When I think of bosses complaining about employees, I imagine a ‘Downton Abbey’-esque scenario where someone is bemoaning the fact good help is just so hard to find after a table is set the wrong way.
But the truth is, you don’t need to wear a corset or dress in white tie for dinner each night in order to lament the fact that finding the right employee is a tricky business.
You want your employees to fit in with the company culture, be smart, hardworking, honest, and glass half-full kind of people, right? Unfortunately, that can oftentimes be easier said than done.
The best way to find top talent is by doing what Kevin Costner did in Field of Dreams, and know that, “if they build it, he will come.” You want to have a company that people want to work for. People want to work in a place where other good people work. It helps them to feel challenged, increases their sense of self-worth, and makes the workplace more enjoyable.
How to Help Talent Find and Want YOU
As a company, you have a personality, you have values, you have beliefs, and you have goals. Know what all of those are, and stay consistent. If you don’t have a clear picture of who you are and what kind of people you want working for you, how will you be able to draw in the right kind of people for your company?
Along those lines, be transparent. Don’t try to pretend your business is something that it isn’t just to encourage applications. If your company really isn’t open to new ideas, don’t pretend like you are. That will backfire once you hire someone and suddenly there are clashes and friction.
It’s possible not every job-seeker will like who you are. That’s ok. You don’t want those people anyway.
Offer good benefits:
This doesn’t mean you need to have a free coffee bar in the lobby and offer up massages every Tuesday (though-who would hate that?). Not every business can or should offer those types of benefits, but you want to be fair and respectful to your employees. Consider…
- health insurance options
- remote working opportunities
- ample vacation time
- flexible hours to help families
- maternity/paternity leave
Give employees a purpose:
Make the work meaningful. Nobody wants to feel like their efforts are pointless. This purpose can come through in a variety of ways. Maybe your business has an overt service aspect of it, such as TOMS, which will naturally draw people in. But for other businesses, the purpose of an employee’s work may not be quite so apparent.
Find out what the purpose and meaning are, and make that obvious. Ask the following questions:
- How does the business help others?
- How does each employee contribute to the goal of the company?
Building a company that people WANT to work for is the first and most important step, but the work does not stop there. When it comes to actually hiring a new employee, it takes a lot of time, energy, and forethought.
Tips for the hiring process
The hiring process begins way before an interview:
One day you look around the office, realize you need another person in order to handle the workload, decide to put an ad up online, and bam-you’ve hired someone.
Sure, that’s how it could go, but doing it that way means you may not actually be satisfied with your new hire. Way before any interviews happen, take the time to really think about the job you want done and craft a thoughtful job description. Ask for input from your management team or from others doing a similar job about what duties will be performed and what skills/traits are desired.
Keep the boss involved:
As Entrepreneur points out, “After all, it’s your culture, your company and your leadership–why allow someone else to make your hiring choices?” Not only will staying involved help to ensure that the person YOU want is chosen, it also helps a future employee realize that his or her job is important to the company–important enough that even the boss cares.
Hold interviews even when positions aren’t available:
Or, accept resumes and applications even if there are no job openings. If you have a company that people want to work at, you should have no problem with people wanting to be on your ‘waiting list.’ Keeping files of potential employees will make the search for the perfect fit much easier once a position is open.
The most important thing is not rushing the process of hiring a new employee. Moving too fast just for the sake of adding a new name to the directory may seem to help in the short-term, but in the long run, it will hurt the company. Take the time to create an excellent team. Once you’ve got it, remember to take care of it!
Hiring employees also comes with questions about payroll taxes and retirement plants. Contact us at Lucid Advisory and Finance with any questions.