Charity or private business, every organization is struggling to find and retain good people. Historically, the labor market has ebbed and flowed but in the shadow of Covid-19 and with the retirement of many “baby boomers” organizations are finding the struggle more difficult than usual. Instead of dozens of applicants vying for opportunities; organizations are lucky to get a handful of people interested. Interviews are booked, sometimes people show up and sometimes they don’t. When a hire is made, it is not uncommon for the new person not to even show up for the first time, much less for the entire first week.
People are the greatest asset for any organization and the old ways of finding good people are rarely enough today.
What can organizations do?
Still try the regular ways of finding good people.
Classified newspaper advertisements have virtually disappeared. In smaller communities they may still work; however, employers should consider the demographics of the paper’s readership before using this traditional form of searching for people. If your organization decides to run a print ad, do not simply run a plain classified ad. Be bold, run a large half or three-quarters-page advertisement that people will notice. If your target applicants do not notice your opportunity, gaining a secondary referral is possible when the ad is noticed and shared.
Posting your opportunity at your local employment offices remains a great idea. Many local governments have contracted their employment services to organizations like the YMCA. These organizations do an excellent job matching their registered clients to opportunities listed with them. As an employer, building relationships with these organizations can help their clients, help the employment service meet their targets, and your organization find quality applicants.
Posting a job opportunity online is likely the most common method of looking for new people. It works; however, unless the advertisement is sponsored it can literally get lost in a sea of other advertisements.
Perhaps the oldest method of finding applicants; put a sign up for your customers or clients to see. It might be a sign in the window or door, it could be a sandwich sign in front of your place of work, something in your reception area, or all of the above. Inexpensive, this method can help supplement other forms of advertising.
An employment agency or “head-hunter” is another traditional approach. Do your research before engaging these services as they can be expensive.
Consider unconventional methods
If your organization has a public face and advertises your products or services regularly, include your opportunity in those advertisements, whether radio, print, television, or online.
Look for the skills, attitudes, and behaviors you want in other organizations. Pay attention to organizations with similar needs but not necessarily in the same industry. For example, when we look for salespeople, we have had excellent luck looking at servers from the hospitality industry and/or physical fitness trainers. Both can be high-stress, require attention to detail, relationship-building skills, and people who can think and respond to unexpected situations.
Train your key people to look for possible applicants, using the above example, in all of their daily interactions with other organizations having conversations with people who impress them.
Ask suppliers and your friends for recommendations. Your suppliers hear and learn things that can help widen their knowledge of your community and your industry; additionally, they can provide useful tips for people looking to make a change.
Look to your competition. Several years ago, a large competitor was entering bankruptcy, we approached several of their key people and brought them on board. Competing organizations are always changing, people are coming and going, and the more informed your organization is, the better prepared you are to capitalize on opportunities.
Build a network of former associates and consider rehiring someone who may have previously left your organization. Many small and medium-sized organizations have policies against rehiring former staff and I believe this is a mistake. You and your team should consider each potential person and case on their own merits, my experience has been very positive, especially with people who have come to appreciate our competitive advantages after they left our team.
Pay a finder’s fee to members of your existing staff for recommending new people. The fee is payable if the person completes their probationary period.
Working with your local employment office. In my community, the local employment office is very dedicated and can really help small and medium-sized organizations that do not have a dedicated human resources department. They meet with everyone registered who is looking for work, connect them with training resources and different government assistance programs, and help match employers with applicants. Their services are typically free for employers and participants.
Consider older applicants. “Older” can have a variety of meetings and can encompass people from 40 to 70 years of age. Too many organizations discount the experience and skills that older people bring to the workplace, but others have realized the dedication, reliability, and work ethic they often have exceeds many younger people. Additionally, consider younger people who may not have the experience they need to find the work they would prefer. If your organization can provide 1-2 years’ worth of experience for someone, they win and your organization wins as well.
Post on a billboard. Being bold and creative to attract attention can provide many direct and indirect benefits to your organization. Creating a billboard with a variety of possible positions available on a busy thoroughfare will reach a wide audience and also attract attention to your organization.
Participate in job local fairs sponsored by your local employment agencies. Job fairs can bring people together; however, active participation is required to help sort through large numbers of applicants. Training your people to engage and screen applicants is key to making the event a success for you.
To improve your odds
Keep the people you already have. If your organization can stay vibrant and retain its people, you will have to recruit fewer new people and you will have a key competitive advantage when looking for new people.
Define “core” skills (must haves) required for each opportunity but widen the scope for a wider range of applicants.
Improve your orientation and training plans. Successful organizations work to develop their people throughout their career with the organization and everything begins with having an evolving orientation plan.
Constantly improve your job advertisements. Review online postings for jobs and copy/improve/use other people’s good ideas to strengthen your organization’s advertisements.
Pay better than average. Be conscious of the “living wage” in your community and ensure your people can live on what they make; your retention rate should offset any extra costs.
Use the six steps of sales to help. (1) Greeting, your advertisement should be clear, concise, and attract attention. (2) Qualification, instead of saying what you are looking for, tell prospective applicants what you can offer them. (3) Education, explain why your organization is a great opportunity for them, consider using testimonials from existing and past staff. (4) Demonstrate why people should want to join your team. (5) Continually improve your job offers and training and help reinforce that working for your team is the right choice for each applicant. (6) Focus on continuous development and satisfaction for each hire once they have decided to join your team, from before they start until they leave your organization.
Keep your expectations realistic. Remember you are looking for the best person available, not the best person possible, there is always going to be a gap. This is why training is so important, your organization will have to help new and existing people grow into positions on your team.
Look at your existing people, who can step up. Before hiring from outside your organization, actively survey your team for people who are ready to grow into new positions.
Every organization is struggling to find and retain good people. If your methods for hiring new prospects aren’t working anymore, your methods have to evolve. This post has sampled a few different innovative approaches but there are more. With the retirement of the “baby boomers” and the continued growth of our economies, do not expect the labor market to improve for employers. Good people are available, but your approach to attracting and retaining them will require constant adaptation and improvisation to overcome the challenges we all face.
Good luck,
Paul.