With low unemployment and so many companies in need of help, the competition for top candidates is definitely on the rise. I can personally attest to this from consulting with a client who is working overtime to find good people.
Here are some tips and ideas for filling open positions with amazing people.
1. Cast a wider net. I believe in attracting as many candidates as possible. I recommend stop requiring people to have retail or sales experience. I’d rather wade through a bunch of nos to find an unexpected amazing yes, than hope I can attract that one yes that just so happens to be looking to change companies.
2. Compensate your staff for recruiting. Your best recruiters already work for you. I'd rather pay my staff a referral bonus than spend that money on advertising, but there's a good chance I'll have to do both.
3. Advertise where job seekers are looking. I know that sounds completely obvious, but I continue to meet people who are still using classified ads - with no luck. I've had the most success with Craigslist and Indeed, marginal success with Zip Recruiter and LinkedIn, and the least amount of success with Monster (unless it is for a high level position). Your results may vary.
Also, contact all of your local colleges. Especially with kids starting back up. I’m okay if I lose them for the summer. I’ll take an amazing employee for nine months over an average person that I don’t have to replace.
4. It's all in the headline. I've been doing extensive testing of what sort of headlines work best, and I've learned that the least effective headline is what perhaps 95% of retailers do - use the job title as the headline.
The most effective ad headlines focus on the quality of the work environment. Sample headlines I've tested successfully:
* Work Where You're Appreciated and Make a Difference.
* Join Our Amazing Team
* Work With Fabulous People and Products
* We’re the Company You’ve Been Looking For
5. Post on your own social media.Just make sure you position it as hiring additional or seasonal help. You never want to inadvertently give the impression that your store is understaffed. Again, it's all in the headline.
6. Start with a phone interview. Phone interviews are a quick and easy way to screen your applicants. It also allows me to interview more applicants I've attracted with my wider net. I usually know within 10 minutes if this is someone I want to get to know better. If it is, I schedule an in-person interview. If not, I thank the person for his/her time and wish them the best of luck.
7. Have them work the floor as part of the interview. Anyway can say they’re a “people person.” Show me! I’m not just talking about roleplaying. I have the applicants welcome and engage customers. I always ask managerial applicants to work the floor for a few minutes. I want to see how they handle pressure. I know this has kept me from a couple poor hires.
My most amazing hires were people who were just okay in the interview, and then came alive when working with customers. Not surprising since that’s a situation they’re use to.
So let me ask, what else can you do to find and hire amazing people?
About Doug Fleener
Doug Fleener, a proven business and customer service experience expert, helps companies achieve performance that exceeds customer and employee expectations resulting in more sales, profits, and customers.
Learn more about our services at Sixth Star Consulting, or call Doug at 844-861-7803 to discuss how he can help you achieve higher levels of performance and results. Learn about Doug's keynotes and workshops at DougFleener.com. Sample a Sixth Star University online training program at SixthStarU.com.