Is Your Business Recruiting in This Down Market?
Nov 8, 2009 Sales Tax
Always expect the unexpected. For whatever reasons, sometime we have employees resign with little or no notice. If we are not prepared, replacing this individual could be challenging. How do we prepare, you ask? Keep recruiting practices as your daily routine. If we don’t, the fear of filling this crucial position could cloud our judgment when we hire a replacement. This new hire might not have the important expertise or might lack the knowledge to satisfy the position.
The best recruiting programs are those in which recruiting is an ongoing activity, instead of a knee-jerk response to an immediate need. Even if you’re not currently expanding your sales team, normal turnover or performance issues almost certainly means that you’ll need to hire every month.
There are many avenues to take when recruiting. Don’t depend on a single approach. A few ads in the Sunday newspaper will not be effective. To obtain quality candidates, use all the available resources at your disposal. The way we market is changing and we have to change as well. You want to be able to “touch” as many prospects as possible.
Today, there are unlimited ways to identify good candidates, including advertising on free internet sites, job fairs or even open houses, if you are in the real estate industry. Make sure your recruiting program takes advantage of all of the tools at your disposal.
If you think that the burden of creating a favorable impression rests completely with the candidate, think again. With lots of companies competing for the best people, your interview process must be efficient, responsive and, most important, respectful of each candidate’s time and interest. That means being organized, keeping to your interview schedule, and getting back to prospective agents when you say you will. After all, if you can’t make an effort to make a favorable impression during the interview process, what kind of an effort will you make when the person is on board?
Don’t despair if a top candidate declines your offer in favor of another company. All opportunities are not created equal, and even that “can’t refuse” offer may not look so great after a few months with another company. Stay in touch and you may just get a chance to win your top candidate back. And, even if it does work out, good candidates will be flattered by the attention and will remember you when they make their next move.
Even when companies are not contemplating expanding their business, even in the near future, sometime overstaffing could be fruitful. This is especially true in the real estate industry. It’s said that good people are hard to find. Finding outstanding sales professionals are always an asset. Having these calibers of people who understand the company and its philosophies will provide a greater advantage when you are ready to expand your team or the need arises to replace a marginal employee.
Management’s duty is to delegate responsibility. Recruiting is one area that might be better off left in the hands of management. Inexperienced recruiting tactics could be detrimental to your organization, not to mention the cost and ramifications that could be caused by hiring the wrong individual. The initial interview is of the utmost importance as is the final determination.
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