Creating the Ad. Ads for hiring employees are just like ads for gaining clients.
You MUST tell them what they are going to get NOT what you want them to
have. If you word it correctly your ad will attract employees with the traits you
want. It must grab them right away and keep them reading. Typically people
skim the ads and are looking for something specific like pay, or hours, etc. Here
is a sample ad we created:
"Experienced service company looking for team players. Flexible hours,
hourly + bonus. Automatic tool buying and education accounts. We provide
truck, tools, pager, training, and career opportunities. We promote within our
organization whenever possible. Signing bonus available call for details.
After reading this ad look at your wish list of good employee traits and see if you
can find the traits this ad is looking for. Properly written your ad will grab the
attention of the employee you want."
Where to find them. Place ads in the local paper, but be creative. Save your
applications. If you don't have a position for them, or you decided they were not
right for the job place their application in a folder marked CSR or Acctg, Tech,
etc. Make notes as to why you did not hire them.
Try placing ads on car windshields at trade schools, anywhere industry related
people hang out.
Check out Wanted Ads on the Web. While they don't get a huge response
your cost is very minimal. On AOL's I ran an ad for $25 for the whole month
AND it was only for people to see in my area. When I got responses I knew
they were computer literate and possibly self-taught. This shows initiative to
learn and that is worth a lot.
High School work programs. Very often High Schools have a work program
that allows students to work for credits. These students are young, but are
reliable since their grade depends on showing up. Once they graduate you
might be able to keep them since you already have them. These type of
employees work great for Client Service Representatives.
Pizza delivery people make good dispatchers. Why? Because they have been
on the receiving end and had clients upset with them. They know what it is
like to have the office tell the client one thing and the tech another. They are
more careful to get the info out to the tech correctly the first time.
Give your employees $25 for each referral sent in and interviewed. This way
if you have 7 employees that is 7 different people marketing your company.
Of course they will say nice things to get the $$$.
Offer a referral fee (somewhere around $300 or so), that is given to the
employee that found the new team player and pay it out once they complete 6
months of work. If you want to split it up you can give them $100 upon hiring
their referral and $100 after 3 months of work with the rest after 6 months.
Put a banner out saying, "Now Hiring." When someone comes in and asks
what you are hiring for say every position. You never know, that person
walking in might be better than someone you already have. Have the person
that greets them give them an application and write down their appearance.
Next time a position opens in that dept. pull the folder and start calling
everyone, even if you did not like them the first go around. You never know
what training they have completed since then. They may have gone through a
major life change and would be the best. Ask them how they are enjoying
their work and let them know you are calling because you have a position
open. For all you know they got into a big fight with their boss that day and
want to quit.
If you are organized enough this can make a big impression. On your
application ask for their birthday. If this is someone you really like but can't
hire them for some reason start sending birthday cards letting them know they
are still top on your list. If it takes 3 years before you are ready to hire they
should immediately recognize your name and be more open to talk.
Stay tuned for PART B of Hiring A Good Employee.
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