You Have To Go Out And Find The Talented Ones Yourself!

Posted on June 20, 2010 by Venus De Coy, One of Thousands of Business Coaches on Noomii.

This topic has has come from a few of my clients who have share the same issue. The problem a few of my clients are having are that they are starting their businesses and they are having trouble finding staff members that meet the standards of their companies. They have great intentions, great marketing and advertising, and prospects.

But they email me and wonder, why can’t they seem to find the staff members that they are looking for? So here are 5 tips to help other business owners find what they are looking for.

1) Re-evaluate your standards for hiring. If the standards are set too high, you will intimidate those who wish to apply for your company. Potential members need to know that they at least have a fair opportunity based on their experience and education when they apply for the job. If you make the process so they have to be absolutely perfect in every way, then you may be asking too much from one person.

If the standards are set too low, it usually means that you have been hiring against what you stand for. Consider changing certain aspects or criteria about your hiring process. Are you asking the right questions? Are you looking at their previous experiences and educational backgrounds? Are you checking references? If you aren’t thoroughly looking at your potential candidates, you are blindly hiring with the hopes that they are the best. Unfortunately for many, it doesn’t end well.

2) Be cautious about the quest for the members with the “perfect package”. *I say this mainly due to the fact that every company wants the person who can do everything and be everything all at once. I would like to remind business owners that there is no such thing as the “perfect package.” There is always going to be a flaw or two in every person in your team. The quintessential point is that you have to find that flaw and help the team member work on that flaw to become a better employee.
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3) Don’t always expect the best of the best to walk in your door and ask for a job. You have to go out and find the talented ones yourself! Granted, some people really do just stumble upon an opportunity, but many times that’s not the actual case. Business owners, you need to need to get out there yourself and find the ones who will make your company even better.

Where should I look you ask? Well, it really does depend on your field. My best recommendation is chat and recruit those who run their own workshops, panels, informational seminars/webinars, and even other business owners. Why? Usually those who are teaching others, have the motivation, ambition, organization, and passion to enhance you company and the company brand. But even if you don’t get them to join your company, not only have you positively networked with someone new about your company to spread the positive word, but many times, they will recommend either someone for your company similar to them. Or will help you spread the word that you are looking for staff members, and then guess what? Some one does come walking in the door.

4) EVERY member of your company, should always be on the lookout for people who they can refer and recruit into the company. Many companies offer a rather awesome referral bonus for those who can bring other hardworking and good people into the company like themselves. If your company doesn’t have one, then consider implementing one when you need to hire a lot of people at once to not only bring the best of the best, but also you reward those in your staff already working hard.

This does come with a drawback though. Your staff members have to know EXACTLY what your company is looking for in a referral candidate. They just can’t have a friend hired on so that they have some one to talk to and get some special bonuses. They need to be able to meet the needs of the company before any one gets anything. Also watch to see who your staff will refer. If you have certain staff members who refer bad people, then you should check their performance as well. Chances are, they themselves aren’t doing something within company policy either..

5) Consider taking on a few members who are “DIR”‘s. A DIR is an acronym for “Diamonds In The Rough” DIR’s are usually some of the most hardworking, loyal, self-motivated, passionate and personally driven people you will ever meet in this lifetime. The only setback to a DIR is that they may be lacking the training or resources to become what you need them to be. Many companies and business owners don’t want to take the time to turn someone who’s a DIR into what they need, and I believe that is the biggest mistake that any company could do.

Why? Because good companies train their staff members on how to do their jobs, not get in trouble and get paid, after that, there isn’t much else staff members can do to grow in their work. The staff members grow bored or unhappy and either leave, or find a way to sabotage your company. But the best companies learn to “polish” their members. When you “polish” a DIR, guess what? They will learn what they need to know and become a shining example for the brand and company. Furthermore they usually (as long as you treat them right and fair) are the most productive and loyal assets to your company. Many DIR’s go on to become managers and CEO’s in the company, so don’t be afraid to do a little “polishing”.

Finding meaningful and talented people in this world is most definitely the pursuit of every company big or small. But it’s important to understand that they are not always standing right in front of you. They may be behind you, or at your next panel or convention that you host. You have to always be on the lookout and always have the business cards ready. I always say that you never know who you may end up talking to.