Recruitment can be a daunting task, both for those new to the game and with a bit more experience under their belt. How do employers get it right the first time?

When it comes to recruiting, one awesome human can make a big difference! It’s not about getting a bum on a seat; you’re looking for someone who fits your organisation and your values. Taking some time to think about what those values are at a deeper level will mean you are more likely to connect with the right person. Remember, you will almost never find someone that ticks all the boxes, but if they share a Kaupapa with you they can learn the gaps. Some things are teachable, and some things aren’t - culture is one of those things that cannot be taught.

It is important you don’t hire someone with the ‘she’ll be right’ attitude - I promise it will not work out. If you are struggling, the best thing you can do for your business is get some help to do it properly. Do some research, have conversations with other people who have recruited staff, talk to recruiters directly - not necessarily someone to just outsource to - but experts who can guide you, and teach you along the way. And please, don’t write a long advert! Think about who you are trying to attract and write an advert that appeals to them.

Once employers find that awesome person, how do they help them become part of the team? What’s the next steps?

There are a few key things employers can do to protect themselves during the early days of any employment, such as trial periods. These are available to almost anyone and are good backstops for both the employers and employees, as long as they are set up correctly - get some expert advice as they can be fiddly!

But they are not the first port of call. The best thing to do is set expectations early. Be open about how you work and operate and ensure the new staff member has open communication channels with their managers and peers. Then, you let the culture spread in a good way.

If anything arises that doesn’t fit with your organisation, deal with it through a gentle conversation and move on. The more frequently you have those small conversations the easier it becomes, and you don’t end up with larger issues later on.

How do employers keep staff engaged?

A lot feeds into retaining an employee, it’s a puzzle, and you have to quietly work away at all of the bits that make up that puzzle all year round. The key thing to remember is that the majority of people are not driven by money: if they love their job and the team then you will get more out of them. Your leader's capability is a big driver here. If you can get good leaders in your business they will help develop your people and encourage them to learn. When everyone knows how they contribute and they feel valued, they will enjoy their role and want to stay.

At the end of the day, if people leave for better and brighter things and you’ve helped them on their way, then consider your job well done. Sometimes people will hit a ceiling and it’s part of life.

Last piece of advice?

You’ve gotta get support with this stuff. HR is not a nice to have, it is essential. Most people think HR is just hiring and firing, it’s not. It’s conversations, coaching, advice and culture - the invisible things you cannot see but you know when it feels right.

HR doesn’t have to be complicated, get advice from an expert that suits you and your business, and ultimately the culture will improve. RYHR provide common sense and no-fuss advice and support for businesses on all things people related. Find out more here.