Are you in need of recruiting more staffs to develop your service? Here are several tips that I have in mind before I take actions to recruit.
- Best vs. Mediocre: If you want your program or service to excel, you will compete to hire the best of best. If you let anyone be in charge of the task, you might not only ruin the program but also waste your energy and effort. You would have to fire and hire again.
- Time-Sensitivity: Best workers in the field do their best also in transitioning their positions. Hiring is time-sensitive task--whenever the good candidate considers their transitions, decision and offer need to be given immediately before other priorities do come in.
- Your Image: Probably the most powerful tool in long run to optimize your recruit effort. The external image shown outside demonstrating the organization's great vision and excellent working condition increase the chances for quality candidates to enter.
- Recruit Recruiters: If you are lone manager chased by many tasks, why not you recruit recruiters? More recruiters the more chances of new hires. If you cannot hire the recruiter, give incentives to your entire team so that they are motivated to look out for good candidates out there. Distribute your best brochures and business cards for them to carry, have your logo stickers sticked on your laptops, pens, and T-shirts. More times and efforts spent, greater the result can be.
- Opt in Remote Working: This requires higher administrative level of managing distant staffs, but if this is the only way where top performers are willing and attracted to the position, better to give considerations on this. It is better to work with distant workers who get their jobs done, than with mediocre workers who don't get anything done without your pressure and supervision.
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