Recruitment, where change starts.

We all know it. It is a basic fact of business. Your people are fundamental to your business.

If you get a bad apple, your business will suffer. Good colleagues will become frustrated and disillusioned. You may lose business and you definitely will not be as productive as you should be.

Keeping good staff is a challenge. The labour market is tighter than only a few years ago. The issues around the cost of living is pushing salary increases and increasing starting salaries. This can cause issues within a business and your existing staff.

I would be surprised if recruitment, how you do it, who does it and what you are looking for is not a preoccupation for your business.

There is an initial challenge to meet with regards to recruitment. You recruit in your own image. This is why you will see teams of people who may get on, however think, act and look similar. It is a form of group think.

Every business, no matter how small needs a job description for every member of staff with matched competencies. This is really basic and is for the protection of both the individual and the business.

Your job adverts and where you advertise need to be top notch. They are not simply a classified 'looking for...'. You are capturing the imagination of fantastic new resources who can add value to your business.

Interviews are not a couple of standard questions, they are the opportunity to set the tempo of your business. Explain what you want from your potential people and set the business's expectations. I believe in combined assessment days, where you get to know potential employees, with relevant testing and an opportunity for existing team members to get involved.

There is nothing wrong with asking the most qualified of candidates what your times of business are, who are your customers, how many Instagram followers do you have or what is your favourite biscuit?

Some years ago I had the privilege to be a Samaritans volunteers. This was one of the most fulfilling challenges I have ever done. As part of their recruitment for listening volunteers they undertook a variety of interviews and tests to ensure the suitability of candidates before undertaking the time and cost of training. One of these tests to ensure that possible volunteers did not hold prejudices or were judgemental of others was a cave rescue game. I have used this very same assessment to recruit staff and found it capable of highlighting potential staff who would be unable to work in a team.

You may be thinking about time, cost and how on earth you do this. For me, without the best of people and most destructively with a bad apple, your business will face serious internal and external challenges.

If you do not find the right candidate, fundamentally after discussions with their prospective team, never recruit. Find another way.

HR departments must consult with teams. Who makes the final decision on new staff?

Always check references.

Always ensure a 6 month probation period in the contract of employment.

Always undertake a professional induction.

Always give the successful candidate a pathway to understand and grow. Regular progress meetings are fundamental along with training and an open environment to question and express concerns.

Always schedule the 6 month end of probation meeting. If the member of staff has not worked out, sadly explain why, and recruit again.

To understand this balance is critical in obtaining the services of the best possible people to operate your business.