How to Attract Better Part-Time Employees in 2014

Do you feel like you have a high turnover rate in your staff? Are you constantly feeling as though the resumes for new employees are not up to par? It may not be the lack of quality candidates, but rather your lack of recruitment skills. Here are some ways you can up your recruitment game and attract better part-time employees for your business in 2014:

Show some personality

Don’t be afraid to give a glimpse into your company’s personality through your job listing. If you want fun, social employees, make your listing’s description quirky and fun. If you like to emphasize connection and a close-knit “family” atmosphere amongst your staff, be sure to include that in your job description too. A stale and generic description attracts stale and generic people so don’t be afraid to have fun with your listing—it will only attract employees that match those same qualities. Don’t be afraid to list a creative job title such as “Happiness Curator” instead of “Barista” (though be sure to include “barista” in the job description and make sure your listing is in an appropriate category so it can still be found by the appropriate candidates).

Be specific about the requirements and expectations in your job description

If you are searching for a specific type of employee, be sure to include specifics in your job description. Give a specific skill set you’re looking for and be sure to note whether you provide on-the-job training or if these skills are absolutely mandatory for candidates to possess before they apply. Include expected hours the ideal candidate will be expected to work and what salary or range of salary you will be providing for the job. Not only will this save you time in the interview process by weeding out candidates who are not a good fit, but also it attracts candidates who fit the requirements and are serious about the skills you mention. The higher you set the bar in the skills and expectations listed in your job description, the higher the quality of candidates who apply. Keep in mind that this may also cut down the number of applications you will receive.

Employee movement

Good employees look for improvement. They want to be in a position of growth where they will move upward and be rewarded for hard work and fine-tuned skills. Evaluate your current employee structure. Do you promote from within? Do you give pay increases after a certain amount of time an employee has worked at your company? Be sure to include these in your job description or interview process. If you do not do these things, consider establishing an employee hierarchy and promote employees to supervisor status after they have been working for you for a while or have shown strong initiative. Establish an incentive program after employees have reached a certain number of sales or create an “Employee of the Month” program to showcase and reward hard-working employees. Potential employees will want to see that hard work pays off when considering your company, and having a good rewards program for growth or initiative will attract hard-working employees.

Always be searching

If you only recruit employees when you need to fill a position, you may be missing out on quality employees. Often companies only recruit when then have a short timeframe to fill a position. Not only does this limit the number of applicants, but also it makes the company more desperate to fill the position and my mean choosing a candidate who is less than optimal. Make sure your company is always “hiring.” Have a folder of applicants on hand at all times and regularly review these resumes, marking which ones you would like to interview should the time come. Have a clear page on your company’s website that explains what type of candidate you are looking for and that you are always accepting resumes. You never know when you will needs some extra hands or when a current employee will leave. Having some good options in your back pocket will keep your business confidently moving forward and keep you from desperately hiring a last-minute candidate that is not exactly a great fit for your company.

Get current employees involved

If you’re happy with your current employees, get them involved in the process. Ask for referrals and recommendations. Your current employees work for you so they know what type of person you are looking for and they know whom they would work well with (who would be a great addition to the team). Get them involved in the interview process as well so you can see how candidates interact with current employees in order to build a strong team. Be clear in what you are looking for when asking for referrals from your employees and make sure you trust your judgment. Also, consider creating a rule that employees cannot live together or be related if you think that could lead to conflict. Remember that creating strong working relationships among your employees is key to ensuring strong work ethic and happiness among your employees. Plus, involving current employees in the hiring process shows that you value their opinions and makes them feel like an integral part of your company meaning they will want to stick around longer and you won’t have to search for new employees as often.

Now it’s your turn. What has worked for you in the past in your search for quality part-time employees? Share your tips in the comments section below.

How to Attract Better Part-Time Employees in 2014