At a glance
- To grow your business, you need the right people and structure
- Invest time in getting recruitment right first time
- Follow up with high quality onboarding, training and development too.
The right people and structure are essential for ambitious business owners who want to achieve growth.
Good managers understand and emphasise the value of their people, recognising them as the cornerstone of success in their business yet often the time spent recruiting and developing their people lacks the appropriate level of attention.
Success will only be achieved if the time spent on recruitment, onboarding, training and the development of individuals is given sufficient time by senior managers in your business.
Time invested in the early stages of the recruitment process, will save time in the long run, and will avoid poor hires and the resulting disruption and negative impacts.
Sadly, there are many examples of businesses who have not allowed sufficient time or indeed put the right level of resource or attention into either the recruitment or onboarding process. “I’m too busy” is the usual explanation. Unfortunately, short cuts here can lead to significant problems and ultimately require more time and resource from both the owner and the business to fix.
Kevin Petley, Business Growth Advisor at Elephants Child has these tips for ambitious business owners on how the right hiring process can help you to grow:
1. Engage the wider team
Hiring shouldn’t be left to the business owner alone, which is typically what happens in many SMEs. Engagement of the wider team, in both the interviewing and onboarding processes, provides diverse perspectives and will often encourage a sense of ownership in the new hire’s success. Too often the focus on interviews is around capability, whereas evidence shows that fit with a company’s values and culture is paramount too.
2. Look for potential
While experience is important, potential can be even more valuable. In an ideal world you should look for candidates who demonstrate a willingness to learn and adapt, as these traits can lead to future success. Skills can be developed, but attitude often makes the difference in a candidate’s long-term contribution to your team.
3. Structure the interview process
Time taken to have prepared and structured interviews will avoid bias and inconsistent evaluations. A structured interview process with standardised questions to assess candidates objectively, not only helps in comparing applicants fairly but also provides a clearer picture of their capabilities and how they align with both the role and business needs.
4. Good onboarding is vital
Interviewing and hiring the right member of the team is just the beginning; a well-supported induction period is vital to ensure new staff are supported for success, which goes far beyond where the coffee machine is, and the best place to buy a sandwich. Underestimating the importance of helping new team members acclimatise to the culture, values and systems, can have a serious and detrimental outcome. A solid onboarding experience can significantly reduce turnover and boost productivity from day one.
The next steps are equally important
Once you have brought someone new into the company, the work doesn’t stop there, for a successful long-term outcome, senior managers need to support ongoing training and development, even if other team members are given the specific responsibility to manage the day-to-day support of new team members. Here’s why:
- Effective management is about employees understanding their roles, responsibilities, and expectations. Clear direction and support will help employees work more efficiently and contribute more to the company’s goals.
- Good management will foster a positive work environment, eliminate misunderstandings and lead to higher productivity and job satisfaction. When employees feel valued and supported, they are more engaged, which boosts morale and reduces turnover.
- High employee turnover is costly and disruptive. Proper management includes dealing with both the positive and negative aspects of the role, recognising and addressing employee needs, providing growth opportunities, and maintaining fair treatment—all critical for retaining top talent.
- Ineffective management can lead to unresolved conflicts, damaging team dynamics and productivity. Skilled managers need to intervene early in any underperformance, dispute matters, to ensure swift resolution, thus maintaining the focus on both the individuals and organisations goals.
- In a rapidly changing business environment, management plays a vital role in guiding teams through change. Proper leadership, including strong communication encourages innovation and adaptability, helping businesses stay competitive
- Happy and motivated employees are more likely to provide excellent customer service. Since staff interactions with customers will directly affect the company’s reputation, good management here will indirectly improve customer satisfaction, increasing the likelihood of retention and repeat business.
How we can help
Ambitious business owners have many calls on their time but shortcuts in the recruitment and onboarding process risk lower productivity, higher turnover, decreased profitability and potentially legal issues, fines or reputational damage.
Businesses that prioritise recruitment and encourage effective management will create a strong foundation for growth and long-term success. Get in touch today to see how we can help you and your business.
We work in conjunction with an extensive network of external growth advisers and SME specialists, such as Elephants Child, who have been carefully selected by St. James’s Place. The services provided by these specialists are separate and distinct to the services carried out by St. James’s Place and include advice on how to grow your business and prepare your business for sale. Where the opinions of third parties are offered, these may not necessarily reflect those of St. James’s Place.
SJP Approved 06/01/2025