by Lauren Dixon
Even in a challenging economy, it is vital to attract, recruit, and retain talent. While you might hear and read about a glut of workers in the marketplace, demand is always steady for outstanding workers - you can never have enough talent in your workplace.
Internal and external recruiting strategies can help to identify key talent.
Your top performers internally are often the ideal candidates for other positions in your organization, and promoting them helps to boost morale, build loyalty, and grow your organization from within. Internal job postings and word of mouth can also aid an internal recruiting effort.
If you need to bring in new talent from the outside, tactics to drive external recruitment are critical. Be sure to adhere to any legal guidelines such as offering equal employment opportunities as well as any applicable federal and state laws that apply to your company.
Area educational institutions are a wonderful source of new talent, as are recruiters and government and community-based programs. Posting your job on web-based employment sites, radio and TV, and ads in newspapers is another recruitment method. A referral or bonus program for existing employees is an ideal tactic, offering a way to build a broad talent pool and attract top performers who will best fit your company's culture.
Recruitment is really only half the battle - retention is the other important piece in attracting and keeping talented workers. Once you have hired an employee, your onboarding process is will ensure that your new hire is happy and ready to start building a successful career at your organization.
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