Unless you fall into the category of the rare breed of solopreneur, there’s every chance you depend on others to achieve your business goals. As the boss, it falls to you to create and manage a team that will help you hit targets and deliver on promises, but how do you go about finding the best people, and how can you ensure you get the best out of every individual?
- Creating your team. Unless you have an in-house human resources department, it’s highly likely that as the boss, you’ll be involved in the recruitment process. It doesn’t matter whether you’re a fledgling startup or an established brand with hundreds, or even thousands of employees, it’s crucial to ensure you have an effective system in place. As an employer, you want to attract the strongest candidates and build a team that is capable of achieving incredible things.
- Establishing a recruitment process. If you’re hiring, start with the basics. Figure out exactly what kinds of skills and qualifications you need, and think carefully about where you’re going to advertise your vacancies. If you’re searching for people with very specific skills and high levels of education and professional expertise, you may wish to contact recruiters that specialize in your industry. If the positions are open to a wider range of job-seekers, you might think about posting adverts on recruitment websites or in local newspapers or magazines, for example. If you do have specific requirements, make sure these are clearly outlined in your advert. Once applications start arriving in your inbox, or recruiters begin to call with matches they think would be perfect for your company, reduce the number of candidates based on the initial stage of application. Go through resumes, read personal statements and responses to questions, and create a short list of people you’d like to invite for interview. If you are hosting interviews, plan how you want the meeting to go. An interview can constitute anything from a short, informal chat to an intensive assessment program, a presentation or a group workshop. If you’re asking candidates to prepare a presentation, for example, make sure your objectives are clear and provide information about time frames, content guidelines, and technology that will be available on the day.
- Taking advantage of interviews. Interviews are an incredibly valuable opportunity to get to know potential employees, find out what makes them tick, and put faces to names. In some jobs, it’s crucial to have specific training and skills, but if you’re not working to a particular brief, don’t underestimate the importance of character and personality. Look for individuals who are motivated, confident, driven, and determined, and search for employees who you know will fit with your brand image, identity, and ethos. If you’ve made a decision after the interview stage, you can offer those candidates a job and then start working on the terms of their individual contract. At this stage, you might wish to carry out pre-employment checks. If you’re an Oracle customer, you can take advantage of Oracle background check integration, which enables you to conduct background checks quickly and easily. Before your new employees start working for you, it’s essential to ensure they sign a contract.
- Getting the best out of your team. Once you’ve assembled a group of brilliant individuals, you can turn your attention to getting the best out of your team. There are myriad ways to motivate, encourage and inspire employees to realize their potential and to work as hard as possible to achieve shared goals.
- Competitive salaries. Research conducted by Weekdone.com revealed that more than 20 percent of employees would consider moving to a different firm in exchange for a pay raise worth just 5 percent. If you’re keen to motivate your staff and retain your star players, it’s crucial to make sure you pay them what they are worth. To compete with rivals, you need to make sure you’re at a similar level in terms of financial rewards and incentives.
- A positive, pleasant working environment. Nobody wants to spend an average of 37 hours per week in a place where they don’t feel comfortable, happy, or safe. As an employer, you have a duty not only to ensure your employees operate in a safe, secure space, but also to take steps to create a really positive environment and culture. Encourage respect, reward hard work, promote collaboration, and design visually-attractive spaces with plenty of natural light.
- Development and progression. Most people don’t accept a job thinking that they’re going to be at exactly the same level on the same rate of pay until they retire. Many employees have a desire to progress and climb the ladder. As an employer, it’s incredibly beneficial to foster ambition and to provide the necessary platform to help people fulfill their potential. Provide training opportunities and consider recruiting internal candidates rather than looking elsewhere automatically.
- Recognizing effort, industry, and achievement. A study cited by Forbes suggests that almost 80 percent of employees leave their job because they feel undervalued. If you’re putting in the hours and you’re not getting anything in return, it stands to reason that you would look for other opportunities. Workers want to be valued and appreciated. You don’t need to go crazy and offer huge bonuses every year, but make sure you show your workforce that you’re grateful. Even simple tokens like a free drink at the staff party, a takeaway pizza on a Friday afternoon or a gift card at Christmas can make all the difference.
Running a company is no walk in the park, and many bosses rely on a team of people to achieve success. If you’re looking to hire new members of staff and create an exceptional team, it’s vital to implement an effective recruitment process and to understand how to get the best out of your team once you’ve made job offers and welcomed new individuals to the company. Look out for potential when you’re hiring, and take steps to enable the candidates you do hire to fulfill their ambitions.
Note: this post contains contributed content.