Attract and retain staff
When launching a new business, there are so many considerations to make that traditional human resources can be overlooked.
By Ros Kindersley, managing director, JFL Search & Selection
For a business to be successful it must invest in great people, which will result in your company reaping the rewards in the long run. People are at the heart of a company and getting the best team in place from the outset is important.
It takes time to attract the best talent and retain your staff and there are some important issues that I would advise entrepreneurs to consider when setting up a business.
Procedure
To attract candidates, you must first establish your recruitment procedure. The climate is very competitive, so to attract the best talent you must have a structure in place. Know what your objectives are, the type of team you want and the training you want to offer.
Interviewing
When interviewing potential candidates, set some questions to ask beforehand. Ask a variety of questions, but I find competency based questions the most valuable.
For example, ask a candidate about the last time they used their creativity, rather than just whether they are creative.
Prior to interviewing consider what type of person you want to hire – and what competencies such a candidate would have – it is important to remember that good interviews increase the quality of people in an organisation.
By expressing interest and receptiveness, you will be able to ensure you only employ individuals who will be well suited to the company. Only hire someone if you are 100% positive they will be a good fit.
Benefits
Candidates expect a good range of benefits, above the legal requirements. Offering competitive holiday leave demonstrates that you not only invest in your staff’s working life, but value their personal life too.
Pensions, health insurance, travel allowance, gym membership and Blackberrys should all be considered to show to staff that you recognise the importance of a healthy work/life balance.
Training and development
These opportunities are highly demanding, particularly at a junior level. Implement a structured training programme; this does not need to be extravagant, it can just outline what courses are available.
Depending on an individual’s needs, both external and internal training can achieve their development objectives.
Personal development
This should be ongoing and two-way, not just a one-off activity when an employee joins the company.
Mentoring, regular reviews, team meetings, ongoing feedback and especially the opportunity for promotion are all important considerations – if a person knows they can climb the ladder they will be more inclined to stay at the company.
Reputation
Candidates will look to companies with a good reputation, first-class work, an experienced and diverse workforce and good career prospects. To promote this perception, businesses need to be able to promote themselves.
Culture
This is of huge importance to employees, both longstanding and new. People are central to a successful company and they ultimately make the culture.
For it to be representative of your vision, your workforce should feel valued and respected so that they can deliver their best. A flexible attitude towards sick leave and doctors’ appointments, for example, can help to increase staff satisfaction levels.
Salary
A small, but important word. New recruits are unlikely to take a pay cut, so you must take care that salaries are in line with industry standards.
Talking to other companies, speaking to recruitment consultants and researching the industry will all help you set realistic, yet attractive pay packets to help attract and retain employees.
Location
Your offices and location should be chosen with consideration. Think about what your staff and clients require and where your competitors are based.
Ideally, transport links should be strong, the space should be representative of your company and culture, and it should be close to amenities and provide staff with adequate space and facilities.
Employment law
Employment law and employee rights should be fully understood and recognised. People know their rights, so you need to prepare for and comprehend such policies as maternity leave, confidentiality agreements and employment contracts to make sure you are in the best place possible and know your legal position.
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