Tag: recruiting

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How do you recruit the best team?

You may be expanding and creating a new role or it might be that somebody has left and you want to replace them.

  1. Start with the business needs. Even if you’re replacing an existing person it’s worth looking at what you will need in the future rather than what they were doing historically
  2. Write out the job description with essential and desirable skills.
  3. Look at your existing team. Is there anybody internally who can step up to that role? Internal promotions are a great motivator (but inviting new blood can keep the business fresh)
  4. How many hours do you need? There is a tendency to bundle everything into a full time role but, if you can be flexible, you will have a bigger candidate market. At Hudson Business Accountants and Advisers we had a very high calibre of staff which I put down to offering part time work which suited many parents, experienced semi-retired people, or those starting their own business.
  5. Where will they be based? The more flexibility you can give the more choice you will have. At Minerva Accountants we operate 100% remotely so we attract good people.
  6. Do you want to use a recruitment agency? A good recruiter can save you a lot of time but there are many that don’t seem to add any value in the process and you may be better off putting an advert in the local paper and/or Indeed.com or similar.
  7. Have a clear application process and a deadline.
  8. I like to sort CVs into interview, unsuitable, and maybe. How well do they match your job description? As we are a small team it is important to have people who fit in well but I also want diversity of thought rather than people who will always agree with me even when I’m wrong.
  9. I like to hold all my interviews on the same day as it is easier to remember candidates and to compare them. Prepare a list of questions in advance but start with some simple things to break the ice.
  10. I make notes immediately after the interview.
  11. When we had premises I would always ask my receptionist what she thought as it gave me a second opinion and a better idea of how the applicant would interact with team mates as well as with ‘the boss’.
  12. I try to make an offer on the same day as the interviews so that we can move the process on quickly
  13. Once they fortunate applicant has accepted the role I notify all those who haven’t been successful. It might take your time but it’s only good manners.
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Recruiting and retaining your team

There is a skills shortage in most industries at the moment, so it is more important than ever to look after your team. 

Ways that you can help your people to enjoy working with you 

  • Salary – this is an obvious one, but people rarely leave just for salary 
  • Flexible working – what hours would suit them? Do they really have to work full time office hours? 
  • Remote or hybrid working – where would they like to work? With modern technology do they have to travel to a single location to do their work?  
  • Workplace – if your team do come into a central workplace how can you make it nicer? 
  • Listen – do your team feel able to talk to you? Do you operate annual (or more frequent) appraisals? 
  • Training – this can be a great way to invest in your team to do their current job better or even to take on more responsibility 
  • Promotion – can you offer career progression for your team? It’s not always possible in small businesses but worth trying to expand their roles if possible 
  • Gifts – you can give your staff small gifts and experiences (but not cash or similar vouchers) for up to £50 six times per year and claim the tax on these. (Do check the full details of what you can and can’t provide) 
  • Entertaining – you can provide entertaining of up to £150pa as a business expense but any more than this and you pay tax on the full amount. 

Any other ways that you look after your team? 

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When should I recruit?

It’s a question I’m often asked.

You need to recruit BEFORE you get busy so that you have time to train your latest employee. Particularly if this is your first employee as all the training will be down to you. With my first employee, a trainee accountant, I was doing my own work in the evenings for the first two months.

You need to recruit early to allow your new person to get up to speed with the work, your clients, and your systems. Even with fully qualified accountants this took about three months.

You can accelerate both of these with a good induction programme. (I share ours on our courses)

You need to recruit early in case you find that you have chosen the wrong person. It’s something we all fear when recruiting but better to move them on quickly (and kindly) if they’re not a good fit so that you, and they, can find something better.

So, my rule of thumb is to recruit 5 months ahead of when I need the team member to be at full capacity. 3 weeks to advertise, 1 week to interview and decide, 1 month for them to give notice, and 3 months for them to get up to speed.

It’s much easier getting new business than new team members so, if you have the right person, you can soon find the extra work for them to do that will cover their costs.

What’s your experience of recruiting and onboarding new people?

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