What does stopping for a cup of coffee and accelerating the hiring of key personnel have in common?
Plenty. Read on to learn why.
I stopped at a coffee shop the other morning and was shocked to see how long the line for coffee was for the drive-through. So, I parked my car and went inside to order.
Would you believe there was no line inside?
A few minutes later, I came out holding two coffees in hand and nodded at the line of cars snaked around the drive through.
It appears we’ve become a nation of lazy people. Sitting in a long line to order coffee on a nice spring day isn’t the only sign we’ve become lazy.
I see a similar trend occurring in terms of filling job vacancies.
Business owners and hiring managers complain how they can’t find workers. Yes, it’s challenging to fill jobs these days, but it’s not nearly as difficult as these people are making it out to be—that is if you’re willing to get out of your comfortable seat and consider these 7 steps.
- Review your talent strategy to ensure it’s still relevant. Any talent strategy created before the pandemic isn’t worth the paper it’s printed on. Why? Because the hiring landscape has changed dramatically over the past several years, which is why I suggest your talent plans go out no more than two years. These plans should be working documents and adjusted as market conditions change.
- Reach out to former top performers to see if they’re interested in returning. A recent survey shows that over 72% of people regret quitting their jobs. It stands to reason that at least a few people you reach may agree to return.
- Shamelessly promote your organization. Some companies pride themselves on being a best kept secret. If that sounds a lot like your organization, then it’s time for some shameless promotion. Consider hiring a PR firm to help get the word out about some cool things your company is working on. Step onto the stage and volunteer to speak at tradeshow events. Drop in a few fun facts about your company and invite audience members to say hello after the session.
- Turn your entire team into a hiring machine. Relying on one person to fill twenty jobs in a tight labor market is a recipe for disaster. Instead, solicit and train all team members on how to engage their network and teach them how to Select for Success.
- Offer highly competitive wages. I get that you may resent paying higher salaries, but that’s just today’s reality. Review your pay ranges quarterly and adjust where necessary to ensure your overall compensation is competitive. Find a compensation firm that can guide you in this area.
- Hire a contract recruiter. A contract recruiter is a temporary employee, dedicated to your organization, whose sole job is to source talent. A good contract recruiter will more than pay for themselves.
- Start an employee referral program (or remarket the one you have). Who couldn’t use a little more cash these days? Employees are more apt to refer good candidates your way if there is something in it for them. Many of you already have employee referral programs in place. However, in my experience, few employees are even aware such a program exists in their company.