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Human Resource Help

Are You Overwhelmed Trying To Find Qualified Help?

 

Centric Solutions, Inc.

By Meg O. Wagner-Diggs, PHR

Finding the most qualified help today really necessitates integrating recruiting into the daily business plan.  This allows businesses to develop an ongoing pool of viable candidates year-round.

Today it is important for businesses to view every customer as a potential applicant.  Doing things that keep them engaged in your business and coming back as a customer may lead them to apply for employment.  Some tips on finding employees include:

  • Place company information where most people in the area will see it to maximize exposure; such as churches, community centers, schools, restaurants, shopping centers, grocery stores, chamber and visitor center offices, not-for-profit publications, events and medical offices. 
  • If you are planning a special shopping, social or other special event consider displaying information to promote your business and the benefits of working for you as another vehicle to attract employees in an untapped market.
More and more companies are turning to online social networking and niche sites to source candidates.  Recruiting trends point to as much as 40% of applicants that originate from niche sites are “above average” versus just 18% from a general job board. 

  • If your business is located near other businesses, consider co-hosting a before-or after-hours information session for potential employees to come and take a tour, learn more about your business, and what it might be like to work for you.  Consider a refer-a-friend option.
  • If your business is located near other businesses, consider co-hosting a before-or after-hours information session for potential employees to come and take a tour, learn more about your business, and what it might be like to work for you.  Consider a refer-a-friend option.
  • Engage your current employees in some or all of your recruiting efforts since they typically are your best ambassadors.
  • Employee referrals are a core recruitment strategy for many companies.  Things like cash bonuses, gift certificates and free merchandise can inspire current employees to recommend others like them who might be a good fit

    • Additionally, companies need to be open to restructuring jobs in order to accommodate some qualified candidates. For example, older individuals are an absolutely perfect demographic for hourly employment, particularly in retail, but companies may need to be willing to restructure the work schedule to accommodate when these folks want to work.  Similarly, younger individuals are a good fit as well, though many are juggling varying class schedules. Military spouses, active duty service members looking to supplement their income, military retirees and other eligible family members are also a great fit. Flexibility is the key driver for all three audiences. 

  • Consider offering potential employees an option to work under a job-share work arrangement.  Most interested in such a work arrangement will know of others who desire the same who they can recommend to you.
  • Post job openings in CNU, W&M, TNCC and other campuses, trade schools and military base print and online publications.

Local market data and research plays an important role in determining where and how you should advertise job openings.  If you currently work with a print or online vendor to advertise your job postings, ask them for a copy of their local market data.  It is typically FREE and can be of help to you in pinpointing where to focus your efforts and dollars to attract employees. When budget allows; consider investing in market research to help you further identify customers and potential employees. 

Times have changed and the recruiting process is certainly not what it used to be.  Don’t let this overwhelm you.  Create a plan and work your plan to help you manage the candidate process so that when your business encounters job openings, they are much easier to fill.

About Centric Solutions and Meg O. Wagner-Diggs

Centric Solutions, Inc. is in the organizational and strategy business.  They assist for-profits, not-for-profits and individuals assess needs and develop creative solutions targeted to meet their unique requirements.  Areas they focus on are: Human Resource Management, Safety, Risk Management, Security and Registered Parliamentarian Services. 

Meg O. Wagner-Diggs, PHR, the founder and Principle, has 15 years experience working in human resources, safety, security and risk management as a consultant and in corporate human resource management. Meg is a member of the Society for Human Resource Management (SHRM) and serves on the board of Richmond SHRM and Easter Seals Virginia.  She is a frequent contributor to the Richmond Times Dispatch and SHRM publications. 

Meg can be reached at mwagner-diggs@centricsolutions4u.com.