Do you automatically turn to the classified ads when you have a new job opening? Unfortunately everyone else in town is doing the same. Most applicants reached through the classified ads are currently unemployed or already have an agreement to leave their firms at a specified time. Thus the classified ad pool of workers is somewhat suspect.
Top workers can choose the company they want to work for because they are in demand. Attracting these key people takes creative recruiting and an excellent reputation among industry workers. On the other hand, remodelers with progressive employee policies sometimes have a waiting list of applicants for the next available opening even in areas with labor shortages. That should be your aim in your company.
Consider how you can hire from the ranks of the employed. You could leave flyers on trucks parked at the lumberyard or builder’s supply firm and post notices on their bulletin boards. You could advertise an evening open house at which you take applications, have the present employees talk with potential employees, and serve light refreshments. You could set up interviews at the local high school vocational school or carpentry training program.
When you do use a classified ad, it should describe the job accurately and list the attractive benefits or working conditions you offer. Using more space than the other classified ads will make your ad stand out. Consider an ad in your local association newsletter or even in a national trade publication. Put the word out that you have a position open on one of the websites that attract remodelers and their employees.
The key is to be creative in your recruitment of applicants. You might use a company meeting to brainstorm unique ways to attract excellent applicants.
16 Tips for hiring superstar employees: