Preparing Today for the Future Scarce Labor Market - Attracting New Employees, Part 2, Section 2

Preparing Today for the Future Scarce Labor Market - Attracting New Employees

, Part 2, Section 2

Part II

This is the second of a series of four articles addressing strategies for setting up your business for success in 2010. There are four overriding strategies that we will develop in these articles: 1) Retaining current employees, 2) Attracting new employees, 3) Optimizing employee performance, and 4) Sustaining high levels of performance.

Prepare the job posting

A job posting should peak the readers interest and compel them to action; consequently, it should portray your company and position in the best light without misrepresenting the facts.

The job posting should be concise; inform the reader regarding job responsibilities, scope, location, benefits, and requirements; and sell the company. It should also include the appropriate buzz' words for that particular position, e.g., if it is a programming position, state whether the position develops' or maintains' system programming.

Most programmers are attracted to development roles using the latest programming languages rather than maintenance responsibilities using out-of-date programming languages. Contact information is essential as is EEO/AAP statement requirements.

Use the appropriate recruitment vehicle

Once the posting is prepared, it is important to place that posting in the appropriate vehicle. For example, if you are looking for programmers, placement on the DICE jobsite (which specializes in IT positions) would be more effective than an ad in the Penny Saver! If it is a West Coast job and there is enough talent on the West Coast to fill it, don't advertise in East Coast publications.

If you are looking to hire someone that is 3-5 years out of school, use recruitment vehicles that would be common to them; For example, social media sites, various, online services like career builders, Craig's list, trade publication postings and the like.

Recruit in the right geographical areas

When I recruited for a West Coast bank, I'd leave 70o weather to make frequent trips to the Northeast and Midwest in the dead of winter, to recruit bankers to live and work in sunny Southern California! When I was working to fill a position in Los Angeles that was in over supply in Los Angeles, I would not authorized a relocation fee and would only recruit in Los Angeles.

Recruiting in the right geographic areas will result in the most effective and efficient recruiting process. Unless you are trying to attract a specific person or very unique combination of skills and experience, there is a low return on investment to recruit outside of the preferred geographic areas.

Recruit at the right times

In addition to seasonal recruiting as described above, there are other important timing issues that support an effective and efficient recruitment program. When you are recruiting college grads, to attract the best and brightest students, one should recruit year-round, not just during the on-campus interviewing process.

Wine and cheese receptions, fellowships, internships and sponsoring faculty research and programs are methods used to introduce your organization to the students and opinion leaders. These methods will also keep your organization's name on the minds of the best candidates.

When recruiting professionals, it is also important to court' your preferred candidates long before you are ready to bring them on board. Candidates are much more likely to make a change if you have expressed interest in them over time and developed a measure of goodwill. If they know they have your firm as an option, they are much more likely to tolerate less from their present employer and bolt to your organization over the slightest issue.

During the economic recovery, those companies that start to ramp up first, even if just for a few key positions, will increase their chances of landing the best candidates. Therefore, if you can afford it, consider bringing candidates on board before you actually need them. This can be a very successful strategy, bringing candidates on board early, gives them an opportunity to acclimate to the organization.

It gives you an opportunity to create an appropriate opportunity for them, and it takes them off the market.

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