Recruitment isn’t just about getting candidates into jobs. It’s about providing you with a team that will stay and help your business to thrive. A good recruiter should work with you to build a team for the future.
Here at Headway, we provide you with the tools you need to ensure that your staff are supported, motivated and able to perform at the top of their game.
Keeping your staff motivated is no mean feat. It takes more than a competitive salary and a generous bonus scheme to keep that all-important morale, high. We’re not saying that financial incentives won’t help, but what we are saying, is that the desires and requirements of your future employees has evolved into something different to what it was in the past.
If you want the staff you hire to stay, then there are a number of things you can do to make sure that they’ll want to.
Give a sense of purpose
To truly motivate your staff, make sure that you’ve got a company vision – a vision that’s clear, strong and unifying. It’s worth promoting your company vision to candidates, employees and your wider audience. This will get the word out there about the kind of company you are, and what you’re aiming to achieve.
Numerous studies have shown that employees who have a sense of purpose have higher levels of job satisfaction and productivity. For you as an employer, this means an increase in your bottom line, and the quality of the products and services that your business offers.
Respect the work-life balance
We can’t stress enough how important this is. In today’s working world, an employer’s attitude in this regard is a massive consideration for candidates who are making their next move. Balance is good. You’re not going to get the best from your staff if they’re overworked and burned out – they need to feel as though the position you’re offering isn’t coming at the cost of their personal or family life.
Support a charity
Corporate responsibility is something that your company should already be on board with. Whether the cause is local or national, charitable endeavours give your employees a further sense of purpose. Fulfilment comes in many forms when you’re an employee, and one of these is knowing that you’re contributing to the greater good.
Inclusivity & Diversity
As a business owner, inclusivity and diversity in the workplace is likely to be at the top of your agenda. It’s no longer a ‘tick box’ exercise, it’s relevant to every aspect of your business. From interviewing candidates, through to choosing which employees to promote. Being inclusive and diverse means respecting everybody in terms of their gender, age, ethnicity, religious belief, sexual orientation and disability.
Here at Headway Recruitment, we’re proud to call ourselves diverse, and we’re proud to work with clients who are committed to the concept. There’s no excuse for an out of date policy here. Not only will it alienate candidates, studies have shown that those companies who are inherently diverse, are 35% more likely to get ahead of their competitors. You can read more about why diversity is good for business here.
If, as an employer, you value and promote inclusivity and diversity, you’ll find that your business will:
- Benefit from a mixture of ages, cultures and genders. This will go along way to avoiding stagnation and instead, promote innovation.
- Get a positive reputation as a place candidates seek to work.
- Be able to meet the needs of its diverse and varied customer base. A varied staff is better placed to understand the needs of your paying customers.
- See an increase in the bottom line through happier staff and a higher level of customer satisfaction.
It pays to be diverse when you’re embarking on a recruitment drive. The team at Headway are the people to help.
Stagnation in the workplace is something no employer needs. It’s one thing getting your ideal candidate into a vacancy, but it’s quite another to ensure that they enjoy it and bring their all to the business moving forward.
To avoid stagnation, you’ve got to commit to staff development. This means offering opportunities for training and development. Your staff will need, and want, to learn new skills. Offer them the opportunity to network, attend training courses and industry events. Knowing that they’ll be able to progress and learn will motivate your team. In addition, candidates are attracted to those companies who offer training and development as standard. It’s a big consideration for any candidate looking for a new career opportunity.
The other golden rule when it comes to staff development? Make sure you and your team have some fun. We all spend far too long at work to be unhappy there. Organise social events, after work get togethers, team lunches – anything that reminds your employees that they’re more than just a number.
Conducting Pay & Performance Reviews
Pay and performance reviews, or appraisals as they’re also known, are a staple ingredient of management. In theory, they should be straightforward, but there’s a big difference between conducting a performance review and conducting a SUCCESSFUL performance review.
The ultimate aim is for your staff to leave the review feeling as though they’ve achieved something. By the end of the meeting, they should know what they’re doing well and if applicable, where improvements need to be made.
Here’s a few tips from us here at Headway, to use when conducting your next set of performance reviews.
Be prepared. An appraisal is not something you should conduct ‘off the cuff’. If you’re not prepared, it will be obvious, and your employee will find it difficult to place their trust in you. This is particularly relevant if the employee in question is expecting a pay rise – you’ll need to be ready to answer any questions or challenges they may have.
Ask for input. Always consider what your employee might have to say. Really look at their performance and try to pre-empt any problems or concerns they might raise. Ask them what they enjoy about working for you and how they see themselves progressing within the company.
Give praise and make criticism constructive. A performance review is the perfect opportunity to re-visit duties and responsibilities. Ensure that any criticism is constructive and that performance is measured against specific targets. That’s the only way to gain credibility as an employer.
Set achievable goals and targets. Your employee should always leave the performance review with a clear set of goals for the future, whether this is in respect of improvements that need to be made, or building on current success. If these are not set, the whole thing becomes pointless.
Being A Better Employer
Whether you consider yourself the best employer in your industry, or you know that you could do better, being an employer is always a work in progress. Industries change, employees move on, and you’ll face new challenges on a daily basis.
However, when it comes to being an employer, there are a few things that have remained constant since the very dawn of management.
Things like making sure you create a culture of wellness. If your staff aren’t OK in themselves, they’re not going to perform to the best of their ability at work. Mental health awareness is high on both the political and social agenda, and rightly so. Encourage social interaction, promote honesty and transparency and don’t be a stranger to the ‘shop floor’. Your staff will feel valued, and you’ll have the benefit of a far more contented workforce as a result.
It’s also important to respect the work life balance. Not only will this help build a culture of wellness, you’ll also find that it’s easier to attract new employees and retain them. For flexible working to be successful, you’ve really got to commit. There’s no point having such policies if you don’t encourage your staff to use them. Don’t just pay lip service the concept.
Finally, it’s imperative that you regularly check in with your workforce. Touching base regularly will ensure that you know about any problems and successes amongst your team and can act accordingly. You’ll never really get to know your employees if the only time you properly speak to them is at their yearly performance review. Regular check ins will make sure that clear and honest communication is both encouraged, and supported. You can read more about how to be a better employer here.
At Headway, we know that keeping your employees happy is a full time job. That’s why we use our 40 year of experience to support you on every step of your recruitment journey and beyond. Contact the team now to discuss your recruitment requirements.