How To Save Your Failing Business From a Poor Recruitment Process

A business’ greatest asset is its employees.

They reflect the potential of a company and make or break its relationships with customers. In that way, a successful business is even more dependent on its workers than its clients.

Employees are the face of a brand.

If you’re trying to save a struggling business, you need to look at the recruitment process in place. Even though other business practices, like accounting and sales may seem more pressing, recruitment is the key to longevity.

This article breaks down exactly how to transform your recruitment process into an asset that drives your business profit rather than weighing it down:

Evaluate Your Hiring Criteria

Unsuccessful businesses struggle because they hire the wrong employees. Ultimately, it’s not always the employees’ fault either — it’s that you’re not vetting, picking, and managing the best people for the job.

To save your business, you need to reevaluate the criteria you use to hire employees. What are your current requirements for hiring? Do you make a thorough assessment of a candidate’s CV, followed up by thoughtful questions during the recruitment process?

In the end, there are so many people looking for a job — that with a new strategy — you can find the right ones. Rather than chalking your chances of finding the best employees up to luck, make a list of hiring criteria. You should include certain characteristics, such as “a willingness to help,” for all jobs (not just for one role.) Other criteria should specifically suit the requirements of the job.

This baseline guides the hiring process, ensuring that you choose individuals who contribute rather than detract from your company’s success. Plus, these criteria serves as a template for a job posting. Always remember: even when a business is desperate for help, it’s important to maintain high standards that align with your company’s values.

Reframe Your Employer Brand

Just as you need to think about what you want to attract in prospective employees, you need to think about what you can offer job candidates. This idea is called an “employer brand.”

As summarized: “An employer brand is an organisation’s personality and proposition. Put simply, it’s how you’re seen as an employer and a great place to work by current and potential employees.” To attract top talent and save your failing business, you need to revitalize both your brand and an employer brand.

Start by taking some time to consider exactly what a worker wants in an employer. For example, in the UK, the number one priority for employees is work-life balance. A good employer brand reflects the need that workers feel to have input over their schedules and take time off when needed. Other top priorities, especially for millennials, include good pay and advancement opportunities.

To entice the best talent, you need to embody these attributes in marketing materials, interviews, and your management approach, making your business a place where people want to work. When you work on your employer brand, it can also boost business because people who enter your shop or business can tell it’s a happy place to work.

Launch a New Recruitment Process

Once you evaluated the hiring criteria and revitalized your employer brand, you’re ready to launch a different recruitment process. Rather than follow a worn-out, ineffective model, start from scratch.

Create a Job Description

Begin with creating a new job description that speaks to your brand values and hiring criteria. Include the hiring criteria you already identified. You want to attract someone who demonstrates a willingness to learn, adaptability, and integrity.

Rather than just adding the posting to local job sites, use social media to try to spread the word about the posting and your business. Also tap into career placement offices at local universities and colleges, which can lead you to part-time student employees.

Assess Your Candidates

Assess your pile of applications based on your priorities as a business — does it matter more that someone has a particular set of skills or that they have a strong set of references? It helps to prioritize the characteristics of the candidates. The ideal employee checks all your boxes, but most importantly, they meet the greatest need on your team.

Once you have identified top candidates, conduct interviews that dive into any questions you may have. Look for someone who exhibits the potential to fulfill the position. For example, someone who manages a register needs to be able to make clear eye contact and communicate well.

Make a Competitive Offer

Once you’re ready to hire a candidate, offer market-rate compensation. Although it might seem counterintuitive to pay more when your business is failing, it’s actually the key to a happy, healthy team.

Develop an Onboarding Program

The first 60 days of every job is a pivotal time — a lot of workers quit when they don’t receive the support they need. For this reason, an onboarding process is the last step in an effective recruitment process, ensuring that you’re giving employees the resources they need to succeed.

Before you make your first hire, plan a proper training regimen. Make the first week fun, while focusing on training for important skills and practices. Ideally, you can use the job description as a template for trainings.

Ask your new employees if they have any questions throughout the process, and emphasize relationship building. The bonds that people create at work — with other workers and their bosses — can boost performance and productivity.

Reviving a struggling business depends on your ability to recruit the most qualified candidates to your team. By hiring this kind of top-level talent, you can propel your company forward, inspiring consistent growth and bringing in new customers.

How To Save Your Failing Business From a Poor Recruitment Process