NO WORRIES!

Ready to buy a business but nervous about staffing issues? Overcome common recruitment anxieties with these simple tips.

Combatting common concerns about staffing.

The “war for talent” has become a bit of a cliché, but the reality is a successful business will always have a series of systems and processes in place to attract, retain and manage its workforce. The simple fact is that there’s a direct correlation between the ability of a business to attract, retain and nurture high calibre employees and the bottom line.

The satisfaction of your current workforce and your business’s reputation as an employer can play a significant role in whether your business is viewed as a desirable employer. Therefore, getting your employer branding and employee value proposition right can see the best candidates seek you out.

Employer branding can be thought of as a marketing tool, much as a business markets its services or products to customers. So while as a franchisee I am part of the HR Dept franchise and linked to all that branding represents, I also have my own employer brand, determined by how I work with and treat my employees.

Whether or not the community views your business as a good, reliable employer or one with a high turnover of staff has an impact on your employer branding.

Customers have a choice in who they buy from and prospective employees have a choice of who they work for.

An Employee Value Proposition

(EVP), on the other hand, defines what an employee will expect to receive in exchange for the skills, capabilities, experiences and value they bring to your business.

A successful recruitment process will depend on how well you plan to attract and retain the right candidate. You should always consider your hiring motivations as you start the planning process for any recruitment campaign. It’s one thing to realise it’s time to expand your team because you have a busy season coming up in a few months and need the extra support. It’s another thing entirely to realise that busy season is upon you and you need extra help right now.

So, what is involved in a recruitment process?

SEVEN STEPS TO ATTRACTING TOP

EMPLOYEES

There are seven basic steps in attracting the best candidates for your business: 1. Define the role.

2. Create a job description and selection

criteria.

3. Determine how candidates will apply

and be assessed against the selection criteria.

4. Advertise the vacancy.

5. Shortlist and interview candidates. 6. Complete reference and qualification

checks.

7. Appoint the best candidate for your

business.

Once you have made an offer of employment to the best candidate and your new employee becomes part of your team, you should have a well-structured induction in place, that will support your EVP and introduce your new employee to your business processes and policies, working environment and other team members.

A well-structured induction process will not only reduce the turnover of your workforce, it will also increase productivity (with a positive impact on your bottom line). Your workforce will have a clear understanding of what is expected of them and why and how their role will have a direct impact on their employer’s bottom line.

Retaining and nurturing high calibre employees can be another concern for a business owner. So any successful business owner should consider employee engagement initiatives that encourage retention and loyalty. The value of an employee increases the longer they stay with their employer. As time passes, their knowledge and experience continue to grow, making them an essential piece of a workplace. They build relationships with other employees and customers that are vital to the success of any business.

RETAINING GOOD STAFF

However, getting the most from your workforce will also require you to actively manage their performance. This could be recognising employees who are performing well and counselling those who are not. Managing performance can assist you in determining if your employees have the right skills and attitude, or identify areas for further training and development.

If an employee is underperforming, current best practice is to provide them with an understanding, in writing, of their performance issue, including when you expect this to be rectified.

You must, however, provide your employee with the time and support to improve their performance or conduct.

This can be via the offer of further training or an opportunity to improve their skills. You are legally required to advise your employee of the possible consequences if they do not reach their required performance level.

Employing staff for the first time can be daunting but you can gain confidence by understanding the processes of recruitment and retention. As a franchisee you’ll be well placed to get any extra support too, so find out whether your franchisor offers any programs or advice for this crucial aspect of running your own business.

The value of an employee increases the longer they stay with their employer. As time passes, their knowledge and experience continue to grow,

making them an essential piece of a workplace.