Creating an Annual Recruiting Plan and Recruiting Tips - 6/12/2009
If you could find one magic cure for an ongoing challenge in the recreation and hospitality industry, wouldnt you like to solve the staffing problem epidemic?
It is as important to the success of your business as achieving your annual sales goals. Yet how much time, resources and action steps are adequately dedicated to recruiting qualified staff?
All successful businesses have an annual marketing plan. A solid annual marketing plan allows you to better manage your advertising/marketing dollars, helps organize your monthly promotions based on your sales goals, and lets you prepare in advance for your seasonal campaigns. An annual recruiting plan is no different.
The following steps ensure a successful strategy in hiring the best candidate for your club.
Develop a Budget Review the past 2 years spending trends on recruiting, including newspaper ads, internet ads, executive recruiting fees, dedicated recruiting staff compensation, job fairs and any other dollars dedicated exclusively to recruiting. Establish a realistic recruiting budget based on current needs and possible future expansion.
Enlist a Recruiting Champion/Coordinator Even if individual departments are responsible for their own recruiting, assign one person to oversee the recruiting process and to keep close tabs on the recruitment budget. Involve your recruiting champion in the annual budget process above and in assembling a recruitment team.
Schedule Regular Meetings to Discuss Your Recruiting Challenges and Successes Encourage everyone on the recruitment team to share their ideas. Identify critical metrics, such as turnover rate or average retention rate to help everyone focus on the issues. The better informed your team is, the shorter the challenge to fill your openings.
Put Your Plan in Writing When you plan your recruiting efforts in advance you avoid the disasters that result from last minute hiring. Ninety days out should provide enough time to recruit full-time staff. Part-time staff could be handled 60 days out.
Select Your Advertising Vehicles
Your advertising mix for recruiting needs to be diverse. If you purchase an annual unlimited job posting and resume search subscription from any of The Career Collection job boards at $299, youll receive the best recruiting value anywhere in the industry. You can post unlimited jobs and search resumes in over 200 different job categories. You should have recruiting ads posted all year long on the site.
Use your local and regional paper IN CONJUNCTION with The Career Collection ads. Place the minimum ad in print, and refer them to SpaandSalonJobs.com for more details. This allows you to cover ALL the bases, and save money from overpriced print advertising fees. In the newspaper you pay by the line. On any of The Career Collection job boards you can use up to 500 words to best describe your company and the opportunity. You can place print ads quarterly, referring them back to The Career Collection job board for more details.
Create an employee referral program. For example, you can pay an employee $150 if they sponsor a newly hired recruit. Pay $50 after 30 days, an additional $50 after 90 days and a final $50 at 6 months if the new recruit is still employed with your club. Its motivating and expands your resources beyond your recruitment team.
Once you have your annual recruitment plan in writing, be sure everyone on your hiring team has a copy. Remember, your annual recruiting strategy is not carved in stone; it is a dynamic document to keep your eye on the latest trends in the industry, and to give you the flexibility to adjust that strategy with the least amount of effort.
The Career Collection - AquaticsCareers.com, BestGolfJobs.com, FitnessJobs.com, NutriJobs.com, ParkandRecreatonJobs.com, SpaandSalonJobs.com, TopCoachingJobs.com and TopPTJobs.com.
When you post a job on any site part of The Career Collection, it is viewed throughout all the interrelated sites.
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Recruiting on The Career Collection
How to Get the Most Out of Your Job Postings
There are many ways to optimize your job posting on The Career Collection. Below we will highlight the most important points.
Create a dynamic ad.
Take the time to create an ad that inspires a potential employee to want to work for your business. You can use up to 500 words. You wouldnt write a 2 line ad and hope to inspire potential members to respond. Recruiting staff is no different. If creative writing is not your expertise, get assistance in creating your ad.
Create a motivating headline, as it is the most important part of your ad. If the headline grabs the attention of the job seeker, youll stimulate the reader to learn more. Appeal to their emotions. Job seekers are looking for: better pay, continuing education reimbursement, health and medical benefits, paid time off, retirement plans and a great work culture. If you provide any benefits, include them in your ad. This is extremely important to job candidates!
There is a lot of competition for top talent; dont settle for inferior employees because top talent is going elsewhere. In your ad:
Tell a compelling about the company.
Talk about favorable things about the community.
Describe facility, and any unique features, equipment, etc.
Describe the membership or client base.
List compensation, any benefits or options for benefits, continuing education reimbursement, and relocation assistance, signing bonuses or paid time off benefits.
Be specific in your requirements and be very clear about responsibilities. This will help save you valuable time by not interviewing unqualified staff.
Give e-mails and faxes for a response mechanism, unless you want to be playing phone tag.
Respond to applicants promptly. If you dont, youll be wasting your money, as your candidate will already be working someone else.
Acknowledge all applicants applying.
The easiest way to do this is through a career e-mail address, which you can set up with an auto-response. Keep in mind, you may not hire someone today, but you may want to hire them 3 months from now. Also, they may be potential customers, so treat applicants as you would customers.
Recruit quarterly whether you have an opening or not. This allows you to get to know whos in the market, or wants to be there. Wouldnt it be great if you could develop a waiting list for those candidates who want to work for you?
Do a compensation analysis in your market and make sure you have a competitive compensation plan.
Any questions on recruiting? Call 800-259-4397 and we will be happy to assist you!
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