Innovative Ways to Find Great Employees

Small companies are rediscovering that even when the
labor market is slow, great employees are hard to find.
Traditional methods of locating and hiring employees
are always viable (employment agencies or executive
search firms, college placement offices, help-wanted
ads, etc.), but there are a number of innovative ways
to find new employees who are a cut above average.

by Jeffrey Moses

* The best employees come with experience (saving you
time and training expenses while getting them up to
speed), so keep an active network among contacts you
have in your industry. Speak personally with officers
of trade unions and industry associations, asking them
to notify you when they become aware of someone seeking
a new position or to refer the individual directly to
you. Talk with your accountant, attorney, insurance
agent and others you use as consultants, informing
them about your desire to meet with anyone they feel
would be a great employee. Individuals in these
companies meet with all types of people and may come in
contact with the perfect employee for you.

* Your current employees know what it takes to get the
job done, so consider establishing an employee referral
system. If you offer cash bonuses to employees who
recommend a person who ultimately is hired, your
employees will keep their eyes open when meeting with
suppliers, customers and others in the industry.

* Loyalty and dedication are two of the most admirable
qualities an employee can have. Senior citizens who
re-enter the workforce are known to have these in
abundance. They come to work on time, work hard and
usually go the extra mile for customers. Also, they
bring a lifetime of experience, which can have a
positive influence on many areas of a company. Seniors
often prefer to work part-time, so be prepared to hire
them for 20- or 30-hour weeks.

In order to find seniors who can fit your needs, inform
employment agencies that you are willing to consider
older individuals. Also, post notices at senior
centers.

* Offer to financially assist local college students,
in return for part-time work. After graduation, they
can move into full-time positions. To implement this
program, speak with deans in the business department or
with deans in other departments appropriate for your
type of business.

* Keep records for every promising applicant you
interview, even when not hired. The individual you
spoke with three years ago may be looking for a job
again or want a boost to his or her career. They’ll be
three years more experienced and could be just what
you’re looking for.

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