Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
How to
HIRE,
TRAIN
& DEVELOP
your employees

HIRINGWho are you looking for?
When looking for new employees,
it’s important to consider both
personality & skill.
Take a...
Setting a criteria of the employee’s duties and
responsibilities will allow you to sort through
resumes quickly and effici...
The company culture and the type of person you’re looking for
will determine the channels you advertise through.
It’s impo...
When writing the job application,
ensure it embodies the company’s
tone of voice.
Expectations and requirements of both
th...
The interview process can be quite daunting
for both interviewer and interviewee.
Being prepared with a set of questions
w...
Interview questions should be
concise and constructed to garner
the most information from the
employee.
The questions shou...
HIRINGHow to conduct the interview
The interview process will also
determine if the interviewee is a
cultural fit for the ...
Make them feel comfortable by introducing them to other staff
members and showing them staff amenities such as the kitchen...
As an employer, being organised for your employee’s first
day ensures the day will run smoothly for both of you.
It may be...
The first few weeks are crucial in creating good
work practices and ensuring your new employee
understands what is expecte...
Having daily tasks will get your
employee into a routine that will
eventually become a habit.
Leaving them to work indepen...
Employees need to be developed and trained if they are to feel like
valued members of the company.
A good manager will tak...
Employers should have a task
development schedule for
their employees.
Starting them off with repetitive tasks is a good w...
It is the role of the employer to ensure
their staff feel comfortable and
supported in the workplace.
Employers should be ...
Having defined tasks, clear expectations and
protocols creates a structure of expectations for
employees.
Such expectation...
The higher your employee retention rate
the better your company culture,
workplace productivity and brand image.
Retain yo...
Offering incentives creates healthy competition
and gets the best out of your employees.
Incentives should be achievable a...
When dealing with employee contention, whether it be personal
or work-related, it is imperative that both sides of the sto...
Communication is key.
Employers should keep both parties
informed through the resolution process
and offer one-on-one comm...
Work satisfaction should extend beyond 9-5.
Creating a company culture that employees
want to be part of is a huge part of...
Organising office events (such as Melbourne Cup celebrations),
celebrating staff birthdays and going for Friday work drink...
Upcoming SlideShare
Loading in …5
×

How to hire, train and develop your employees

785 views

Published on

Learn tips and tricks for hiring, training and developing employees for franchises and small businesses to create a happy and functional business environment.

Published in: Business
  • Looking For A Job? Positions available now. FT or PT. $10-$30/hr. No exp required. ▲▲▲ http://t.cn/AieXSfKU
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here

How to hire, train and develop your employees

  1. 1. How to HIRE, TRAIN & DEVELOP your employees

  2. 2. HIRINGWho are you looking for? When looking for new employees, it’s important to consider both personality & skill. Take a look at the team and the skills you already have – this will help form an idea of the type of person you’re looking for and what gaps you should try and fill.
  3. 3. Setting a criteria of the employee’s duties and responsibilities will allow you to sort through resumes quickly and efficiently by matching their experience and skills with the exact job requirements. HIRINGWho are you looking for?
  4. 4. The company culture and the type of person you’re looking for will determine the channels you advertise through. It’s important to ‘fish where the fish are’, so bear in mind that creative occupations such as writing and photography will vary greatly to business-oriented jobs. Research a range of jobseeker platforms and go find your fish! HIRINGWhere & how to advertise?
  5. 5. When writing the job application, ensure it embodies the company’s tone of voice. Expectations and requirements of both the job and application process should be clearly stated, and you should have a process for letting candidates know they weren’t successful. HIRINGWhere & how to advertise?
  6. 6. The interview process can be quite daunting for both interviewer and interviewee. Being prepared with a set of questions will ensure the interview runs smoothly and you exude organisation and professionalism. HIRINGHow to conduct the interview
  7. 7. Interview questions should be concise and constructed to garner the most information from the employee. The questions should be applicable to the role requirements as to determine whether the interviewee possesses the necessary skills for the job. HIRINGHow to conduct the interview
  8. 8. HIRINGHow to conduct the interview The interview process will also determine if the interviewee is a cultural fit for the company. Ensure that the interview is peppered with personal anecdotes that give the employee a chance to showcase their personality.
  9. 9. Make them feel comfortable by introducing them to other staff members and showing them staff amenities such as the kitchen and bathroom. Sharing insider tips with them, e.g. the best café for lunch nearby, will make them feel part of the team and create a sense of trust. TRAININGThe first day You can be assured that your new employee will be nervous on their first day of the job.
  10. 10. As an employer, being organised for your employee’s first day ensures the day will run smoothly for both of you. It may be helpful to have a checklist to keep you on track. Their equipment, desk and uniform should be set up prior to their arrival and they should have a list of tasks to see them through their first day. TRAININGThe first day
  11. 11. The first few weeks are crucial in creating good work practices and ensuring your new employee understands what is expected of them.
 Employers need to explain tasks thoroughly to employees and should be available to answer questions. Ensure you are approachable - you want your employee to ask questions and do the task correctly rather than make mistakes that could have been avoided with guidance. TRAININGThe early days
  12. 12. Having daily tasks will get your employee into a routine that will eventually become a habit. Leaving them to work independently also gives you time to complete your own tasks and makes them feel trusted. TRAININGThe early days
  13. 13. Employees need to be developed and trained if they are to feel like valued members of the company. A good manager will take a tailored approach to staff development, learning the strengths and weaknesses of their employees and developing a training program in accordance with their individual needs. Although this may be time-consuming, it leads to high staff retention rates as well as increased employee productivity. TRAININGDeveloping staff
  14. 14. Employers should have a task development schedule for their employees. Starting them off with repetitive tasks is a good way to introduce them to the basic workload required of them, but this schedule should grow and expand in accordance with their skillset and their ability to take on new projects. TRAININGDeveloping staff
  15. 15. It is the role of the employer to ensure their staff feel comfortable and supported in the workplace. Employers should be available to answer both work and non-work related questions posed by staff and need to be approachable. A good employer will find a balance between being a ‘friend’ and a manager. ONGOING SUPPORT & DEVELOPMENT Everyday workplace support
  16. 16. Having defined tasks, clear expectations and protocols creates a structure of expectations for employees. Such expectations give them a purpose to their work and helps to create a defined company culture. ONGOING SUPPORT & DEVELOPMENT Everyday workplace support
  17. 17. The higher your employee retention rate the better your company culture, workplace productivity and brand image. Retain your employees by creating an environment they enjoy being a part of. This can be achieved through extra- curricular workplace activities, having clear expectations and practicing a flat- line management strategy where people feel equally valued. ONGOING SUPPORT & DEVELOPMENT Retaining the right employees
  18. 18. Offering incentives creates healthy competition and gets the best out of your employees. Incentives should be achievable and created to reward those that go above and beyond their duties. Create incentives that are suited to all types of employees. For example, try motivating those who struggle to meet deadlines with time based incentives. ONGOING SUPPORT & DEVELOPMENT Retaining the right employees
  19. 19. When dealing with employee contention, whether it be personal or work-related, it is imperative that both sides of the story are heard and evaluated before any type of action is taken. Employees need to feel that they have been heard before management intervenes. Create set structures in relation to crisis management and make them available and known to employees. This ensures the issue remains controlled and manageable. ONGOING SUPPORT & DEVELOPMENT Dealing with crisis and issues
  20. 20. Communication is key. Employers should keep both parties informed through the resolution process and offer one-on-one communication efforts to prevent misunderstanding and rumour mongering. ONGOING SUPPORT & DEVELOPMENT Dealing with crisis and issues
  21. 21. Work satisfaction should extend beyond 9-5. Creating a company culture that employees want to be part of is a huge part of ongoing employee support. ONGOING SUPPORT & DEVELOPMENT Extra-curricular
  22. 22. Organising office events (such as Melbourne Cup celebrations), celebrating staff birthdays and going for Friday work drinks are all proven examples of creating a strong company culture. Having employees that trust one another, as well as their employer, leads to greater productivity through cooperation and collaboration. As an employer, try and remember personal details about your staff. This shows that you listen to what they say and that you have an interest in them as a person rather than just an employee. ONGOING SUPPORT & DEVELOPMENT Extra-curricular

×