Attracting the Right People is more important to growth than any thing else.

A high quality candidate is in high demand. Are you conducting your recruitment activities in a way that will make them want to work for your company?

1. Promote a company culture of collaboration and skill building.  These are important to young, talented millennials.

Creating a stimulating work environment is important. All employees want their workplace to be stimulating, employee-centric (customers too), pleasant and rewarding.  Millennials especially have a strong sense of both local and global community.  

2. Strengthen Your Employer Brand With Content Marketing
When applicants hear your company’s name, you want them to be excited about working for you. What is your employer Brand?

3. Promote a coaching culture to attract Millennials

The future is already here. If you’re not working to attract millennials to your company, then your missing the mark. In 3 years (2020) they will comprise nearly 50% of the workforce. 75% by 2030.

Millennials are interested in opportunity. They don’t want to hang around for the next 20 years. They want know where they’re going in the next 2 years.  They want a career path.

Help them learn and grow, and you’ll attract and keep them.

4. Hire people who fit the culture of your organization.

One big mistake that CEOs and hiring managers make is hiring for technical expertise alone. If the person doesn’t match the culture, they’re not likely to be successful.

5. Evaluate how potential hires can help your company.

  • Sales. Will they bring in revenue?
  • Expansion. Will they help you expand what you do or be able to handle more customers?
  • Other employees. Will they relieve other staff so they can focus on revenue generation?
  • Leader: Will you be able to spend more of your time working “on” the business? Being strategic?

6. Know what the potential costs and benefits are.

Costs you’ll want to think about:

  • How will you advertise?
  • How much time will be spent reviewing and interviewing?
  • What other costs?
  • Salary. Are you offering a salary that is competitive for your industry?
  • Benefits. What benefits do you offer?
  • Office supplies and equipment: Do you have space for them? Equipment?
  • Training. Additional admin costs of bringing the employee on.
  • Onboarding. How long will you be paying the employee before they’re productive? (Weeks, months, years?)

7. **Retention starts during recruitment. Remember: How they are treated creates a mindset that they either want to stay and work, or find another position as soon as they can.

Let’s have a complementary Discovery Session, and start talking about where we can take your company.

See Retain  to see how to keep great employees at your company. Case Studies to learn how my services helped my clients contact us to learn more.