So how do you find employees, and more importantly, how do you find the right employee for the position you want to fill. Let’s first take a look at terminology. What’s the difference between a suspect, a prospect, an applicant, a candidate, a new hire, an employee and a team member? A suspect is anyone who could even remotely or possibly be hired. A prospect is anyone who could qualify to be hired. An applicant is anyone who actively pursues employment with your company. A candidate is someone who does qualify for employment. A new hire is someone who have just been hired and is in training during a probationary period of time. An employee has made it through the probationary period and is moving toward the competent-in-position point. And finally a team member is someone not only pulling their own weight, they are also helping others accomplishment their goal.
Finding employees is the result of moving the spectrum from the suspect to employee point of the process. And the key to success is rounding up the prospects. Basically you have passive recruiting versus active recruiting. With passive recruiting you simply wait for the prospects to come to you. You create a process of environment whereby the prospect finds and contacts your company. Examples of passive recruiting include internet postings, word-of-mouth, ads, advertising, and professional search companies. . Active recruiting requires creativity, more action, more productive work, and more uncommon methods of surfacing prospects. Simply stated, it requires more peripheral vision than tunnel vision. Examples of active recruiting include a referral program, recycling previous candidates, reconsidering ex-previous productive employees, competitor visits, direct mailings, cold-calling either in person or telephone, association involvement, college/university placement office contacts, and perusing journals for competitor employees-of-the-month recognition or other types of recognition for accomplishment. You need to have the ‘this might be the person’ mentality at all times, because you might be talking casually to the very person you want to hire.
Finding employees and knowing how to find the right employee can be a matter of luck, however you don’t want to manage your recruiting efforts based on a high percentage of luck. By using a mixture of some passive recruiting techniques combined with large dose of active recruiting methods you drastically increase your opportunity for success. And that success is measured by knowing how to find employees, then finding employees, finding the right employee and then moving them towards becoming active team members.
It’s not rocket science; it’s just a matter of keeping it simple and then just doing it.