Are you a supervisor, manager, or an owner of a business and are looking to hire new talent or just want new blood? Many employers are looking to hire new employees, especially with baby boomers retiring from their current positions. The term baby boomer is inclusive of more than 82,826,479 individuals in the United States according to Dr. L’Allier, VP of Research and Development of Thomson NETg. With these retirements, there is an employment gap that will need to be filled.
These 8 tips for employers will help you find the talent you want and retain them for best productivity for your organization.
There was a time when you had an opening and you received 100 qualified applicants with in the first few days of your job posting. Now, you have to sift through hundreds of resumes that just make you wonder. Business jobs are going begging as demographics and a strong economy combine to create a shortage of qualified labor.
- Find out what the going rate is for the position you need and at least match it. One common mistake businesses make when creating a position is to base the salary on their budget rather than on the market realities in effect making sure that their employee recruitment efforts are going to be unsuccessful.
- Offer an employee benefit program. In times when employees get to pick and choose, an employee benefit program moves from their wish list to their necessities list. For successful employee recruitment, your company needs to offer employees at least life, medical and dental coverage.
- Make lifestyle a part of your employee recruitment offer. Many employees are just as concerned about quality of life as they are about the amount of money a position offers. If you’re fortunate enough to be located in an area with great skiing, beaches, extensive hiking/biking trails, excellent golf courses or other attractive features be sure to play them up when you’re trying to attract employees.
- Emphasize the benefits of what your business offers. Make your company more attractive to potential employees by offering things such as flexible hours and work at home options. Among the more unusual benefits some small businesses offer are being able to bring a pet to work and allowing employees to power-nap during the day.
- Be creative with perks. Many large companies offer on-site health facilities such as a fully equipped gym. Does your company have a timeshare somewhere? Or maybe season passes to a professional sports team? Those are all perks you can use to attract stars.
- Offer employees upward mobility. The more potential for advancement in a company, the more an employee will be motivated to work for you.
- Recruit early. If you look at the Big 4 accounting firms, they are at colleges interviewing the cream of the crop a year before graduating. They are looking for high-performers with a minimum GPA of a 3.50, leadership experience and extra-curricular involvement. Good talent shows and they get picked up early just like the first round of an NFL Draft. Start recruiting as soon as you know there will be an opening available. The longer you wait, the sooner you pass on the talent.
- Think of the future. Where is your company now and where do you want to take it. Technology is such a big component of business now that you must have tech people that are savvy. Also, create short term goals to get your company to your long term goal. It’s about taking those daily steps with the right staff to get you where you want to go.
Bottom Line: Know what you want for the organization first, then hire smart people to work for you. Also, keep up with the times and stay up with technology. Keep those things in mind and you’ll be off to a good start when looking to hire. Having a short statement of what you want for your organization written out will give you an idea of what you are looking for in an employee.
Rich Dad Says: “Treat them well and they will go to war with you.”
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I’m graduating this year from UC Santa Barbara and keep hearing about this baby boomer thing that is supposed to happen. I think it’s a great opportunity for graduates, but arn’t those positions usually management since they are retiring? They wouldn’t be retiring from entry level positions right?
Rick T.
Well, when the baby boomers leave their management positions, people in the entry level position move up and employers need to recruit new people to fill those positions. So, indirectly it will affect you.
I wish businesses were “begging” for new talent! haha. I’d be all over it
I think another point to add to the list would be to create a workplace which people would LIKE to work for. For instance, people would only want to write for a multi authored blog if they see it as being popular. Yaro Starak emphasized this on his blog http://www.entrepreneurs-journey.com in a case study he did with a multi-authored blog.