The right staff can make or break your business so it’s vital to get the recruitment process right.
How can you ensure that you employ the right people, in the right position, for your business? At a recent SmartCompany and Small Business Victoria webinar, Tristan White, founder and chief executive of aged care physio practice The Physio Co, chatted about building a great workplace by refining his recruitment strategy.
If you want to hire right the first time and avoid complications later on, you need to communicate your business culture to the public, and then follow a seven-step recruitment process, according to White.
In 2014, The Physio Co was number one on Business Review Weekly’s list of Australia’s 50 Best Places to Work, and White’s Culture Is Everything blog was listed as one of Australia’s 20 Best Business Blogs in 2011, 2013 and 2014.
“At The Physio Co we paint a picture of what our business will look like, whether it’s adding more services or growing our 40,000 physio consultations per year to 100,000 physio consultations,” he says.
Align your staff, pull them in the right direction and then attract the right people who want to join you on your journey.
“We spend a lot of time sharing our inside world with the outside world on social media, via my blog, videos, face-to-face events and through our annual culture book,” says White.
“We spend so much time sharing our culture we expect the right person applying for a job would have spent some time understanding who we are and how they can relate to our business.”
Often The Physio Co team get in touch with people that they’ve already interacted with via social when looking for job applications. “People get to know us via LinkedIn or Facebook and we feel like we’ve started a relationship with them much earlier than later applicants,” he says.
Having a process to work through in a systematic way will help avoid the trap of hiring too fast, says White, who shares his seven-step recruitment process below:
1. A letter of application – This provides a broad picture of the applicant.
2. Phone screening – A phone interview ensures the applicant is who they say they are.
3. Facility assessment – At The Physio Co, applicants head to a facility to be assessed by their potential colleagues. Existing team members are trained in what to look for and how to go about the visit.
4. Formal interview process – This is a chance to look at the applicant’s personality and cultural fit, and to learn about their core values.
5. Scenario testing – This involves a written practical test and sometimes also an interactive test to make sure the applicant possesses the appropriate skills.
6. Reference checks – To ensure the applicant has a strong track record within their field of expertise, it’s important to speak to previous employers.
7. Second interview – Reserve the right to a second interview if needed. It’s a robust, lengthy but important process to get the right people coming into your business.