My current clients are in the automotive, retail and hospitality sectors. One thing they all have in common: needing to hire qualified people.
(If this surprises you, I encourage you to read the news.)
So here’s a creative idea from the automotive sector on recruiting an especially peculiar kind of qualified employee: technicians. (The statistic often shared is that five retire for every one recruited.)
But these principles will apply to your line of work.
Automotive News reports on an effort by Texas Ford dealers and leadership at Ford Hood to supply the industry with technicians while helping soldiers transition to civilian life.
Technicians of Tomorrow is a 16-week course taught mainly at a community college–but each student has a sponsoring dealership. The student spends a fourth of the course shadowing and getting on-the-job experience at the dealership. The student gets Ford-certified. Once there is an intent-to-hire letter signed, they also get tools.
It has been a successful venture so far, and more and more Texas dealers are taking advantage of it.
Here is a checklist of items to cover so you have the same success:
Target an audience
“Military personnel transitioning to civilian life” is pretty specific. Who do you target? Or are you just blasting yet another online wanted ad?
The more you can focus your efforts, the better you’ll be able to fine-tune your approach. Who makes the best employee for the role? What are they like? What attracts them? What do they want? Speaking of. …
Make what you offer tangible
Prospective employees considering Ford’s program know what they are going to get out of it: certifications and tools. Both of those things stay with the employees after their employment.
What do you offer? Show, don’t tell. Saying “unlimited income potential” or “opportunities for advancement” is worthless. Show me the career path and the milestones needed to proceed on that path.
For example, one of my clients provides managers with a DISC assessment that I offer. It helps them not just in work but in life–true personal development.
Another has had a revelation that its young workforce doesn’t realize what it needs: college application and resume builders. They are making a conscious effort to point out employee achievements and encourage them to record them for future use.
Still other clients offer professional coaching (i.e., me) to managers. Spend time thinking through what you really offer.
Find partners
Where is your nearest military facility?
Which department at the local college would be interested in internship opportunities for students?
Have you contacted chambers of commerce or economic development authorities? (Like Ford’s dealers, you may find there are not just partnerships but funding available!)
Play the long game
Seeds must be sown, then fertilized and watered, then harvested. This takes a season. That’s true in two respects:
- You have to give the prospective employee time to go through the process of being recruited and oriented and trained.
- You have to give your initiative time to show ROI.
If there is a bad experience with a prospect, don’t let that cause you to pull the plug. Do your planning. Take your measurements. Regularly review. Tweak the program based on learnings.
There are surely more items for the checklist. What would you add?