Always expect the unexpected. For whatever reasons, sometime we have employees resign with little or no notice. If we are not prepared, replacing this individual could be challenging. How do we prepare, you ask? Keep recruiting practices as your daily routine. If we don’t, the fear of filling this crucial position could cloud our judgment when we hire a replacement. This new hire might not have the important expertise or might lack the knowledge to satisfy the position.

The best recruits will be acknowledged and found through constant and diligent efforts. Only recruiting when it’s a necessity will create a “knee-jerk” response and the outcome could have a negative reaction. Consider recruiting daily and possibly hiring on a monthly basis. Even if you don’t hire, this will give you a great database of future candidates.

Take advantage of all recruiting tools and resources. Placing a Help Wanted ad occasionally in the paper used to suffice. In the current marketplace there are so many other recruiting options. Be versatile and creative with your recruiting approach. This will by far target many more prospective candidates that will be a positive addition to your work force.

Today, there are unlimited ways to identify good candidates, including advertising on free internet sites, job fairs or even open houses, if you are in the real estate industry. Make sure your recruiting program takes advantage of all of the tools at your disposal.

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 find an excellent candidate, and they turn down your offer, do not get discouraged. Another job they might be considering could turn out not to be as positive as they thought. Staying in touch with the recruit will flatter them and increase the chances of you winning them back at a later time.

Even when companies are not contemplating expanding their business, even in the near future, sometime overstaffing could be fruitful. This is especially true in the real estate industry. It’s said that good people are hard to find. Finding outstanding sales professionals are always an asset. Having these calibers of people who understand the company and its philosophies will provide a greater advantage when you are ready to expand your team or the need arises to replace a marginal employee.

Management’s duty is to delegate responsibility. Recruiting is one area that might be better off left in the hands of management. Inexperienced recruiting tactics could be detrimental to your organization, not to mention the cost and ramifications that could be caused by hiring the wrong individual. The initial interview is of the utmost importance as is the final determination.

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