| The qualified labor "gene pool" is clearly getting pretty | | | | go. In other words, who gets the "first look" at the |
| shallow. All indications are that it will continue to get | | | | candidate?o Ask what you can do to be moved up |
| worse. Right now It's as good as it will ever be, and | | | | to get a "first look" at prime candidates.o Ask if they |
| that's a scary thing to say the least. | | | | have a "Gold" or "Platinum" plan that enables you a |
| With the labor market tightening up, the harsh reality | | | | first look at prime candidates.o Ask if you are getting |
| is that there are a finite number of qualified people | | | | another competitors' "rejects" - people that didn't |
| available for any given job. And everyone wants to | | | | "work out" for them but are now being referred to |
| hire them. | | | | your organization to see if they "work out" |
| As the labor pool tightens, it presents a dilemma: how | | | | Other employment strategies that can help you work |
| does an organization ensure they will have a good | | | | around employment agencies...o Become an employer |
| shot at attracting qualified talent? | | | | of choice. Find out what your employees want out |
| The answer for many has been to use recruitment | | | | of their working relationship and provide it.o Check |
| or employment agencies. While these types of | | | | out any free job posting information resources that |
| organizations perform a valuable service, many aren't | | | | are available online. Many states have postings of |
| disclosing the fact that they are recruiting for your | | | | resumes online via a "Job Service". Believe it or not.... |
| competition as well. | | | | Many staffing agencies tap these free resources in |
| Recently the subject of recruitment agencies came | | | | their quest for good talent. Why "play the lottery" |
| up at a conference break. There were several | | | | with already slim pickings via a staffing agency when |
| banking organizations represented there and one | | | | you can tap these listings for free already?o Use Job |
| representative mentioned, "Even though we are | | | | Benchmarking to understand what exactly is needed |
| working with XYZ Staffing (a national organization), it | | | | in the position to ensure you are hiring the right |
| is still difficult to get the people we need." I noticed a | | | | person in the first place. A poor hire decision will cost |
| surprised look on the faces of other attendees. It | | | | you in terms of employee retention, morale and |
| turns out they were also using the same | | | | productivity.o Use a Personality Profile to identify the |
| employment agency for their recruiting needs. | | | | proper behaviors, values, and personal attributes of |
| Over the next several days and meetings, I came to | | | | the candidate match this information to the job |
| realize that many banks in the area were depending | | | | benchmark. Again.... The single biggest challenge we |
| on the very same employment agency and not one | | | | see to employee retention, morale, and productivity |
| knew their competitors were doing so as well. | | | | is a poor hiring decision.o Birds of a feather flock |
| Perhaps I am old fashioned but this is just plain | | | | together. This strategy can work wonders but can |
| wrong. If I were one of the banking clients, there | | | | also backfire dramatically. Your best team members |
| would be one big question that would strike my mind: | | | | probably have friends or acquaintances that are |
| how do I know that I am getting the best and most | | | | similar to them in behaviors and values. Encourage |
| qualified applicants? If there are ten banking clients | | | | them to share the names of those they feel would |
| and five "best" applicants, who gets the best five? | | | | make a good contribution. Where this can backfire is |
| Furthermore... Why wasn't I made aware of this | | | | if they refer people who don't work out. This puts |
| practice in the first place? | | | | you in an extremely awkward position. What to do? |
| Is there a lottery system to who gets the "best" | | | | Use a powerful personality profile like ours to |
| applicants? | | | | compare the candidate's behaviors, values, and |
| Would it be a function of how much I am paying? | | | | personal attributes to the job benchmark. By doing |
| How well I am liked by the employment agency? | | | | so, you dramatically reduce the risk of making a poor |
| Can I trust my employment agency? | | | | hiring decision you will regret later. |
| Please don't get me wrong... I am not trying to say, | | | | The labor market is getting thinner and it won't get |
| "Don't use employment agencies." What I am saying | | | | better any time soon. The ultimate employee |
| there must be full disclosure. If I am retaining the | | | | selection and retention strategy is you need to take |
| services of a professional service firm and they are | | | | control of your hiring strategy. By job benchmarking |
| providing that very same service to my competitor | | | | and using our powerful personality profile instrument, |
| across the street, I have a right to know that. | | | | you will be able to not only improve your employee |
| I am also saying that if you want complete control of | | | | selection, but also reduce your turnover by minimizing |
| your hiring process, then use the tools the | | | | your poor hiring decisions. This strategy will be much |
| employment agencies use and find your own high | | | | more effective than using an employment recruiting |
| performance candidates. | | | | agency that doesn't have your hiring needs as their |
| Key thoughts to protect yourself...o Ask your | | | | sole focus. |
| employment agency if they are hiring similar positions | | | | Your bottom line requires this focus anyways.... The |
| to yours in the same geographic market and in | | | | more effective your employee selection strategy, |
| particular are they assisting any direct competitors.o | | | | the more of the following benefits you will |
| Ask how they determine where the best candidates | | | | experience.... |