The Ultimate Employee Recruitment Strategy: How to Attract & Retain Top Talent

Employee Recruitment

  • Employee recruitment is a major issue in the workplace

With 30+ years as a business coach working with companies of all types and sizes, I have come to learn that employee recruitment is a major issue for many companies. Not everyone is in the position of some of the giants, like Google, Facebook and LinkedIn, who are able to offer enticing perks like free employee meals, car washes, fitness classes and tuition reimbursement. But there is still an approach the average company can do to develop an effective and successful employee recruitment strategy.

Such a strategy basically has three parts:

  1. Attracting the people who you want to your organization,
  2. Interviewing them in a way that you select people who will fit into your culture, and
  3. Keeping them once you get them on board.

There are many wonderful employee recruitment articles on item 1 above. See, for example, https://www.thebalance.com/top-tips-for-successful-employee-recruiting-1918953, https://www.forbes.com/sites/amyanderson/2013/08/16/5-unique-recruiting-ideas-that-paid-off-big-time/#e21b3e568135, and http://www.businessnewsdaily.com/6252-tips-for-recruiters.html. But in our opinion, the ultimate employee recruitment strategy starts within a company. If you follow our philosophy, as set out in my article entitled Business Growth Strategies: Is there one that works consistently?, https://enlightenedbusinessgrowth.com/business-growth-strategies-is-there-one-that-works-consistently/, all you really need to do is to create an energy that will attract the kind of people you want and then you can sit back and watch it all unfold without much effort on your part. Furthermore, our approach also handles item 3 above because once on board, they surely will want to stay.

And the best news of all is that we teach a formula for doing that. All you must do is to create, throughout your company, a group of enthusiastic, confident, optimistic, appreciative and happy people who work together on behalf of a future they have all committed themselves to! That will create an employee recruitment energy that will have people lined up at your door. See my article entitled Business Growth: The Enlightened Approach, https://enlightenedbusinessgrowth.com/business-growth-the-enlightened-approach/

We have pioneered an approach to item 2 above which allows you to stack the odds in your favor and significantly increase the likelihood that you will be satisfied with the employee that you select. It all depends upon how you conduct the employee recruitment interview. The interview should follow the following steps:

Employee recruitment step 1. Create relationship with the prospect

As far as the interview itself goes, the first and most important step is to create relationship. Business should never be discussed until people are comfortable with one another. Go out of your way to make a candidate feel comfortable and at home.

Employee recruitment step 2. Find out who the person is, what they’re looking for and what they are up to in their life

In the next step, find out who these people are, what they are looking for and what they are up to in their life. You will need to know the answers to these questions for yourself for the interview to be successful.  Given these conditions, start the interview by asking the question, “Please tell me exactly what you are looking for?” At an appropriate time, add the next question, “Since you know you better than anyone else, tell me what kind of job would be ideal for a person with your talents and abilities.” When these two questions have been answered fully, add the next question, “If you could find the ideal job and the ideal company, literally a dream come true, please tell me what that would be like?” 

Employee recruitment step 3. Ask yourself if this is the kind of person you’re looking for?

While the prospect is speaking, ask yourself several questions: Who is this person? What is he up to? Is he the kind of person I’m looking for? Am I excited about what he is saying? Would I be able to provide him with a job in which he can have what he wants? Is this the kind of person that I would like to have on my team?

Unless the answers to all of these questions are yes, you can safely conclude that this is an inappropriate person for the position and graciously and appropriately end the interview at this time.

Employee recruitment step 4. Share your vision for your organization and see how they react

If, on the other hand, you are excited about the candidate, the interview proceeds to the next step. In this step, you share who you are, your vision, what you are creating and what you are looking for with as much aliveness, enthusiasm and passion you can muster. The intention here is to see what the reaction of the candidate is.  Is he sharing your excitement? Is the prospective employee getting turned on by your vision? Is he starting to look like someone who would be willing to follow you to the ends of the earth?

Employee recruitment step 5. Evoke a commitment

If the answers to these questions are positive, you can enter the next phase of the interview by asking the direct question, “I’d like to check in with you. If I were to offer you this position, would you accept it?”  Yes, there are details to be resolved, but this is not the time to do so. It’s not wise to work out the details until there is a commitment. Do not proceed until you get an enthusiastic yes.

Assuming you get an enthusiastic yes, your response should be “Well, I’m on the verge of offering you the position so let’s talk about your qualifications.” Now is when you deal with what you are used to dealing with, mainly the prospective employees ability to do the job.

Once you have satisfied yourself, offer the candidate the position, again without discussing any of the details. Say something like “Well, I’m satisfied that you are the right person for the job and this is the right job for you and I hereby offer you the job; congratulations.” Shake his hand. Have it be clear that you too want this candidate and that as far as you are concerned, it is a done deal.

Employee recruitment step 6. Handle the details

The last phase of the interview is to work out the details. Discuss whatever details are appropriate like hours, and the like, saving the salary and benefits for the end. But by this time, the applicant will be so excited about his new position, this usually goes very easily.

If you’re ready to take action and let us guide you through our process of creating a culture and employee recruitment strategy which will allow you to build a highly effective team, give us a call @ 949-542-6830.