Listen here:

I’m sure it comes as no surprise that one of the more frustrating aspects of having a business is finding and keeping good employees. Have you heard yourself say any of these:

• “why can’t good employees just wear a sign, so I know who they are”
• “I talk to a lot of people and still can’t seem to find the right person”
• “You send me your resume and then you don’t return the call”
• “Why would they make an appointment for an interview and then not show up”

and many many more.  You are frustrated by interviews since you have come to realize you are not in total control, candidates decide when and how to respond. Well, you are not alone. Maybe you have been holding onto a bad employee just to avoid the hiring thing.  Again, you are not alone.

Here are three tips that will help you along, make it easier, and allow you to hire better.

Know what you want

Now before you say “duh”, here’s what I mean.  Many people know in their heads know what they are looking for or say “I’ll know it when I see it”.  While this is great, it’s not enough.  Take a piece of paper, napkin, or note pad and jot down what skills they must have, what you would like them to have and what would be a bonus.  Also write down what kind of attitude you want from the person, for example – independent, quiet, outgoing, ambitious or steady eddy. You now have a set criteria by which to match all candidates.

Write a great ad

The days of newspaper ads are over, there is no need to cram all you want to say in a few lines and hope someone reads it.  If you like newspapers that’s ok, but use one that partners with an on-line job board to increase visibility.  Depending on the web-site you use you will be able to write an ad between 1000-3000 words.  That’s at least 2 times longer than this article – wow!  Tell people who you are and what the position is about, be specific! This will help people know if they should respond or not. While not an advocate for putting job descriptions as the ad – use the most important parts as the bullet points. Think about the person you wrote about above and tailor the ad for them.

Don’t compromise

You have your list of must have skills and the attitude you are looking for – don’t compromise just because they have that “nice” to have skill.  This is what gets people in trouble, almost as much as ignoring attitude all together. You need that balance. Also keep in mind that you can’t use a previous job title as a guide – different companies call positions differently, you have to review their skills. Along these lines don’t dismiss someone from another industry or field altogether – they may have compatible skills. For example you need a project person – what about someone who used to put together museum exhibits, they worked on deadlines, coordinated with others, etc.

Start practicing these and you will have better hires. It will help you exceed your own expectations.

Don’t let the interview process get in your way, stop you from dealing with a poor performer, or get that ideal employee.  They are out there and they sent you the resume. Learn to spot them!

Happy Recruiting!