Your Hiring strategy is unique to your company.
We get that—and it should be. Previously we wrote a quick thought piece highlighting why companies lose their most accomplished people – and why that’s a GOOD THING!
It was a quality short read. Maybe it was a feel-good piece. Maybe it was dismissive about the pain of losing investments in time and effort.
We have been hearing a lot about the hiring problems faced by US companies from the talking heads in well followed / subscribed to podcasts.
Most offer a Gartner Group, Indeed or Zip Recruiter content-repeat. You may listen to them while commuting or exercising and say to yourself, “I knew that” and feel better about yourself. Try not to. Affirmation doesn’t address the challenge.
(Btw, if you’d like to know the podcasts we listen to religiously, check out the links provided at the bottom of this post. We are not promising glorious theory. Just elevated discussions on current business trends which often include discussions on employment.)
Our Hiring Strategy Fail
In hindsight though, we failed you. We neglected to offer you a solution beyond “promote from within.”
Pro Hint: This hiring and employment strategy is for every position other than C-Level or high-level specialists in tech, engineering and medical.
Case Study, A Re-Think by Example
Let’s use a simple recent use case as an example.
Not long ago, we began working with a private company reliant on skilled mechanics. This company would spend months searching for the right candidates, then a few weeks negotiating their compensation, only to lose them to bigger companies within 12 months.
We recognized that the company had great in-house training capability – a few senior mechanics and managers who needed entry level people to assist them in their work. We presented a change in perspective. Think “Trainees”.
So, we worked with them to source entry and second level mechanics that needed hands on training and experience.
The result? They have a consistent labor source at a low cost (salary) entry point.
Hey, Hiring Managers, it’s much easier to find and train these less experienced employees to match the skills your company uses to differentiate itself from competitors. Some will rise to more senior levels and stay forever; some will take the training and move on after 12 – 18 months. Some will stay for years, earn promotion and train the next group of entry levels to the standards they have been taught by your best people. Do you have an entry level, mission critical position that needs to be filled ALWAYS? (Growing businesses always do). Most companies have a dozen or more of these positions. These positions combine both the foundation and the future of your mission:
Think Paid Trainees:
- They are inexpensive to hire. So, hire paid trainees – 2 or more per position.
- Keep the ones that have the best long-term prospects.
- Put a few of the others into other opportunities.
It’s a win for even the trainees that don’t make it. They earned valuable experience, contributed to your mission and, if handled properly, are long term fans of your company.
That’s a culture build that doesn’t require in-house marketing shlock.
The Hiring Strategy Re-Think
Yes, the trainees that don’t make it or don’t accept a permanent position will leave having had a positive career growth experience.
In a short period of time your reputation will grow among your peers, industry giants who happily hire your trained people, and most importantly with your customers who see you as a fair priced, high caliber products and services provider. Which you will be because you provide great industry training, career growth and experience to your entry level and level 1 & 2 employees.
These are simple, living transitions, in perspective. These are not outside-the-box recruiting ideas, and this should not be seen as new recruitment strategies in HR, unless your HR needs a shove to get there.
More Advantages to this Hiring Strategy Re-Think
You’ll also gain compensation flexibility because your average salary will actually decrease as you add junior level employees. Want to match or exceed the offer your best people receive from competitors? You’ll have the budget to do just that.
You will have effectively moved industry talent-poachers to your trained year 2 or 3 employees that don’t meet or match your promotion schedules.
We love talking about these solutions and how to enhance them, so feel free to reach out for a chat with one of our own experts.
Here are the Podcasts we like:
|How they describe the podcast
|What we think
|Tech solutions as apply to business with case studies to bring perspective.
|Work Life (TED)
|Organizational psychologist Adam Grant takes you inside the minds of some of the world’s most unusual professionals to explore the science of making work not suck. From learning how to love criticism to harnessing the power of frustration, one thing’s for sure: You’ll never see your job the same way again.
|A rare pragmatic guide to employees and employment with a graduate school level framework underlying.
|The Knowledge Project
|Hosted by Shane Parrish, The Knowledge Project Podcast uncovers the best of what other people have already figured out. New Episodes are released every second Tuesday.
|Individual Growth blends with Business Theory as applied by entrepreneurs, behaviorists, and generally smart folks.