You’re working hard. So why don’t they?

I meet entrepreneurs and C-level executives on a daily basis and always find myself being asked the same question: “How do I find people willing to work as hard as I do?” Although it’s a never ending subject and the complexity surrounding it is far beyond giving a straight answer, there are a few things that put to practice will ensure you’re on the right path. 

Last week we’ve talked about how to retain great talent and before that, how to make the perfect hiring. But first, you have to open yourself to the potential candidates, long before needing to create a certain job post. So use the social media platforms to communicate and to invite in joining your page or group. Aside from Facebook, LinkedIn and Twitter, turn your attention to Instagram, Pinterest or Tumbler, and make sure that by using each platform to its purpose, you are consistent with your message, core values and business culture that you’ve worked so hard to create.

A key to attracting the right pool of potential candidates for your future needs is to build a behavioural assessment tool within your recruitment process. Taking into account only the experience, professional skills and education might leave you in an unwanted situation, when you discover that the person you already hired is not quite in tune with the organisation’s culture or team you’ve already built.

And while everybody talks about competitive compensation packages, I stick to “Pay the work/service, but always reward the results”. It’s as important to transfer your gratitude financially as it is to always commend an employee for his/her achievement. Putting him up on the “wall of fame” and showing him/her to the “world”, not only would increase their satisfaction tenfold, but set a great example for others to follow, strengthening the direction in which the organisation should go.

Never forget that no matter what your business is, your people are the greatest asset you have. So invest in the thing that’ll bring and keep you on the path of success. Experience is something people gain in time, but development and performance is something that is build by working hard, by learning with a thirst that cannot be quenched, but most of all by having the right leadership and support. There’s always the joke: “CFO to CEO: What do we do if we invest in them and afterwards they leave? /  CEO to CFO: So what if we don’t and they stay?”

Always be the first and set not only “an example”, but “the example” to follow. Show people around you that you have your mind set to purpose, but your heart working for their best interest. While their purpose should be conducive to achieving the organisation’s goal, yours should always be to achieving theirs…

Ramona Bădilă – Managing Partner  
With more than nine years of academic and professional experience in the Human Resources sector, Ms. Bădilă has dedicated her work to building sustainable, competitive people advantage by effectively linking business and personnel strategy.
With expertise in HR Management, Payroll, Occupational Health and Safety, Ms. Bădilă works closely with business managers, measuring employees performance against business goals, constantly optimising workforce utilisation.

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