So you want to build a team? Top tips for hiring
Building your all-star team is one of the most important tasks there is. It takes the right approach to do it and so much is at stake because it directly impacts your business. Having the right people is that critical difference when it comes to guaranteeing repeat customers, full proof customer service, and ensuring smooth daily operations.
Yet, it is not always easy. The most significant worry among small to medium business owners is recruiting the right talent. In fact, the majority of business owners say the challenge in building that all-star team is two fold: how to hire the right person and then retain that talent.
In light of this reality, here are our top tips for how to hire in the most effective way:
1. Craft a focused job advert
Drafting a focused job advert that directly targets the individual you want guarantees the best chances of getting it to the right person. It also ensures that you are not wasting time with poorly suited applicants. Here’s what your write-up should include:
- A brief overview of your business
- The job that you’re hiring for - make it strong so that it shows up in searches
- List the employee benefits
- Give a solid outline of the hours expected in the contract and detail if it is part-time or full-time
- The job location
- List the salary and/or the range. It is never too early to incentivize!
- Provide a detailed description of the role and its responsibilities - be clear about what you expect from the candidate in this role
- List necessary qualifications and/or requirements
- Review the overall application process i.e. when, how and where they need to submit their application
As you go about the process, remember that just as important as finding a good candidate is finding someone who will fit-in with your “company culture”. Thus, you should be looking for someone who knows how to reflect your values and mission, someone who can work well with others, and someone who can interact with customers and clients projecting the right message you want.
2. Advertise that role
With your targeted and well crafted job posting ready to go, you should now focus on advertising it. There are a few different ways to go about this.
According to reports, nearly half of new hires find their positions through free online jobs boards (like Wisestep, Ladders or SimplyHired) so explore this option. Some might be specific to a particular field or industry, so be sure and target those as well. Next, consider posting on social media. Two-thirds of human resources managers in a recent study by the Society for Human Resource Management (SHRM) say their organizations have found new hires through social media in the past year. What does that mean? It is a primary tool for job hunting in this day and age, so don’t miss out! It has exponential potential; through social media, your job posting can be easily shared, linked, copied and forwarded to other possible applicants beyond your reach within a matter of seconds.
If you have your own brick and mortar store, i.e. an actual location for your business, the good old fashioned way of advertising your current vacancies in store is another method. Perhaps by the cash register, by the entrance or on a catchy board? That way, your job posting is seen by your many customers who already know and like your business.
3. Use your existing employee network
Your current employee pool can also be a great resource for identifying new talent. Ask them about people they know and recommend. The plus side for your business in doing this is that it reduces recruitment costs and the effort of sifting through resumes. Those recommended by your employees are likely to fit your requirements and those potential candidates have likely gotten the inside scoop on your company and its culture anyway from your employees. The best way to go about incentivising your workforce to help in this hiring process is to create a referral scheme which rewards employees - through cash or reward bonuses - for each successful hire.
4. Consider temporary hires
Businesses have peak seasons, where demands are higher and amping up staffing is important. Recruiting for these busy times should begin with ample runway i.e. if you have a winter peak season, higher in the summer and for summer peak seasons think of hiring in January or February. If you are crunched for time, consider other options; outsource through an external recruitment agency or conduct interviews with a group of candidates and see how they interact with each other.
These temporary hires might just be temporary, but you should always treat them the same as your permanent staff. Why? They might prove to be a perfect match for long term work after their contract is over or alternatively, if they were happy in that temporary role, they will be happy to return if you need to recruit them temporarily at some point in the future. Think about it - you are saving yourself significantly on future recruiting costs and training.
5. Train and skill your existing workforce
You want to think about keeping your workforce happy and honing their skills to stay on the cutting edge. This is good for you and them so make it a priority. In doing so, you will get the best from your workers and they, in turn can develop their skills and gain confidence ensuring they are happy on the job and better at it. That’s a win for you!
How to do this? Think about training and skill building opportunities through on-the-job learning, in-house learning, trainings or workshops. Don’t forget to be very public about these opportunities. Clearly highlighting them raises your profile and brand. It also puts you on the radar of the committed go-getters who seek to hone their skills - that’s who you want working at your business anyway. Moreover, it is a fantastic incentive to retain your existing workforce. It will make them feel valued and motivated because you are investing in them. At the end of the day, all this effort will pay off for you, your employees and most importantly, your business.