To receive FREE, revenue producing, no nonsense, easily digestible "how to" business, sales and leadership nuggets of information from Chris Mullins subscribe by clicking here.

Create a "recruiting campaign" and attract high quality people.

Building a high performing organization begins by attracting and hiring high quality people. A "recruiting campaign" is an organized system that's been extensively researched by the internal leaders and employees at your company. A step by step approach that includes all the reasons someone would want to work at your organization; the features and benefits if you will. Creating a "recruiting campaign" is really no different than creating a sales/marketing proposal. This is a systematic approach to the recruiting process, whether you need to hire 1 or 500 people. You'll be able to visit your "recruiting campaign system" and know exactly what to do each time you need to hire new people.

Below is a checklist of questions you must have answers to and issues you must consider prior to creating and marketing your "recruiting campaign".

1. What do we as a company want for our internal customers (employees)? The first question you want to ask yourself when creating a "recruiting campaign" is what's the company's goal? Remember, as I've mentioned in previous articles, building a strong foundation of internal customers with a very strong retention rate is key to growing any business.

2. Why would anyone want to work at your organization? Before you can begin marketing your "recruiting campaign" you must know the value of your organization. The easiest way to answer this question is to think like an "applicant" searching for a job. Here's what they're really saying to you, usually without actually voicing it. "Tell me why I would want to work at your company?" Why is your company the one for me?

3. What do "you" as a "leader" have to offer me? This question has to do with YOU and only YOU as the leader. I would imagine that some of you might also be thinking, this isn't about our business, we're too small. Not so! Applicants are saying… "sell me, tell me exactly what you have to offer me." Perhaps your company has an exceptional training program in place to be sure that all new hires are 100% comfortable and confident before they actually begin to work in their new job. Or maybe you even have a "junior leadership" program in place for new hires that show outstanding performance after the first 6 months on the job. By all means, don't forget to explain your crosstraining program for new hires.

4. Branding your company based on your talent Most businesses small and large think in terms of branding their company with an eye to their paying customers. The idea is to simultaneously brand your company as the company that attracts top talent, only the best.

5. The Customer is King The message that number 4 above gives to your paying customers is… our customers deserve the best. We're able to provide our paying customers with "Unconditional Customer Service™" over and over again by delivering the same to our internal customers (employees). As a result, you'll continually provide exceptional products and services.

By instilling this message in your "recruiting campaign" you create a reputation for being the leader in your business not because of your products or service, but because of your team, and as a result you're the best.

In summation, your overall marketing plan must start with creating a brand that attracts talent. Your reputation as a company that attracts and retains top talent is why customers will want to do business with you.