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Casual Articles - Business Owners: You Can Attract Top Talent Even In Tight Labor Markets
Would you like to know how a car wash chain with only 12 locations has cleaned over 33,373,975 cars and has an annual revenue of over $40 Million (that is not a misprint) using little to no paid advertising?Well, sit forward because I'm about to tell you. The company name is "Car Spa" and here's how I discovered their brutally effective referral strategy. I often go to Taco Bell to have lunch and read a book. I noticed a little flyer next to their cash register.A few days later I stopped in with my family to get a frozen yogurt and right next to the cash register was the same flyer.The next day, I took my family to our favorite buffet restaurant and low and behold, there was a stack of Car Spa flyers.I then started asking the people at these locations what the deal was with the Car Spa flyer that they had next to thei
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the effor
Phrases like “walk the talk” and “lead by example” are commonplace management and leadership language. These phrases provide frameworks for discussion on effective leadership. I’ve even used them in past articles. That said, I want to make the case today that it is not enough in today’s marketplace to simply “walk the talk” or “lead by example”. Both of these phrases lack the intent to change and improve. Change is always happening and continuous improvement is vital to our businesses today. Consider this alternative phrase instead: “Improve to Lead.”When have you ever heard the phrase, “improve to lead”? I can’t imagine you, or too many others, are nodding your heads right now and thinking, “sure, I hear it all the time.” A short analysis of the business books lining the shelves of the national bookstores and the public library in
If your total recruiting effort consists of simply placing a ‘help-wanted’ ad in the local newspaper you will often fail to attract the candidates you want. You need to take a more creative approach, especially in markets with low unemployment.
You’ll also want to create powerful recruiting materials.
A mistake made by many employers is to describe their job opportunity only in terms of what they require. They fail to explain why their company is a great place to work.
You will more successfully attract the best candidates when you realize this truth—recruiting is a marketing activity. In tight labor markets this is especially true because your best potential candidates often currently have a job with someone else—your competition!
Recognize that all potential job candidates have one question uppermost in their minds, “What’s in it for me?” When you skillfully answer that question in your recruiting materials you will attract both a better quality and higher number of candidates.
If you don’t tell prospective candidates why your company is a great place to work and someone else who is recruiting at the same time does tell them, you will never be better than second choice. And over time, the quality of your team will be weaker as a result. So always sell your company as a great place to work.
Now let’s look at 19 ways to attract candidates.
1. Use networking. Did you know research shows that each person living in an urban area knows about 250 people? Tell everyone you know—family, friends, suppliers, customers, accountant, lawyer, acquaintances—even your mailman—you have a great employment opportunity for someone.
Talk about your job opportunity at your club and professional association meetings, at church, at your children’s activities, at your hairdresser or barber, and everywhere else you have contact with acquaintances. Give business cards to everyone you talk to and ask them to tell others about your position.
Be specific about the reasons your job opportunity is a good one and why your company is a great place to work. Tell everyone you would like to interview people who are employed but want a better job as well as unemployed people.
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post your position on Internet databases. Many governments maintain databases that are free to use for both employers and people seeking work.
7. Place a recruiting page on your website.
8. Many schools help their graduates find positions so be sure to let them know about your job opportunity.
9. Do you go to trade shows? Put a sign in your booth letting people know your company is growing and you are looking for additional staff. This is a great way to softly solicit your competitors’ employees to apply with you.
10. If the people you want as candidates read trade journals or association newsletters, both can be effective places to advertise.
11. Use bulletin boards in other businesses, schools, or churches.
12. In some communities, radio stations advertise some job openings for free or for a minimal fee.
13. Your local newspaper is not a bad place to advertise but it can be expensive and it is competitive because potential candidates also look at all the other help wanted ads.
If you want candidates to apply with you first you must make your job opportunity sound better than all the other opportunities presented. Spend enough to deliver a strong, compelling message
14. You could try an employment agency. Shop around because agencies differ when it comes to fees and guarantees.
15. Advertise your employment opportunity with your telephone ‘on-hold’ messages.
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the effort
In this the fourth and final part of articles about how to obtain the best service from your contract cleaner I look at the remaining three questions. These three can to some degree all be grouped and considered together. Are your staff fully trained in appropriate Health and Safety practices? Can this be verified? Can your staff speak and understand English? Will your staff be able to understand written instructions? In part 1 of this series I referred to the survey of the top 150 UK wide cleaning firms and I shall do so again. From this survey it transpired that over 60% of the people employed as cleaners by these firms were of non-UK origin and of these 68% could not speak or understand English to a satisfactory level. The remaining 38% of cleaners were British born but unfortunately a massive 72
Now let’s look at 19 ways to attract candidates.
1. Use networking. Did you know research shows that each person living in an urban area knows about 250 people? Tell everyone you know—family, friends, suppliers, customers, accountant, lawyer, acquaintances—even your mailman—you have a great employment opportunity for someone.
Talk about your job opportunity at your club and professional association meetings, at church, at your children’s activities, at your hairdresser or barber, and everywhere else you have contact with acquaintances. Give business cards to everyone you talk to and ask them to tell others about your position.
Be specific about the reasons your job opportunity is a good one and why your company is a great place to work. Tell everyone you would like to interview people who are employed but want a better job as well as unemployed people.
2. Offer a finder’s fee (usually $100 to $200) to anyone who refers a candidate whom you hire and who stays on the job beyond the standard 90-day probationary period.
3. Let your current employees know you are hiring. Ask them to tell everyone they know about the opportunity and remind them about your finders fee program.
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post your position on Internet databases. Many governments maintain databases that are free to use for both employers and people seeking work.
7. Place a recruiting page on your website.
8. Many schools help their graduates find positions so be sure to let them know about your job opportunity.
9. Do you go to trade shows? Put a sign in your booth letting people know your company is growing and you are looking for additional staff. This is a great way to softly solicit your competitors’ employees to apply with you.
10. If the people you want as candidates read trade journals or association newsletters, both can be effective places to advertise.
11. Use bulletin boards in other businesses, schools, or churches.
12. In some communities, radio stations advertise some job openings for free or for a minimal fee.
13. Your local newspaper is not a bad place to advertise but it can be expensive and it is competitive because potential candidates also look at all the other help wanted ads.
If you want candidates to apply with you first you must make your job opportunity sound better than all the other opportunities presented. Spend enough to deliver a strong, compelling message
14. You could try an employment agency. Shop around because agencies differ when it comes to fees and guarantees.
15. Advertise your employment opportunity with your telephone ‘on-hold’ messages.
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the effor
As much as billers don't want to think about it, software for medical billing is not perfect. There are going to be problems, sometimes lots of them. In the next series of articles, which will cover a number of critical areas of the DME software system, we will go over the most common problems that you will run into when operating your DME medical billing system. In this particular installment, we're going to just give a brief overview of the areas that will be covered in more detail.The first part of the system where you are going to run into problems is the actual installation and running of the software itself. Even though manufacturers try to make software that will work on any operating system and network, this isn't always the case. Sometimes just installing the software itself can be a problem.The second part of the syste
4. When you hire someone who previously worked for a company that employs people with the same skills you require, ask your new employee to invite former coworkers he or she believes were the very best to apply with you.
5. Use signs to advertise your position.
a. Put signs in your window, on the counter, in the shipping and receiving department, and anywhere else the public is likely to see them.
b. If you are on a busy street or even a ‘not so busy street’ used by the types of people you are seeking, why not use a portable rental sign?
c. One business owner continually found good employees by advertising for them on his fleet of trucks.
d. An employer connected with several good candidates by placing a large sign in the back of his pickup then parking it at Wal-Mart, Home Depot, and other high traffic locations on weekends. Think ‘out-of-the-box’!
e. A business located on a busy street put a huge banner on the front of their building advertising for salespeople. Twenty-three people applied for the job over a six-day period of time.
6. Post your position on Internet databases. Many governments maintain databases that are free to use for both employers and people seeking work.
7. Place a recruiting page on your website.
8. Many schools help their graduates find positions so be sure to let them know about your job opportunity.
9. Do you go to trade shows? Put a sign in your booth letting people know your company is growing and you are looking for additional staff. This is a great way to softly solicit your competitors’ employees to apply with you.
10. If the people you want as candidates read trade journals or association newsletters, both can be effective places to advertise.
11. Use bulletin boards in other businesses, schools, or churches.
12. In some communities, radio stations advertise some job openings for free or for a minimal fee.
13. Your local newspaper is not a bad place to advertise but it can be expensive and it is competitive because potential candidates also look at all the other help wanted ads.
If you want candidates to apply with you first you must make your job opportunity sound better than all the other opportunities presented. Spend enough to deliver a strong, compelling message
14. You could try an employment agency. Shop around because agencies differ when it comes to fees and guarantees.
15. Advertise your employment opportunity with your telephone ‘on-hold’ messages.
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the effor
Business forms are very essential in every business concern. Both manual as well as computerized business forms are used to maintain company data. The complete data storage will help a company conduct its business processes in a proper and secure manner. These forms are proofs of your business status. With these forms, you can store and retrieve data for any kind of analysis.Invoice forms, multipurpose forms, statements, tax forms, and purchase order forms are some of the manual forms. Accounting software, back office software applications, and quality checks are some examples of computerized forms. Manual forms are printed using high quality papers with excellent printing and proper formatting. These computer forms will make your business processes easy and effective.Business forms are available in different kits for different kind
7. Place a recruiting page on your website.
8. Many schools help their graduates find positions so be sure to let them know about your job opportunity.
9. Do you go to trade shows? Put a sign in your booth letting people know your company is growing and you are looking for additional staff. This is a great way to softly solicit your competitors’ employees to apply with you.
10. If the people you want as candidates read trade journals or association newsletters, both can be effective places to advertise.
11. Use bulletin boards in other businesses, schools, or churches.
12. In some communities, radio stations advertise some job openings for free or for a minimal fee.
13. Your local newspaper is not a bad place to advertise but it can be expensive and it is competitive because potential candidates also look at all the other help wanted ads.
If you want candidates to apply with you first you must make your job opportunity sound better than all the other opportunities presented. Spend enough to deliver a strong, compelling message
14. You could try an employment agency. Shop around because agencies differ when it comes to fees and guarantees.
15. Advertise your employment opportunity with your telephone ‘on-hold’ messages.
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the effor
As you know some of the best ways to get traffic to your site is through the search engines. And as you know search engines love blogs.If you know how to use blogs you can easily get more traffic to your website just by posting your keywords in the title and having your blogs indexed.Other ways to get traffic to your site is to use popular free traffic exchanges. They come in many forms such as start (homepage) exchanges, safelists (opt in email ads), toolbar ads such as instantbuzz.com and forums such as the free advertising forum.If you are looking to kill 2 birds with one stone, you can advertise for free on a new BLOG that actually allows you to place your ads for free on their site.The reason this is good because you get all the benefits of placing your ads on a BLOG and you all get to advertise for free.Mos
16. Offer a ‘signing-on’ bonus for new employees who stay with you past your 90-day probationary period.
17. Just because you need to hire someone doesn’t mean the right person will be instantly available in a tight labor market. Keep your eyes open for great people all the time.
In your day-to-day life you are frequently in contact with potential candidates and there is no downside to letting them know you’d like to discuss a future working together.
18. Be aware of what is happening in your industry and related industries. Even in boom economies, businesses fail for a multitude of reasons. When a company goes broke, all their employees need new jobs.
19. Offer a starting salary that will attract the best candidates. Winners know they are winners and they know they are worth more than losers.
Turnover and hiring mistakes are expensive. Studies show that every time you turn over a position, it costs you between 30 % and 300 % of that position’s annual salary. Sometimes paying a higher salary to get a high performance, long-term employee is actually the least expensive and most profitable way to go.
In the long run, your company is an outstanding success, mediocre, or an abysmal failure because of the efforts of your people.
Do not make the mistake of using only one or two recruiting methods. Recruiting is also a numbers game so use every recruiting method you can. Make recruiting an ongoing priority activity. If you use a variety of recruiting strategies and create strong recruiting materials you will attract great candidates, even in the tightest labor markets.
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