Making Perfect. Teri Ann Lindeberg
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want:
• To understand why redundancies happen in their company during an economic crisis, or at any time;
• To overcome the stress of redundancies in the company and push forward to new, happy, successful times;
• Fast, strong and smart reactions to external problems; and
• To know and feel that their company is capable of surviving external challenges and has the ability to thrive thereafter.
“I joined due to the people I interviewed with who were very positive and driving – I love to learn from positive people”… “Highly professional people make Staffwell a highly professional company”… “Friendly people, I missed the people when I left and it is why I came back”… “Highly professional”… “Great Directors”… “Love the people and how they get along and that you can really learn from them”… “The sales team helps me a lot to understand things”… “Very friendly”…” Great communications”… “High talented individuals with great English”
Having great people is the single largest key to the success of any company, especially ours. I was very happy to hear that our employees felt we had a great team. On occasion, we lose an individual here or there but it is always, at any given time, our core team and our combined core strength that keep us moving forward as a top-rate, developing company.
We do look to hire certain types of people, and every year we tend to put more and more emphasis on this. Some of the traits we look for are: significant business experience, sales and customer service-oriented mindset, highly professional, ability to multi-task, hard working, strong communication skills, sharp professional image, and a friendly, positive outlook. We train on the rest.
What makes us different from our competitors? Our team!
Employees want:
• To interview with positive and driven people;
• To work with and learn from positive people;
• To work for a highly professional company, staffed with highly professional people;
• To work with friendly people;
• To have great business development people working for the company;
• To love their team members and have a close, team-spirit environment;
• To be able to learn from their team members;
• To have helpful team members;
• To have team members who are good at communicating with them;
• To work with talented people; and
• To work in a multi-lingual environment with native and proficient English speakers.
“I love the industry sector I recruit for”… “Flexible, individual work procedures are given”… “I love the recruitment industry the most”… I love that we work for many industry sectors as it gives a lot of well rounded experience”… “It is the first time I am my own boss and can be creative”… “Recruitment is always new and busy”.
It is hard to be successful when you don’t enjoy what you do. I was really happy to discover that most of our team really enjoyed our industry, company and the roles they had.
There is a lot of satisfaction from being in recruitment. It is a “feel good” industry where you feel you are truly needed: the client needs you to find, for them, exactly the type of person they seek, and candidates need assistance in being placed into a new career. When great matches are made, there is nothing like the appreciation received by both the client and candidate for the services you have provided them.
In addition, I feel recruitment is a wonderful industry to work in as projects are inherently dynamic due the fact that clients, client contacts, vacancies and candidates are always changing. It is never dull and there is a lot of independence given in managing one’s time, projects and workload.
Employees want:
• To like the business sector they work in ;
• To like the industry sectors in which the clients work;
• To have flexible, individual work procedures;
• To have variety in their work;
• To be responsible for their own success or failure;
• The opportunity to be creative in their work;
• To have new projects; and
• To be busy.
“It was the first time I had the opportunity to make more than just a base salary –and the bonuses here can be great”… “Very clear plan and compensation plan”… “A team that wants to earn well but also loves their work”… “I am earning money!”
Having a very clear and well-defined compensation plan is important. Employees appreciate knowing exactly what they are going to be earning in base salary and having a well-formulated bonus or commission plan. This allows them to precisely gauge what they need to do in order to achieve their compensation goals. Having a clear plan for employees also promotes fairness within the team and in the company, and makes it easy to calculate due earnings and construct budgets.
Often, when new team members join us, I am surprised to learn that the companies in which they previously worked, within our industry or others, did not provide lucid compensation plans. Their commissions and bonuses were subjective, and more dependent on their relationship with their boss, rather than on their actual performance. Such an approach is extremely dated and only fosters unfairness, negativity and resentment within the workforce.
Employees want:
• The opportunity to make more than a base salary;
• Very clear Key Performance Indicators (KPIs) and targets;
• A very transparent compensation plan;
• To work in a team that wants to earn a great deal, while also enjoying their work; and
• The opportunity to earn a decent living.
“We have great management who care about the company”…”We give opportunities to the team to realize potential and ideas; independence given”…”Thankful for believing in her”… “Teri and Adam brought great people here – great attributes”… “Diana loves the company and wants us to be the best and the sector team is great”…”Management stick to their word”.
Hiring and retaining great executives and management in your company is extremely important. I have always believed in a strong top-down management structure. If management is good, their leadership will be a big key in the success of the company.
Good executives and management adhere to the corporate vision and directives that are laid out for them. It takes responsible ownership to create these elements, roll them out, and then constantly hold company executives and management to task. When everyone is consistently in synch, from owner to executive, from management to staff, it is much easier to succeed and have a happy, well-coordinated, high producing team.
Employees want:
• Management that care about the company;
• Management that delegate and give opportunities to the team that enables them to grow;
• To be given some independence;
• Management that believe in them;
• Executives that hire great people for the company;
• Management that love the company;
• Management that want the team to work to their highest potential;