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Are you struggling to fill positions with qualified candidates? Are you working long hours to meet the demands of your business? Are hiring challenges slowing your growth?
If you answered yes to the questions above, it’s time to prioritize attracting A players to your team. To create a full pipeline of prospective, qualified applicants, this must become a focus in your business. The importance of this is equivalent to the importance you place on business development. Do spotty business development, and sales will be inconsistent. Similarly, you will continually struggle to attract A player team members if your recruitment efforts are sporadic.
Time and effort will be needed to address this problem adequately in your business. I recently had a business owner reach out to me due to challenges with finding and keeping employees. He told me this is an urgent and important problem, but he has very little time to devote to addressing it (because he was so busy working in the business to cover for the shortage of employees). He wanted a quick fix and did not like hearing the reality I shared with him. This problem can be solved, but it will require more than just an hour or two of attention.
Think Ahead
As a small-business owner, you must be very smart about how you plan, network and recruit to fill open positions. Kari Warberg Block, founder and CEO of EarthKind, told me she is always thinking ahead, asking herself, “What positions will I need to fill in the next three years?”
The days of having an employee quit and then running an ad to fill the position are long gone. Use what you know about effective marketing to attract good, qualified applicants. Here are some key questions to consider:
Why would an employee want to work for you? If you can’t answer this question, it’s a serious red flag indicating a significant gap in your recruiting process. Even more importantly, why would an employee want to work for you over any other employer who offers competitive wages in your area?
Who are your ideal team members? What are they like? What is important to them in a job? Are you offering this? (Hint: It’s not just about paying more than your competitor down the street.)
Where do your ideal team members congregate? How do you get in front of large groups of potential employees to let them know about how working for you will help them achieve something significant to them in their careers?
What are the positions you anticipate filling in the year? Or in the next three years? What are you doing right now to attract applicants for those positions?
More Help
For more strategies to position yourself as an employer of choice for the A players you want to attract, download our How to Hire the Best Toolkit at tapthepotential.com/toolkit.
Sabrina Starling, Ph.D., PCC, BCC, is the bestselling author of “How to Hire the Best” and “The 4 Week Vacation.” Founder of tapthepotential.com and host of the “Profit by Design” podcast, she and her team coach entrepreneurs to take their lives back from their businesses. They are on a mission to send 10,000 entrepreneurs on a four-week vacation in 10 years
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