FEATURE
Creating the right team for your organisation will go a long way to making your business a thriving one.
Creating the right team for your organisation will go a long way to
making your business a thriving one.
BENEFITS There can even be tangible benefits for the employer to bring in new talent from allied industries. We have seen companies gain a fresh perspective and new ideas from candidates drawn from a different pool, which can be highly advantageous to the business – even helping to create a competitive advantage in the marketplace. Equally, the new employee gains valuable industry knowledge from the new employer which in turn can help to foster ‘buy in’, and long-term loyalty.
Bringing in new talent to an organisation is a significant move – it can make or break a business if the role is a pivotal one – and it is of the utmost importance that employers make the right decisions when it comes to recruiting. Poor choices can work out to be extremely costly, not to mention potentially harmful to carefully-established client relationships. For that reason, working with an experienced, well- connected selection consultant can help preserve managerial resources, and it can also enable a company to ‘think outside the box’ when it comes to drawing up a suitable shortlist. While companies are likely to have a clear brief – a candidate with specific industry expertise, for instance, to drive new service lines – the chemistry and cultural fit of the candidate is hugely important too, and an external consultant can sometimes view this more clearly.
www.tomorrowscleaning.com
CHEMISTRY AND FIT So, how can employers make sure that there is that vital ‘fit’ between company and candidate? Conducting formal interviews is probably the most commonly used method to gain insight into the person’s skills and personality, including asking candidates to prepare a presentation on how they would apply themselves in post say, three or six months down the line, which is an option increasingly favoured by employers.
However, there are other ways in which to assess the match, and crucially, minimise the risk of a mistake. In virtually all instances, I would highlight the importance of making sure that the candidate understands their new working environment, so getting them to spend some time on site and meet different members of your team can be highly worthwhile. Equally, inviting them to lunch or an industry dinner can give you a more personal insight into the candidate. More formal assessment and psychometric tests are also popular with Metzger clients, as they give a full 360 degree view of the potential recruit prior to making any formal decision. When it comes to references, many of our clients choose to take up their own, but as experienced consultants we can complement this by obtaining verbal references from our wide network as to the individual’s competence, character, capability and fit.
To summarise, attracting and retaining talent in today’s buoyant job market can undoubtedly pose challenges for employers, including those in the contract cleaning and FM sector. However, adopting a lateral, skills-based approach along with a serious consideration of the potential chemistry and cultural fit between organisation and individual is likely to prove highly fruitful.
www.metzger.co.uk
Tomorrow’s Cleaning August 2015 | 29
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80