If you find your company in a position to hire someone quickly due to an unexpected resignation, you will find recruiting someone to be more challenging. With that in mind, recruiting should be a daily responsibility. This quick reflex to hire a candidate immediately might cause you to hire more out of desperation. The potential employee might lack the necessary skills required to fill 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.
Don’t rely on a single approach when recruiting. For years; employers thought that an effective recruiting campaign consisted of a few advertisements in the Help Wanted section of the Sunday newspaper, with a formal recruiter or two thrown in for good measure. But those tools are simply no longer effective enough in today’s market, especially when everyone else is using them too. Just as you wouldn’t rely on a single technique to identify prospective customers for your business, your recruiting program should include the regular use of a variety of prospecting tools available at your disposal that can identify qualified candidates.
In-house employees, job fairs, word of mouth and Internet sites are just a few of the tools at our disposal. Take full opportunity to utilize these resources.
With the current market, companies are always in completion for the best employees. Their “first impression” of you is just as important. Be professional, well-organized, receptive and courteous to their time and interests. Try to stay on schedule and do what you say you will do. If this could be a model employee we want them to stay with the company after we hire them.
If you have found a good candidate and decide they are perfect for job, it’s always a possibility they could turn down the offer. Don’t take it to heart. Definitely don’t take it personally. If the candidate turned down the position because of another opportunity, it is very likely they might realize a mistake has been made and reconsider. Continue to follow up with the individual as their reconsideration could be very favorable in the near future.
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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