Hiring the right people from the outset delivers a lot of cost, time and stress savings down the track. Check out the recruitment approach this business owner swears by.
Speaking on the My Business Podcast, Synovum Care Group’s founder Natasha Chadwick explains that finding people with the right attitude and values, rather than experience, is key to the success of her aged care business.
“One of the things that we do differently – and I think it's an incredibly important part of our success – is that we recruit through an assessment centre process,” Natasha says.
“So for example we might have 300 applications for a role, we do what we call ‘ragging’ – so red, amber, green everyone: how they stand in terms of our values, not in terms of their experience. And then we'll bring them in to an assessment centre, and that assessment centre will take about two-and-a-half hours.
“Right from the get go, they understand what our values are; they understand what our expectations are of them as employees, and what it is that they're getting into.”
Natasha says that the in-depth assessment process helps to analyse a broad range of skills among prospective new employees, allowing her business to make much more informed choices about who they are bringing in rather than when they are already on the job.
“They do a lot of teamwork exercises, so we can immediately assess things like communication skill, their ability to relate to other people, whether or not they're going to have tenacity to get their point across – all the resilience, all the actual values that you want to have in your workforce,” she says.
“We spend a lot of money training our team. Induction program, it's a minimum of a week for orientation. And prior to that, our team members will have already been trained in healthy bodies and medication management, first aid and all sorts of things.”
All great in theory, of course. But what about the cost implications on the business of such an in-depth recruitment and training program?
According to Natasha, the longer term return on investment makes this process entirely viable financially.
“We do put lot of time and effort into that, but our turnover rates are minimal. And so in actual fact, we get that back from having put in the education and getting the [employee] in the first place,” she says.
Get more great insights from Natasha about her business disrupting a traditional industry, creating a healthy culture and the outcomes of making her business model truly customer-first on the My Business Podcast!