Want to Hire Talent? Here’s 3 Ways to Fail.

Despite all the bad news that pours in over the air waves, I continue to find evidence that our economy is strengthening. The most striking evidence is the number of business owners that are looking to increase the size of their workforce. It’s also striking that the desire to hire is almost immediately followed by the complaint that you just cannot find good talent.

I’m old enough to remember the malaise the US fell into after the OPEC oil embargo and the taking of US hostages in Iran. It seems that the 2008 recession and the divisive politics that followed have had the same chilling effect. Changing the conversation from Carter’s “what to do about inflation” to Reagan’s “we are a great nation and it’s time to show it” was all it took to get the economy in high gear. Focusing positivity on hiring strategies will also bring improved results. Here are three common attitudes that can derail your hiring initiative and business:

“I need to find talent” Too often, I hear people say they need to find good talent. My response is always, “Do you want to find good talent or attract it?” If you find good talent, there’s no guarantee they’ll accept the job or not leave after a few months. Whether you’re “finding” or “attracting,” you know employees of high skill and character are in short supply. Successful companies create two or three viable reasons for why someone would want to work for them. In addition, they have a compelling story for where their business is going.

“I’ve have had problems with younger employees, so I’ll keep looking for older ones” Never mind that it’s against the law, it’s just bad business. My career has spanned…umm…several decades and I cannot remember one time that a company did not draw on the fresh ideas of youth to carry the business forward. Younger employees will bring in innovation and ideas that will position your company for the future. It is worth tackling the challenge of adapting your company culture to embrace younger employees’ work preferences.

“If it was good enough for me, it’s good enough for them” I read an article last week that half of Millennials surveyed were dissatisfied with how they were “on-boarded” at their company. For those not familiar, on-boarding refers to initial employee training and orientation. Younger employees expect companies to be more socially responsible and motivated to build relationships with their employees. A relationship includes some empathy for the reality that employees face today and a willingness to take the time to explain what is expected of them and how they will be developed to meet those expectations. Employers wanting a simple labor rental agreement will have difficulty.

Please share your thoughts on hiring. And as always, if you have questions I’m glad to help.

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