Good people bring out the good in people.
Join ActionCOACH Truro for our latest series of blog posts, as Tim Hill discusses relevant and trending topics whilst providing you with an insight into the mind of a Business Coach.
To start us off, we discuss the relevant topic of ‘Recruitment’, as in the UK we have hit the highest levels or job vacancies since records began 20 years ago. So, what makes your advertised job stand out from the crowd and attract to potential employees who match your required skillset and academic background?
Tim has broken this broad topic down into his three Top Tips;
Tip 1) Do Something Different- Make your job adverts creative and fun, what is making them stand out?
Tip 2) Take Your Time- Be sure to plan and prepare your recruitment process form start to finish.
Tip 3) Do Your Maths– Look at your finances, what are the benefits of a new team member?
Do Something Differently- Lets start by making your job advert stand out from the crowd, entice your audience, you are selling them your company and showcasing why it should be an environment they wish to work in. Telling a story has a hidden difference, and the ability to persuade and sell information from a creative approach. Stories are 22 times more memorable that facts and figures, use this to your advantage through your social media channels (they are social after all). Here is your chance to showcase the community you have worked so hard to build. As potential employees of the business the stories they see will ultimately be what draws them into feeling connected to your company, without even having set foot inside the office door (assuming we aren’t working from home anymore!) Allow your employees to bring their pets to work? Great! Let us see a ‘pupdate’ of the office dog. Was it Linda’s birthday last week? Then let us see the cake you had in the office, and drinks you had after work! This is your chance to show applicants that you endorse a community within the workplace. Once they are onboard with submitting their job application, you can then tangibly tell your story in the interview process; with a simple structure focusing on how to capture the imagination and attention of your next potential employee.
Take Your Time- What does your recruitment time scale look like? If time is a luxury, then you can start your recruitment process early. Ultimately, this will enable you to endorse various recruitment stages resulting in securing the most suitable candidate. Taking your time will allow you to develop a deeper understanding of your candidates, getting to know the ins and outs of their previous experience. Needless to say, time also allows more candidates to apply for your advertised role offering you a larger variety of applicants. However, we wouldn’t recommend leaving your job role active for too long. This will raise questions of ‘Why haven’t they employed anyone yet…?’ Don’t forget your closing date and provide details of how they submit an application.
Do Your Maths- What is this employee bringing to the business and how are you funding their salary? As a business owner you have difficult decisions to make every day, many of these will have financial implications affecting the bottom line of your business. What are their benefits going to be, how are they going to bring you enough business to cover their salary as well as add profit? Are you working overtime, and already saying ‘No’ to new clients? Great, then you already know you need to invest your time and energy on increasing your team. Remember to consider all the financial costs involved, this isn’t just their salary but could include training, a computer, a van, tools etc. Finally, consider if the role is a revenue generating position or an overhead. Revenue generating positions should start paying for themselves within the first eight weeks, where as your overhead positions are completely covered by your current revenue.
