YourBusinessWithJamesCaan2016 - 215

TALENT

Don't stick rigidly
to deadlines - see
a candidate you
like? Call them in

TEAM RECRUIT

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 if it's currently down to someone
who's juggling many roles, you'll end up
with better quality staff by hiring
in-house or through an agency.

BIG UP YOUR
CULTURE

If you are an SME, don't
worry about losing out on
talent to corporate firms. The
entrepreneurial culture of the business
is a big selling point for attracting
talent. Make sure this comes across
in any job adverts.

REWARDS AND
BENEFITS

Make a good proposition to
future candidates and let
them know what you stand for as a
company. How do you reward them and
what's their 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.

A SLICE OF
THE ACTION

HIRE FIRST,
JOB SECOND

If you find someone who is
a 'good fit' for your
company, create a role for them. Don't
get stuck in a routine and hire only
when you have a vacancy. Keep the
business fresh by doing things the
other way around. The best businesses
recruit people, rather than aiming to

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 this as a motivator for
them to produce even better results for
your business, not as a loss of control.

NETWORK NOUS

The more people that
network, the more your
business's reputation will

get enhanced across the industry.
Senior managers who search for new
staff should always be making new
connections and attending events. Offer
referral incentives so that all your
employees are encouraged to network.

STRAIGHT TO
THE TOP

Appeal to the young and
ambitious with the ability to
offer employees a closer relationship
with the people at the top. A junior
employee could find him or herself
working with the managing director, for
example, and that would give them the
opportunity to learn and build
relationships within the company -
a great selling point.

MEET THE TEAM

Avoid conducting the
interview process in a
one-to-one meeting
in a private room. After all, your
entrepreneurial culture is a big selling
point. Show them around the office and
introduce the candidate to some
potential team members - this way
they'll get a real feel for the business.

THE TIME IS NOW

A lot of businesses have a
30-day window for
applications and then
invite all the appropriate applicants in
for interviews. But the risk in this
approach is that job seekers who
applied very early on may have found
somewhere else by that time. So the
moment you see someone you like, get
them in for a meeting.

MAKE IT SOCIAL

Sign up to LinkedIn to give
yourself a great advantage
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
job-seekers: people who aren't actively
searching for a new role at that point.
By being on their radar you might sow a
profitable seed for the future.

215

WORDS: JAMES CAAN | PHOTOGRAPHY: HAMILTON BRADSHAW

fill a specific post, so create a position
for talented potential employees
whenever practical.



YourBusinessWithJamesCaan2016

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