The decision to advertise a job vacancy or create a new position is never taken lightly by business owners. They may have arrived at the decision through the departure of an employee, or they’ve reached the point where they need an extra set of hands to help the business grow. Either way the need or demand has led them to the point of creating a properly structured position description (hopefully!), appropriate performance indicators (double hopefully!!), a budget for salary and entitlements (that would be helpful!) and a job advert amongst other initial considerations.
So, after the job advertisement is posted on one of the many job search sites or social media the machinery of recruitment kicks into gear with shortlisting and interviews following. Then on day one the new employee arrives wide eyed and ready to work……….but sometimes things go off track from this point.
Now the reasons can be many and varied but all too often there is a failure to see recruitment as a journey that lasts well beyond the advertisement. So, what do we mean by that?
If we step back and look at the concept of recruitment in a broad sense it’s not such a stretch to argue that it covers several steps that last over an extended period:
From the employer’s perspective the business needs to plan for each of the 8 steps from pre-recruitment right through to performance management and monitoring. Locking in the right long-term recruitment strategies will find the right people to hire, facilitate a successful integration into the business, help build their confidence and skills, see their worth to the company and deliver productivity benefits long term. It’s like the builder who makes a new home on quality rock solid foundations. The house will stand for years and will cope with all sorts of renovations and additions, whereas the house built on poor foundations will need lots of repairs and eventual removal!
From the employee’s perspective, the business who gives them a clear and strong pathway into the company and across its operations, supports them whilst they find their feet, encourages them to develop their skills, introduces new opportunities and responsibilities, is the company they’ll want to work for long term and contribute to its success.
It would be easy to say these principles only apply to large companies, but in reality, small business can and should adopt a longer-term approach to their recruitment. There may be only 5 people in a business but each of the 8 steps are possible, even professional development opportunities through greater responsibilities and job redesign. I don’t know of any small business owners who honestly want their business to be 100% reliant on them in every way. Holidays (what are they?), sick leave (laughable!), family responsibilities, recreation (is he joking?) are things all small business owners reflect on at some stage. Broader thinking along these concepts may just allow some of them to happen.
You may not agree with all points in this blog, but each is worth considering. Who knows, you may even give it a try!
Present Professionally works with existing and start-up businesses to get their systems, processes, and marketing in place to drive growth and success in line with your own business goals.
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