Help Wanted

Behind every business problem is a human resource problem; either a person who lacks the skills or ability to do the job, or the wrong person in the wrong position. The fact is, it's impossible to manage effectively without hiring effectively. Proper selection of employees is absolutely critical to organizational profitability and long-term survival.

Year after year companies spend an astronomical amount of time, money, and energy on newly hired employees who either quit or are terminated within their first year of employment. This results in huge financial and productivity losses and sends mixed messages to customers about the company's image and competence.

Attracting quality people to your organization begins with the development of an effective recruiting program that can involve a variety of sources ranging from traditional classified advertising to job fairs, open houses, Internet posting, and direct mail. A recruiting brochure is an excellent opportunity to "sell" your company and is particularly effective in reaching inactive job seekers, including people already employed who would not normally read classified ads. Consider including these ideas in your brochure:

• If you mail your brochure, include a personalized letter describing the employment opportunities and include the name of a contact person and a telephone number that applicants can call to obtain information or arrange an interview.

• Direct your mailing to a target audience in a specific geographic area depending on your location and the composition of the neighborhood (based on income levels and occupation).

• Include a small postage-paid response card preprinted with your name and address on which potential applicants can provide basic information about themselves and their interests.

• Consider a "do you know someone" campaign to motivate receivers of the brochure to think about any potential candidates they may know. Some businesses have used this strategy to tap into their customer base for employment leads.

• Distribute the brochure at job fairs, military outplacement offices, unemployment offices, employment agencies, churches, Welcome Wagon, and other civic or community organizations that reach your target audience.

To ensure your recruiting efforts are successful, regardless of what strategy you use, keep these important tips in mind:

• Never overstate the terms, conditions, or benefits of the position or your company, and never promise or guarantee future advancement or company growth. Doing so could lead to serious legal liabilities.

• When documenting job offers, ensure the language is consistent with your "employment at will" doctrine (avoid the use of these words: career, long-term, future, annual salary, and permanent). Describe any job duties and benefits generally to preserve flexibility and include a disclaimer stating, "pay, benefits, terms, and conditions of employment may be adjusted from time to time at the discretion of the employer."

• Ensure all recruits are treated equally in terms of interviewing opportunities, testing, application completion, job offers and others. Determine required employment criteria before interviewing and be prepared to document and communicate your legal and non-discriminatory selection decision!

• Train managers to recruit proactively. Do not wait for a vacancy — sell your company at all times by projecting a professional image, getting involved in community functions, and contacting individuals you would like to employ.

• Carefully profile your vacant position to define the right fit for the position. Once you know who to hire, you can de-termine where to find the candidate. Remember, the best person you recruit isn't necessarily the best person for your company or the position.

• As we move into the next century, the pest control industry will continue to evolve and consumers will continue to demand more professionalism, state-of-the-art technology, and higher levels of service. The only way to meet these challenges is to secure a talented, well-trained, and professional staff. No doubt, the ultimate success or failure of your organization in the long run rests with your ability or inability to recruit and retain talent now.

Jean Seawright is president of Seawright & Associates, Inc., based in Winter Park, Fla. To learn more about how to recruit, hire, and retain a successful workforce, contact Seawright & Associates, 126 Park Avenue South, Winter Park FL 32789, 407/645-2433.