Top 5 ways to hire and keep a successful team
Top 5 ways to hire and keep a successful team by Zan Nadeem (Director Gratis Jobs – Leicester)
Your team is your most valuable asset.
It’s also one of the hardest to build and requires ongoing investment and time.
To attract high calibre candidates, you need to understand that the recruitment process starts long before you have a job vacancy.
It starts from the birth of your business and is something you need to work on every day.
Because an attractive proposition is more than just the job role and salary; It’s also about your business values, your culture and your current employees. If you focus on these areas, the best candidates will come to you.
1: Create a company culture and reputation that people want to be a part of
Your company culture comprises its values and principles, employee mindset and leadership style; all of this is a big deal when attracting and retaining high calibre candidates.
If you create a culture that values ethics in business, honesty and moral principles, not only will you attract strong candidates, but they are far more likely to stay. Encourage and train employees to help and mentor each other rather than compete against one another. High calibre candidates want to work with colleagues and managers that they can trust. They won’t tolerate an environment where they fear backstabbing or one that centres on gossip and backbiting.
Work closely with your managers and ensure they are excellent role models. Provide training so that anyone, who is in a position of leadership, can adapt their management style to suit different personalities.
Create a culture that encourages ambition and rewards accordingly. Strong candidates know their worth and won’t stay with a company if they don’t feel adequately compensated. Instil values that mean something to you as well as your stakeholders. Train your employees to have a growth mindset and ensure that they see and fully understand the bigger picture of why they come to work for you each day.
Focus on building your reputation as a good employer. Word of mouth, social media, online reviews; All can have a big impact on the number and quality of applications you receive.
Action: If you’re unsure whether your company culture is ideal or consistent throughout your company, that’s ok. Start working on it today by talking to your employees. Find out how they feel about working for you and if they understand your vision. That should give you a good starting point.
2: Invest in your employees so that they become the best version of themselves
If your team is your most valuable asset, it makes sense to train them.
Yes, some may leave for a competitor, but that is beyond your control.
Not training your employees is often what causes them to leave anyway, or at best, be dissatisfied whilst working for you.
The important thing is not just developing their skills, but also their character. Employee loyalty can be earned through great leadership and by being a good role model.
Take time out to get to know your employees as human beings. Treat them just like you would treat a CEO, regardless of their position in your company.
If you become an inspiration to your team, any time and money that you invest in them will deliver a return in the form of motivation, performance and increased sales.
In other words, create an environment where everyone wins.
Action: Work with your employees to list their strengths and weaknesses, use this to determine what kind of training they would benefit from
3: Review your Leadership style
If you want to attract and keep strong candidates, you need to be the type of leader they will want to follow and work for.
Keep your own skillset up to date and invest in your own cpd.
Talk to your employees and learn about which management style is best for each. Everyone is different and motivated differently, so you will need to be understanding and adaptable.
To put it simply, be the kind of candidate that you want to attract.
Also when problems arise with your staff, you must hold yourself accountable. Great leaders do not shift blame to their various departments, instead recognise how you contributed to the problem and get it resolved.
Action: When was the last time you did some cpd? Make a list of your own strengths and weaknesses and start working on yourself!
4: Your recruitment process
Once you have the internal parts of your business sorted, it will be much easier to look externally and start recruiting.
Before you start searching for candidates, however, be very clear on what you are offering.
Strong candidates likely have a target salary in mind, most likely at the top end of the going market rate or perhaps even higher – what can you realistically offer?
Next, think about what type of personality and character traits you are looking for. What experience and qualifications are most important for the role and what are you willing to compromise on? Sometimes strong candidates lack specific experience but make up for it by being fast learners and highly driven.
Another crucial factor here is how will you get to know your candidates?
Will you use a recruiter to do your shortlisting?
Will you follow the traditional method of shortlisting CVs and then interviewing? Perhaps a portfolio would be more relevant, depending on your industry.
Many creative companies have now started to ask for video intros/short bios, which can work but might also put off strong candidates who simply don’t enjoy being in front of the camera.
If you’re looking for certain personality traits like teamwork or honesty, you can set up various tasks and activities for your candidates to complete during the interview stage. We will write an in-depth article on recruitment techniques soon, but for now, our advice is to think about what industry you are in, what character traits, qualifications and experiences are most important for the role and then use the methods that will help you identify those the fastest.
5: Finding your candidates
Now that you know what you are offering, the last, but possibly the most important thing to consider is which channels you will use to find your candidates. There are many, many options including Recruitment agencies, jobs boards, social media channels, LinkedIn etc.
Different job types are more suited to different outlets and each one will attract different types of candidates.
Here at Gratis we can help you find the right platform for your vacancy. We will maximise the reach of your job ad and help you get your vacancy filled quickly. Get in touch for a free consultation.
Zan Nadeem firstname.lastname@example.org