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The Lifeblood of Your Business: Talent

Integrity Staffing & Solutions

The hunt for top talent is extremely competitive.  As one of our clients recently put it, “We’ve reached a point where businesses must recruit for their employees the way they recruit for their customers.”  Whether or not you are ready to hire in the near term, you should be engaging in recruitment efforts designed to keep your talent pipeline full for when you are ready to hire.

So what does that mean in practice?  It means building relationships with potential recruits so they understand your company’s vision, mission, and values.  It means exposing potential recruits to your company and employees and helping recruits understand the culture.  I’ll give you an example.  A local area manufacturer was struggling to fill welding positions.  After several unsuccessful attempts to attract the right individuals to the jobs, the company’s management team reached out to the local community college.  This business offered to open their facilities after hours to the community college to teach welding classes using the company’s equipment.  The company also provided scrap metal for students to utilize for class work and for practice.  The program is a success.  The company has access to the best students, they have a strong reputation in the community, and they’ve exposed hundreds of students to their worksite and culture.

Here are some steps you can take to attract potential candidates and build relationships with them:

1.   Approach everyone you meet as a potential employee as well as a potential customer.  Train your staff to do the same.

2.   Capture contact information on potential recruits, just like you do for potential customers.

3.   Maintain regular contact with potential recruits, just like you do with potential customers (are you sensing a theme here?)  Use newsletters or press releases to provide information on industry and company news, new technology your company has acquired, business expansion, community activities, awards, etc.

4.   Host open house events to give potential recruits the chance to visit your business  location, meet with current employees, ask questions, and find out what it is like to be an employee.

5.   Offer to speak to classes, student groups, and participate in career fairs.  Educate students and faculty about your industry and the career opportunities available.  Consider sponsoring internships to expose potential recruits to your company and the industry.

Long-term recruitment efforts tied closely to your business’s strategic plan gives you the opportunity to establish relationships with the talent that can help your business achieve its goal and objectives.  When you do have positions to fill, you have a ready pool of potential candidates who are familiar with your business, your culture, and your employees.  You can significantly shorten the time to fill open positions and reduce the time it takes for your new hires to get acclimated to your organization.