Sage Employer Solutions
1. Look back to go forward: Take a look at your past procedures and practices as they relate to recruiting. Know what worked and what didn’t — understanding why. If you can’t fix a process, throw it out.
Develop a strategy based on tried and true techniques, as well as using those that are new andt helpful (such as social networking). This is is the best approach.
2. Hire for attitude: Train for skills. A resume will give you information on a person’s experiences and background, so you can learn what skills they have. Companies have the ability to train for certain skills and do all the time. Software changes, protocols change, but you can’t change a person’s attitude about life and approach to work. Hire people whose attitude fits your company culture. If need be, you can train them to acquire the skills your company needs. New hires should have the ability to learn, but the willingness to do so is crucial.
3. Past performance does predict future behavior: Knowing how someone performed or behaved in the past is a strong indicator of what they are likely to do in the future When interviewing and doing background checks, questions should be based about behavior. Unclear answers from former employers should not be accepted. Ask more questions until you are comfortable you know how the potential employee is likely to act in a given situation. Develop a recruiting strategy based on finding out who people are, not just what they can do.
4. Become the employer of choice: This is the #1 recruiting strategy. If an employer is the employer of choice, everyone wants to work for them and no one wants to leave. You can control your recruiting budget because word of mouth is your best advertising. Resumes come to you rather than you having to pay to get them from ads, online search engines, etc.
5. Put them in the book: it’s important to keep a reference guide. A reference guide is a recruiter’s best tool. It has information about everyone in your organization, including people who work for you and people who don’t, but you wish they did. List an employee’s, likes and dislikes, what a current employee wants in his or her next job, who is moving up and out, who is leaving, and has this employee found a new home? Who took a job where and why. A good reference guide is a record of what’s happening inside your practice and the practices of your competitors. It is a little black book to give the recruiter an edge on their competitors.
6. “Hire hard, manage easy”: This is a quote from Alan Davis and this quote says it all. If you spend your time and energy on recruiting, interviewing, and hiring the best, then managing them is a breeze.
For more information about Laurent's hiring tips, view DIQ Editor Mark Hartley's interview with him here.