title:Highly Effective Recruiting Strategies author:Ken Bidgood source_url:http://www.articlecity.com/articles/online_business/article_2971.shtml date_saved:2007-07-25 12:30:15 category:online_business article:

Success in business depends on having the right people on
your team to see that everything gets done properly. To
land the best recruits, you want to sell your company as a
place that is unique and where the opinion of the employee
matters. This ensures that you retain your current top
performers and can attract new ones.

As a small business approaches the recruiting process,
addressing it in a professional manner is essential. Be
alert! Work smarter and take advantage of unusual sources.
Don’t be afraid to ask interview questions that cause people
to squirm. Do a better job of checking references and back-
grounds. Know what the expectations are of the individual
seeking a job and make sure you can meet his/her expect-
ations.

A successful recruiting strategy must take into account
what applicants are looking for. Craft a clear mission
statement meant to attract only the top performers.
Mission statements offering job security with opportunities
for advancement to top performers are generally considered
superior. You will find that top applicants are more
likely to seek employment with an organization that they
feel they can relate to so take advantage of the interview
process and be sure to tell people precisely why your
organization is a truly unique place to work.

Most people are interested in contributing to the success
of a business and are more likely to come aboard if you can
somehow make them feel special and appreciated. An
understanding of this principle leads many business owners
to create positions within the general framework of the
company.

The recruiting process is vital. It needs to be approached
with professionalism and taken seriously. Create job
descriptions and essential skill lists that are accurate
and to the point. Ongoing assessments during the
recruiting process will help you find the perfect
candidate.

The first step is to define what talents a person must have
to be successful in this position. Come up with a list of
ten behaviors and the technical, mental, or physical skills
necessary for success. For this, a list of questions is
born.

Advertise the position based on the behavior and skills
needed. Here is where you’ll need to be creative. As all
good business owners, seek out what others have done to
attract job seekers. Don’t skimp on researching other
corporation ads. Sometimes it isn’t necessary to recreate
the wheel, just add a piece of yourself to the advertise-
ment.

Make sure you list the benefits to working for your company.
The goal is to find a way to get the message to people who
already are working, not to those who are always looking.

The recruitment process, it is important for hiring
managers to focus on five major areas: the position
itself, the recruitment process, product and services
knowledge, employee expectations, and personal
assertiveness. You will want to keep an open door with
regards to communication during this process and be
available for questions which inevitably arise along the
way. Candidates, especially top performers, like to feel
like they are truly valued by your organization so making
time for their questions is a good way to make them feel
special.

It takes more than just benefits to convince people to
remain with an organization. Giving people interesting
challenges to tackle with clearly stated and fair
expectations which promote an atmosphere where there are
negative and positive consequences for performance is what
keeps people at places. Such businesses can retain
employees even when they might make more money at another
establishment.

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