Recruiting is least successful when you’re forced to find someone quickly due to an unexpected resignation. Recruiting should always play a part in your daily routine. Out of desperation, many employers often end up filling a critical vacancy with an available candidate who lacks one or more of the essential skills required by to be a good employee.

Recruiting on an ongoing basis is the best practice. Having to perform a quick rebound to a need will only cause problems later. Recruiting only when your company is expanding should not be considered in your thought process. There is turnover in every company and you should always be prepared and one step ahead.

There are many avenues to take when recruiting. Don’t depend on a single approach. A few ads in the Sunday newspaper will not be effective. To obtain quality candidates, use all the available resources at your disposal. The way we market is changing and we have to change as well. You want to be able to “touch” as many prospects as possible.

In-house employees, job fairs, word of mouth and Internet sites are just a few of the tools at our disposal. Take full opportunity to utilize these resources.

With the current market, companies are always in completion for the best employees. Their “first impression” of you is just as important. Be professional, well-organized, receptive and courteous to their time and interests. Try to stay on schedule and do what you say you will do. If this could be a model employee we want them to stay with the company after we hire them.

If you have found a good candidate and decide they are perfect for job, it’s always a possibility they could turn down the offer. Don’t take it to heart. Definitely don’t take it personally. If the candidate turned down the position because of another opportunity, it is very likely they might realize a mistake has been made and reconsider. Continue to follow up with the individual as their reconsideration could be very favorable in the near future.

In certain sales industries such as real estate, it might behoove you to consider overstaffing when appropriate. Good people are always an asset. Having trained real estate agents or sales professionals in reserve who understand the company and its philosophy, will give you greater flexibility in expanding your team or in replacing a marginal performer.

Always be attentive and alert if you consider delegating your recruiting responsibilities. You can’t effectively delegate essential recruiting activities to a secretary or an administrative assistant. The expense and consequences of poor recruiting are too great to place the task in inexperienced hands. Your effort to keep the best candidate starts with the initial contact. You must play an active role in recruiting from start to finish.

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