“We experienced this challenge with a start-up business, whose company grew from only a handful of employees to over 20 staff members within a very short period. Building a team so quickly and finding the right talent, without clear expectations or defined responsibilities, can expose a company to an unsettled workforce.
We know that finding the right candidates can be a lengthy process, and although searching for good talent wasn’t the issue here, we knew that the management team were aware that some members of the existing team were unhappy and unsettled. When this was bought to our attention, we explained the importance of having the right fit for a role within a company. We reviewed their existing recruitment and on-boarding processes to measure their effectiveness.
I have previously discussed the importance of having accurate job descriptions and their influence during the recruitment process. Not only can a job description help define the requirements for the role, but it can also help clarify a candidate’s expectations. Therefore, we recommend that:
- The company’s values and behavioural competencies were incorporated into the job descriptions and personal specification.
- The recruitment and selection/competency-based questions were in-line with company values.
- The company developed an on-boarding and induction plan to ensure their internal processes/systems supported the new starter’s integration into the company.
After implementing these points, we saw an improvement across the firm and there were no more disgruntled employees. By ensuring that the talent hired is the ‘right fit’ in the first place contributes to the overall cohesiveness of a team. Additionally, we worked with the company to include our DISC personality profiling service and we provide on-going consultations for employee development to further support their people management strategy.”
If you have any questions, then please contact Bal at Balbir.firstname.lastname@example.org or give us a call on 0207 724 6060.