Think you need to recruit to grow your business? Make sure you’ve assessed ALL your options!

There comes a time in the working lives of many business owners when they think that recruitment is their only option. Orders are increasing, profit is looking extremely healthy, and they’re keen to expand and take things to the next level. Sound familiar?

At this stage, it’s likely that your nearest and dearest are urging you to take the plunge and bring on your first member of staff.

Of course, it should go without saying that you should rarely turn to friends and family for business advice. They might have the best intentions in the world, but they’ll very rarely understand the real challenges that you’re facing. If you want real, insightful guidance that can be used strategically to grow your business, you’re probably going to have to invest in professional consultancy services.

Generally speaking though, there are some important indications that you’re ready to recruit. It’s a big decision and it isn’t one you should enter into lightly. Pull up a chair and take a browse through these real reasons why it could be time to become the big boss.

Building and managing a team is in line with your overall business objectives

Think about what you really wanted to achieve from your business when you first started, and the type of company that you wanted to develop. Maybe you envisaged managing a team of hundreds of people, and playing an active role in strategic growth and development. Or perhaps what you really cared about was fulfilling your passions, and doing work that made a difference to the lives of your customers and clients.

There are no right or wrong answers here, but the truth of the matter is that people management isn’t for everyone. If you don’t have the desire to recruit, there are other options. You could outsource administrative and financial functions. You could bring in a contractor for certain months of the year. You could redesign your processes so many of them are automated, letting you deal with the work that you really care about and excel in.

Don’t be forced into feeling that the traditional recruitment route is the only avenue you can take. Explore the possibilities, and always return to your overall objectives and preferences before you back yourself into a corner that you don’t want to be in.

You’re willing to put time into developing yourself as a team manager

Whether or not you have a naturally ability to lead, recruiting staff for the first time is a steep learning curve. You suddenly have to get to grips with what makes people tick, how you can get the most out of them, how to handle bumps along the road, and ultimately, how to improve your leadership skills on a daily basis.

You need to be willing to invest time into this, and get the right type of support to help you along the way. From one-off courses to continuous mentorship, there are options that ensure you have what you need and can pinpoint your areas for improvement. There’s the option to outsource necessary tasks such as the creation of your company handbook and associated people policies, but it’s as much about developing the right kind of culture as it is about meeting your legal responsibilities as an employer.

You’ve examined the figures, and you know that recruitment would build your business

Some business owners are naturally very data orientated, and have no problems telling you their exact figures and projected big numbers. If this isn’t your strong point though, you need to do some careful calculations before you make any decisions around recruitment. Think about what it would cost to grow your team. As well as the salary, consider the investment that would be required in finding and selecting the right people, onboarding them, and then ensuring they have the right ongoing training and development.

Next, think about what you’d reap from that investment. Would your business produce more? Would you offer a higher level of customer service? Would it give you the capacity to move into new markets or areas? Only when you really understand the financial implications are you ready to make your decision.

The bottom line is that recruitment is certainly an option, and it’s right for some businesses. For others though, there needs to be some careful brainstorming and analysis before any big decisions are made. If you want to talk through your choices, get in touch today.

Give us a call today!

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What is the ‘Year Of The Candidate’? Find out what this means for business owners:

This year has been billed ‘The Year Of The Candidate’ due to skills shortages in the marketplace. Ever since the term was first coined in a Wall Street Journal article at the very beginning of last January, the concept quickly gained momentum amongst HR circles and those who are passionate about matching the best people with the right roles.

But as a business owner, how will this have an impact on the work you do? Basically, there aren’t enough white-collar professionals to go round. If you want to fill your higher-level positions, you’re likely to face a struggle. It’ll take more time, and you’ll have to be much more thorough in your search.

Here, we’ll take a look at what you can do to ensure you can still find the right people when you need them.

It all starts with your recruitment processes. Instead of waiting for the right candidates to come and knock on your door, you might well have to go out there and find them. Are you building your contacts? Do you know where you can access the best people? Are you keeping in touch with them regularly, to strengthen the relationship and build trust?

Whilst newer, online tactics are definitely on trend right now, and it’s true that they can bring a massive amount of value to the table, don’t forget the more traditional approaches. Real world connections can make all the difference in this type of climate. The best recruitment strategies will usually merge the two, though will be tailored according to your own business’s culture and priorities.

Next up, make sure you’re showing your candidates that you value them, even before they step foot in your office. They’re pressed for time, and they’re assessing you as much as you’re assessing them. They have other options, so they aren’t going to stand for anything less than sparkling treatment. Hone your communications, make sure they’re timely, and invite feedback at all stages of the process.

These trends may well last longer than just 12 months, so if you’re keen to win the war for talent, you need to make sure that you’re fit for battle.

Struggling to find the right people to help you to drive your business forward?

Give us a call today!

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