality profile do they ideally have, etc. Think like you would run a marketing campaign where you also summarise your target audience as sharply as possible. Be as clear as possible. Expectations On the third page, write what is specifically expected. Or what logical content looks like in your eyes. This is important for the interview. That way, you give them a clear picture of what you expect from them during the time they work for your business. Recruiting the right people is not just putting up an ad with 'vacancy: new employee wanted'. It is about finding the BEST person for that job. It is not about finding people who do not have a job, but finding someone who already has a job. We don't want someone who just wants any job. We want someone who likes to come every day, be productive, AND stay. It's about de-selection.
2. Marketing
You want to reach people who already have a job. After all, many working people are on the lookout for a new job. Create a web page and you, the company owner or manager, will tell more about the job and its content there. There is space at the bottom of the page to apply. On this page, also discuss the company's vision: where do you want to go? Aim to inspire readers. Imagine, you come across 2 job offers and the first wants to become the biggest in their industry and train their employees to be experts. The other had no vision, which one would you choose? Link this webpage to all social media channels such as Facebook, Twitter, LinkedIn, Instagram, etc. Share wherever you can - make sure your suppliers, friends, employees and customers can share it. Be a true 'recruiter' and not a 'job poster'. You will have to do enough marketing to find them. Use Facebook ads if necessary. TIP: Use a job video for this purpose!
3. Schedule 3 to 5 interviews
Remember, you want them to actually de-select themselves. That's how you end up with the ideal candidate. Group interview For the first interview, schedule a group interview. Have all candidates answer these three questions in the group: 1. What are your 3 strongest attributes? 2. What are your 3 biggest success experiences? 3. Why do you think you are suitable for this position? At the same time, bring in your team to observe them and take notes. They can also mingle with the interviewees, talk to them and get a feel for them. After all, they will have to work with them. Panel interview You can also do a panel interview. Each member of your team gets to ask questions. This provides variety and takes the pressure off yourself. Personal interview Then plan a 1-on-1 interview. Let the candidates talk and make sure there are at least two difficult questions in the "Tell me about a time you..." section. Question Devise questions based on your company's core values and mission. If you have experienced team members not being a match for the company in the past, chances are their core values did not match yours. Trial day It is a good idea to give them a job interview - and then immediately invite them to come and work for half or full days. This will allow them to spend time with you and the team and also give you feedback. You are not alone If it is a high-level position, take an interviewee out to dinner and ask them to bring their partner. You want to hire someone who can get you where YOU want to go. As an ActionCOACH, I can figure out how to get what you want for your business!
Kurt Vervloet
Kurt Vervloet is a business coach, blogger and speaker. Since 2017, he has been coaching businesses around the world, ranging from solo entrepreneurs, SME companies to executive management teams at large organisations. His clients choose to work with him because of my proven, no-nonsense approach to optimising and scaling businesses. By achieving great results with his clients, he has already been rewarded with several Awards.
