Hiring the right management staff can be stressful. Hiring managers is a big responsibility and can be costly.
Will they meet the requirements of the business? Are they going to get on with you and your other staff members?
JFM Law works with managers and business owners to help find the right talent. We understand that whilst many candidates might appear enthusiastic and give a good interview, it’s important to ensure they’ll actually deliver in the workplace.
The following case study acts as a useful example of how to go about finding the right senior management staff for your business.
Ed has been running his own engineering company for the last 25 years. He has developed two new lines of high-technology alloy products that have been selling well. He needs a manager who is focused on meeting clients, identifying their needs and then understanding how the business can meet those needs within a dedicated time frame.
Most of Ed’s employees are good technicians, but they aren’t interested in upselling. Ed needs a senior manager who is technically savvy as well as skilled in sales.
Five steps to hiring the right person as a manager
JFM Law advised Ed that there are 5 things to consider:
1. Write the right job description
The right job description attracts the right candidates. It really is that simple. Spend time carefully drafting the description, and show it to people for feedback: a senior technician, your accountant and your solicitor. By the time it’s finalised, you should clearly understand what is required by the role, and that expectation should be clearly communicated. Make sure you identify how much time should be spent on technical matters, management matters and client development.
2. Explain (and protect) your business
You expect candidates to ask questions of you in interviews as well, and you should be prepared and think about how you might answer questions about the business. Work out what the business can do to support a high achiever. Don’t oversell the business and don’t make an overpromise. You should clearly outline how the business has grown and developed, but ensure you don’t reveal information that a candidate could take to a competitor.
3. Reference-checking
Many referees merely provide stock answers, and some may even just refer to the certificate of service. That doesn’t help you. If the applicant is a quality one, they should provide a quality reference. Overenthusiastic referees are a danger, particularly overenthusiastic current employers. You need to ask why the person is leaving, and expect a satisfactory answer. Don’t inherit other employer’s problems.
4. Interviews
You’ll usually have to conduct more than one round of interviews to ensure you find the perfect person. Don’t be afraid to call a number of applicants back for a second interview, and have a different panel of interviews. The opinions of other senior staff members matter, and will indicate whether the applicant is a good cultural fit.
5. Induction
It’s crucial to dedicate the time and energy to a proper and rigorous induction process. If the successful applicant isn’t working out in the first 10 days, sit down and explain that they haven’t met the requirements of the role. Give them another 10 days to meet the requirements, and if it isn’t working out after a month, seriously consider terminating their employment.
Lessons
Poor recruitment processes has severe consequences for your business. Make sure you get the position description right and check references. Don’t be scared to ask the hard questions and get some advice if you need support with the hiring process.
Contact JFM Law on (02) 9199 8597 for a no obligation chat or email us.
The information contained in this post is current at the date of editing – 19 January 2024.