(Original Post May 2013)
Leaders encounter a variety of challenges when it comes to hiring new employees. In my book, Breaching Communication Barriers (2013) I reveal that communication skills are one component that can influence what we understand about the companies we work at as well as how to respond to and work with fellow staff members more productively (Berry, 2013) In addition, during times of downsizing, employers rely on existing staff members to step in to pick up the extra work load. This creates an overworked crew who tend to lose motivation which often results in lower quality performances and lower productivity, not to mention does nothing to boost personnel morale (Arthur, 2012). But what does it take for employers to find people that are passionate and will be committed to their companies?
At many organizations, new recruits engage in grueling training techniques provided by the educational system established at the firm. Employees in some companies for example, describe unconventional recruiting methods that resemble those offered in military institutions with boot camp like conditions. In these kinds of arenas recruits are being inundated with training techniques and massive amounts of information. In addition, they are expected to fully commit to every aspect of the organization. Employers implement these methods to arouse passion and motivation in new hires. It also weeds out those who cannot keep up with the curriculum.
Organizations, in the meantime, do what they can to create more appealing cultures. For example, companies whose climate includes a leniency on dress code and scheduling, produce a welcoming atmosphere where employees are a bit more relaxed about their appearance. Another alluring aspect is the flexibility to schedule their own work hours. In addition, organizations that offer a platform for socializing is highly favorable among staffers. As a result many have established hospitable areas, events, and activities for colleagues to convene. Some include a fully equipped kitchen to encourage socializing. Other organizations cultivate a climate that reflects an ethic of “work hard, play hard,” which can be very appealing to a more youthful age demographic.
Working in an environment with people who are passionate about their organization is a highly motivating factor that attracts certain kinds of individuals as well as charismatic leaders who lead by action. In other words, managers that walk their talk and are not afraid to roll their sleeves up to work right along with staff members inspire higher performances from staff members. An organization that is focused on supporting staff members future and career growth, provides fair compensation, encourages open communication, and offers employee benefits are all appealing employer components that provide value to the people that serve to help these leaders achieve organizational goals.
Organizations that employ a huge staff, look to attract the best recruits possible because it is essential to their success. The recruiting methods successful companies employ seek top notch candidates with very similar techniques implemented in the most successful MLM organizations, like World Ventures. Leaders that engage in effective strategies can tap into an individual’s passions to motivate and inspire actions that will drive their success. Employers are required to do their homework first and foremost in seeking new candidates. This means building a reputation and becoming an employer that people want to work for. In addition the most effective leaders understand that the significant components they seek in employees are value, loyalty, and commitment. Knowing this, they build their recruiting strategies geared to achieve finding people who can meet those criteria. Executives and HR Units must keep their recruitment strategies current and employ the best techniques to attract top level performers (Hayes & Ninemeier, 2001). These are a few tactics organizations use to find and retain top level personnel that are passionate about their work.
Choose a job you love, and you will never have to work a day in your life. –Confucius
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Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York, NY: AMACOM
Berry, M. A. (2013). Breaching Communication Barriers (Vol. 2). (C. Angela, Ed.) USA: Kindle Direct Publishing.
Hayes, D., & Ninemeier, J. (2001). 50 one-minute tips for recruiting employees. Seattle, WA, USA: Crisp Publications, Inc.