Making Perfect. Teri Ann Lindeberg
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with those who, we later find, truly do not have these characteristic or are unable to develop them with us.
Having a great team is also one of the best ways to motivate and retain your employees. People like to work with great people.
Employees want:
• To work with a highly professional and specialized team;
• To work with intelligent people; and
• To work with a team that is supportive, friendly and close.
“Clients who changed jobs gave new work to us”…”Very enjoyable work”…”Confident at closing vacancies”…”First time in over 20 years where I had to have personal results to prove successful not only team results – I am thriving”…”Closed my first high level staffing manager position – hard to close but very satisfying when I did”…”I have always loved dealing with people and knew that one day I would go into sales, and thanks to our internal recruiters it was recruitment”…”The recruitment process and communicating with clients and candidates is very inspiring”…”Challenging recruiting projects will stay in my mind forever”…
The work is the work. To be successful it helps to find people capable of doing the work well and who also enjoy it.
Recruitment is fast-paced and challenging because companies typically need to hire quickly, and as the product (the candidate) is a human being, there are all types of people-related issues involved. Recruiters that are patient, understanding, convincing, able to multi-task, and handle a heavy workload, typically do well.
I am happy that our team loves the work and the job. I do too. It is challenging, fascinating, rewarding and fun.
Employees want:
• To enjoy the work that they do;
• To have confidence in what they do; and
• Challenging, inspiring work.
“Good career development and promotions, wants to help open new offices and start new services”…”Desire to improve”…”Learned a lot and I want to keep learning and developing”…”Professional growth, reporting and accounting; likes that she is developing here”…
It is encouraging that our team wants to develop the company and themselves. I live to improve and grow, and am happy our team does too.
Career development is important for companies and staff. It is a good motivator and an effective tool in employee retention. It is something that we must always examine in order to improve and expand.
Employees want:
• To keep learning and developing;
• To earn promotions;
• To help the company grow and expand; and
• To take on more responsibilities and challenges.
“I like attending networking events but feel evening events are better as there is more time to talk to people”…
This particular individual is comparing morning business club meetings (that have limited networking time before and after the meeting), to evening networking events that are devoted almost entirely to networking.
Business development is a critical part of our business and our team attends a lot of networking events. I support whichever networking events bring the most business opportunities per individual, and I am happy that the team likes and enjoys them.
In our business we can meet a potential new client or candidate anywhere, so it is helpful to be out meeting and interacting with business people in our communities.
Employees want:
• To attend useful networking events.
“The interview process was very organized and professional, which is why I chose Staffwell over other companies”…
The interview process is such a crucial area for any company that wants to recruit good people into their organization. We put a lot of effort into our process and it has been well worth it.
I really want to highlight the point mentioned above, as it is really an over-riding, key one: candidates do compare and consider the interview processes companies have, and do use this as a part of their decision-making criteria when choosing between job offers. It may, in fact, be the only criterion a candidate has in which to make a decision, as they are unlikely to really know what they are entering into (the role, work life, the team, the company) until they are actually working in the job itself.
The interview process should be perfect. The people interviewing the candidate should know their roles in the interview process, be fully prepared on the candidate and for what role the candidate is being considered. The people interviewing should be highly professional, well respected within the company and friendly toward the applicants.
Employees want:
• An exceptional interview process to attract the best people into their company.
“The induction was very helpful and stimulating and I was given the full picture”…”The lunches together during induction”…”Enjoyed starting at Staffwell, and in the fourth month I was sent to Moscow for training”…
Staffwell has a very thorough and well-structured induction program, which is the process of introducing a new employee to their role and the company they join. Everyone who goes through induction should end up with good knowledge of the company and the team, as well as a thorough understanding of their role and how to effectively perform in such.
It is important for us to ensure that new hires get up and running as soon as possible in order to quickly become successful for the company. I am really pleased and proud that we do this well.
Employees want:
• A professional and thorough induction to the company, their new role, and the team, when starting a new job at a new company;
• Social time during their induction to get to know the team in a friendly, informal way; and
• On-going training as part of the induction process.
“Good combination between motivation and encouragement”…”KPIs, but no major pressure – had time to find her personal style, good amount of flexibility given to Directors in choosing clients and working with Consultants”…”Diana is friendly and calms everyone down from stress”…”The leadership”…”Open door with Teri”…”The management is loyal to the team”…”I like how the management treats the staff”…”Management style”…
It is important to staff who they work for and how they are managed and led. From the top down, I feel we have a really good management and leadership team.
I would say that some of the key traits of our management team are talent (we have all been promoted ourselves throughout our careers, to date, due to our accomplishments); positive, forward-outlook at all times; friendliness; fairness; diligence; and we stick to the rules we set, for ourselves and for the team. This works for us and should work for most, if not all, companies.
In the past, we have had some senior team members who were, at times, tough, rough, manipulative, stern, lazy, or would always cause problems. Some of these people were fired while others just left. I feel that it takes having a good team in place to truly understand what a really good team is. I believe that we have a good team in place now and we will continue to develop it further.
Employees want:
• To be motivated and encouraged;
• To have targets and the independence to achieve them;
•