Business Basics 101: Nontraditional recruiting practices can pay off

You are making changes at your company. You are on your way to having a smoothly running, profitable money-making machine. You're imposing high standards, and high levels of accountability and responsibility. Your customer service will be outstanding. Your employees will be moving up the ladder, developing in skills and wealth.

Unless, of course, they all quit.

You want to grow your company. You see the benefits for your employees. But they have been noticing the changes you've been implementing and they are scared.

People don't like to change. Remember the word "homeostasis" from your high school biology class? Homeostasis is the mechanism that controls body functions. It's what keeps your body temperature at 98.6 degrees, even as the air temperature around you fluctuates. It's what keeps you at about the same body weight, even if you change your diet. We are designed to avoid change. Change always produces some anxiety, and for some people, change can be downright terrifying.

Too often, as you hit this point in revamping your company, turnover throws you back into the fire. If someone leaves, the duties fall back on you until you can find a replacement. This is doubly problematic. Now, you are busier and crazier than ever. And, your desperate situation can cause you to be careless in hiring.

I recommend that you spend some time each week two to four hours actively recruiting.

You don't want to lose good employees. But, you don't want to be held hostage either. Some of your employees are just waiting you out. They've noticed the changes. They are OK with the changes as long as they don't affect them too much. And they figure that if they threaten to quit, well, you will just back off.

Starting now, you'll let it be known that your ideals and integrity are not negotiable. You have a vision a profitable, ethical, wonderful company. And you are going to lavish opportunity and rewards on those who want to play the game your way.

If you are not inundated with willing applicants, it might be because you are looking in all the wrong places. Assume you know nothing about recruiting. Start from scratch.

Assume responsibility for training your employees.

The advertisement reads, "The Marines are looking for a few good men."

It doesn't say they are looking for a few good men with martial arts and high-tech weapons skills. Five years experience in hand-to-hand combat is not a requirement. They are looking for a few good men and they will train them to be front-line defenders of our national security.

You'll need to create, or re-vamp, your training systems. Assess your current training program and make a plan to improve it. Assuming that you will be able to train new hires to do every job at your company, where will you find a few good men and women?

Create an all-access work place. Most business owners roll their eyes when I mention the American Disabilities Act (ADA.) Really, if private businesses had made their workplaces accessible in the first place, the government might not have gotten involved. I think it is good business to create a workspace or retail environment in which all people of all abilities are welcome. Don't wait for your three-year compliance period to wind down. Create an accessible company, and make a big fuss over it. Call the media, alert your customers. Let them know you are a socially responsible business. And let those with disabilities know that you are looking for a few good men and women.

non-sexist! Most nurses, food servers, caregivers, bookkeepers, supermodels, etc. are women. Start recruiting men for jobs traditionally held by women. Most doctors, plumbers, welders, truck drivers, action heroes, etc. are men. Start recruiting women for jobs traditionally held by men.

recovering people. Gerald "Jerry" Chamales was homeless. At age 26 he was addicted to drugs and alcohol, and sleeping in homeless shelters when he couldn't bum a spot on a friend's couch. Today, Jerry is 48 years old and the chief executive officer of Omni Computer Products, a $35 million supplier of computer cartridges and accessories. He straightened up in 1977 with the support of his friends and an addiction recovery program. He committed to his own personal development. After becoming a top sales person selling "computer consumables," Jerry started his own company, selling computer replacement parts over the phone. Sales grew, and he started to hire more telemarketers. Today, he employs more than 200 people. His personal success story is inspiring, but even more impressive is his commitment to helping fellow recovering addicts turn their lives around. One-third of those 200 employees are recovering addicts. You could help someone out, and in the process earn his or her trust and devotion. It's a win-win. Of course, you would make their employment dependent on their staying clean and sober.

Get the word out. You're looking.

(Ellen Rohr helps folks make a living doing what they love. Based out of Rogersville, she is a business book author and consultant. She can be contacted through the Business Journal by writing to PO Box 1365, Springfield 65801 or via e-mail at sbj@sbj.net.)