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Best Practices 3 & 4Posted: 1/15/2007#3 – Know “who” you want and where to go to find them – In advance!
Job descriptions, including requisite skill sets, for all positions - open or not - are critical. While you should be aware of possible legalities, maintaining a file of interested applicants can provide a head start in recruiting. It also provides an excellent overview of the local workforce skills. This can be important in the early stages of recruiting, as it can provide an indication of the need to move outside of the local area for a specific skill set. It’s also a good idea to be familiar with national recruitment agencies and local placement and temporary services prior to actual need. That way, some of the ground work is already done when an opening occurs.
Many companies hire qualified temporary help to fill open positions. This allows for a continuation of production, while the company is afforded the opportunity to evaluate a potential candidate in action with a minimal commitment. If the temporary employee works out, a permanent offer can be extended – and, if not, the search can readily continue.
#4 – Be an “Employer-of-Choice” in your area
Hiring quality employees is a marriage of sorts. The more you have to offer, the better candidates you can attract – and vice versa. It is much easier to find qualified candidates when people in your local area are waiting for an opportunity to work for you. That may mean offering an above average work environment, compensation package and benefit plan. An above average offering allows you to demand above average people!
Being an “Employer-of-Choice” also means being visible in the community and allowing existing employees’ word-of-mouth to spread. If your employees are proud of where they work, you are an “Employer-of-Choice”!
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