When you’re running a business of any size, it’s not always easy to keep on top of it all. You do everything possible not to drop the ball but inevitably the area in the business that is often the first to feel the cracks is staffing. When you’re juggling budgets, existing clients, new business, IT issues, sales and marketing, PR, accounts, and people, it’s unfortunately inevitable that corners might be cut and crucial steps overlooked when it comes to hiring.
Then to make matters worse, you may not be able to invest enough time inducting your new hires and ensuring they’re doing OK.
One of the most overused phrases in business today is that “our people are our greatest asset”. However staffing is often the first area to suffer.
Candidate attraction and selection and staff retention are critical to the success of any business.
It’s often hard just to get your head around the entire recruitment, selection and retention process let alone having enough time to see it all through. After all when you’ve got all the other balls in the air, who really has time to write a job description, performance profile or capabilities statement for every role in the business? Not everyone is an expert copy writer, so how are you to know if the advertisement you plan to post on to a job board will even attract the right candidate?
Should you do it yourself, or should you engage the services of a recruitment agency? Do you have time to do it alone? But then again do you have the budget to use a traditional recruiter? What do you look for in a recruiter? What do you look for in a CV? How do you sort through the pile of CVs when you are inundated with applications to find the diamond in the rough?
And to think that all these questions need to be answered before any interviewing even takes place.
You are an expert in what you do in your business. But when it comes to recruitment, all of a sudden you are expected to become an expert recruiter … a specialist in personality assessment, organisational psychology, and behavioural analysis. How can you really identify the ideal candidate? What should you really be looking for during an interview? How can you really distinguish between the candidates’ skills and competencies?
Your pulse rate and blood pressure are probably increasing just thinking about it.
Then of course just because you interview a high calibre applicant, conduct some great references and make your “superstar candidate” an offer, believe it or not it doesn’t mean they will even accept the role.
Assuming you do successfully make an offer, how can you prepare to bring them on board? Will you have time to personally induct them and “show them the love”? How can you ensure they feel welcome and wanted? But more importantly how can you ensure they stay … beyond the probationary period? Just remember if they leave your business within the first twelve months, it can actually cost you up to three times their salary! Do you have an induction program? Do you have a performance review process in place? What about a staff recognition program?
More confronting questions.
The good news is that we have just released “Attract. Select. Retain – Recruitment secrets EXPOSED” – RecruitLoop’s first eBook containing 10 essential tips for any business undergoing a growth phase.
Download a copy now.
It will help you through the attraction, selection and retention processes methodically and ensure you have a team of high quality, satisfied staff.
Enjoy the read… but just remember RecruitLoop is always here to help you at every step of the way.
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