ecruiting
is a problem everywhere. In some parts of Australia and New Zealand,
there is a high demand for labour, and potential recruits are scarce. In
other parts, there seems to be plenty of people applying, but there is
no-one that 'fits the bill'. Even if you get a good one, keeping them
can be real problem!
Recruiting begins with understanding and setting out the job to be done.
Most business managers know what things need to be done. But that DOES NOT mean that they know the job that has to be done.Take the case of a retail sales person. Everyone knows that the person has to make sales. All they need to do is sell!
Or so it seems. In fact, the person will need to know about the returns and exchange policy, what documents need to be completed in properly handling a return or exchange, and how it is to be handled in the till.
Aside from that sales skill, the person needs to know how to handle an angry customer, what kind of service level is expected by your customers (each business is different), how delivery and installation is to be handled, and a whole raft of product knowledge regarding what you're selling. Often, the job requires fitting or installation knowledge that is unique for you, and can't be learned anywhere else.
In other words, your assertion "All they need to do is sell" is dangerously wrong. You're well on the way to a recruiting disaster!
First Assess Your Needs. Identify the Right Job!
This is actually the first thing to do, but it is often the least well considered. You could almost write a book on the zillions of ways to get this part wrong. ‘Helen’ leaves, so we will replace ‘Helen’. That’s a mistake, and the first step on the way to disappointment.‘Helen’ was a particular person with a particular set of skills, and your organisation adapted around her. You cannot replace her exactly, so you need to know exactly what the new person will need to do - in complete detail.
Consider your whole organisation, the new person has to add to the team, not introduce conflicts. And consider where you are now in your growth plan, and what people you will need to take the next step. The new person must also have the capacity to meet the growing needs of a growing business, or the process is wasted!
Easy to say, and some people can do it. The first step in recruiting is ALWAYS to undertake a “Needs Assessment”.
Next, Write a Position Description.
Once you've sorted the job you need to have done, write up a Position Description.The Position Description will set out for the candidate just how the position you need to fill, will fit in to the organisation, what the responsibilities are, and what the duties are. Much more importantly, it will set out how you will assess and measure performance, what outcomes you are looking for, and how they can be sure you will be pleased by what they do. It's a powerful incentive when you know what the boss wants!
You don't have to fly
blind. There is a lot more on the My Red Zebra website, and the link at
the end will show you all the detail you need!
Time to Determine Who Has What It Takes - The Selection Criteria
One of the most misunderstood facets of the selection process is the creation of the Selection Criteria.It's really quite simple. You know how you will judge the suitability of each applicant. You will look for certain skills, a certain level of experience to show that a candidate can achieve the required goals, and you will be looking for certain personality traits. Write them down.
It's good for you - and helps you be consistent and fair. It also helps the candidates prepare their applications and prepare for an interview.
Many applicants don’t know how to respond to a list of selection
criteria, but the good ones do. You'll be amazed at how a good
candidate self-selects when good Selection Criteria are in place!Do be sure you have thought them through completely, and always write them down!
Find Good Applicants
It's easy to get people to apply for the job. Getting applicants that are really suitable is a lot harder. Sometimes there are no people who would fit the job out looking.Your job ad has to appeal to the right kind of applicant, and filter out the time wasters. It has to attract people who "didn't know they want a change until they saw your ad".
Sometimes, you will need to run two or three different ads appealing to different groups, until you get the right kind of response. All this takes time, and it takes time away from you running your own business.
While on-line advertising is the flavour of the moment because it gets large numbers of applicants, and gets them quickly, you need to be careful.
Good selection criteria and a tight position description can limit the number of applicants to just a handful - and all of them a good fit to your needs!
Outside help is a saving here, not a cost!
Keeping The Person, Once You’ve Got Them
To be honest, your efforts to keep the new employee began when you first assessed the needs for the new position. If you have a capable person fulfilling a well understood role, job satisfaction takes root.A good position description keeps them on track. Your regular performance appraisals will also help reinforce the good parts of their work, and correct the weaker aspects.
That augurs well a healthy long term employee relationship.
But if, as it often does, a good employee decides to leave, it is a mistake not to undertake a serous Exit Interview. More about that next issue!
"Leadership is the art of getting someone else to do something you want done because he wants to do it.” – Dwight D Eisenhower
If you'd like to find out
more about how to make measurably more in your business right now, talk to us, or ask us a question here!
Remember, there's no charge or obligation.
This same offer applies in
New Zealand. Click Here!
McNicol Williams Management & Marketing Services is a Small Business Advisor listed with the Small Business Victoria, and has presented The Red Zebra program under its auspices. This listing requires that the first hour's consultation is always free. So when we say "No charge or obligation", we mean it!
