In How to Find the Employees You Need in Today’s Tight Labor Market, you'll learn...
- Three things you must do absolutely right if you’re to survive today’s employment crisis
- How to put an end to the frustrating and costly cycle of turnover, once and for all
- Dozens of innovative strategies for finding and hiring people that are truly “outstanding”—not just “acceptable”
- What WILL result—without a doubt—if you stick with traditional recruitment methods in today’s tight job market
- And much more!
Companies—large and small—are struggling to find and hang on to good people. This timely seminar will end the frustration and expense of a “churn and turn” work force and help you begin building a group of good workers who want to succeed and who are motivated to stay with you for the long run. You’ll learn to develop a creative system for reaching potential employees you’ve never reached before, how to win these candidates over to your organization and—more importantly—keep the valuable workers you already have. Stop the costly turnover cycle—mold your organization into the preferred employer in your community.
WORKSHOP AGENDA
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Widen your recruitment search+
- Tired of no one responding to your ads? Here’s how to make them stand out and shout
- What will result—without a doubt—if you stick with traditional recruiting methods in today’s tight job market
- How to ensure a steady stream of referrals
- BEWARE: The choice candidates for your job opening may not be among those applying
- Are your Help Wanted ads turning people off?
- How to extend your reach well beyond the traditional newspaper ad
- Does your company offer free child care? Tuition benefits? A health club? How to turn a unique benefit into a powerful competitive advantage
- Your greatest challenge—and opportunity—when widening your search
- BONUS: Many more innovative tips for finding and keeping good employees!
Avoid mistakes that dilute your efforts+
- Hidden signs that you’re making it too difficult for applicants to respond to your ads or other recruitment efforts
- How some companies unconsciously treat applicants when they arrive for interviews—and how not to make this ugly mistake
- How to avoid running ad after ad that makes people wonder “What’s wrong with this company?”
- Powerful psychological strategies for appealing to the older worker
- How to get people to say about your company: “I’ve always wanted to work there”
- How to avoid the “cloning phenomenon” that automatically limits your pool of possibilities
- The truth about blind response ads—hear this before you spend another dime
Develop a screening process you can trust+
- How to create a job application exclusively for your hiring target, and what new information it can reveal
- Avoid the dangerous “let’s wing it” attitude when screening large numbers of applicants
- How to avoid ruling out perfectly good people based on personal appearance, first impressions and your own prejudices
- 4 factors that hurt your quest to find the right person for the right job
- How to analyze applications for geographic response patterns and aim your search where it will pay off
- How to streamline the reference-checking process when you must screen a lot of people in a short amount of time
- Arguments for and against hiring family and friends
- Is it legally safe to ease up on hiring criteria when you have only one or two people to choose from?
Conduct interviews that reveal what you need to know+
- Specific questions to ask when interviewing applicants—they’re not what you’d expect
- How to stop wasting your time—and the applicant’s—when you know right away it’s not a good fit
- What areas to probe during the interview if turnover is a concern
- Surprising places you may want to hold the interview—and why
- How to objectively assess candidates who fumble, stutter and otherwise lack polished interviewing skills
- 7 red flags that this interviewee is not a keeper
- Avoiding the 5 major reasons why many employees don’t make it past the first few weeks on the job
Win over the best people+
- How to overcome the belief that entry-level jobs offer few advancement opportunities
- 3 things you must do absolutely right if you’re to survive today’s employment crisis
- A damaging misconception most recruitment efforts are based on—get the straight story here
- How to develop a new, successful model for recruitment—and stop feeling you have to hire the next person who walks in the door!
- What you can learn from Madison Avenue about getting good people to say “yes” to your company
- The secrets to becoming the “preferred employer” in your community
Keep employees satisfied—and on the job+
- Why the textbook way of dealing with the personal problems of employees doesn’t work—and what does
- 5 meaningful incentives that today’s workers say they want—and will work for
- The pros and cons of a strict “no excuses” absenteeism and tardiness policy
- How to detect when an employee in a routine job is getting bored … and what to do about it
- Warning signs that it’s time to address the continual stress your people work under before they jump ship
- Why do people quit?
- Manager’s Checklist: Would flextime improve your turnover problem?
- How to structure a cost-effective compensation plan that makes it difficult for people to leave
- A probing, revealing look at why some people do stay on the job
Monitor, evaluate and track results+
- How to figure out what people want and how to give it to them
- Do you really know what turnover is costing your company?
- How to uncover and profit from what your competitors are doing to stop the revolving door
- How to conduct focus groups, interviews and other encounters to figure out what your employees really want out of a job
- AIM IT: A great tool for tracking and capitalizing on your advertising results
Build on your successes+
- How to ride the ebb and flow of changes in the economy and in the availability of people
- Alternatives to traditional compensation—hit the right buttons here and your problems are over
- How to test and measure each new recruitment strategy—and then build on your successes
- How to anticipate—and use to your advantage—changes in your community’s labor force
