Accessing big pools of great talent part 2
Accessing big pools of great talent – for Free, part 2
This Post is part of a series on practices to capture more of the best talent and leverage tools to avoid having to resort to Job Posting and the worst sources of applicants. The previous parts are here:
Businesses with multiple locations, multi-unit operators, have a particular advantage in attracting and hiring great people when they implement effective “Pooling”.
Pooling means the efficient sharing of applicants across locations. Here’s a scenario that comes up often: Location 1 attracts a high number of applicants while nearby locations 2 and 3 get nothing. Without pooling, the Location 1 business is very successful because they have access to a flow of the best talent who perform better when hired. Unfortunately, locations 2 and 3 are forced into spending money on postings and job boards like Craigslist. So they tend to hire from the worst sources of talent which ripples through the business; a drag on customer satisfaction, productivity and profits.
Accessing big pools of great talent
Accessing big pools of great talent – for Free
We’ve spent some time in the last blog posts discussing the value and importance of great hiring to employers, and the sources of great versus bad hires. Last week we discussed the basic business practices to attract and capture talent from the best sources to drive hiring needs. To summarize, be a good place to work, spread the word you’re always looking for great people, eliminate any roadblocks for applicants and definitely rev up your referral programs. And when there isn’t a sufficient enough pool of applicants from great sources when businesses need to hire - using job boards can ruin your week with a deluge of low quality applicants.
This article is about 2 best practices that build on top of the programs we discussed in our last post. These techniques are about amplification; Leveraging your existing best practices of capturing talent from the best sources and using automation to increase the available talent pool at any time.
4 Ways to avoid using job boards
4 Ways to avoid using job boards such as Craigslist
If you read last week’s article about avoiding bad hires you know the first and best step to avoid making a bad hire is to avoid the sources of bad hires such as want ads and job postings.
I’ve not met a single person who enjoys having to post jobs on Craigslist or some other board, and then has to sift through the applicants. But everyone also knows they need a large pool of applicants to be able to find a find an acceptable hire. The problem is most businesses don’t have enough applicant flow from the best sources for all of their hiring needs, so they resort to job boards.
Avoiding Bad Hires - Part 2
Avoiding Bad Hires
This article has two parts. This is the second part.
Read Part 1 here
In the first part of this article, we provided some background theory and examples of what some employers do. Now we’ll describe the specific sources that provide the best applicants.
The reasons are common sense and are validated by studies. Past employees know exactly what they’re getting into and want to come back (and you have their performance history) Referrals, in the natural course of recommending a friend do their own environmental fit evaluation and job preview for their friend or relative and are making screening decisions based on that fit before referring. Community and customer referrals are slightly weaker in terms of outcome but still of very high quality.
Avoiding Bad Hires - Part 1
Avoiding Bad Hires
This article has two parts. This is the first part.
When was the last time you realized – that a recent hire just wasn’t that interested in working for you? Did they lack of motivation to learn or even to do the basic tasks?
For the frontline workforce, the best way to avoid bad hires is to avoid bad applicants. And the best way to avoid bad applicants is to avoid the sources of bad applicants.
Before describing how to avoid bad applicants, let’s acknowledge the field of study that has proven our conventional wisdom that referrals and past good employees are the best source of high performing applicants. It’s the studies around Person-Job Fit.
Reading through all of the study data and papers on the theory can be mind numbing. So here’s what’s most important, simplified and made useful: great employees have two general factors that make them great. The first is what we focus most on and is hardest to fake – what the applicant CAN do: The skills and traits that make someone great at sales, customer service, physical or technical tasks. Skills and behavior screening combined with references and good interviewing can get to the bottom of this.