I write a few days ago about recruiting employees to your business. That is the first growth step for a small business and can be scary in its own right. But after a while, you may need to hire someone at a management level to help you in the day-to-day running of the business. This may be because you want to take a step back, or it may be that you are bringing in a specialist, for example, a Sales Director, Finance Director, or Operations Director, to help you with an area that you are not so strong in, so you can concentrate on your strengths.
Whatever it may be, hiring a manager or director for your business, is a whole step up from just hiring employees, and there is quite a lot to think about. From learning how to appoint or remove a company director to managing the recruitment process, it is essential to ensure the right person is appointed to the right role, and for their subsequent induction to allow a smooth transition of responsibility.
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Defining The Role
The first step to ensuring the right person is hired is defining the role as early as possible and writing a full job description. YOu are far more likely to find the right person if you can clearly define what it is that you are going to delegate to them and step back from.
Having the ability to understand how much you should step back as a business owner, and how that will impact what comes next, is crucial. If this can be done then it will help determine what type of person will be needed and this will, in turn, affect how much it is going to cost to bring someone on board.
It is imperative to create a comprehensive job description that clarifies the job duties of the position in the following manner:
- Define the purpose of the role
- Ensure that important accountability factors such as profitability and executing growth plans contribute to the success of the business.
- Define the key performance indicators that you will use to monitor the new director’s performance, such as achieving revenue targets, building brand reputation, and keeping customers, employees, and shareholders happy.
Selecting And Hiring
It’s important to explore all available options, although an internal candidate might make the selection process easier; it may be necessary to conduct an external search too, in order to find the right candidate. No matter what, after the interview, there are two key elements you should keep in mind whe interviewing a prospective senior member of your company:
- Say very little when you speak. It is up to the candidate to sell themselves. The most important requirement for candidates for roles in executive leadership roles is that they should be comfortable leading conversations, they must have prepared for the meeting and they must have clarity and cohesion while they’re speaking.
- It’s a good idea to get the candidate to appear in front of the full management team. There is nothing wrong with giving the person a brief like, “How would you approach the first six months in the role” or “how do you see the business two years from now” and then have them present to the management. It is a great method to assess the person’s capability and to find out what type of chemistry and dynamic there is in the team before deciding who to hire.
Additionally, it’s important to run reference checks before hiring a candidate.
Onboarding is the last step in the process. Owners of businesses should develop comprehensive induction plans that will ensure a smooth and quick transition into the new job. No manager can be expected to understand company culture from day 1 – they will need a certain amount of guidance at first.
In addition, the new manager may be invited to attend a company function, or even a team lunch, where they will learn more about the role and can start preparing for it before it is officially introduced. Having the person ready for work from day one should also include everything they need to be able to start working effectively, such as payroll, IT access, office keys, laptops, smartphones, company cars, and any other tools that will make them more productive from the beginning.
The best way to get someone up to speed quickly is to invest some time in them after you have chosen the right person. It is important not to rush through this because it is regarded as one of the most valuable ways of spending time. A proper induction plan should include a list of topics and activities that the employee will be exposed to, as well as a schedule of when these activities will be occurring.
The business owner should provide lots of opportunities for employees to clarify specific parts of their roles, give guidance and corrections as necessary during this process. In order to set someone up for success, you need to make sure that they understand completely the expectations of the position. It is very important that the person understands the expectations that come with their role and that they are completely clear on this expectation.
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