There's a Norwegian saying worth remembering: there's no such thing as bad weather, only bad clothing. Watch as Bowe Digital owner, Wayne M. Stanley, talks about the ways you should change your "marketing clothing" this fall and better market your business.
Today’s internet access allows applicants to be savvier when searching for an employer. Recent studies show that job seekers do their home work before applying to most companies. You may not realize that you have a reputation in the job market already. Knowing what and where this reputation comes from is important to attracting the right applicants. Today’s applicant wants the new job to be just right for them as well.
There are a couple of housekeeping tips that need to be addressed before you advertise any job opening.
Having a clear job description is essential. This highlights the basic requirements of the position. It is not uncommon for many companies not to have written job descriptions. (I am not saying this practice is good.) Over the year’s, tasks were assigned to certain people and they alone were responsible. These same people were with the same company for 20+ years. Now as they leave or retire, we need to know what it takes to replace their knowledge.
When you ask an employee to list all the tasks they are responsible for and the tasks they know how to do, even if they are not held responsible for them, there are usually surprises. Employers and their managers are not always aware of who knows how to complete certain tasks, or better yet how they learned to do the tasks.
Don’t hesitate to get help to write job descriptions that will let you and the applicants know if they are qualified for the position. They can help you write detailed job descriptions and step by step training manuals if needed. Be sure to remove the jargon and industry phrases from descriptions targeting new candidates. You want them to be accurate and appealing to attract the best humans for the job.
Emphasize the benefits your company has to offer. Make a complete list of everything that you do for your employees. This is your time to shine. Include, health care plans, retirement /401K packages, scheduling requirements and holiday schedules, company vehicle/computer/cell phone use, vacation/personal days, even pet insurance! Be sure to list any policy that gives the employee a chance to be appreciated or make their life easier! Ask why you started offering this benefit, if there is still a need, or is there something missing you could add. Applicants want to know how you recognize and appreciate the worth of those who work for you. The benefits being asked for these days does vary a great deal from years past. Each generation has a different want or need for what they consider a benefit. Companies should look at this list be sure they are still needed, wanted, and more importantly viewed as a benefit by the staff. It is nice to see more weight being thrown at personal time than possibly just pay scales. It has been said many times that the mental health of our work force shows in their productiveness. Do your research and know what you can afford to offer. Learn what your team needs to happier and more successful for all of you.
There are many points to the hiring process. This is only the tip of the iceberg. We will address more ways to attract and retain great employees in the future. If there is something you are struggling with promoting let us know how we can help. We will get the information you need to be the best at hiring and retention, to help save you money and headaches. Email us today at firstname.lastname@example.org.