The Internet has transformed the recruitment process over the past two decades, greatly expanding the variety of opportunities available to companies and job seekers alike. Online recruiting tools have enabled business leaders to pore through an international expanse of qualified candidates with more speed and accuracy than ever before, while at the same time empowering professionals to thoroughly research a multitude of employment options.
The World Wide Web has greatly expanded the recruiting playing field, and while this has its benefits for companies seeking top talent, it also requires business leaders to be extremely diligent in their hiring efforts. In order to keep up with the competition, furniture companies of all sizes must take an active approach to recruiting that not only responds to the firm’s current needs, but also anticipates future challenges and growth.
The following are some key tips to keep in mind when seeking out new team members for your furniture business:
It may be tempting to delay serious recruiting efforts until they become a necessity. However, if you wait until your business has a clear need to fill a particular role, it’s likely that the empty position will have already caused operational delays and lost sales.
To avoid the negative repercussions of an understaffed team, you must approach recruiting proactively. It is not enough to simply set aside time and resources for recruiting at a later date; in order to connect with the best candidates, you should make a habit of conducting recruiting activities on a regular basis. In doing so, you should make a clear distinction between hiring and recruiting. While you’ll only hire when you’ve identified a need to expand your team, your recruiting activities should be an ongoing effort shared by multiple members of your company.
Business leaders should allow mid-level managers to share some of the recruiting responsibilities. In fact, their job descriptions should include regularly scheduled recruiting tasks. These individuals are in the best position to detect gaps in their current teams and aid in the development of job listings that capture the essence of their departmental goals. In order to keep your managers accountable to your broader recruitment game plan, you might consider scheduling regular recruiting strategy meetings to ensure that all managers are on the same page regarding the company’s objectives and are working diligently to meet them.
Recruiting is one operational area in which you should never hesitate to ask for help. A significant portion of the recruitment process is networking, and business leaders should explore every avenue when seeking the candidates who could one day become their most valued employees.
You most likely will not be able to offer employment to every qualified candidate that you interview, and the same fact holds true for your competitors. For this reason, it can be effective to develop a rapport with other businesses in your sector in order to share qualified candidates for open roles. While some business leaders may hesitate to share attractive candidates with their competitors, research has demonstrated this practice to be mutually beneficial. According to Scott Wintrip, author of High Velocity Hiring: How to Hire Top Talent in an Instant, business owners who introduce talent to at least eight other companies describe hiring leading candidates at a much faster pace than their peers who overlook the value of networking.
Your current employees are an extremely valuable—yet often overlooked—recruiting resource. By encouraging them to search their networks, both personal and professional, for qualified job-seekers, you can greatly expand your recruitment potential. You might even consider introducing an incentive program for referrals, offering employees bonuses for recommending new hires who remain with the company for a specified period of time.
Former employees who left the company under positive circumstances can also help you connect with other skilled workers in the industry. When seeking ideal candidates for positions in sales, you might even find attractive prospects elsewhere in your company. Individuals working in various aspects of your operations will often possess the knowledge and enthusiasm to excel in customer-facing roles and may be eager to apply these skills to increase their earnings in a sales environment.
Know What You’re Looking for
To make the most of your recruiting efforts, it is important to be specific in your job listings and requests for employee referrals. Each position should have a detailed, task-oriented description that clearly outlines the skills and experience required for the role. You should also carefully consider the type of attitude that your ideal candidate would have, thus ensuring that you are seeking out individuals whose personalities will mesh well with your existing team and company culture.
The time you invest in creating a highly detailed job listing will result in a much more efficient recruiting process, thus enabling you to fine-tune your recruitment strategy. Rather than simply asking your industry contacts if they know anyone who is searching for a job, you will be able to take a more direct approach by inquiring after individuals who, for example, have experience managing a retail environment or providing fast-paced customer support.
Conduct Hands-On Interviews.
While a typical verbal interview can provide a valuable introduction to a candidate’s personality, it rarely offers an opportunity to assess his or her skills. Including a hands-on portion in your interview process will enable you to evaluate candidates with a greater degree of confidence. For example, you might design sample exercises to observe how candidates handle sales calls or customer service scenarios, or you might give them the opportunity to showcase their abilities alongside one of your existing team members by allowing them to assist with real customer interactions.
Cultivate an Inspiring Culture.
In order to attract high-quality employees, your business must be a place where experienced, skilled individuals want to work. As a business leader, you hold the responsibility for creating an empowering, structured, and rewarding work environment that will give your employees the tools they need to thrive. You should ensure that your managers approach their jobs with a positive, uplifting attitude and are capable of leading with clarity, empathy, and vision. You should also take the time to create and communicate your company’s mission, policies, and values.
In order to attract the best candidates, your recruiting strategies should center on the mutual goal fulfillment. While seeking qualified candidates to support your business’ continued success, you should also operate with a dedication to helping employees meet their highest potential and fulfill their professional objectives.