■ Documents – contracts provide a framework within which your business operates. If they are clear and comprehensive then everyone is clear about their duties, rights and expectations; it’s fair for the employees and protects your business interests.
■ Finances – understanding the fi nancial implications of recruiting is vital. Employment costs go beyond salary and taxes, pensions, insurance, holiday pay and sickness benefi ts have to be taken into account, along with any other employee benefi ts packages. If recruiting aff ects the fi nancial stability of your business, you’re putting yourself at risk.
■ Onboarding - a good onboarding process sets the tone for your new employee’s perception of your business. Choose a start day when the offi ce is busy so they can meet as many colleagues as possible to gain an understanding of the new person’s role. An induction pack as a simple guide to your culture, systems and expectation can help, as there is always a lot to take in on the fi rst day.
■ Culture – a team that understands your business’s goals and culture will be more productive. Embedding a message that makes your core values clear contributes to should result in a happy motivated workforce that will work hard to help drive the success of your business.
■ Communication – if feedback is encouraged and issues dealt with, employees will feel they are part of the process and that their opinions are valued, building trust between team members, and between employees and management.
“When you’re considering recruiting, look at your culture and
be clear about your expectations,” said Emma. “Involve existing members of the team, especially if you are a small team as you don’t want them to worry that their roles might change or be undermined. T ey know the business, so listen to what areas they think need additional help – that might be diff erent from how you, as the business owner see things.
“Bringing someone into the business isn’t just about compliance,
contracts and paperwork, it’s also about the environment and culture and the way you make them feel, right from the start.” One of the most important factors in recruiting is being sure that
it’s the right thing for the business, and then being sure that the role, and the person you recruit to fi ll it, are going to be a good fi t. Claire added: “Richard Branson once said: ‘Finding the right
people isn’t just about fi lling a gap it’s about creating a force that propels your business forward, the strength of your team refl ects that strength of your future.’ “If your business is going through changes, that means your
staffi ng needs will change and taking control of the recruitment process allows your business to adapt and helps futureproof your workforce so you continue to grow successfully.”
Find out more about CE People on 01604 805634, email
enquiries@ce-people.co.uk or visit
www.ce-people.co.uk
49
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 |
Page 81 |
Page 82 |
Page 83 |
Page 84
