How to Recruit and Keep Good Team Members
Hiring the right staff is not an easy task. It is made more difficult and even more crucial when one considers the potential problems that may arise if that person does not work out and has to be sacked.
Building a strong team, capable of achieving, is an aspect of business leadership that regrettably is absent in most Small to Medium Businesses (SME’s). It takes
If you look around at very successful businesses you will notice how they all rely on team effort. Any business that does not, is one doomed to mediocrity,
There is a widespread reluctance to hire people “because the business cannot afford it” A good employee should be worth about two to three times their cost to the business
Most Small-to-medium sized businesses do not have a formal recruitment/hiring system, which leaves them vulnerable to all of the classic hiring pitfalls. The most common process for hiring a new employee is:
- Advertise or use a recruitment company to advertise the position.
- Examine a number of resumes and choose those that look most appropriate.
- Interview those candidates and
asses their suitability to the position. - Make a selection and offer the candidate the position.
Statistics show that using an approach like
So what are the main pitfalls?
- Inadequate or no detailed job specification
- No personality profiling of the position
- No key performance indicators (KPI”s) for the position
Some other factors that frustrate the process include:
Great deal- Candidates not showing up for interviews.
- Resumes that are not a truthful representation of the
candidates experience or abilities. - Candidates not accepting an offer and second choice candidate
has found alternative employment.
The next step is to thoroughly define the position in terms of duties and responsibilities, the position goals and objectives, skills and key competencies required, and reporting and liaison expectations.
No position description is complete without KPI’s.
Once hired, the new employee needs to be inducted properly. This means not only training them in their job, but more importantly getting them to understand, and subscribe to the company culture. Most frustrated business owners will not place much importance on this, but it is crucial, not only to the new
Keeping good people happy and motivated is ultimately a challenge
One of the biggest causes of staff turnover is perceived indifference and lack of recognition. Regular praise and expression of appreciation
The human resources aspect of running a business is ultimately the key to