Brand new talent.
You will remember a few weeks ago we were feeling a bit quirky and wrote the blog on the Cullen Scholefield bird table and how good workplaces are important for business. Well, as we are prone to do here when the weather is good, Maureen was staring out the window this week when she caught sight of a woodpecker taking in the delights of our spruced up bird table. It seems all that effort we went to has done the job and attracted some new talent to our garden…
Attracting new talent to your business is important for ensuring its development and growth, but sometimes it can feel like you will never find the perfect candidate. So how can you attract them to you and ensure that they stay put? The hiring and induction processes are crucial for guaranteeing a long-term, loyal employee and we’ve broken it down into 5 easy steps to help you find and keep the perfect new talent.
Analyse
Before you can bring on someone new, it is important to know how much it is going to cost to hire and train them. It takes time and money to polish a gem so have a look at your metrics and consider all the angles before investing the time and energy only to come out with a lump of coal at the end. For more information on HR Metrics, request a copy of our presentation here –
Attract
To attract the right talent to your business it is important to be proud of your employer brand. Figure out what makes you special as a company and promote it. Show how you are different from other employers and how you are great as an employer and talent will come flocking to your door.
Assimilate
Once you’ve hired your new employee it is important to make the induction process as smooth as possible for them. It is not unheard of for new employees to leave within the first week because of a poor induction. The simple things are the most important.
- Do they have somewhere to sit?
- Are they set up with IT?
- Does everyone know that they are arriving?
A smooth start will help towards a successful placement.
Advise and give Advice
Most new employees have a three – six month probationary period. It is no good to only review someone when this time is up. If they have been doing a poor job then they need to be told, so that they have a chance to improve themselves before their time is up. If they have been doing a good job then there is no point waiting to develop them. If they are a really bad fit, then it is a waste of time for both parties to continue the employment. The probationary period should be a time for constant coaching and review.
Advance
The probationary period is over and you have a golden nugget of an employee ready to do great things. This is the time to get them the development they need to move up the ladder and advance their own careers as well as your business. Cullen Scholefield has helped Cineworld achieve this with their managers. Cineworld have development programmes in place to help school leavers aspire and train for managing positions. They also have their Masters Programme which helps managers become general managers by achieving an ILM Leadership and Management Qualification at Level 7. This has been extended by offering development for the last two years to the next level of managers. Here these managers work towards achieving an ILM Management Qualification at Level 5. Showing an investment in your staff will inspire loyalty in them. To hear more about this watch the video of Matt Eyre, the Operations Director discuss the programmes at Cineworld here.
The Employer Brand: how to become a Talent Magnet is the theme of our next round of Circle of Peers events which kicks off next week in London on 22nd May. The roadshow then travels to the Isle of Man on 28th May.
We are also really pleased to join up again with Permanent Solutions Direct for our Sussex event on 6th June and guess what, our hosts will be Cineworld in Crawley, since Cineworld is one of the many organisations that have really embraced the importance of the Employer Brand.
The roadshow ends in Gibraltar on 11th June. This blog is just a brief taster of this topic so if you want to learn more come to one of our Circle of Peers over the next couple of months.
Visit our events page to book your place and you can discuss how you are working in this important area and become an even stronger talent magnet too. We look forward to seeing you…