Hiring and Recruiting

If you ever find yourself thinking it’s hard to find good candidates for an open position, it’s time to look at your recruiting processes. The truth is, most recruitment ads are not designed to attract the best candidates. They are too often designed to blend in with all the other...

As a business owner, have you ever experienced the following scenario? You decide to hire a new employee. But you don’t want just any employee, you want a rock star! So you spend more money than usual to advertise. You take additional time to conduct interviews to make sure their...

Last week we focused on internal solutions to capacity issues other than hiring. This week we're going to look at external solutions. 

In the last few weeks, we've encouraged you to study your capacity and the division of work in your business. As we've noted, the knee-jerk reaction for many businesses when things start to get busy is to hire, but it's not always the only solution. Below are a few internal solutions that can sometimes prevent the need to hire.

Last week, we asked you to start digging into why you think you need to hire by looking at the true problem.  This week, continue to get clarity around the problem your business has, which is capacity, by looking at the functions of your business by position.

Quote:  "If I had an hour to solve a problem I'd spend 55 minutes thinking about the problem and 5 minutes thinking about solutions." - Albert Einstein

Is it time to hire?  The question seems so simple to answer on the surface, especially if someone has just handed in their notice or worse, just quit on the spot. This month, we're going to challenge you to dig deeper into the hiring question. We're going to challenge you to view hiring decisions not just from the business' short term needs, but also from its long term strategic needs.

When you're recruiting, especially in a Hiring Drought, there is a need to sell the position and your company. Just like in marketing, if you want leads for an open position you have to know how to attract them. However, there's a danger in over-selling the position. You can chase away good candidate or even worse end up with the wrong candidate if you get too caught up in selling the position. Here are a few tips to help you reach the right balance of selling the position.

Quote: “The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” Steve Jobs Question: What lengths have you gone to in order to hire the best people for your business? Our Thoughts: In many businesses recruiting is a very...

The E-Myth philosophy states that recruiting is a form of marketing and sales. You are selling not only the position, but the company to potential candidates. Last week we talked about brand and what sets you apart from other companies looking to hire. This week we'll focus on using that brand in strategy to generate candidates. In many companies, the generation of candidates comes down to posting a job ad in the paper, perhaps using the radio, and calling it a day. That can work, but these days when unemployment is once again shrinking you need a more assertive strategy. Here are a few things to consider when creating a strategy for generating candidates: