Light Up Your Business

10 Recruitment Strategies for Hiring Great Employees

Tammy Hershberger Episode 34

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Is your hiring process letting you down? Unlock the secrets to attracting top talent in the latest episode of Light Up Your Business Podcast! We dissect 10 key recruitment strategies inspired by an insightful Indeed article, giving you the tools you need to treat candidates like customers and make your job posts truly stand out. Learn how leveraging social media can broaden your reach and showcase your company culture, ultimately increasing the number of applicants, shortening hiring time, reducing costs, and enhancing the quality of candidate matches.

But that's not all—this episode also offers quick tips for finding passionate and strategic employees to elevate your business. Stay ambitious and innovative as we highlight the importance of love and faithfulness from Proverbs 3:3 in gaining favor and a good name. Don't miss out on this treasure trove of practical advice and inspiring insights. Make sure to like, subscribe, and share the podcast so you're always in the loop with our valuable content. Tune in and supercharge your hiring process today!

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Tammy Hershberger:

Welcome to the Light Up your Business podcast, the show where we dive deep into the world of small businesses. I'm your host, tammy Hershberger, and each episode will bring you inspiring stories, expert insights and practical tips to help your small business thrive. Whether you're an entrepreneur just starting out or a seasoned business owner, this podcast is your go-to source for success in the small business world. Let's get started to source for success in the small business world. Let's get started. Good morning everyone. I want to welcome you back to another episode of Light Up your Business Podcast. Today I want to talk about hiring.

Tammy Hershberger:

I don't know if you're like me, but it's not easy finding top talent sometimes. Sometimes they walk in the door and they're amazing and sometimes they're not. So I was reading an article recently from. Indeed sent this to me. So if you go to Indeed and you search their blog, post articles whatever the title of it is 10 Recruitment Strategies for Hiring Great Employees, and it came out in July of this year, and so it talks about in this article how taking the time to find top talent can be time consuming. It takes a combination of creativity and diligence. You know, with technology today we're publishing our job posts to a very broad audience, but we really need to connect with the quality candidates and drive excitement about the role in your company. That's how you're going to stand out, because there's just job posting after job posting and if you ever read them, they're so boring, I think, for me. I mean, I haven't applied somewhere in a long time because I've been my own boss for a while but I think it's important that you find some good strategies that can help you to immediately captivate job seekers. In that job post you're like yes, that sounds like a fun place to work. You want to create memorable first impressions and hire candidates who meet your needs. So I'm going to go through this article. This podcast will be kind of short today, but it talks in here.

Tammy Hershberger:

But what is a recruitment strategy? What does that even mean? And it says a recruitment strategy is a plan of action to help you successfully identify, attract and hire candidates for your open role. There's a starting point that can help you kind of recruit your employees and that is basically just having like a minimum of a job posting on a job board. And then there's, you know, more fancier strategies, such as going to a recruiting agency, an employee referral program, such as like, if you bring someone in you know my employee, jim if you bring your friend in and he stays 90 days, I'll give you a $500 bonus or something like that. There's different strategies for that that you can implement, but I think you have to have something because I think just throwing crap at a wall and hoping it sticks is not a good strategy. So it says in the article filling positions can be challenging, as we all know, especially if you have a job that has like basically needing someone that's highly skilled.

Tammy Hershberger:

So if you need certain degrees or licenses, you know that's going to really limit the job pool. But you're also maybe in a job that doesn't need all that. Maybe it's just like an office person or window cleaner or whatever. So if you kind of expand your strategies, you can reach more people, right. So I talked in here about some of the benefits of having multiple strategies is increased number of applicants, so you have more to pick from. Maybe a shorter hiring time, because you're getting more people in the door so you're going to be able to weed through them faster. You might get more company awareness out of it, right. You'll have reduced hiring costs because one ad is bringing more people and you're not having to run the ad as long and then hopefully you're getting better matches, people that actually fit the job.

Tammy Hershberger:

One time I had a job posting and it was for an office person. I was getting cooks, waitresses, people that had never even done office work. I'm not saying they couldn't figure it out and maybe be good, but they had no experience. And I had very clearly in my ad I need you to have two years experience, I need you to know these programs, and so when they didn't know them, it was frustrating because I'm like why are you even applying here? You're wasting my time.

Tammy Hershberger:

So let's go through these 10 strategies. One is treat customers. No, that's not right. Treat candidates like customers. So, whether you're using phone screening, video interviewing I've never personally done that. I like to see you. I want to smell. Do you smell weird? Do you dress professionally? You know what is it. I want to see you in person. I think by seeing them, by getting them in person, whatever it is, you get a really good first impression of them, and those are critical. It's important to make them feel like you're just as excited about getting to know them as they are about being considered for the role. And it talks about a good recruiting technique is to treat interviewees the same way you treat your customers. So what does that mean? Be respectful, make sure you're on time for the interview. They better be on time, but you better be as well Be hospitable. So when they arrive, ask them if they want a drink or do they have to use the restroom, you know, make them feel comfortable and welcome and then make yourself available. Make sure that the potential candidate has your contact information so they can reach out with any questions or any thoughts after the interview. So treat them like you would a customer.

Tammy Hershberger:

And then two is use social media. It's a fantastic recruiting tool. It allows you to share job postings with your entire network and then you can have a two-way conversation and sometimes, if you make it shareable, your friends can share it. It can reach a huge network of people. And then if you share photos or videos of company events, the workspace, the day-to-day office you know life they can kind of see like, oh, this looks like a fun place to work. I like the people that work there. They look cool, they look fun, whatever. I think it's a great strategy. I think it's something we should think about. Social media is growing. Facebook, from what I hear from the younger people, is going out more. That's more for the older people. Tiktok, instagram is huge right now. So anywhere you can kind of get on those platforms to start to promote is great.

Tammy Hershberger:

Then it talks about implementing an employee referral program. So it talks about how when you have good people working for you, they enjoy their surroundings, they enjoy the people they work with. They're very capable. Well, a lot of people that enjoy where they work, they're happy to spread it to their friends and be like hey, I love where I work, you should come here too. It helps you open up to the network of good people that you have hired with you, right? So if you have the donkeys, you probably don't want their friends because they're probably donkeys, but if they have good people around them, there's probably some good job talent. That's their friends or their neighbors or their aunt or whatever it is, and so by promoting that through the company, you're opening up a chance to get some people that like are already kind of what I would call pre-qualified. So if Jimmy knows John and Jimmy says John's a good guy, he's a good family man, he has good morals, good values, that's an inside look into John's life. Right that I'm not going to get through just some job posting because I already know someone who knows the guy, versus me bringing him in and hoping it works. So that's always a great way to bring people in.

Tammy Hershberger:

Then you want to have compelling job descriptions. So you want to get their attention. You want to make sure it's descriptive but it also gets their attention right. So they gave a few tips. One they said make titles as specific as possible. The more accurate your title, the more effective you're in piquing the interest of qualified job seekers.

Tammy Hershberger:

So I'm trying to think. I can't even give you an example. I'm not that creative. So I'm trying to think I can't even give you an example. I'm not that creative. I mean, if you're hiring for a dog pooper, scooper job I don't know, I would kind of just call it that. I wouldn't call it office work, because if I get there and I find out I'm applying for an office job and I have to pick up dog crap all day, that's not going to work for me. So you're wasting your time bringing me in because I wouldn't be interested.

Tammy Hershberger:

So just be clear in the title about what you want and then have a captivating summary, provide an overview that can get job seekers excited about your role, that you have open the company that you're running, so that they kind of like, yeah, this sounds like a fun place. And then you know, put all the essentials in, make sure you have all the responsibilities, the hard and soft skills, the day-to-day responsibilities, and explain an explanation of how the position fits into the organization. And then highlight your culture. They had a statistic that said 71 percent of job seekers say it's extremely or very important to see details what a company's culture, so that way they understand the values of the people they're going to work for, because you're going to spend more time with these people than your family, most likely. So you need to make sure this place is a place I want to work.

Tammy Hershberger:

Do they yell at everybody? Is everybody miserable, or are they having a great time and they're enjoying each other? That makes a huge difference when you're applying for a job and then it says make use of sponsored job ads to stand out. It says there's thousands of jobs posting on Indeed because, again, this was an Indeed article, so you want to be visible to other people, because it just becomes one big scrolling mess of opportunities that maybe you don't see because they don't stand out. So a good way to make sure your job posting continues to stand out is through sponsored jobs, so you can pay to basically have your listing pop to the top. It helps, like certain ads. You know if they have certain words on that, it'll click them to the top as well.

Tammy Hershberger:

It talks about checking resumes posted online. So Indeed has a smart sourcing option and it has, according to them, millions of resumes from job seekers across the industries and locations. It allows employers to quickly find candidates by putting job titles in skill, city, state, zip, whatever, so you can really narrow down your options there. You may want to look at past clients, past candidates, past anybody. So when you hire for a position, there are often a few talented candidates who end up not making the cut due to the timings not right or other factors. When you're recruiting employees for a similar position, consider revisiting those past resumes. They may still be looking for work they may not like where they are. They could still be a possible candidate for your company and then, if they did go somewhere else, they maybe have gained new skills and experience that maybe will help. Now let's see number eight, claim your company page On Indeed. They have a company page so you can fill out all your information.

Tammy Hershberger:

I would say, in the world of not Indeed, make sure your website's up to date, make sure it shows pictures, information, because that's one of the first places I'm going if I'm applying for you, and then attend industry-related meetups. Like your local chamber has nights where businesses get together. It's a good chance to go out and network and talk to people and see what positions are out there or what's happening. And then it talks about job fairs. I've never been to one, but there's a great place to get a bunch of opportunity at one place so you're not running around all over the place. And then the last one is include peers in the interview process.

Tammy Hershberger:

So sometimes the ideal person to interview is someone already working in the same or similar role. This employee already knows what it takes to excel in that position and can verify whether candidates have the skills and experience needed to do the job well. Current employees also can give an accurate description of day-to-day experiences and help candidates better understand what they can expect of hire. So what that means is bring them into the interview right. I always kind of like that, because if you're going to have to work with these people, I wouldn't mind having a chance to be like that guy seemed like a jerk to me, or that lady seems great. I think we could work together because you're expecting them to all work together. So it's a good chance to bring them in, get a fit for their personalities and, like I said, these people that work for you now in those positions know what it takes and they can kind of maybe ask questions that you don't think about Now. They're probably not going to be the final say, but it's good to bring them in.

Tammy Hershberger:

So at the end of the day, get out there, be active, you know. Put lots of ads out, be specific on your recruitment goals. Make sure you have like, I want to get 30 candidates in and make sure you review 30 candidates right. Make sure you're realistic on the timelines of one you need to hire, so you're always looking ahead. And then, you know, go out there and just start talking to people. You'll be surprised what you'll find. And for me, I always pray and ask the Lord to bring me the right people.

Tammy Hershberger:

So this episode is a short one today, but I just want to give you some quick tips on how to find great employees. I thank you all for listening, like, subscribe, share, do all the things that you do and thank you for supporting me. I'll see you next time. And remember, in the world of business, every success story begins with a passionate dream and ends with a strategic billion-dollar handshake. Stay ambitious, stay innovative and keep making those deals that reshape tomorrow. Thank you all for tuning in and until next time. Remember Proverbs 3.3 says let love and faithfulness never leave you. Bind them around your neck, write them on the tablet of your heart. That way, you will win favor and a good name in the sight of God and man. And remember if you like what you heard today, click the follow button so you never miss an episode.

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