Modern Ways to Recruit New Workers – Call good employees who have left / Career Path

Posted: September 1, 2013 in All Posts, Articles / Discussion


Call good employees who have left.

“Former employees are absolutely your best source of prospects to fill your available positions,” says Kleiman. “Make a conscious effort to call previous workers. See if they are happy or if they want to return. Maybe they won’t come back right away, but somewhere down the line they might. So keep the lines of communications open.”

Kleiman suggests waiting about six months before calling higher level employees, since they will want sufficient time to become acquainted with their new positions. As for middle level positions, wait just one or two weeks. Sometimes it quickly becomes apparent to these individuals that the greener grass on the other side of the fence has some pesky weeds.

Show prospects how you can help them in their career paths.

Although you want to encourage employees to stay with you as long as possible, it’s also true that the best individuals expect to depart for another employer within a few years. You can attract the best people and encourage them to stay longer by describing just how you can assist them in their long-term career goals.

Such assistance comes in two varieties: vertical and horizontal. In vertical advancement, the employee “moves up the ladder” in your business. In horizontal, the individual takes additional educational courses and expands his or her skills in adjacent work areas, which makes the employee a more valuable part of your team and reinforces their employability for other businesses.

“With baby boomers in their 40’s now, there are many more people clamoring to get into more responsible roles,” says Challenger. “But there just isn’t enough room for everyone who is driven and talented.” 

If people can’t move “up” the ladder of success, they can move “sideways” to greater education and expertise.

“You must be able to show there is growth potential in your business,” says Don Schackne, president of Personnel Management and Administration Associates, a consulting firm in Delaware, Ohio. “For example, one employer tells each prospect about three “ladders” that are available at the company. 

“The hired employee can climb one ladder as far as possible or transition to adjacent ladders – representing different career paths – and then move up.” 

This employer shows prospects there is growth potential at the business, and describes exactly what individuals must do to climb the ladders.

“There is no doubt about how far the employee could go at that business,” says Schackne.



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