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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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Employee engagement ideas – 4 Simple ways To Motivate Your Staff

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Why is employee engagement important?

  • Engaging with your employees is one of the secrets to running a successful business.
  • Your staff are your best asset, you have to make sure you take care of them.

Here are four simple ideas on how to engage and motivate your staff in your business.

1. Make fun a priority

Don’t misunderstand me here. You need balance. You need to make sure fun doesn’t become distracting and detrimental to your business. That said don’t underestimate the impact of allowing your team to have a laugh along the way.

You see fun is a great way to

  1. let off a bit of steam,
  2. reduce stress, and even…
  3. bond team members together.

2. Have a purpose, which your staff buy into

Take the time to create a purpose statement that truly reflects who you are, what you want to achieve, and who you want to impact. Then write this in words, which are easy to understand (by you, your staff, and your customers).

How To Engage and Motivate Your Staff

Even better, involve your team in the creation of your purpose statement. You can set the expectations and guidelines, but involving your key people in this decision can be hugely engaging. A shared purpose can bond your team together and increase overall buy-in too.

Also Check: How To Create A Great Place To Work

3. Reward strong performance creatively

Without question, money can be a massive motivator. In turn, a financial bonus or a pay rise can be a powerful way to recognise and reward brilliant performance.

But it’s not the only option…

It’s important to understand that not everyone is motivated by money. In fact, you could find that more creative rewards have a far greater impact on the individual in question and overall team morale.

Employment Contract

4. Get the team together

A key part of building a brilliant team is to foster good working relationships between the different members of staff.

How individual team members interact has a big bearing on atmosphere, morale, and performance. Let’s face it. The last thing you want is people dreading going to work – that’s going to undermine your success significantly.

It’s for this reason that it pays to explore opportunities to get the team together in a relaxed, informal way. Do this and you can encourage friendships and collaboration – both of which help increase engagement.

The most effective bosses are proactive in their attempts to boost engagement – because they recognise the impact motivated, valued staff have on their business success.

So, my question is, what are YOU going to do? Find out more with our 8 Steps to Effective Leadership.

Could you benefit from a culture workshop?  Contact Jacqui to discuss what we can do for you.


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