We’ve got to avoid this kind of mistake at all costs. (Pun not intended, but let’s roll with it. [Role with it? Ok, no more employment puns. For now.]) Below you’ll find a guide to know the secrets to find good employees.
Let’s Start with WHY.
Why can’t you seem to find good help? Are you doing something wrong? First off, don’t worry. You’re not the only one who struggles to find good employees. Though a nationally high turnover rate is a sign of an ‘Up Economy’ it’s not such a good thing for a small business owner.
Reasons that you’re having a hard time finding good employees:
You’re holding on to the low quality workers you already have.
You’re stuck on autopilot, serving the employee that continues to drain you, your other employees, and your resources. On the surface, it’s easier to continue dealing with the gossiper, the procrastinator, the excuse maker, or the chronically late guy. You think if you stick it out long enough, it will get better. A 30-day period turns into months, and employee morale is sinking. As long as you have this undependable person, you won’t have the push to find someone else.
You don’t think there’s something better out there.
You’re underestimating the job pool. Sure, you’ve hired a bad apple before. Maybe you’ve had several on your team at one time or another. But there are good employees out there. It’s just a matter of finding the right one in the right place. More on that later on in the post, stick around.
You overvalue your own output.
This is a hard pill to swallow, but many business owners esteem themselves as being so irreplaceable that they disallow others to take the reins on smaller projects. In a worst case scenario, this leads to micromanagement. On a smaller scale, you don’t realize when it’s time to hire an answering service. This leads to the following problem:
You don’t challenge the good ones you get.
Sometimes someone shows up to the first weeks of work as the ideal employee. You knew right off the bat that this person has the impact that you’re looking for and that they’re the ideal candidate to help you grow your business. Subtly, things start to change. They’re becoming quite the opposite: a slacker. Where did that eager new employee go? They’re bored. A go-getter needs to be challenged, and as their manager you are responsible for offering them new tasks that will give them an opportunity to shine.
You’re too negative.
Forgive me for a second if you think this sounds a little too woo-woo, but you might be receiving the same energy you’re putting out there. Are you a grump? Is it possible that you’re coming off that way to others? Start with the man in the mirror.
You’re looking in too small of a bucket.
If you go into a search for a good employee and you weed out anyone who hasn’t worked in your industry for a long period of time, you’re missing out on some qualified individuals. Most skills are translatable from industry to industry. Keen workers are the ones that are going to pick up the ins and outs of your business more quickly, anyhow.
You’re not using your social networks to their full advantage.
If you’re on Facebook, Twitter, LinkedIn, you should be utilizing these as resources for your next hire. Reach out to those you know in and outside of your industry. Let them know you’re looking for an employee that has a specific skill or experience.
Your branding is off.
If the business that you’ve built doesn’t have a reputation or an identity that potential hires can relate to, you’re doing yourself a disservice. Good employees are looking for a company that they can not only work for, but bring their passion to. Your branding and web presence should reflect a company that will attract the type of passionate people that you’re looking for.