10.01 – Finding Great Employees
Running a business often involves hiring and motivating others to help achieve your goals. Even if you don’t employ full-time staff or if you outsource work, selecting the right people, getting the best out of them, and rewarding their achievements are crucial tasks.
According to the Office for National Statistics, the unemployment rate for people over age 16 rose from 3.8 percent in 2019 to 4.7 percent by April 2021, an increase of nearly 25 percent. This rise suggests that more people are looking for new jobs, potentially giving employers a better chance of finding great staff. However, the job market can change quickly, and attracting the best people to a new or small enterprise can be challenging due to perceived poor promotion prospects and job security. Therefore, polishing up your work proposition is essential.
Finding the right people, deciding what to pay them, and how to motivate and retain them are key aspects of growing a successful business.
Deciding On Full- Or Part-Timers
Before starting your search for staff, decide whether you need full-time employees. There may be good reasons to hire part-timers, especially if your business experiences seasonal peaks and troughs. For instance, selling heating oil will have higher demand in the autumn and lower demand in late spring. Similarly, garden furniture and barbeques see increased sales in spring and summer, while toys and luxury items peak before Christmas.
Part-time work can attract highly skilled and experienced workers, such as retirees or parents returning to the workforce. These individuals may not be seeking full-time employment but can be valuable assets to your business. Part-time work is more prevalent than many realize, with up to a third of all employed individuals in certain countries working part-time. Small firms can often recruit and retain employees more flexibly than larger firms by offering part-time positions.
Recruiting And Selecting
To attract great people to your business, follow these tips:
- Review Business Goals: Start with a review of your short- and medium-term business goals. If you’ve recently updated your business plan, these goals should be fresh in your mind.
- Define Job Scope: Clearly define the job scope and responsibilities before recruiting. A job description should include measurable outcomes and a description of tasks. For example, a salesperson’s job description should detail sales targets, expected calls, and customer retention goals.
- Identify Ideal Candidates: Identify the type of person who can perform the job well, considering skills, experience, and personal circumstances. Ensure compliance with discrimination legislation.
- Internal and External Recruitment: Consider promoting from within your company and tapping into your network for potential candidates.
- Choose the Right Medium: The type of vacancy determines the best medium for advertising. Use the internet for specialized roles and targeted approaches, such as leaflet drops, for other positions.
- Legal Considerations: Be aware of legal restrictions on advertising to avoid discrimination based on gender, race, age, religion, or sexual orientation.
Making Your Selection
When you have a number of applicants:
- Screen Applicants: Screen out those who don’t meet your specifications. Clarify details if needed, and then interview your shortlist, using relevant tests if applicable.
- Evaluate Applicants: Use a short-listing matrix to evaluate applicants against criteria such as qualifications, experience, potential growth, and travel time to work. Score candidates on a scale to narrow down your list.
- Prepare for Interviews: Prepare key questions and allow candidates to talk freely, sticking to the point. Give candidates time to respond, seek specific evidence of skills, and avoid discriminatory questions.
- Engage the Team: Let applicants meet other team members to get a better feel for the company and gather additional opinions.
- Offer and References: Ideally, end up with at least three suitable candidates. Offer the job to the best candidate and keep others in reserve. Always take up references, preferably by phone
Interview Questions
Here are some suggested interview questions to consider:
- Strengths and Weaknesses: Look for genuine self-awareness rather than disguised strengths.
- Employer Success: Gauge the candidate’s understanding of business goals and core competencies.
- Achievements and Failures: Assess initiative, responsibility, and measurable factors.
- Knowledge of Business: Determine if the candidate has researched your company and is genuinely interested.
- Future Goals: Understand the candidate’s ambitions and alignment with your business.
- Immediate Contribution: Evaluate readiness and short-term impact.
Testing to Find the Best
Consider using psychometric tests to supplement traditional selection methods. Tests can provide valuable insights into candidates’ aptitudes and suitability for specific roles. Numerous commercial test publishers exist, and guidance on the best tests for your business needs can be found through the British Psychological Society or the Institute of Psychometric Coaching. Be aware that most commercial tests have a cost and require licensed professionals for administration.
By following these steps, you can attract and select great employees who will contribute to the success and growth of your business.
