Starting well in an organisation; something we all wish for yet today more the exception than the norm. That moment, after three gruelling interviews you discover, I am the exact person this future employer has been looking for. Your excitement uncontainable as you start to immediately plan your future in the organisation of your dreams.

Fast forward six weeks to the realisation that all values and standards highlighted in the interview process were exactly that, just a process. These values which now seem like a distant memory as you patiently wait for your PC to be loaded with the company software, your business cards to arrive and your mobile phone contract to be finalised.

Attracting and recruiting new employees well is a critical element to creating a great culture. So often left to chance, or worse the sole responsibility of Human Resources, this early indication given to new employees can be the difference between great retention and high staff turnover. Employees, now more than ever before seek organisations based on a constructive culture, are motivated by great leadership and search for company values that reflect their own.

Make 2018 the year you attract top talent through brand connection, surprise and delight experience and amazing first impressions. Master the art of selecting great staff.

1. Master Your Job Advertisement

Job Advertisements speak volumes for the business you lead. So often the role advertised is un-inspiring, non-specific and out-dated. Over time we all get busy and re-use old job advertisements for a current role. Don’t leave the writing of your advertisement to someone else unless you feel they know your business better than you. Not likely.

Your ad needs to tell a story, paint a picture and ooze your organisations personality including a splash of fun. Let’s be honest we all wish to work somewhere we enjoy. Disrupt the status quo and write to attract the best. This is the welcome mat for your organisation.

2. Interview To Inspire

If the advertisement has been successful, you should recognise the candidates may not choose your organisation, as great applicants have choices. The calibre of short listed applicants must be great, well qualified for the role, and highly ambitious. Your interview needs to again represent your brand, surprise and delight the applicant and highlight what they can expect if successful. The interviewer must have a level of vulnerability, which in turn creates a sense of trust and openness. Use empathy to help calm any nerves as we desperately want to see the best version of themselves. A crucial question during the interview is “What are your plans for your future”. We all want a leader who is invested in our future and direction. Just as you decide whether to employ, you need potential employees deciding whether you are the organisation for them. Oh, and HR don’t interview. Leaders do. As great leaders we must pick our teams.

3. Values Over Vocabulary

We should always seek to employ those smarter than ourselves. This however presents a challenge in the interview as many applicants can “talk the talk”. Ensure your questioning is based on the values your organisation espouses. You should be looking for future employees that ‘fit the organisation’ rather than the highest qualified applicant. This person will form a key part of your greater team. Listen for what truly makes them tick, what excites them and strong examples of where they have embodied the values of the organisation. Culture eats strategy for breakfast.

4. Offer On Impulse

Do your homework before conducting interviews. Shortlist applicants and conduct pre-screening where appropriate. We are aiming to offer the position during the interview should you feel the applicant is great. This step speaks volumes for the decision making of your organisation. It assures the future employee of your confidence in them, provides a great first impression for your business and avoids painful delays often leading to the potential employee becoming disengaged.

5. Procedure Prevents Mediocrity

To avoid standard pitfalls of starting a new employee poorly, allocate roles and responsibilities to individuals within the organisation to complete prior to each new employee commencing. Whether it’s the marketing department or executive assistant ordering business cards to the IT department ordering your notebook, this should all be completed prior to the new employee commencing. Your HR department may facilitate the allocation of this suggested list however it remains the managers responsibility of onboarding their new recruit well.

Try these five easy to implement steps into your business and witness the difference in attitude of a well onboarded and engaged employee.

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