Your team is the lifeblood of your business. Without the right team in place, your business won’t operate like a well-oiled machine.

When an employee makes an unexpected exit or isn’t the right fit and you have to let them go, it can leave you scrambling to carry their responsibilities while trying to find an appropriate replacement. Under pressure to fill the void, you may end up hiring a replacement that isn’t an ideal fit for your team or the job.

That’s why I’m a strong believer in proactive, year-round recruiting.

Proactive Recruiting. To ensure you have the best employees, you need to look out for top talent before the need arises. It’s important to always have a few resumes on file or hot leads to follow. That way, when a position opens up or your business grows, you are able to fill the opening with a skilled candidate.

Personal Recruits. To find the best recruits, you need to search for them personally. When I ran my brick and mortar business, I had a recruiting and training manager, but even so, I was always on the lookout for potential rock star salespeople and other support staff. My top salespeople were personal recruits.

You built your business, so you know best what characteristics it takes to blend well with your team and clients, produce, and thrive. You’re also the person who best understands your unique business culture. That makes you most qualified to identify potential recruits.

At Celeste Giordano Coaching, my business culture is “frank, fair, firm, fun”. I exclusively hire people who fit comfortably into this culture. It’s critical that you hire candidates who fit into your culture from the get-go.

Where to Search. While you can get lucky placing a traditional job ad, more and more employers are expanding their horizons in their hunt for top talent. To find the best recruits, you can use a multitude of effective recruiting methods.

**Social Media. Many employers are turning to social media to find candidates with the right experience and relevant skill-sets. You can search LinkedIn profiles of potential recruits in your area, or connect with potential candidates where they have an active presence, like Facebook.  You can also post your ad on job boards online, like CareerBuilder, Indeed, and Monster, where individuals seeking employment opportunities or career changes are actively searching each and every day.

**Networking Events. I frequently talk about the value of networking events. Often, the best clients, strategic partners and team members come from relationship-building at social and business networking events. Remember, everyone you meet may be a potential new addition to your team or might know a great candidate for the position you’re looking to fill. Even if you aren’t actively hiring, attend each event with an open mind, and build relationships with the quality people you meet. They may be able to connect you with a great prospect down the road.

**Referral Sources. If you’re looking for a new salesperson or employee, remember to turn to your trusted friends and business associates for referrals. When a candidate comes highly recommended by someone you trust, take that recommendation seriously.

I have recommended many of the experts on my team – such as my marketing manager and writer – to my clients who stand to benefit from their services. People you trust won’t recommend someone sub-par; after all, they care about you, and their reputation is on the line. Always remember: When a referral comes your way, pay attention.

**Here, There, Everywhere. The top talent scouts always have their eyes open for their next best recruit.  When I ran my direct sales business, I recruited 52 weeks a year. I was constantly looking for my next best sales associates. I always asked skilled sales clerks if they were making the kind of money they wanted to support themselves and their families. When they said no, I would give them a business card, follow up, and invite them to come in for an interview. 

If you’re looking for a strong salesperson, take notice when you receive excellent service from charismatic, attentive associates and employees at different local businesses you come into contact with. Connect with them on LinkedIn or via email, and keep in mind they may be looking for a new opportunity, a career change or additional work.

Compensation: Think Outside the Box. Last but not least, remember to be creative with your compensation structure. While some positions require a fixed or hourly salary, many people are able to work on a commission structure. In fact, often the most talented sales associates thrive on this structure. If you aren’t in a position to hire a salaried employee, consider recruiting a candidate who is motivated by commission-based work, or offering a reduced hourly wage with the incentive of great bonuses for producing.

To sum up the lesson of the day: Always be on the lookout for new recruits. They are the lifeblood of any successful business.

When you have the attitude that you haven’t recruited your best employee or sales person yet, you’ll be amazed at the talent that’s out there just waiting to be scouted.

-Celeste Giordano