RECRUITING, HIRING & RETAINING EMPLOYEES:
Becoming an Employer of Choice
By Jeramy Sibley
W hen it comes to recruiting, training and retaining the best people for your company, often the focus is put on recruiting. “Who is our optimal candidate,” “Where do I find them,” and “How do I attract them to our company” are all questions that must be answered in the recruitment process. Just as much importance must be placed on other areas to ensure that we are not only attracting the right candidate, but attracting them to a company, a leadership structure and an opportunity that they believe to be more beneficial to their personal and professional goals than any other opportunity they entertain. To do this, a company should focus on four different “silos.” These silos are: 1. The Recruit
you analyze and think through whether or not a candidate is right for your organization. One of those tools is Predictive Profiles, which is available through the RAREtoolbox located in Franconnect. When a candidate applies, you will be notified by email and you can go in and review a report that includes application information, suggested interview questions, a summary of the candidate’s success potential, a hiring recommendation (which suggests “proceed,” “proceed with caution” or “redirect the candidate”), and suggestions on how to improve your chances of retaining the candidate should they join your team. Recruiting continually should be a goal in your business. It doesn’t mean that we have to be hiring. There are generally three times to be hiring: (1) In knowing the seasonality of our business, you can anticipate the need for additional team members, (2) Staff enhancements – it is imperative to
2. The Recruiter 3. The Facilities 4. The Opportunity
THE RECRUIT No matter how strong your systems, you are truly only as good as the people that are implementing them and engaging with the customer. When it comes to determining who to hire, generalizations like “Hire attitude first, aptitude second” are good rules of thumb. However, they give very little structured analysis of what temperament and skill set best fits the specific roles in your business. There are tools that will help
28 STORMSURGE TM | E1:2017
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