Car Wash - Spring 2015 - (Page 97)

D.I.Y. FOR TUPS G 0CR I ITIN 1E R BY CL AU DI A S T. JO HN , SPHR , SHR M-SCP THESE DAYS, IN-HOUSE recruiting has never been easier. Gone are the days when an employer's only good option was to use expensive professional recruiters in order to access their proprietary lists of candidates. Now, qualified candidates are a key-stroke away. That said, simply having access to these resources does not mean that businesses are improving their success in finding A-level candidates. What they are realizing is that sourcing top talent is still quite labor intensive and making the wrong hire is still far too easy to do. Here are some tangible steps you can take to vastly improve your chances of success: 1 Be clear about the position. Before you post a position, take the time up front to understand the position you are recruiting for, including all responsibilities and tasks associated with the job. More often than not, our clients discover that the top task they are focusing on in their hiring efforts is not the one that takes the most time. If you are more clear about the requirements of the position, you will have a much better chance of attracting candidates who are best suited for the job. 2 Research your job board options. There are dozens and dozens of job boards out there. Take some time to research the best place to post your position. Before you spend money on Monster.Com or, consider a more targeted approach before you hit the big boards. Ask colleagues in the industry where they have found success. For sales and professional positions, LinkedIn can be a goldmine, and often there are industryspecific LinkedIn groups that have free job boards. Bottom line: research all of your job board options and be strategic about where you post your position. 3 Consider outsourcing the leg-work. If you have an idea of where you might source your talent but are uncomfortable cold-calling them yourself, consider hiring someone - a friend, an intern, a consultant - to make those calls for you. All your headhunter-forhire will require is a phone book, a clear understanding of what you're looking for and a professional manner. 4 Structure your screening.  We look at every contact with a candidate as part of the screening process including how responsive the candidate was in following up and how well written his or her e-mail was. If it takes a long time for your candidate to respond or if their cover-letter mail is poorly written, take that into consideration when screening your candidate. And remember, when pursuing a job prospect, they should be bringing their A-game to every step of the interview process - if they underwhelm you, move on. SPRING 2015 | CAR WASH MAGAZINE | WWW.CARWASH.ORG 97 http://www.Monster.Com http://WWW.CARWASH.ORG

Table of Contents for the Digital Edition of Car Wash - Spring 2015

Letter from the ICA
Meet the Board
By the Numbers
Overheard Online
Trends in car wash design
Creativity & innovation: the myth of the lightning bolt
Better by design
Revamping the retail experience
The importance of purpose in pursuit of extraordinary outcomes
Efficient offices for car wash owners/ managers
Risk vs. Reward
Marketing with a purpose
Building a legacy
2014 Consumer Study
2014 Annual Report
Dealing with bad online reviews
Wash ideas with Perry Powell
How can you take your social media to the next level?
Building strong work teams helps your bottom line
The Apple way
Making better business decisions: the critical thinking advantage
Do you know your perfect customer?
10 tips for D.I.Y. recruiting
Businesses victimized by cyber crime: the loss may be theirs
Take a Tour
Unsung (car wash) hero
Blast from the Past
Ask Champ
Download It!
Index of Advertisers
Focus on the Members

Car Wash - Spring 2015