- Player: Monique Chaitezvi
- Company: 10X-e
- Founded: 2015
- Background: 10X-e was created by Vumela and Edge Growth. Its aim is to help talented entrepreneurs succeed by offering a high-growth support system.
- Visit: 10x-e.com
One of the biggest challenges associated with scaling a business quickly is the hiring of new talent. Fast-growing businesses need highly-competent people who can grow with the business, but getting hold of these people isn’t easy. Statistically, only about 25% of hires work out, and the cost and impact of this can be catastrophic.
“When scaling your business quickly, you can’t afford to get a key hire wrong. Hire the wrong person, and your growth plans can be put back by a year or two,” says Monique Chaitezvi of 10X-e. “Research has shown us that hiring the wrong person can end up costing companies anywhere between four and 27 times the cost of an annual salary in wasted training, lost productivity, and so on.”
Here, according to 10X-e, are ten ways to improve your odds when hiring for growth.
1. Hire people you know and trust
“A good way to improve the odds of hiring the right person is to hire someone you know,” says Chaitezvi. “This means hiring people you’ve worked with personally, or people your best colleagues have worked with and can vouch for.”
Focus on organisations that you respect and know would be a source of excellent talent. Just consider, for example, how quickly companies in the US tend to hire engineers who have worked for Google.
2. Invest in talent
Talent isn’t cheap. As a scale-up you are competing for top talent with prestigious corporate organisations that can offer great salaries and excellent benefits.
“At 10X-e we advise companies to provide a value proposition aimed at potential employees that is just as great as that offered to customers. Scaling talent is as much a marketplace activity as scaling sales,” says Chaitezvi.
3. Treat every meeting like a recruitment meeting
Pay close attention when an employee from a supplier, customer or bank really impresses you. Could they be a good fit for your company? “Always be on the lookout for high performers who want to work for you one day,” says Chaitezvi.
“It’s not just about hiring somebody right now, but creating a ‘warm bench’ of prospective talent. Always keep an eye out for great employees.”
4. Screen interviewees over the phone
It’s a good idea to start any interview process with a five or ten-minute screening call. More often than not, a quick call can save you hours of interviews. It’s also a good idea to phone references to find out if the person will be a good fit for your organisation.
5. Find great recruiters
Recruiters can be an excellent source of good talent, provided they understand your company and aren’t incentivised to place as many people as quickly as possible. Sadly, only a tiny proportion of recruiters are really partners in building an A-team. Find them, and build lasting partnerships with them.
“There are recruiters who are driven by quality,” says Chaitezvi. “Find them and work with them. Identify the roles they are best at filling and focus on those areas.”
Related: 4 Steps to Hiring Killer Sales Staff
6. Sample the goods
“Great interviewees are not necessarily great employees. In fact, interview performance isn’t a reliable predictor of job performance at all,” says Chaitezvi. “At 10X-e we often warn that hiring someone too soon is like getting married after the second date.”
But what is the alternative? 10X-e suggests internships or contract work. By commissioning someone to do some work for you before you hire them full-time, you’ll get a far better idea of their competence than you would from an interview or two. If this isn’t an option, work-sample interviews at the very least are a must.
7. Look for the achiever pattern
Of course, a scorecard on its own is not enough. Great employees have a certain X-factor that you should look out for. They are ambitious and goal-oriented, and they are self-aware — they know what their strengths and weaknesses are. Their employment history will also reveal their ‘high-achiever’ tendencies. They’ll boast an impressive list of tough positions, glowing recommendations and accolades.
8. Use a scorecard
Shopping when hungry is a great way to buy way more than you actually need. Similarly, an interview process can lead you astray by convincing you to hire someone you don’t actually need. Even great potential employees should be turned down if they don’t tick all of your boxes.
10X-e suggests a role scorecard to keep you focused on what you need. This way you won’t be charmed into making a wrong decision, but will be on the lookout for the skills you need.
You also want to try and take urgency off the table as much as possible. When you’re in desperate need of workers, the temptation is to hire whoever you can get your hands on right now. Make a conscious decision to not hire for the sake of hiring.
9. Use chronological and structured interviews
“The top two predictive processes for interviewing strangers are structured interviews and psychometric tests. Use both, together. In particular, do chronological career review interviews to unpack their role, achievements, failings, and boss ratings for each role. Build a complete picture of the person and probe for a balanced view of strengths and weaknesses,” says Chaitezvi.
10. Institutionalise your process
You can only be personally involved in every hire for so long. So, as you scale, start institutionalising good hiring. Make it an integral part of management competency. Managers need to be scored on hiring success, and also trained in hiring.
Hiring effectively while scaling is crucial. A bad hire can set back your scaling goals significantly.
How Your Company Can Easily Attract Fresh Talent
Well, there are many ways to go about attracting fresh talent, the easiest of which are…
The minds that are walking out of university these days have so much potential and power which many companies are longing for. Fresh new minds that are eager to start working and applying themselves in the “real” world. The best interests of your company lie in attracting this fresh batch of millennial talent. So how exactly could you do that?
Provide opportunities to learn
Millennials are after experience and career growth. They want to know that the company they will be working for is prioritising that journey. And what better way to encourage them on their career path than providing learning opportunities within the business?
A few of the main ways companies provide their employees with opportunities to learn are through internships, learnerships and mentorships.
- Internships: An internship is like a pre-entry level position where interns have an opportunity to learn the ropes and figure out if this is, in fact, the industry or career they want to be building a career in. This is an extremely valuable and appreciated opportunity for most graduates and a way for companies to easily spot talent. If both parties are happy with how the internship has been carried out, all the employer needs to do is offer up a permanent post.
- Learnerships: What is a learnership? And what are the benefits of a learnership in a company? A learnership is an educational training programme that companies offer to employees which allows them to gain work experience while learning industry-relevant theory. It’s more than a basic internship as learnership jobs can lead to a registered NQF qualification. This is beneficial to the company as they can be certain that all their employees are equally knowledgeable about their work and millennial applications will be flooding in for the opportunity to add further education and experience to their CVs through this opportunity.
- Mentorships: Fresh minds are still newbies in the business and want to know that they’ll be taught (not spoon fed). This is where companies can offer mentorships that new employees can work with seasoned employees to gain business tips and insights that will help them become better. This is what graduates are looking for, an opportunity to learn from the best in order to be the best.
Be an innovative environment
You can’t expect to attract fresh minds and creative talents when your company lacks an innovative environment. People want to know that they will be challenged and inspired every day by their work environment. And it’s not about working overtime to keep your new employees stimulated, but about making sure they have the resources, creative team members and freedom to think outside of the box.
They need to know that their innovation will be encouraged and supported. When advertising for vacancies, don’t be afraid to mention some of the innovative projects you’ve done. It will definitely excite any innovative minds on the job-hunt and those are the types of people you need to elevate your company.
Provide flexible work schedules
Flexibility is the work-trend at the moment and young people are looking for flexibility from their jobs. Being flexible with your work schedules is in your company’s best interest for more reasons than just the talent you’ll be attracting:
- Discourage the turnover rate of employees as they will have an increase in employee satisfaction.
- Increase in productivity from punctual and purposeful employees.
- And there will be an opportunity for extended business hours to increase customer satisfaction.
If you offer and implement it in the right way, flexible working hours are probably the easiest way to retain current and attract new talent to your company.
Be digitally relevant
Having the latest technology and digitally-advanced business processes shows new talent that you’re all about adapting to the constantly changing environment. They will want to work for you because this strive for relevance means they will constantly have opportunities to improve and find new ways of taking the company and industry forward.
Start by improving your office processes and being more digitally savvy. The more “ancient” your ways of doing things, the less fresh talent you’ll attract. People don’t want to sit and struggle through admin when their time could be spent on something more useful and relevant to the current era.
By making the most of technology, it also shows that your company chooses to be “green” with how they conduct business. And being part of a “save the planet” movement while doing your day job is what most young people strive to do these days.
Every company can easily attract fresh talent by implementing the above practices. And the resources that are spent is nothing compared to the revenue these new minds can potentially bring in by being part of your company.
Youth Employment An Opportunity
South Africa has a high youth unemployment rate – it is vital for business to consider alternatives for youth employment.
A young female graduate with hands-on experience in setting up and running community projects, had resourcefully turned a hobby into an income-generating small business to support herself, while seeking employment… a skilled person, wouldn’t you say? It took her five long months to find employment – and in that time she received 50 rejections – 50 rejections with no useful feedback as to why she was being turned down. We employed her – and within the first few days she’d surpassed our expectations, had added ‘value’, so much so, that two weeks later we assigned her to a project.
It’s this kind of potential that company recruitment approaches seem to overlook!
There are 6-million unemployed young people in South Africa – and the social and economic transformation economy that is crucial for the country, is an economy that has been growing at less than the minimum 5-6 percent required to shrink unemployment, largely due to the under-performance of main institutions.
Business accustomed to turning problems into opportunities of value-creation regards the South African Education and Training system as one that does not deliver in equipping young people with the requisite work and readiness skills. There are government tax breaks and grants which provide opportunities for short term employment, but unfortunately these do not create value, nor are they sustainable as they are not used strategically.
Last year I had the good fortune to attend the Youth Employment Enterprise Skills Solutions (YEESS) summit in Nelson Mandela Metro – engaging with the young attendees I found that they were determined to change the view held by business that they are considered a risk, to one which recognises that they can, and do, add value and assist in realising opportunities, particularly because of their age -related attributes that give them the edge.
- are a cost advantage – they cost less (South African staff is paid on the basis of the years of work rather than the value)
- have a higher level of energy – they work faster and for longer hours
- have flexibility – they learn new tasks /systems quickly, and are often more innovative
- can increase revenue – they enjoy engaging with customers, and being ‘entrepreneurial’ (eager to promote products and services in the market)
Business should consider these opportunities – the model that many businesses currently use pays young people a stipend which usually just covers their living costs and employs them for a short period; and then the norm is to “find” something for them to do to keep them busy… a soul-destroying experience that in no way creates value and is certainly not one on which to build a career.
Alternatives to the existing model are to:
- clearly pinpoint the opportunities and define the value (that the potential employee is required to add)
- provide training – measuring potential is a challenge – a short training programme for job-seekers can clearly identify the ones who benefit most, and are thus likely to be the most valuable – and there is the plus of 4 BBBEE Skills development points for the training of unemployed people
- provide a ‘proving’ period (3 to 12 months) where goals, expectations and support are clearly laid out -this provides an important business foundation experience in a productive environment considerably improving the chances of the young person’s absorption into the business culture.
By changing the way one views youth unemployment – to see youth employment rather as an chance to reduce costs, increase revenue and contribute to the building of skills and training future entrepreneurs – presents the perfect opportunity for business to contribute to the country’s future stability and gain economic returns.
Temporary Employment Providers — Friend or Foe?
Contrary to the fact that legislation states that temporary employees work under a dual relationship between a TES provider and their client, the relationship has been questioned, confusing the situation and muddying the waters.
Currently, under a dual employment relationship, employees are given the protection of employment benefits under the TES provider and, after a three-month employment period, attain extra protection by being considered under the employment of both the TES provider and their client.
Yet various unions have pushed back against TES providers, citing that ‘labour brokers’ don’t have the best interests of the workers at heart. So, are TES providers truly the enemy — or could they be the solution?
What is a TES provider?
The term ‘labour broker’ is being bandied about with startling regularity. Surprising, because ‘labour brokering’ is actually a concept that no longer exists in legal terms, according to Joanette Nagel, Labour Specialist at Hunts Attorneys.
“It’s a term associated with ‘bakkie brigades’, those once comfortable picking up ‘piece workers’ and exploiting them with little to no consideration for labour laws,” Joanette explains. “Today’s TES providers are reputable organisations that, with the backing of the law and strict policies, provide a valuable service while ensuring that the rights and wages of temporary employees are in line with permanently employed staff.”
Sean Momberg, MD at Workforce Staffing Solutions, agrees: “A dual relationship where the employee is employed by both the TES and the client after three months means that the employee is actually afforded more protection. If, for example, the client falls into circumstances in which they can no longer honour the contract, such as if they go insolvent or a project is cancelled, the TES provider is still bound by contract to the employee and their rights to compensation, among others, are protected.”
The role of a TES in business
According to the Global Employment Trends for Youth 2017 study, conducted by the International Labour Organisation, the rapidly changing labour landscape has made the expectation of traditional or permanent employment less realistic than ever before.
“There is a global trend towards temporary employment that is supported by a new trend of flexibility in career choices as well as employment environments. The demand for TES providers to play a more active role in the labour market is higher than we have ever known,” affirms Sean.
Organisations will also benefit from this trend, especially as businesses can outsource all non-core related labour requirements, allowing them to focus on their core purpose and not concern themselves with the labour function, or the overheads associated with human resources. “A TES takes on the responsibility of employment, remuneration, legal disputes, strike mitigation, employee wellness, interactions with unions, and many other HR concerns that are extremely resource intensive,” says Sean.
A TES ensures economic continuation
“President Cyril Ramaphosa said in his recent YES initiative launch, that even those with further education often struggle to bridge the gap between learning and earning. TES providers help with bridging this gap, offering skills development that guarantees jobs,” notes Sean.
“TES providers are here to stay and offer the best of both worlds to organisations and employment seekers alike. Dual relationships continue to protect workers, underpinning and promoting their rights, while helping businesses to cover any skills and employment gaps within their organisations without having to invest in huge HR departments and legal representation to do so.”
Spotting a reputable TES provider
- Registered and compliant with the Labour Relations Act (LRA)
- Likewise with the Unemployment Insurance Fund (UIF) and relevant bargaining councils
- Has the necessary insurance and off-balance sheet financial protection in place
- Able to provide proof of regular auditing
- Able to show full legal compliance and holds a letter of good standing.
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