Client Happiness & Brand Guardian
2nd February 2016
Hiring the right people with the right attitude goes a long way in keeping your business productive with a positive environment and an engaged workforce.
It’s important to get it right at the hiring stage, so take some time to review your recruitment processes.
Take a look at companies doing it right and make the right changes for your organisational culture.
It can be as much an arduous process for large organisations as it is for start-ups and small businesses.
In a small business like ours there simply isn’t room to carry anyone.
Like anyone in a small business can attest to, you have large workloads across smaller teams but with fewer resources. More than that everything is far more open in a smaller team, meaning it’s impossible to be invisible.
Any actions with positive and negative effects are magnified.
If one person is slacking, there is definitely another person doing twice the amount of work to make up for the shortfall.
So it’s crucial to find the right people who will get stuck in, be positive and really become a member of your tribe.
Before advertising your role, take some time to really look at the requirements of the position.
Think about what the purpose of the role is and who the right kind of person would be to fill it – write a new job spec with this in mind. Be specific about the needs of the role and also the expectations you have for the right candidate.
Focus on what the ideal person would be like.
Avoid recruiting in a rush.
When you are short on time you are left with fewer options and can end up simply filling a vacancy instead of hiring the best talent.
Determine your ideal start date and allow plenty of time to get a decent amount of applications.
Start advertising for the role at the earliest opportunity and consider the best platforms for this. Plan how long you will keep the advert live, how much time you will spend sifting through applications and when you can hold interviews.
You also need to consider notice periods.
Your network is just as much an invaluable resource for recruiting as much as it is for new business.
People who have an understanding of your business and culture are more likely to recommend the right type of people for your business.
Likewise, your team who make the business run and make up the culture will only recommend people who they truly believe will be a great fit.
We always ask for recommendations within our network and regularly meet people throughout the year to see if they’re right for us and then keep them in mind for future opportunities.
You are looking for candidates who have a hunger to learn, are self-motivated, authentic, warm, friendly and show kindness.
You’ll never fully get to know someone until you spend a good amount of time with them but by asking the right questions you can make better decisions about who you invite to join your tribe.
During the interview you can ask questions such as:
‘What type of culture do you thrive in?’
‘Do have any personal values or words that you strongly resonate with?’
‘Have you ever worked somewhere where you knew you didn’t fit in with the culture? And why?’
Paint a picture of what the role looks like, what your culture feels like and what it’s really like to work with your team.
Share the bigger vision of the company briefly and show them where they would fit in with that vision.
This is a great way to get people on-board before they have joined but also great because you will allow them to reflect on whether they want to be part of that vision.
It’s a two-way process.
Give everyone you meet the opportunity to ask you questions and encourage them to do so.
You will be giving them a chance to understand the role and your business better which will help to determine if you are the right fit for them.
Plan to have three or more touch points with your applicants.
You’ll be able to see who is consistent every time you are in contact with them and also if they are consistent with others involved in the hiring process.
Don’t rely on conversation and CVs alone when inviting someone to join your tribe.
Take the opportunity to test your candidates with some written work, group work, role play or even facilitation exercises depending on what is most relevant to the role.
As part of our recruitment process here at Inspire Me, we invite candidates to join us in the office and give the team the opportunity to chat to them, mingle and get involved in activities.
We then discuss as a group who we felt stood out to narrow down the candidates before the next round.
It makes all the difference and the whole team feel invested in the process. Also the person who is eventually selected already feels welcomed and has a familiarity with most of the team before their first day!
You may find yourself stuck between two great candidates.
Go with your gut feeling and try to make a decision based on who you feel will fit in best with the team and your culture over the person who has the best skillset for the job.
Once your new team member is on board start their induction with a day focusing on your culture, values and how they translate into behaviours.
This will help to keep your values fresh in their minds and help them to start as they mean to go on.
Your hiring process will change and improve over time.
Remember to be consistent throughout the process, evaluate it and be flexible with it.
In the long run the quality of candidates you get will improve, it will be easier to find the right people and your entire tribe will be far more engaged as a whole.