By Kate Perrin
Owner, PRofessional Solutions, LLC
To find and hire good people with current skills, look in the right places and understand what you need.
1. Get Organized
First, review or create the position description. That old description may not still be current. What are your organization's needs now? What will they be a year from now?
Set a realistic timetable for your search and hire. Don't let the pressure of an upcoming meeting or the start of a big project push you to hire someone. Arrange for time to hire right the first time. Spread out key tasks among other staff with the appropriate rewards and incentives. Or, bring in temps or freelancers to handle specialized, skilled work. The wrong hire can mean you have to train the person, deal with disgruntled co-workers, or let the person go and start again.
Want to compete with the big guys offering bigger salaries? Then provide challenge and growth in the day-to-day job. It's not just about money—life balance and a work environment where employees feel appreciated can make them choose your job over more money.
2. Sources of Talent
Newspaper ads can bring a deluge of candidates, from qualified to wishful to awful. Try starting with a more narrow and focused search.
Networking is a terrific source of leads. Through your professional society or network of contacts you can get referrals for qualified applicants. For mid-to-senior level positions, search firms may represent money well spent.
Temporary agencies specializing in communications, accounting or legal work can be a source of job candidates. Many do direct hires, and temp-to-perm options are a great way to test an applicant before making a decision.
Also, many professional societies have job banks or newsletters, which list positions at no cost and reach a well-targeted pool of applicants.
3. Select the Best
Keep the number of applicants you interview to a small, reasonable number—your time is your money!
Next, prepare for each interview. Make a checklist or question sheet to be sure you're consistent with each candidate. And, be familiar with what you can and can't ask legally. Know what you need to ask all applicants and decide what to ask individuals based on their resumes and cover letters.
Judge applicants on skills and characteristics valuable to success, not on doing the same job elsewhere. Talented people don't move into identical jobs if they can avoid it. Hire people who have been successful one rung down the experience ladder and are ready for the challenge, new skills and experience you offer.
Ask broad, open questions. Let candidates tell you what they think is important for you to know about them—it can be very revealing! Then follow up with detailed questions.
Take the time to check references. It can help you choose between candidates or spare you a dangerous mistake.
Finally, be realistic about turnover. Good people won't stay forever. Loyalty means doing the best job possible each day. To get the best value, hire people who want your job—then train them to do it! You'll get the most from them while they are with you.
For more on the subject, check out Hiring Practices and Policies: Credit Check Rules Tightened and Important Steps of the Pre-employment Process.
PRofessional Solutions, LLC is the Washington metropolitan area's first and only public relations temporary services agency. Since 1994, PRofessional Solutions has provided skilled public relations and communications professionals for temporary assignments, on either a full-time or part-time basis to Washington-area businesses, associations, non-profit groups and public relations agencies. You can reach PRofessional Solutions at kateprosol@erols.com.
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