Recruiting new staff can be time-consuming and stressful, so think carefully about your approach.
- Be clear about what you want the person to do and what skills and experience they should have. Write an accurate job description and make sure you discuss it with candidates.
- It’s vital to choose the right person for the job, not just somebody you get on with. We worked with a brand owner who had hired another designer to run his shop: he felt they were kindred spirits. However, the manager lacked the necessary experience and skills to run the shop. A year later, with the shop in serious trouble, the brand owner admitted his mistake. We helped him to draw up a list of key recruitment criteria for the replacement. He’s not best friends with the new manager, but she’s now been there for two years: the business is on track and the profits are healthy.
- Save yourself time by calling people for an initial conversation before you invite them for an interview. Better to find out beforehand that the pay you can offer is too low for them!
- Make sure you have a list of key questions you want to ask (during the initial call and at interview)
- Listen carefully to candidates during the interview. Sometimes how somebody tells you something is as important as what they are telling you.
- Think about involving existing staff in the recruitment process: they can help you to interview potential staff and assess how they might fit in with your business.
- It’s not just about recruiting, it’s also about retaining good staff. It’s worth thinking about how your staff may view their pay, work conditions and the way you treat them.
Joanna Ransome, Global Fashion Management