The Search Never Ends… So What Is Your Plan B?
You know all about high turnover rate and how difficult
it can be at times to find and hire new employees. As an
employer, you also know it can take months to get through
the entire hiring process. There’s the advertisement you
need to post, followed by a ton of time spent sorting
through applications and resumes.
After carefully reading each resume and analyzing the
applicants’ experience, education and trying to determine
from that information how well of a fit the person may or
may not be. You may go through a few dozen resumes (or
more) and pick the best ten… then narrow things down
from there… and on and on.
After all that, maybe you end up hiring the perfect
employee who will never, ever, leave. But sometimes that
new hire ends up being nothing more than a flash in the
pan. They start work, they do their job, but for some reason
or another, they end up leaving. Or they aren’t as good
of a fit as you envisioned. As an employer, you suddenly
have the opportunity to start the entire process over. Cue
the advertisement, the resume reviews, the analyzing, the
seemingly endless interviews… and on and on it goes.
This process can go on and on for years. Unfortunately,
for some employers, it does exactly that. So the question
becomes, how to reduce the time it takes to hire someone?
It’s actually the age-old question that employers have been
asking themselves. I can’t help you read through resumes
and evaluate each one, but I can help you make a “Plan B”
that will facilitate future hires and make that time spent
with the initial resume review something more than a oneshot deal.
It’s simple. Be proactive in looking for employees. Plan
ahead. And most importantly, make that time spent reading
resumes count. Four steps for creating your own Plan B:
When reviewing resumes or applications, review the
applicants for current openings but also consider how that
person could fit in the future. Maybe there’s a technician
who specializes in something you don’t need right now…
but you never know when you will. So save that resume.
Maybe even go so far as to contact that potential employee
and tell them you don’t have a spot now, but you may in the
future. Ask if you can stay in contact.
Save ALL the good resumes, but also save those you receive
from potential applicants who perhaps don’t have all the
experience you desire, but are actively working on obtaining
that experience. You never know when you may want to
hire someone in a more “trainee” position. Sometimes it’s
better to hire someone with less experience that you know
will be a good fit and has a terrific work ethic. As you know,
some things you can’t teach… look for those qualities and
hold onto those resumes in case your plans change.
Post on a job board even when you don’t need anyone. This
is an excellent way to make contacts, to determine the state
of the job market, and you may suddenly realize you DO
Get on LinkedIn and connect with anyone and everyone.
Don’t focus just on people who are in the motorcycle
business. You never know when someone you connect with
can help build bridges, help with human resource tasks, IT
or help spread the word when you DO need someone.
The Take Away
Think outside the box. Doing things the way you’ve always
done them just doesn’t work anymore. In order to find
and hire new employees you need to be able to utilize
the resources you have at your fingertips. To do that, you
need to realize that every resume you have can lead to new
Review saved resumes periodically since you never
know when something new will catch your eye. Don’t
automatically assume that under-qualified applicants can’t
be of use. Make opportunities where there don’t seem
like any. Consider all your options and hire trainees and
apprentices. Don’t discount people willing to relocate, they
may be just trying to get back to their home town. Don’t
be afraid to take risks. Join job boards. Connect with other
people and listen to your employees.
Perhaps most importantly, keep the faith. Understand that
while things in the industry are changing, you still need to
be able to find and retain good employees. That means
employers are going to have to change the way they do
things. You can look at this as daunting or you can look at
it as a way to expand your horizons and always be on the
lookout for employees.
By having a Plan B, you’ll always be ready when the fairy tale
ends and you find yourself looking for new employees.