If you want to recruit people to your business who can deliver high performance over the long term, rather than just an initial and temporary period of time, then you need to really think about the culture of your company.
In his book “The Values-Driven Organisation, Unleashing Human Potential for Performance and Profit”, author Richard Barrett provides evidence that “values driven” companies perform far better than “profit driven” companies.
In my own experience, both as an employee and a consultant, I have found that value-driven organisations differ fundamentally from profit-driven organisations in that they genuinely care about their employees and they work hard to make their companies great places to work and do business with. This results in a positive experience not just for staff, but customers and suppliers too. Working for and dealing with a profit-driven business can be a very different experience for everyone.
Recently I was kindly invited to be a guest speaker on the weekly podcast Marketing Matters, by Bruce McDuffee of the Manufacturing Marketing Group. The subject of our talk was “Recruitment Tips for Manufacturers”. In preparing for this podcast, it would have been easy to focus purely on the tactical aspects of recruitment. For example, interview questions and assessments. That’s what often comes to mind when we think about interviews. However, when I really thought things through, and considered the key messages I wanted to communicate, I realised that important as the recruitment process is for reaching and harnessing good talent, the hard work actually starts far earlier. It starts with trying to make your company a great place to work, regardless of whether you have a job to advertise or not.
That means thinking about recruitment when you haven’t got a vacancy. This is of course the opposite of what arguably most companies do, and perhaps with some justification. If you are busy, why waste time thinking about recruitment?
The answer is that if you only think about recruitment when you have a vacancy, then you will always see recruitment as a reactive exercise, and like most business practices which are reactive, the chances are that things will often not go as well as you might have liked.
The alternative is to “be a highly desirable place to work”, which attracts people to want to work for your company. In my view, any size of business can potentially be a great place to work. You don’t need to be a large company in a fashionable industry. You do however, need to be “values-driven”.
I intend to write more blogs on the subject, but for now, I’d like to invite you to download the podcast, which is one of over 80 podcasts produced for professionals within the manufacturing industry by Bruce McDuffee. The podcasts cover a wide variety of marketing related topics. Please do check out the podcasts here. Personally I enjoy downloading them on to my phone and listening to them in the car.
Finally, I’d like to thank Bruce McDuffee for the opportunity to be involved in his popular podcast series.