Why hiring great people is quite important!
Hiring? Hold firm and only hire great people
Quite often we work with clients who are stressed out and in the middle of dealing with an ‘employment issue’.
As we resolve said employment issue, we might have a bit of a laugh (to help with the stress) and chat about why they employed that person in the first place. I feel deflated (for the client) when they say, “we couldn’t find anyone better”.
While you have to strike a careful balance, we can do this better.
Small/medium business owners and managers find the recruitment market tough. Right now, even with more people in the job market, it appears to be no different. Arguably, it is even tougher.
You think, surely finding that person who gets what your business is about, is on the same wave length, shares the same values and behaviours, and brings skills and knowledge that fit the rest of the team, isn’t that hard…surely? It can be and often is.
At the start of a recruitment process we encourage owners and managers to really think about what you want and not in generic terms, i.e. “great with people” or “is trustworthy”. Yes, these are important but what does this actually mean for your business? Describe what you want in your own words that also describe your business and your team. Use this to write a (shudder) job description and advert. In doing so you are more likely to write something that’s relatable and catches the eye of that one person who reads your advert and thinks, “that sounds like me” and applies – the rest will become history.
Top tips for defining a great role:
· What is unique and interesting about the role and your team (in your own words)?
· Describe your shared values (also in your own words).
· What is your business doing and where is it headed?
· The what. Group the key tasks together that describe what the role does (avoid too much detail).
· The how. Describe the behaviours needed to be great at this job (about 4 – 6 is perfect)
· What skills and knowledge does someone need to bring to the role (again, avoiding too much detail).
· Experience, not a length of time but experience in what.
On behalf of all of the stressed managers who are dealing with employment issues, think twice (or three times) before hiring someone who seemed the best of an average bunch. Don’t be afraid to listen to your gut and have a little more patience!
If you are really stretched resource wise, there are other options out there – fixed term, current employees who might jump an opportunity, temps, casuals.
Questions?
If you are dealing with recruitment or employee challenges right now, get in touch for a conversation about how we might be able to help.
RYHR team
Robyn Young - 021 119 1044 or robyn@robynyoung.co.nz
Sally Vertongen - 027 453 8871 or sally@robynyoung.co.nz
Helen McCaul - 021 914 106 or helen@robynyoung.co.nz
Tina Rush - 021 946 972 or tina@robynyoung.co.nz