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NORTHBOROUGH, Mass., March 5, 2008 -- Everybody thinks
recruiting in a down economy is easy, right? Well,
they're wrong. Yes, the job boards fill up - but lets
think about who fills them and why are they unemployed.
Are those the candidates you want to hire? Or do you
want to hire the people whom your competitors are trying
to keep off the job boards and in their companies?
Here are
some tips from Project Operations Manager, Frank Rivelli,
on how you can obtain that talent and become even
stronger during a down economy:
Cover Loss-From-Sale /
Loss-of-Value Costs: With declining market values vs.
balance on mortgage, the ability to relocate a candidate
is becoming harder by the day.
Bring in new talent
from outside your area. Allow the new hire to work a
certain amount of days/hours per week at home or provide
them with flexible work hours for an extended commute.
You may even consider the possibility of opening a
satellite office within commuting distance from the
candidate's home.
Communicate what is
going well in your firm. Chances are, the best people
are still employed but may be apprehensive to make a
move because they have been witnessing lay-offs. Let
them know you do not use the LIFO rule of accounting in
your people-practice.
Let them meet your
clients. Get emotional and create the bond you need.
Sell the opportunity and be able to effectively convey
your plan for growth to a potential hire. Most likely
top-talent will not make a move unless they see equal or
more opportunity to advance. Growth = Stability.
Stability instills trust and confidence.
Review your pay structure and compare with the industry
standard. Not being able to offer a competitive salary
in a slow economy can suggest instability or financial
trouble.
Utilize your employees, clients, business partners -
these people know who would fit into your organization.
Keep them posted on your growth plans and at what levels
you are looking to hire.
Traditional recruiting
methods will not get the job done. You may have made a
good hire in the past by using the more traditional
methods but chances are you will not find people with
high-level skills that are instrumental in creating the
competitive edge you need by searching job boards.
Host an open house.
Invite your clients, business partners, network,
potential candidates/people you would like to hire.
Candidates who are on your watch list will see all the
hype about your firm, tour the office, and will connect
with your staff. Follow up with them after the open
house to say thank you.
Build and promote your
employment brand. Firms who are able to develop and tout
a reputation as a "best place to work" will have an edge
in attracting talent. If you revamp some of your
personnel policies to include such benefits as flextime
and telecommuting, make sure you spread the word. Send
out press releases and encourage your employees to talk
up significant new benefit policies at professional
group gatherings and other networking events.
Let's face it. A down
economy is scary. We have been used to the "too much
work and not enough people" talk, and though the work
may be slowing down, now is not the time to put your
recruiting on hold. A company can only operate as strong
as its weakest member. If the economy is slow, it is a
great time to start upgrading your staff and recruiting
the top talent.
SullivanKreiss is a strategic ally to its clients by way
of its dedication solely to the building and design
industry. Its expertise is in identifying and recruiting
top-notch technical and business development personnel
to fill critical positions for its clients.
If you'd like to hear more about his topic, or to
schedule an interview, please contact Frank Rivelli,
Project Operations Manager, at 508-393-4933, ext. 19, or
at frivelli@sullivankreiss.com.
To sign up to receive the SullivanKreiss monthly
e-newsletter that offers insight into recruiting,
employee retention, and other human resource issues,
visit www.sullivankreiss.com.
Source: SullivanKreiss
CONTACT: John P. Kreiss
President and CEO
508-393-4933 ext. 17
jkreiss@sullivankreiss.com
Justin G. Roy
Chief Operating Officer
312-893-5058
jroy@sullivankreiss.com
Website:
www.sullivankreiss.com
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