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Recruit the right people

How do I recruit the right people?

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I’ve lost count of how many times I have been asked that question by business owners. They really want to grow their business and understand they need to employ the right people to achieve that. Unfortunately they’ve had some bad experiences with the people they have recruited.

You see recruiting the right people is critical to your business growth. Without the right people on board you will constantly struggle, have issues with performance, poor teamwork, lack of engagement, high turnover and absence problems. It’s what I call people disease. The wrong people can create a toxic culture.

So how do you recruit the right people?

You need to recruit people who are aligned to your company values, who believe in your company purpose and who fit with your culture. If you don’t you will end up with high employee turnover, high training costs, customer dissatisfaction and disengaged employees.

The majority of businesses don’t recruit against company values. Why? Because they don’t know what their company values are or their values are not clearly defined. They are not able to recruit people who fit their culture because they are unsure what their culture is. If they have identified their values they are not embedded into the business. In other words the values are not lived.

Does recruiting against your values help? You bet it does. The question I am often asked is ‘how can I recruit the right people? There are no good people out there’. There are good people out there, you are just not attracting the right ones. Don’t think it’s just about the salary either. Some employers say they can’t afford to employ good people. It may come as a surprise to you but not everyone is motivated by money.

To recruit, inspire and retain the right people in your business you need clearly defined company values. Only recruit against your values, even if the candidate has a glowing CV. If they don’t match your values and you recruit them you are setting yourself up for disaster.

Once you know your values then you can use this in your recruitment process. This will go a huge way to keeping out problem staff. I know I keep going on about this but your recruitment process needs to be aligned to your values.

Over the years I’ve seen such disasters with recruitment. The thing I never understand is the lack of time and planning that business owner spend on recruiting.

In most businesses your employees are the single biggest contributor to your business. To get you and your business to where you want it to be then you need employees. If that’s the case why do you give recruitment such little amount of time? It’s no wonder you have problems with staff.

To recruit the right person there are several things you need to do.

  • The first is recruit against your values.
  • Include your values in your job advert.
  • When you receive CV’s make sure you read them before you invite that person for interview. Don’t leave it until five minutes before they arrive or you call them.

I recommend an initial telephone interview asking questions based on your core values.

You will know by the response if they are the right fit for you or not.  If they are not a fit with your culture then you don’t take their application any further. If it goes well, invite them in for the next stage of interview.  By carrying out the initial screening you have saved yourself and the candidate a lot of time if they were never going to be the right fit.

Find out your culture score. Take our test here. http://culturescorecard.jmassociates.org/

What to find our more about how to develop your culture then get in touch.


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Employee Induction

Why Induction Is Important In Your Business

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Why induction is important

In the induction you need to talk about the culture and values and how it underpins everything you do.

From the very first day you must start to embed those values with employees. What happens in the business, what their role includes, what the culture is about, what the values are, what the expectations are, what the job involves, and how it’s going to work.

In theory, that sounds great, but in practice it doesn’t always happen in the way that it’s meant to because most companies don’t spend the time putting together a really good induction process for new starters.

 

I was speaking at an event recently to a room full of business owners. I started talking about induction and said this is a typical company induction. On their first day the new starter is shown around the building and introduced to the team.

Here’s your desk…..

You explain where the toilets are, where the kitchen is if there is one and the coffee machine. Then you show them their desk, go through health and safety, fire exits, go through some procedures, the employment contract, and make sure they’re happy with that. Explain lunch breaks, dress code or uniform and then most people will expect them to get on and do the job.

 

Sound familiar?

I looked around the room and everyone agreed that was how they carried out their induction. I’m sorry but that’s lazy and does not give the new employee a great introduction to the company. How can they understand your company culture from that type of induction?

 

In organisations where they have a great culture, a culture where people want to stay, people want to work, then a lot of time is spent on the induction process. When I say a lot of time, I mean between one and four weeks in some cases.

 

Often, people have to start from the beginning no matter what their job. They don’t come in to the business and do their job from the start. They actually have to learn what it’s like to work at the business from, say, answering the phones.

 

You need to think about all the different things that you can add into your induction process. It goes without saying that you need to include values in your induction process.

 

It depends on the size of the organisation, as to how much time you can let that person not be doing the role that you employed them to do. But it is short-sighted not to think about the upside of inducting a person into the business properly, explaining the purpose and values in detail.

Remember these are your foundations. These are the things you need to get right from the beginning, right from the start.

Explain to people how things are done here. Get them to buy into what your values are and how behaviours are measured. Tell them how it works around here and what you expect from them.

Get others involved

Get other employees involved in the induction, explaining about values and how it’s a great company. This also gives employees the opportunity to leave at any time during the induction stage if they feel it’s not right for them.

Trust me, this is much better than going six or seven months down the road, or even longer, and then realising this person isn’t a fit for the company and you’re going to have to say goodbye to them.

By going through a really good induction process, employees will start to see whether this culture is something they want to be part of.

The induction is one of the keys to your people foundations. Make sure you have a really robust induction process in place. Think about all the things that need to be included but importantly, it needs to be based around your culture, your values, and “how we do things here”.

What’s your induction process like?  I love to know. Send me an email people@jmassociates.org

Download a free chapter of my book Recruit, Inspire & Retain.

 


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how to create a great place to work

What makes a great place to work?

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I was running a training session last week on ‘How To Create A Great Place To Work’ and the first part of the day was about purpose.

It always amazes me how many business owners don’t know what gets them out of bed in the morning. They’ve got no idea what their purpose is.

So what makes you leap out of bed in the morning to go to work?

What makes you go the extra mile, stay late and do the extra bits and pieces that have to happen to make your business succeed?

What is it that’s actually making you do that? There has to be something.

If you don’t know then until you can get to the root of what your purpose is then you’re going to struggle to make your business succeed. You need to know what your purpose is and you need to find out what drives you.

Once you know your purpose, then you have to share it.  There is no point in keeping it to yourself. Share it with your family, friends and customers. But most importantly you must share it with your team. They need to know what the purpose of your business is and what you’re trying to achieve. Employees need to understand what the big picture is and secondly how they fit into the big picture.

Most people don’t actually take the time to find out what their purpose is. They’ve not really thought about their purpose. Then they wonder why they’re not getting anywhere.

So let’s recap, the 1st step to creating a great place to work is to know your purpose or your why.  Step 2 you have to tell your employees.  Without you’re purpose your wasting your time because nobody is going to want to get behind you. You need to get your staff on board with your business purpose so they are all pulling in the same direction – the direction you want the business to go.

Do you ever feel like all your staff are going in a different direction to you? You’ve got to get clarity on what your why or purpose is.

Once you understand what your why is, you can then start to identify what your values are.

That’s why when you’re creating a great place to work, you’ve got to get your HR foundations in place.Your HR processes, policies and procedures. They all have to be in place first. They are the building blocks of your business in creating that great place to work. That’s also where your values fit in, because every process and everything that you do in your business should link back to your purpose and values so that nothing is disjointed. It all needs to link.

Identifying your values is not an overnight job. You can’t do it in ten minutes. It’s going to take a long time. It’s going to take a lot of thought. The worst thing to do is just to put them on the wall and think, “Right. That’s it. We’ve sorted the values out.”

Once you have identified your company values that’s when the hard work starts. Now you have to live them and that’s how you’re going to start creating a great place to work.

A company where people are queuing up to come and work for you.  A company where they want to stay. They don’t want to leave. They want to give you everything that they can because they understand the purpose and the values and where they fit in. They really get it.  How does that sound?  Like heaven?  You see the opposite of that when you don’t have employees that ‘get it’ is people disease.

The people disease where they’re back-biting. Where they regularly phone in sick, they moan they don’t get paid enough. They don’t care about customers and they won’t go the extra mile as it’s not their job. That’s when you know that you haven’t got a great place to work, you’ve got people disease.

Sometimes you have to say goodbye to employees because they don’t fit with your culture and your values. This may be difficult to do but if you don’t exit these employees people disease will spread through your business and very soon you could find an epidemic has broken out.

My challenge to you is to find your purpose and then identify your values. I would really love to hear how you get on. Let me know if you need any help with finding your purpose or your HR Foundations just drop me an email jacqui@jmassociates.org (The P.E.O.P.L.E. Doctor)

 


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