How To Hire & Retain Talent
Shaylene Keiner, President of HeadHunters NW, recently wrote an article for The Hunting Wire about hiring & retaining employees in the hunting and outdoor industries. View it on The Hunting Wire here, or continue reading.
The small arms, shooting sports & defense industries aren’t the only ones affected by staffing issues in the wake of the pandemic. With fewer professionals willing to put in hours, competition for them is tighter than ever. That means leaders and hiring managers must keep their current teams motivated and understand how to attract new talent.
This “new normal” means we all need to get used to ammunition prices. Still, it also requires organizations and individuals to recognize both the obvious and seemingly obscure issues inherent in today’s workforce. Yes, some folks are eager to work in the hunting industry, but others prefer to follow the dollar rather than their interests.
Because of the inexhaustible availability of information and the rise of social media, people expect communication and transparency at every step of their careers. They are used to having access to details like EBITDA and are savvy enough to see through any roadblocks to interaction. Instead of interpreting their expectations as inconvenient, look at them as an opportunity to shape your team or your own career.
Many of us who have been part of the outdoor industry for decades recall when the internet was a novelty, but access to the superhighway of information is a generally new phenomenon. Younger professionals are used to the metaverse delivering answers in seconds, but this lightning-fast pace has caused a fundamental shift in values that insist on consideration. It seems no one is immune. From executives who work for our most popular hunting brands to those who work on manufacturing lines, they are exiting the workforce in droves. Some retire, and some simply move on to other careers.
The key factor here is that folks in all sectors of society are re-thinking what is most important to them. Their values are the priority, and their beliefs and attitudes influence their actions. This trend is essential to reflect upon when building your organization or considering a career move. But it is equally important to remember that hunting is a lifestyle, which makes working in the industry that supports it especially attractive to outdoor enthusiasts.
Keeping this concept of modern values and attitudes in mind, HeadHunters NW offers ten valuable tips for hunting industry businesses and career seekers in 2022.
Current Workforce
ENCOURAGE POSITIVE MORALE: Optimism is critical in maintaining a stressed workforce. These days, customers are vocal in their complaints about low inventory, lines, and customer service, making motivating front-line workers difficult. A simple thank you and appreciation for a job well done or when someone takes an extra shift makes an enormous difference in the morale of your workforce. Think about incentives such as offering flexible hours on the opening day of deer season.
TRANSPARENT COMMUNICATIONS: Ask questions of the entire staff regularly. Get their feedback monthly, weekly, and daily if needed. When people participate in decision-making, they’re more engaged and eager to please. Understanding the goals of your staff can root out problems and motivate individuals to offer creative solutions. If you don’t ask, you’ll never know if they understand your objectives.
Engaging Talent
JOB DESCRIPTION: Job descriptions are as crucial as your tag line or mission statement. This may be the first time a person has heard of your company, and first impressions are essential. Describe the positives of the role you’re looking to fill and breathe life into the description and the organization. It’s okay to make it fun and be lighthearted as long as it represents the company and clearly outlines the duties and expectations for job seekers.
ADVERTISE THE POSITION: This allows you to let people know about the culture of your organization and what makes it an attractive place to work. Spell out benefits, levels of responsibility, the potential for career growth, and emphasis on teamwork. Your competitors will be seeking the same top talent you are, so use this opportunity to differentiate your company and the position.
RESPOND: Don’t forget to answer applicants. Welcome applicants in, tell them you care and learn what they seek. Understanding their ideals will be key when deciding which applicant is the best fit. Think of it as the handshake moment when people get their first person-to-person experience with you and your brand. We all know how awful it feels when a potential employer doesn’t respond. No one likes to feel ignored.
INTERVIEW PROCESS: This should always be a two-way conversation where you get more details about the applicant, their style, and what they bring to the role. In addition to explaining the intricacies of the job, use this time to get to know them and learn if they would be a good fit for your team, your company culture, and the goals you have set for the organization. It’s an excellent time to learn if they share your values and what you have in common. You could chat about your hunting camp adventures to break the ice.
Onboarding
DAY ONE: Most people prefer to know as much as possible about the organization they have just committed to. They are eager to learn and excel in their new job. Be sure to support your investment in new talent by providing a tour, introductions to team members and others they should know in the company, and other simple things like ensuring they have the office supplies they need. It’s always nice to treat people to lunch on the first day to welcome them to your team. Then you can ask them how it’s going, and they can ask questions they need answers to.
WEEK ONE: Plan for the time at the end of the first week to ask how their week played out. Listen to their feedback as it might offer insight into improving the onboarding process for the next person.
30-, 60-, & 90-DAY REVIEWS: These meetings should focus on praise and setting expectations. No matter how small, any problems should be addressed immediately and reinforced with positive feedback when corrected.
CAREER PATH: Understanding and engaging with staff about their dreams and goals for their career or expectations for their time working for you is a significant step in grooming people for long-term success. Plant the seed of career growth and what promotions could be in their future.
Bonus Tip: Change is good! Explain to potential candidates and loyal staff alike that change can present the best opportunity for growth and recognition within your company. Folks who readily roll with changes and overcome objections to change are historically much more successful than those who shy away and complain.