How to Find, Hire and Motivate Your Next New Employee

Hiring somebody new can be a challenge.

You’ve got to find somebody who is:

  • Talented
  • Hard-working
  • Willing to Embrace Your Company Values

And they need to be a good fit, personality-wise, with the rest of your team.

It’s not easy.

But if you implement the right kind of process, you can make sure you get it right almost every time.

In this article, we’re going to help you devise a plan for finding, hiring and getting the most out of any employee.

Starting with a little self-analysis.

Step 1 – Evaluating What Your Business Needs with Regards to Staff

There must be a reason you’re looking to hire someone new.

Often, it’s because you have a lot going on. The workload is too big for your current team to handle, without resorting to lots of stressful late-nights trying to get things finished.

Other times, it’s because somebody has left, and you need to replace them.

Either way, a degree of self-evaluation is required.

Hiring Somebody to Accommodate the Growth of Your Business

Starting with “the workload is too big”, ask yourself the following questions:

  1. What skills do you have a shortage of?
  2. Do you have peak seasons? If so, could contract/temporary work be a solution?
  3. How much experience does your new hire need to have?

By answering these questions, you can begin to understand what it is your business needs.

The skills shortage is obvious. If you desperately need someone with certain expertise, it’s pretty clear what you need to look for.

But it’s also important to think long-term. You might have a lot on right now, but will you in six months? Will your new hire have a busy start, but find themselves with nothing to do later in the year?

That’s where you can determine the type of contract you want to offer.

Finally, level of experience. Is the work something that can be done by a graduate, possibly with a little training when they start?

Or do you need an individual who can come in, start knocking it out of the park right away, and make a big difference to the team?

This will probably become a financial-based decision also. Your budget will determine the level of experience you’re able to attract.

Hiring Somebody to Replace an Outgoing Member of Staff

If this is the reason you’re on the lookout for a new employee, there are a few additional things you need to do.

The above questions – about skills, contract length and experience – are all still relevant. But the person you’re looking for will probably be very similar to the person you’re losing.

So you need to think about why you’re losing them.

Did they just find a better opportunity, or did they actually not enjoy working at your company?

Ask yourself the following questions about why somebody has left:

  1. Could you not provide career progression opportunities?
  2. Did they not enjoy the working environment? Were there personality clashes?
  3. Were you not able to offer them compensation/benefits they wanted?

But most important of all, you need to ask yourself if there is a trend when it comes to turnover of staff. And what you can do the stop that trend.

By answering these questions, you can either adapt your business (if you feel the need to), or get a better idea of the type of person you want to hire.

Somebody whose ambitions match yours, and who has a personality that will fit in well with the rest of your team.

Step 2 – Finding the Right Person to Hire

Knowing exactly what you’re looking for makes it easier to find the right person.

But it doesn’t make it a guarantee.

That’s why every company has a process they go through before putting an offer on the table. With multiple stages to a screening/interview process now becoming the norm.

In this section, we’re going to look at what you should be looking for in that process – both the obvious things, and the not-so-obvious.

Do They Have the Right Skills?

Clearly, you’re not going to hire someone who doesn’t have the right skills for the role.

A look at their CV should be able to conclude their abilities.

Or, at least what they say their abilities are.

It’s not uncommon for somebody to exaggerate their skillset. So it’s important to validate everything they say.

You can do that by asking to see examples of their work, or implementing some sort of test into the process.

By demonstrating their ability to do the job, you’ll gain confidence that they’re suitable for the position.

The same goes for experience. If you’re thinking about making them an offer, ask for a couple of references to confirm what they’ve already told you.

Are They the Right Personality Fit?

This can be difficult to determine.

You can’t get a good read on someone’s personality through their CV. And even an interview itself can be misleading.

After all, when we go into an interview, we’re typically trying to impress our potential new employees. So we’re very formal and professional.

These are great qualities to have. And as an employer, exactly what you should be looking for.

But if you work in a more relaxed, laid-back environment – then you want to make sure they’ll be comfortable with that.

Likewise, if there is a particular style of management at your company, that you think might not be suited to everyone, you want to know if there are going to be any issues before making a hire.

The best way to deal with this is to talk to your prospects. Multiple interviews, perhaps in different places (at a coffee shop, for example), will give you a clearer idea of what they’re like.

And you can even ask them specifically about the types of environment they’re comfortable working in.

Without knowing the “right” answer, they have no reason not to be completely honest.

Do They Really Want the Job?

Of course, if somebody applies for a role, you have to assume they do want the position.

But it’s not always that simple. Sometimes people are just looking to see what’s out there, and other times they’re trying to pressure their current employer into increasing their salary.

It’s important that you can spot these people, and only submit an offer to someone who really, really wants to come and work for your company.

Otherwise, even if they do accept, the chances of them remaining long-term are quite low.

To get a good idea of this, make sure to quiz them on their knowledge of the role, the company, and what would be expected of them.

If they’re serious about coming to work for you, they’ll have done their research, and know what you’re all about.

Step 3 – How to Get the Most out of Your New Employee

You never know if you’ve really hired the right person until they actually start work – and even then it might take a few weeks for them to get settled.

But there are things you should do to guarantee you get the most out of them.

Whether they’re perfectly suited, or need a little time to get there, the right management can ensure your new staff member becomes a valuable member of the team.

So, how do you do that?

Get to Know Them – How Are They Motivated?

It’s important to develop a good relationship with your new employee.

You don’t have to be best friends – but professionally, it’s much easier when everyone gets along.

So get to know them a little. Find out what makes them tick, and more importantly, what motivates them.

What do they need to succeed? Do they prefer working individually or with others? Are they motivated to learn new skills?

Do they have any career aspirations that might benefit your company?

Once you learn that, you can begin to put a plan in place for maximising their efficiency.

Ensure Job Satisfaction

It’s crucial to ensure an employee is happy coming to work everyday.

And the way to do that is to create an environment where they feel like they’re really making a difference.

Make them feel valued. Make sure the work they’re doing is worthwhile – and they can see the impact it has on the business.

If they’re bored all the time, you’re not going to see the best of them.

Give them plenty to do. Being underworked is just as much of a demotivator as being overworked.

Offer Suitable Rewards and Benefits

Arguably the best way to get the most out of an employee is to offer rewards for good work.

This can be done in a number of ways.

First, by making it clear there are opportunities to progress within the business. If they perform well, they’ll be eligible for promotions and pay rises.

The potential for more money is as good a motivator as any.

Secondly, company benefits – on top of the employee’s salary – will make people want to work at your business.

Without them, it’s more likely they’ll have their head turned by another company that is willing to offer certain benefits.

By benefits, we mean things like a good pension scheme, a decent amount of holidays, and little extras too, such as free tea, coffee or fruit available in the office.

Finally, ongoing team building exercises, and social-based rewards (a paid for night out, for example) are good morale boosters.

If you show that your company cares about its employees, then in return they’ll show they care about the company. Everybody wins.

One Final Tip…

Many of the above suggestions have one thing in common – good screening of candidates.

A good standard of screening can ensure that the people you consider for a role are qualified, experienced, and likely to fit in at your company.

And that’s what we can help with.

BBU specialises in permanent, temporary and contract staff throughout Buckinghamshire, Berkshire and the home counties.

We work hard to ensure we only send you qualified candidates. Those we are certain want to work for you, and would be an asset to your team.

This means having a face to face meeting with the prospects, to verify their skills and experience, and analysing their personality traits.

One other thing we do is to ask them about the possibility of a counter-offer. What would their current employer do to get them to stay?

If there’s a good chance of a counter offer, we wouldn’t want to waste your time, so we would probably exclude this candidate going forward.

These are just a couple of things that make our process so effective.

To find out more, get in touch with our team today.

Working with you, we can find the perfect candidate.

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