Discover YOUR Pool of Ideal Employees

Do you realize the opportunity to work for you could be the answer to somebody’s prayers? In fact, it may surprise you to learn there is a pool of your ideal employees just waiting for the opportunity to work for you. They just don’t know about you yet. Just who are these people and where do they hang out? That is what you need to figure out.

Who needs the opportunity you are offering? Even more importantly, what groups of people need the opportunity you are offering? Beyond that, where do these people gather? In other words, what are the “congregation points” for these individuals who are potentially ideal employees for you?

This is much easier to determine once you have thought through the qualities you are looking for in an employee. Let me share an example to illustrate this concept. One business owner in the construction industry found himself in a real pinch a couple of years ago. He needed employees to fulfill his contracts, but the applicants just were not showing up. He was facing a lot of competition from the oilfield and it was not at all unusual for a recent hire to show up for work for a week or two then just disappear after taking a higher paying job in the oilfield. In a pinch, this owner hired a couple of his wife’s friends to fill positions in his crews.

As I worked with this business owner, he came to see that a solution he perceived as a simple effort to solve a problem in a pinch might actually be developed into a long-term solution that would allow him to expand his business.

As it turned out, the female employees stayed with his company longer, were more reliable on a day-to-day basis and were more conscientious in maintaining his equipment. When he placed them on crews with male employees, those crews worked more efficiently than the all-male crews.  Although there were some duties the female employees could not carry out due to the physical requirements of the task, when placed on crews with male employees, their male counterparts were able to complete those tasks.

Through our work together, my client decided he would speak with these female employees and find out what they liked about working for him. They were earning higher wages than they had in previous retail and restaurant positions.  He already knew this, but something else he discovered through these conversations really surprised him.  The seasonal nature of the work was an “intangible perk” for these women.

Up to this point, my client had perceived the seasonal nature of his business as a liability because he could not offer his employees year-round full-time employment.

These women told him they actually appreciated the seasonal nature of the work because it allowed them to work hard a few months out of the year to add to the family income, but still be available for after school activities, and other family obligations during much of the year. For these women, the opportunity my client provided was an answer to their prayers.

My client decided he could fill a couple more open positions with female employees. He asked his two female employees if they had friends who might be a good fit for the company. Sure enough, one of the women had two friends who had been stay-at-home moms, but now that their children were in school, they were looking to get back to work. Neither of these women wanted to work full-time, but both were very excited to learn of the opportunity to earn a high wage working full-time 4-5 months out of the year. After they were hired, both confided in my client that working for him really was an ideal solution to bringing more income into their household while still being available for family commitments much of the year. One even commented, “It’s the perfect balance!”

With each hire, my client is becoming more well-known as an employer of choice among this network of mothers of school age children. He has utilized this network to not only hire more female employees, but also to fill other positions on his construction crew. Just recently he immediately filled an open position by hiring the husband of one his female employee’s friends.

By thinking outside the box, my client was able to tap into an extensive network to fill his open positions. He identified one commonality—that they all have school-age children and want to contribute to their household income in a significant way, but do not want to work full-time.

These mothers do not “congregate” at trade shows or club meetings. Their “congregation points” are more informal. His female employees are connected to one another through sports events, after school activities and social media. My client does not participate in these school activities or sports events so he never encountered these women. Instead, he asked his best employees if they have friends who would be a good fit with the company.

The more curious my client became to understand the particular needs of his best employees, the more he became aware that he provides an ideal solution to their desire to contribute to the family income without working full-time year round. Since becoming an employer of choice among this informal network of women, he utilizes this network to get the word out when he needs to hire male employees, as well.

Every business has a different culture and offers different opportunities for its employees. Discovering YOUR pool of ideal employees starts by getting to know your best employees and why they like working for you.

About The Author

Dr. Sabrina Starling, The Business Psychologist and international best-selling author of the How to Hire the Best series and The 4 Week Vacation™, is the founder of Tap the Potential and host of the Profit by Design podcast. At Tap the Potential, we work to free business owners from the constant demands of a growing business.

We believe work supports life, not the other way around. Clients in our Better Business, Better Life coaching program have more time for what matters most and more money in their bank account than they’ve ever had. Next, we send them off on a 4 Week Vacation™ to celebrate their hard-earned journey to take their life back!

Dr. Sabrina and her team at Tap the Potential are on a mission to change the story of entrepreneurship from one of long hours, grinding it out, to one of sustainably profitable businesses that support and enhance life. The Tap the Potential Solution™ and our Tap the Potential Family of Business Owners are disrupting small business as usual. We are on our way to making the Tap the Potential Solution™ the mainstream model for growing business.

By 2023, 150 Tap the Potential clients will have taken 4 Week Vacations. These are the trailblazers, role modeling what’s possible for entrepreneurs. In many entrepreneurial circles, it is becoming more and more common for one entrepreneur to ask another, “Have you taken a 4 Week Vacation™?” (as opposed to asking “How many employees do you have?” or “What is your annual revenue?”). Taking a fully unplugged 4 Week Vacation is rapidly becoming the recognized symbol of entrepreneurial success.

Never one to accept the status quo or back down from a challenge, Dr. Sabrina’s How to Hire the Best series grew from her desire to solve the toughest hiring challenges interfering with her clients’ growth and profitability. What sprang from her experience working with entrepreneurs in rural areas catapulted her into becoming the world’s leading expert in attracting top talent in small businesses—no matter what hiring challenges those businesses are facing—and earned Tap the Potential’s reputation as the go-to resource for entrepreneurs committed to creating Great Places to Work with thriving coaching cultures and highly engaged team members working from strengths.

As The Business Psychologist, and with her years of driving profit in small businesses, Dr. Sabrina knows what it takes to find, keep, and motivate exceptional performance out of your biggest investment—team members.