NFIB

Innovative Ways to Find Great Employees
04/ 16/ 2004

by Jeffrey Moses

Small companies are rediscovering that even when the labor market is slow, great employees are hard to find. Traditional methods of locating and hiring employees are always viable (employment agencies or executive search firms, college placement offices, help-wanted ads, etc.), but there are a number of innovative ways to find new employees who are a cut above average.

* The best employees come with experience (saving you time and training expenses while getting them up to speed), so keep an active network among contacts you have in your industry. Speak personally with officers of trade unions and industry associations, asking them to notify you when they become aware of someone seeking a new position or to refer the individual directly to you. Talk with your accountant, attorney, insurance agent and others you use as consultants, informing them about your desire to meet with anyone they feel would be a great employee. Individuals in these companies meet with all types of people and may come in contact with the perfect employee for you.

* Your current employees know what it takes to get the job done, so consider establishing an employee referral system. If you offer cash bonuses to employees who recommend a person who ultimately is hired, your employees will keep their eyes open when meeting with suppliers, customers and others in the industry.

* Loyalty and dedication are two of the most admirable qualities an employee can have. Senior citizens who re-enter the workforce are known to have these in abundance. They come to work on time, work hard and usually go the extra mile for customers. Also, they bring a lifetime of experience, which can have a positive influence on many areas of a company. Seniors often prefer to work part-time, so be prepared to hire them for 20- or 30-hour weeks.

To find seniors who can fit your needs, inform employment agencies that you are willing to consider older individuals. Also, post notices at senior centers.

* Offer to financially assist local college students, in return for part-time work. After graduation, they can move into full-time positions. To implement this program, speak with deans in the business department or with deans in other departments appropriate for your type of business.

* Keep records for every promising applicant you interview, even when not hired. The individual you spoke with three years ago may be looking for a job again or want a boost to his or her career. They'll be three years more experienced and could be just what you're looking for.

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