RECRUITING 101

Staff are the life blood of any business, and outstanding employees are the face of every outstanding organisation. Staff turnover is part of the biz, but getting the right people through the door will save employers cash, time and effort. Recruitment can be hit and miss at the best of times, but there are a number of ways to broaden your search and get the right people on board. travelbulletin took a closer look to help your business ward off the dreaded brain drain.

1. Develop relationships

Time pressures are nothing new in a busy travel agency, but a surprise staff departure can leave employers and employees scratching their heads for answers. Recruitment doesn’t come easy, but you can save time by developing relationships with potential candidates before you need them. Build your talent pool early so you have some good potentials in the pipeline before vacancies exists, whether it’s friends, industry colleagues or competitors.

2. Spread the word

Chances are that your employees are connected to hundreds of potential candidates via social media networks – and that they know someone who is ideally suited to the job. Industry experience is also priceless in the travel industry, so spreading word of mouth about the position can bring home a winner. Encourage staff to reach out to their networks, let your industry colleagues know you are on the hunt, and spread the word to as many contacts as possible.

Rather than taking a gamble when it comes to recruitment, develop a clear picture of who you want to fill the job. Building a comprehensive job description is a good starting point, but it’s just as helpful to have a clear idea of the behavioural characteristics and qualities you want in the office. List your top responsibilities and characteristics and use them as a guide to screen resumes. It can also be useful to look for candidates who are similar to existing employees. Take time to consider and understand the qualities you need from a candidate before beginning the interview process and assemble a team of people who fit the bill.

4. Get online

Rather than starting your search from scratch, introduce a ‘Join our Team’ section to your website which sells your vision and values to potential employees. Steer clear of bland job listings and explain what sets your agency or business apart from the competition. Your job posting should ooze with personality to reel in potential candidates. It should also be easy for candidates to submit resumes for future consideration.

One way to save your blood pressure in the event of a surprise staff departure is to maintain ongoing contact with interested candidates. Keep in touch with potential candidates rather than dismissing them once you have filled a position and keep them in the loop with job openings. Former rejections can also be worth a look in and can make great hires down the track. It may be worth keeping in touch with them to see if they’re still interested.

6. Don’t rely on the interview

The interview process is a fundamental part of recruitment, but it is not the only criteria that must be used to evaluate a candidate’s performance. Most employers will have had the experience where an employee interviewed like a dream but fell short in the performance department. Background screenings and reference checks are a must for potential candidates. But again, don’t rely solely on references from friends or colleagues. Take a close look at the candidate’s skill set and ask the right questions in the interview; touch on flexibility, dependability, interpersonal skills and common sense.

7. Cultivate the culture

Arguably one of the best ways to maintain talent is to create a company culture where employees want to work. Positioning your business as a preferred employer can mark the end to staff hiccups and difficulties sourcing quality individuals. Building a strong rapport with staff will also put you in good stead. Ultimately, your staff will provide better service and your business will benefit overall.