Archive for Recruiting For Small Business
Who Do You Get Your Hiring Advice From?
Posted by: | CommentsNot all hiring advice is created equally.
I do my best to monitor my marketplace. I get dozens of Google Alerts daily on various hiring terms. This is just one of the tools I use to stay on top of my subject and marketplace.
Today I received an alert about an article on how to select winning employees. The article boils down to 2 pieces of advice.
1. Ignore experience
2. Interview for personality
The author contended that experience didn’t matter and that personality was the driving force behind success. He said to identify 8 personality traits, ask questions to see if the person had them. And if they did not have at least 5 of the 8, eliminate the candidate.
Thanks for nothing!
Sifting Through The Clutter
Posted by: | CommentsManaging Massive Responses To Your Open Positions
The burden have reversed from not being able to find candidates to having too many to deal with. Many people have never faced this problem before and are looking for solutions. This 22 minute video gives you the model I have used successfully for many years to deal with this specific problem. The ideas can be put to use immediately and don’t cost any money. As always, I welcome your comments.
Anatomy of a Good Recruitment Ad
Posted by: | CommentsIf you are going to attract top talent you have to use the right lure. You need to write your ads so they appeal to the person likely to be successful in your environment. And, you have to attract that person’s attention. In short, you need to use your Unique Hiring Proposition (UHP).
Your UHP simply answers the question, “Why should I work for you?” Think of it as the driving force, your mission statement for all your recruiting activity. People need a reason to work for you and your UHP supplies that reason. As a side note, your UHP also helps identify those people who should NOT work for you.
With your UHP in hand, you need to view attracting candidates as a sales problem. How do you go about attracting prospects for your product or service? First, you identify what a good prospect looks like. What interests them? Where do they live? What do they read? What do they do for fun? Where do they congregate? Once you know all this, then you can determine the best way of raising their interest. Finally you present your product in an appealing way and try to close the deal.
Recruiting is no different.
The Business Owner’s Most Important Decision
Posted by: | CommentsImagine this situation. You are competing against two other firms for the same piece of business. One firm is the 900-pound guerilla in your market, and the other is a competitor of about the same size. You have the best technology, the big company has the most market share and brand recognition and the third competitor has the lowest price. Who gets the business?
Hire, Fire — Then Repeat
Posted by: | CommentsI was having lunch last week with my race car mechanic Ray, and he shared a very interesting story with me. Ray and I have gotten to be good friends in addition to him being my mechanic. We do spend a lot of time together (remember I drive a vintage Fiat).
Ray runs a one man shop southeast of Seattle with his wife running the office. During the 70′s and most of the 80′s, Ray was the head mechanic at the largest Fiat dealership in the northwest. When the dealership folded, Ray started his own repair shop working strictly on Fiats. Lots of service bays, lots of employees, you get the picture.
Now, for the story.
