Recruitment and managing employee performance are such important roles in business but due to business pressure many small businesses are not able to have a qualified specialist on staff. This task is generally performed by the proprietor, the business manager or the administration coordinator who must dedicate time to recruiting in addition to their regular tasks. The consequences of this laissez-faire type of recruiting can be extremely costly.
As human beings we are pre-programmed with a preference to take the line of least resistance, the easy option. In the case of employee recruitment, it has never been more costly to do this. Dedicating time to recruiting the right person can save you thousands of dollars.
The shortage of available staff has made it difficult to recruit high quality staff. Whilst it is likely that more people will soon become available in the labour market it is important to point out that the talented ones will still be few and far between as employers look to secure them for the challenges ahead.
It is important to commit to having the right people in your business, not only in your business but more importantly in the right position in your business. When recruiting, change your focus to recruit the person who has a specific talent that is relevant to the position you want to fill and has a demonstrated track record of success.
Talent is one of three components that influence an individual’s performance. The other two factors are skills and knowledge. While skills and knowledge are important, talent is generally the X-factor that makes one employee excel in comparison to another employee who has a similar skill and knowledge base.
Talent relates to those abstract skills such as attitude, self motivation, how they cope with stress, how they manage and process information and my personal favourite, how they solve problems. Talent is as unique to a position as it is to an individual. It is important to realise when preparing to recruit for a position that you have a good understanding of what talents will succeed not only in the particular position but also within the environment in which that talent will be used. Equally important is that the candidate can demonstrate a passionate self belief in their skills and a proven track record of producing desired results.
When it come to recruiting and managing talented performers take the following tips on board, take the time to talk to them, invest in them, learn from them and grow with them. This will be a win –win for everyone, for the business, the performer and your team.
Bling Bling is able to help small business with all their recruitment and performance management needs.
In closing Richard Branson says, “find good people and set them free”.