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9 TIPS HOW TO FIND AND KEEP EMPLOYEES

Finding the right employees for your own company is sometimes not that easy. The shortage of skilled workers and demographic change are a problem for many companies. They don't know where to look for suitable employees. Or they try to implement the first measures, but these do not lead to success. In the following article you will find out how you can finally find the right employees and then keep them for the long term.

THE BASIS FOR FINDING AND RETAINING GOOD EMPLOYEES 

Basically, you should first think about your company as an employer. What are your advantages? What benefits can you offer your employees? How varied is the work? These and many other questions need to be clarified before you start looking for new employees. The magic word: employer branding. It's about building a successful employer brand that transparently communicates your values, preferences and requirements so that potential employees know what they are about - and apply. 
 
But of course you should also ask yourself which employees you are looking for, which competencies, which qualifications and so on they should have. Here, too, the top priority is transparency. Because only in this way are both sides happy with each other in the long term. But how exactly do you reach new employees and then bind them to you? We will explain this to you below.
 
9 TIPS HOW TO FIND AND KEEP EMPLOYEES

1) USE YOUR PERSONAL NETWORK

In order to find a new employee, expensive measures do not have to be taken in the first step. Please try your personal network first. Use your social media channel or tell your network personally that you are looking for a new employee. That doesn't hurt and you might even be lucky and someone knows exactly the right candidate. However, if you need a new employee quickly or are looking for several employees, then this method is rather unsuitable. Of course, you can always use word-of-mouth propaganda in parallel to other recruiting measures.

2) MULTI-CHANNEL POSTING

So-called multi-channel posting is much more efficient. This describes a procedure in which job advertisements are placed on several channels in order to generate the largest possible range. As simple as that may sound, there are a few things to consider when it comes to multi-channel posting. First of all, the right job portals must be selected for the respective industry. In addition to large platforms such as StepStone or Indeed, on which jobs from all possible industries can be posted, there are also subject-specific job exchanges that are aimed at a very specific target group, for example craftsmen or academics. 
 
In addition, job advertisements can also be placed in print media or on social media. DAHMEN Personalservice will be happy to take over this service for you. We are very familiar with the various channels and know exactly where your target group is looking for a job. There we place target group-specific job advertisements and reach potential candidates as quickly as possible.

3) CAREER PAGE ON OWN WEBSITE AND ON SOCIAL MEDIA

If potential applicants land on your page, you should definitely take this opportunity and welcome them with your own careers page. On this you can place all important information such as benefits, occupational fields and requirement profiles and convince applicants of yourself, for example, with authentic pictures and an image video.
 
You can also set up your own career pages on Instagram, Facebook and Co. Instagram in particular is ideal for posting authentic pictures from everyday work or employee stories on it. This makes potential candidates curious and can motivate them to apply to your company. Facebook, on the other hand, is much more text-heavy - there is also space for job postings.

4) EMPLOYEE RECRUITMENT EMPLOYEE CAMPAIGN

Are your employees enthusiastic about their work in your company? Then they will recommend your employer all by themselves. The advantage: This advertising measure costs nothing and is also particularly authentic. The potential candidate receives information and personal experience at first hand - it couldn't be more credible. If you want to give your employees an additional impetus to advertise you as an employer, you can do so as part of an employee-refer-employee campaign. In doing so, you set an additional financial incentive to recruit new employees.

5) ACTIVE SOURCING

With active sourcing, the search for the right personnel is approached very differently: It is not the applicants who are actively looking for an employer, but the employer or a recruiter is looking for the right applicants. He can do this, for example, on platforms such as Xing or LinkedIn, where many applicants report in great detail about their professional experiences and goals. If a candidate appears to be suitable, the recruiter will write to him and the further application process can begin.

6) GET TO KNOW AND THEN DECIDE

To find out whether a candidate really fits into the company, it is best to work together on a trial basis for a limited period of time. This is easily possible with our “Try & Hire” program. In this way you can find out whether the applicant is really suitable for the respective position or whether you would prefer to decide against him. You can also first check the suitability of trainees - with “Try & Educate”. In this way, the candidates can also find out whether they want to continue working in the company or complete their training there. If so, they'll be all the more motivated.

7) THOUGHT OUT RECRUITING PROCESS

Once you have found suitable candidates, you should make sure that they do not leave you during the application process. If you do not get back to an applicant for weeks, are poorly prepared in the interview or show no interest, then that does not make a good impression on the candidate, who will quickly decide on another company. Because especially good applicants have the choice between several companies and are not dependent on your favor.
 
If you don't have the capacities for the recruiting process yourself, DAHMEN Personalservice will be happy to take it over for you. With our recruitment process outsourcing, you can hand over your recruiting partially, project-related or completely to us. We support your HR department efficiently and effectively. So you finally have more time for your core business again.

8) OFFER BENEFITS

It has already been mentioned briefly that applicants in many industries no longer have to fight for a job. Rather, it is the employer who has to look for a suitable candidate due to the shortage of skilled workers and demographic change. You should therefore offer your applicants attractive benefits that encourage them to apply to you and ultimately stay with the company for the long term.

9) PLEASANT WORKING CLIMATE

Did you find the right employee? Perfect! Then it is important to keep it in the company for the long term. This is achieved by always having an open ear for your employees, taking their wishes and concerns seriously and eliminating grievances as quickly as possible. Transparency is required here on both sides. But even if criticism is expressed, friendly interaction with one another is key - after all, your employees should enjoy coming to work. 
 
Team events that strengthen the good relationship between colleagues can also contribute to this. So that your employees don't feel that they are standing still, you should also see that you offer training opportunities. At DAHMEN Personalservice we do justice to all of these aspects. We offer our temporary workers, which we can leave to your company, numerous benefits and pay great attention to a positive atmosphere in our family company.