I’m certainly not a recruiting expert so I’ll point you to two resources that you might find helpful. First is the book, “Who,” by George Smart and Randy Street. It may be a bit over the top for small businesses, but it’s a great resource to help you find talent for your company. Second is the book, “Good to Great,” by Jim Collins. It’s a business classic. Both of these will help you get your priorities right. As the cover of “Who” states, “Knowing what to do is not the major challenge faced by executives – finding who to do it is!” Here are some suggestions that you might find useful:
Internal recruiting. You and your company’s reputation can be two of the best recruiting tools that you have. Top-notch people and companies attract top-notch talent. I’ve heard it dozens of times from my clients.
Some of their best talent just walked in the front door one day looking for an opportunity. How do top-rated high school athletes decide where to go to college? It usually boils down to the reputation of the coach and/or the college. Work at being a great coach and building a great company.
Provide a financial incentive for your staff to recruit good talent. However, don’t pay for it unless the recruit works out for the long haul. Great teams don’t tolerate poor performance. If you have a great team that helps you recruit new staff, you can bet that they won’t recruit weak players. If a weak player does get through the screening process, the team won’t tolerate him or her for very long. As the saying goes, “Birds of a feather flock together.” This cuts two ways. Losers will find losers and winners will find winners.
External Recruiting. Here are some resources that you might useful for recruiting purposes:
Stick with the process. A little creativity and a lot of common sense can go a long way when it comes to finding, training and keeping good people.
However, in order to attract good talent, you and your team need to have a great reputation. Create a “career-path” environment where people can have a career, not just a job.
Be sure to set measurable (quantifiable) and timeable (with due dates and deadlines) goals throughout your organization. This allows you to challenge your staff in meaningful and measurable ways. Finally, remember that recruiting is a never-ending process.
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