5 ‘Not-So Secret’ Secrets to Hiring Better Staff

Finding employees who are not only motivated to work, but also qualified (or in the very least, coachable) and have the drive to stick around has been a challenge for many business owners and hiring managers in recent years.

Remember that new guy they hired in production? The one who went for “lunch” and never returned? How glad were you that you weren’t the one who made that hiring decision?

Listen, there’s no shame in admitting that you might need to explore other options to better increase your odds of sourcing higher quality staff – The recruitment and selection process is complex. It requires time, resources, filtering through countless applications of individuals who may (or may not) be qualified for the role you’re trying to fill and, when all is said and done, you need to have blind faith that the person you hired meshes well with your company culture. And, if they don’t, it’s back to square one.

What can you, as a hiring manager, do to improve your chances of success?

People Store Staffing Solutions has been in the recruitment and selection game for nearly two decades and, in that time, we’ve learned a thing or two about how to create winning teams for our clients. In fact, not to toot our own horn *beep beep* we’ve even won an award or two! (Okay, more than two, but we don’t want to brag.)

Pull your chair in a little closer. We have a few secrets to share so that you can sway the odds in your favor next time you need to add someone to the team.

The real magic is what happens before and after you hit ‘post’ on your favourite online job portal.

It’s 2021. By now, we’ve all (hopefully) embraced technology and are using it to its full advantage. Having said that, sites like Monster, LinkedIN, Indeed, etc. etc. are hiring tools, albeit excellent ones, however, they play a small role in the modern recruitment process. It’s what happens on either side of the job posting process that serves the biggest impact.

  1. Create a compelling job post: Think of your job ad as a “framework” that could be used to effectually build your ideal employee. Shadow your favourite staff for a day (don’t make it creepy or anything, just observe the things they do that make them your favourite.) While you’re at it, talk to them. Ask them what they love most about working with you and for the company. Use the information you gather to create an attractive job post,
    1. Make it creative, different and enticing to the type of individual you want to hire, but don’t go overboard. 700 to 1200 words is plenty.
    2. Don’t forget to include a detailed summary of the responsibilities and expectations of the job. People want to know what they are getting themselves into.
    3. Make sure the job title is obvious. The VP of Accounting may have been given the unofficial title of “Chief Fun Officer” but that doesn’t mean that many people will open their favourite job search engine and start looking for opportunities as Fun Officers or Associate Cheese Sprayers, for that matter.
  • Know what you are looking for – really know what you are looking for: I can’t tell you how many times a client (and I’m talking long-term, top-notch, amazing client) has come to us wanting to add to their team, but not having the foggiest idea about what they actually want. And, that’s completely fine, our clients trust us to always have their best interest in mind. They know we will work with them to create candidate profiles that drive results. But, knowing what you are looking for (and, more importantly, what you AREN’T looking for) will make the hiring process so much more fluid.

For example, if your job post clearly states that interested applicants should submit a resume and a cover letter, and the candidate responding failed to do one or both – that’s a red flag.

While you’re at it, refer back that that list you made when you were observing the strongest players on your team. Keep this list close by, it will help you quickly determine which resumes make it to your follow-up pile and which ones promptly end up in the bin.

  • Ask your staff for referrals: Next time you’re floating around the watercooler, casually mention that you’re looking to add to the team and ask for referrals. Or, you could send a company-wide memo, if that’s more your style.

Either way, staff are typically a great source of referrals because they’re not likely to put their stamp of approval on someone unless they feel strongly that that person isn’t going to leave them with egg on their face.

  • Use Social Media to your advantage: People spend a ridiculous amount of time on social media, so it only makes sense that you would capitalize on these platforms as best as you can. Not only can social media be used to attract great candidates, they can also be used to make your company look like the best place in the world to work.  

Your social media followers are, hopefully, people who appreciate the services you provide, and they may know a person or two looking for work in your industry – post you’re hiring offers to as many of your social platforms as possible.

  • Accept resumes even when you aren’t hiring: If someone reaches out to you for a job, even if you aren’t currently hiring, take their information anyways. You never know when someone is going to move on to other opportunities. Who knows, you could be holding the resume of your next great team leader or operations manager.

Where staffing agencies come in

People Store has built a solid business model around taking the headaches out of hiring and helping business owners and hiring managers put time back into their schedules. We spend hours sifting through resumes and scrutinizing for best fit so that our clients don’t have to. Once top candidates are identified, we run them through extensive background screening and comprehensive assessments to make sure that their skills and personality fit with the needs and organizational culture of the businesses and roles they will be presented for. We’ve been helping forward-thinking businesses succeed in talent attraction, recruitment and onboarding for almost 20 years.

Reach out to us today to discuss how we can help you build a stronger team for tomorrow!

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