Recruiting – We do it all the time!

Some of you may be saying, “Why read about recruiting? I don’t own a business or am not in a position to hire people.” I encourage you to widen your perspective about this topic. This need not be a topic exclusive to business. Aren’t we recruiting when we look for someone to fix our plumbing, or car or purchase insurance? And what about looking for friends, a special person in our life or wanting to find an opportunity to volunteer in the community. Isn’t that recruiting of its own kind?

Looking within and without: As you seek the right person(s), consider folks that are part of the team, now or in the past. A team member may want to move into a different role or they may know of a friend, family member or past associate. Today there are many places and resources to explore. Here are a few from The Big Book of HR: “Networking, former employees who left or were laid off, retirees, colleges, churches, passive or non-active applicants.” The phone book yellow pages, on-line or hard-copy, are always a great place to spark ideas for anything you want to find. Use your local media options as well as newsletters of organizations to which your team members belong. Think local and global.

How can we find the “right” team member? Do your homework, which includes having a clear, accurate and complete job description. I have been amazed by how many businesses have outdated, non-existing or job descriptions for only a few of their employees. Consider carefully the specific skills and experience that are required. Remember attitude and interest are important. The right person will be aligned with the things that matter like values, principles and priorities. I’ll say more about “fit” next week. As you are searching for a new hire or that special person, be open to expanding the scope of opportunities that you had not considered before.

How can we afford to do this? Instead, consider the question, “Can we afford not to find the right person that meets our needs?” You may well need to pay the full price to fill your requirements. Here are some options to consider at a lower cost: part time; short-term contracts; on-call team members; retirees; internships; apprenticeships, shared employment, flex-time. Think out-of-the-box regarding how to fulfill the needs you have.

Mitchell and Gamlem, in the book mentioned above, give a list of areas regarding job analysis: “job purpose, work environment, duties and responsibilities, knowledge, skills and abilities required to succeed in the position, where in the organizational structure this position fits, and performance criteria.”

And in personal “recruiting” for a special individual in your life. How about making a check list of values and relationship wishes you are desiring? In my search for a life partner, I created a set of 3x5 cards listing my wants, and it worked!

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Managing people is the most challenging part of any leader's day. And that job certainly is not getting any easier. The Big Book of HR will provide any HR professional, manager, or business owner of any size organization the information they need to get the most from their talent. It is filled with information on everything from the most strategic HR-related issues to the smallest tactical detail of how to manage people.