by Rob Sheppard
[Approx. 4-minute read]Surviving vs Thriving.
In the ever-changing landscape of business, some companies manage to survive while others thrive.
The difference between a company that merely survives and one that thrives lies in their ability to adapt, innovate, and embrace new approaches.
The difference between a company that merely SURVIVES and one that THRIVES lies in their ability to adapt, innovate, and embrace new approaches.
In 2023, the companies that have made it this far have learned to navigate the challenges and overcome obstacles by utilising various strategies, including technology adoption, maximum effort, and effective cash flow management.
However, it is the thriving companies that have gone a step further, proactively planning for a modern and interconnected workforce environment.
These companies have recognised the importance of staying ahead of the curve and have incorporated three key factors (which we will playfully refer to as “tricks”) to bolster their recruitment activities and future workforce plans. Let’s explore these tricks that set thriving companies apart from the rest.
1. Who is doing what now?
… also known as Job Descriptions and understanding Job Requirements:
A mistake commonly made is failing to create clear and detailed job descriptions and requirements expected from the job – especially when you find yourself in a rush to fill a position.
Overlooking the importance of naming specific skills, qualifications, and experience required for the role can result in hiring candidates who are not the right fit for the position – which in turn leads to higher turnover rates (our in-house Talent Consultant Mike Rosario calls this “churn” for good reason) and additional recruitment costs.
Thriving companies will also have considered how they will help new-hires undertake their work.
Not addressing specific skills, knowledge and experiences… can lead to higher recruitment costs.
2. Screening isn’t just to keep the flies out.
SMEs often lack a structured and rigorous candidate screening and selection process.
This isn’t necessarily their fault and is more to do with time constraints or limited resources that force them to rush through the process or rely solely on resumes and interviews without conducting comprehensive assessments or reference checks.
Not taking some time to screen properly can lead to poor hiring decisions and again overlooking critical factors such as cultural fit, job fit, and potential for growth within the company.
Screening offers the added bonus of also having candidate benchmarks to compare against other recruitment campaigns (for example, you didn’t find someone first round so go straight to ‘headhunting’ as a second round of recruitment – you still have benchmarks from round 1 to compare).
If you can’t articulate Company Purpose and Values… you don’t have a ‘BRAND’ to sell.
3. It’s about the vibe…
Employer branding, value propositions and compensation packages: AKA the ‘vibe’ of your organisation.
Some SMEs fail to focus on building their employer brand in support of an attractive recruitment campaign.
Here’s a simple foundational check to see what sort of campaign you can mount:
- Can you name your Company PURPOSE in under 25 words?
- Can you name all your company VALUES and succinctly state what they mean?
If you can’t- chances are you will struggle to effectively communicate the company’s values, culture, and growth opportunities to potential candidates… and why they would want to work for you in the first place.
It might also mean you will find it difficult to compete with larger organisations or industry leaders who are also trying to attract your talent… and do have a proposition (the ‘vibe’) they can articulate.
And if it’s all still confusing?
If you need help or have a sense this might be a future issue for you and your business, please click the link below and we’ll be happy to speak to you about any ideas this article has raised for you (or your team).
Thanks for reading!