Edmonton business consultant | Importance of values when hiring
At Spurrell and Associates chartered professional accountants we employ a number of Edmonton business consultant to help small business owners beat the odds. Most business owners underestimate the matter time and effort required to grow your business. So we devised a program allows first-time clients to receive free consultation and a free copy of Michael Gerber’s best-selling business book called “E-Myth”. If you to know more you can contact us via email at [email protected]a or if you prefer to speak over the phone call us at 780-665-4949.
As the Edmonton business consultant we find business industry to be challenging and interesting. However statistics shows at 50% of small businesses fail within the first five years. According to 23% of small business owners, they failed because they employ the wrong team which makes this factor the third most common reason why businesses fail. This article is to help small business owners increase the chances of finding the right employees and how to keep them longer.
Employers often downplay how much it cost to lose an employee. Losing an employee means you have to go through the hiring process again. The process requires a good amount of time and resources to complete. These resources can often be used to grow the business but instead you are using it to fill in missing role. The traditional hiring process of conducting one-on-one individual interviews is very inefficient. Big companies have a HR staff for this particular work usually small businesses cannot afford a dedicated HR team. As the Edmonton business consultant we suggest conducting group interviews instead. The efficiency of group interviews written not be underestimated. This allows employers to see more potential talents at the one time. The important questions to ask should be try to find out a potential candidate’s values and beliefs. If those aligned with yours then the chances of them being the right employee is higher. After that group interview is what you should read the hireable candidate’s resumes. This method won’t waste time on reading resumes of unhireable applicants. After interview process and a new hire needs to undergo training. Depending on the industry and job type, the time spent training can vastly differ. This could be is short as a few days or as long as a few months. The wires need to go through it transition period to settle in their new roles.
Business owners often underestimate the importance of corporate values. Hiring based on this help you find the right employee. Often times companies write very appealing and attractive corporate mission and values. This will allow the company to attract more applicants however be more difficult to find the right one. Knowing this, corporate values needs to be the opposite. Employers should write them to be clear and polarizing. While it’s true that you will get less applicants. Whomever applies will most likely have the same values and beliefs as you thus making them more likely to fit in the company. The opposite is true those who don’t apply. These people are more likely to oppose your beliefs and thus making them unfit for the role.
Edmonton business consultant | hiring based on corporate values
We ask that Edmonton business consultant for Spurrell and Associates chartered professional accountants believe in helping small businesses beat the odds. We employee like-minded people with the same mission and values. Our firm is developed ways to help small business. An example of this is our free consultation program for new clients. We provide professional consultations for a first-time clients for free and give them a free copy of Michael Gerber’s best-selling business book called “E-Myth”. If you want to know more please contact us at [email protected] or call us at 780-665-4949. We look forward to hearing back from you.
Is much as we love helping small businesses they have a 50% chance to fail within the first five years. Our Edmonton business consultant also found out that 23% of these failures are directly tied to having the wrong team. We hope that this article will allow business owners keep employees longer and now to find the right staff. They are more articles like this one in our website at www.spurrell.ca.
A great deal of time, energy and resources is required to grow a business. However said factors are required to be spent on the lost employee. Business owners often underestimate the expenses brought by losing an employee. Resources that should be spent n growing the business are spent on the hiring process instead. The traditional hiring process which consist of one on one individual interviews is extremely inefficient. As the Edmonton business consultant we found that small business owners should conduct group interviews instead. Conducting group interviews are more efficient because it allows business owners to see more people at once. However questions asked in a group interviews needs to appeal to the applicant’s values and beliefs. Ask them why they want to work for your company and if it aligns with your interests and values the chances are they are the right fit for the company. After interview process is over, the new hire needs training. The training process can vary greatly based on the job type and industry. Typically range take as long as a few months or as short as a few days. Certain time should be allocated for the new hire to settle in their new role.
Knowing when an employee is costing you money is important. Employers often glance over employees that cost them money. A bad employee can be just as expensive, sometimes even more than a new hire. A bad employee has most likely formed bad work ethics and suboptimal workflow. This leads to lower productivity and reduced revenue. Keeping employees like this can cost a business owner a lot of money over time.
Your corporate values mission should play a big part in your hiring process. Trying to find potential candidates with the same values is difficult. For this reason employers need to write polarizing corporate mission and values. This deter potential applicants with differing beliefs and values from applying and attracts potential employees with aligning values to join.