Your Business With James Caan 2017 - 233
PUT TOGETHER A
Look at who does the hiring in your
organisation and think about getting
a dedicated team or individual to find talent. You
may be put off by the cost, but you'll end up with
better-quality staff using a specialist recruiter or
agency than you would if the responsibility is left to
someone who's already juggling many other roles.
NEVER UNDERESTIMATE THE
IMPORTANCE OF NETWORKING
The more people in your company who
network, the more your business's
reputation will be enhanced across the industry.
Senior managers who search for new staff should
always be making new connections and attending
events. Offer referral incentives so all your employees
are encouraged to network.
DON'T FORGET SOCIAL MEDIA
Sites such as LinkedIn can give your
company the edge in the hiring process.
Social media platforms can add real value
to your business and help make sure your vacancy is
put in front of passive jobseekers - people who aren't
actively searching for a new role. By being on their
radar, you can sow a profitable seed for the future.
PHOTOGRAPHY: HAMILTON BRADSHAW
DON'T DELAY WHEN IT COMES
TO MEETING APPLICANTS
Many businesses have a 30-day window
for applications and only invite successful
applicants for interview once that window has closed.
But doing this risks losing out on those jobseekers who
applied early and have found another position in the
meantime. The moment you see someone you like,
invite them in for a meeting.
MAKE THE MOST
OF THE INTERVIEW
Avoid conducting the interview process
as a one-to-one meeting in a private room.
After all, your entrepreneurial culture is a big selling
point. Show the candidate around your office and
introduce them to some potential team members.
This way they'll get a real feel for the business.
If you're a small or medium-size
business, don't worry about losing out
on talent to corporate firms. The entrepreneurial
culture of your business is a big selling point, so
make sure it comes across in any job adverts.
SELL YOUR BRAND
TO YOUR PEOPLE
Make a good proposition to future
candidates and let them know what
you stand for as a company. How do you reward
employees and what's the company's work-life
balance like? Be clear about what your brand
represents - this isn't just what you tell your
customers, but what you tell your staff.
OFFER INCENTIVES TO
ATTRACT THE BEST
A lot of businesses fret about how they
can compete for the best talent against
corporate firms that can afford to offer higher
salaries. In fact, there are ways to get potential
recruits on your side. Offering them shares in the
business is a great idea - see it as a motivator for
them to produce even better results for your
business, not as a loss of control.
FIT THE ROLE TO
If someone is a "good fit" for your
company, create a role for them. You
don't have to hire only when you have a vacancy to
fill - doing things the other way round can help to
keep your business fresh. The best businesses
recruit people rather than filling specific posts, so
create positions for talented people when practical.
DON'T BE ALOOF
Appeal to the young and ambitious
with the ability to offer employees a
closer relationship with the people at
the top. Working with the managing director, for
example, will give junior employees the chance to
learn and build relationships within the company,
which is a great selling point. □