Many small business owners are changing how they look for staffers because the tried-and-true methods may no longer work with a shrinking labor pool and changing work force demographics.
Here are some tips from owners and HR professionals:
— Keep at it. "Recruiting has to be a daily part of your business. If you wait until you need people, you're going to end up in trouble," says Andy Pittman, CEO of ShelfGenie, a franchise company that designs and installs shelving for homeowners.
Owners should also have a list of people they're interested in hiring, even if they don't openings, says Michael Timmes, a consultant with HR provider Insperity, He suggests combing websites like LinkedIn to find possible candidates.
— Look for off-the-beaten-track ways of finding potential candidates. Pittman suggests taking rides with Uber or other car services and chatting with drivers, many of whom are working several jobs. They might be interested in something different or with steadier hours.
— Be flexible about the interview process. Sam Cross, who owns Broad Street, a home care agency, is willing to travel to where his potential hires are instead of having them come to his Chicago office. And he'll meet with them on weekends if necessary.
"We're not going to let anything stop us from figuring out how we can meet them as quickly as possible," he says.
— Be honest about your company. Adam Stetzer has some of his staffers meet with top job candidates, and gives the employees carte blanche to discuss the company's problems as well as its upsides. Stetzer, owner of digital marketing company HubShout, doesn't want something about the business to make a new hire leave.
"They're going to learn about it anyway," he says.
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Follow Joyce Rosenberg at www.twitter.com/JoyceMRosenberg . Her work can be found here: https://apnews.com/search/joyce%20rosenberg