Building a Successful Firm One Employee at a Time: Attracting Quality Candidates
Building a Successful Firm One Employee at a Time: Attracting Quality Candidates
In fact, what is effective for one company may not be successful for another. Even a change in the times can affect which is the most effective. Revenues from the help wanted category of classified ads plummeted $5.7 billion in 2001 with the online recruiting market continually increasing. And, of course, certain methods work best for different jobs. There are pros and cons of all the methods and key points to remember when using any of them.
Search firms are utilized most often when recruiting higher-level management or people with certain skills. Search firms have resources that enable them to target the largest field of specialized candidates. This is an advantage but they can be very expensive and it is imperative that you find one that is in tune with the direction and needs of your firm.
When using a search firm a contract should be negotiated that enables you to retrieve at least partial reimbursement if the recommended candidate does not work out. I have worked with firms that have paid up to $30,000 to find an employee, the employee doesn’t work out and is gone in six months with no reimbursement to the firm at all.
Use of a temp agency is definitely an easy way to find employees. A phone call and you have someone at the desk. This may sound as if it is also an inexpensive way to find new employees. But consider this. A temp agency charges you $17 or more an hour for a lower level employee and usually charges a fee if you hire the person.
Employee referral programs (ERP’s) are one of the most cost-effective methods available to find qualified candidates. Existing employees have a vested interest in attracting the best and brightest candidates. They are rewarded by knowing they have made a significant contribution and by receiving some kind of financial bonus. It is a win-win situation for everyone involved. According to a 1999 survey by the Society of Human Resource Management employee referrals resulted in the most hires for all staffing categories except managers and semi-skilled workers.
However, all of you know that someone who seems to be an ideal candidate does not always have the right character tendencies needed to match the demands of the job. Example: Mary has a good friend who everyone adores. She is conscientious and has a strong work ethic. Mary recommends her friend for a position that has come open in the firm for which she works.
The friend gets the job and everyone immediately likes this outgoing and hard working person who is willing to help anybody at anytime. But soon it is discovered that she does not possess the level of detail orientation that a candidate must have and she fails to succeed in this position. This scenario now becomes a losing situation for everyone involved — Mary, her friend and the firm. Just because an employee recommends someone does not mean that the organization can get by without thoroughly scrutinizing the candidate.
As stated earlier internet job boards are becoming one of the most popular recruiting methods.
Classified ads can be a relatively inexpensive way to recruit. As a general rule the more targeted and exclusive the publication, the higher the cost for placement of an ad. The ad must be designed to catch the reader’s eye and communicate the right kind of information to sell the reader on either applying for the job or seeking further information. If either one of these things is not achieved the ad is worthless.
There is one thing that is very important but often overlooked when using the job board internet, classified ads or a search firm. The geographical area from which candidates will be considered must be identified. This is especially true when trying to fill lower level positions and you do not want to reimburse moving expenses.
Finding the right people is getting harder but it has not yet become impossible. But it does take more effort than it used to.
Building a Successful Firm One Employee at a Time Attracting Quality Candidates - To learn more about this author, visit John M. Beane's Website.
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The first step to finding the right people for your firm is to get quality candidates through your front door. This may sound simple but is harder than most people think. There are different recruiting methods to do this including search firms or temp agencies, employee referrals, internet job boards, and classified ads. All of these are effective methods and only you can determine which is best for your firm.
In fact, what is effective for one company may not be successful for another. Even a change in the times can affect which is the most effective. Revenues from the help wanted category of classified ads plummeted $5.7 billion in 2001 with the online recruiting market continually increasing. And, of course, certain methods work best for different jobs. There are pros and cons of all the methods and key points to remember when using any of them.
Search firms are utilized most often when recruiting higher-level management or people with certain skills. Search firms have resources that enable them to target the largest field of specialized candidates. This is an advantage but they can be very expensive and it is imperative that you find one that is in tune with the direction and needs of your firm.
When using a search firm a contract should be negotiated that enables you to retrieve at least partial reimbursement if the recommended candidate does not work out. I have worked with firms that have paid up to $30,000 to find an employee, the employee doesn’t work out and is gone in six months with no reimbursement to the firm at all.
Use of a temp agency is definitely an easy way to find employees. A phone call and you have someone at the desk. This may sound as if it is also an inexpensive way to find new employees. But consider this. A temp agency charges you $17 or more an hour for a lower level employee and usually charges a fee if you hire the person.
Employee referral programs (ERP’s) are one of the most cost-effective methods available to find qualified candidates. Existing employees have a vested interest in attracting the best and brightest candidates. They are rewarded by knowing they have made a significant contribution and by receiving some kind of financial bonus. It is a win-win situation for everyone involved. According to a 1999 survey by the Society of Human Resource Management employee referrals resulted in the most hires for all staffing categories except managers and semi-skilled workers.
However, all of you know that someone who seems to be an ideal candidate does not always have the right character tendencies needed to match the demands of the job. Example: Mary has a good friend who everyone adores. She is conscientious and has a strong work ethic. Mary recommends her friend for a position that has come open in the firm for which she works.
The friend gets the job and everyone immediately likes this outgoing and hard working person who is willing to help anybody at anytime. But soon it is discovered that she does not possess the level of detail orientation that a candidate must have and she fails to succeed in this position. This scenario now becomes a losing situation for everyone involved — Mary, her friend and the firm. Just because an employee recommends someone does not mean that the organization can get by without thoroughly scrutinizing the candidate.
As stated earlier internet job boards are becoming one of the most popular recruiting methods.
Classified ads can be a relatively inexpensive way to recruit. As a general rule the more targeted and exclusive the publication, the higher the cost for placement of an ad. The ad must be designed to catch the reader’s eye and communicate the right kind of information to sell the reader on either applying for the job or seeking further information. If either one of these things is not achieved the ad is worthless.
There is one thing that is very important but often overlooked when using the job board internet, classified ads or a search firm. The geographical area from which candidates will be considered must be identified. This is especially true when trying to fill lower level positions and you do not want to reimburse moving expenses.
Finding the right people is getting harder but it has not yet become impossible. But it does take more effort than it used to.
Building a Successful Firm One Employee at a Time Attracting Quality Candidates - To learn more about this author, visit John M. Beane's Website.
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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