Lessons we’ve learnt as a small business: the people & recruitment chapter

Founder & MD Juliet has learnt several lessons since starting FF&M. As her company celebrates its fourth anniversary, Juliet wanted to share the lessons she’s learnt to save new entrepreneurs time and help them avoid pitfalls. Read on below for the people and recruitment chapter. 

1.Be really clear about what type of company you are & want to become

This will ensure you attract candidates who can align with your mission, vision and values, adopt your working practices and styles from day one and integrate well with your team. 

2. Explain what success looks like to you in this role, ask what it looks like for them too

Setting out the reality of what your expectations are will mitigate the risk. By asking them what they hope to achieve will help you determine if you align. 

3. Set out what your deal breakers are & why

If you know you have certain ways of working e.g. you don’t accept a meeting without an agenda attached or we work flexible hours but only between 8 & 6, by declaring these upfront will help the candidate know if they’re a good fit.

4. Start drafting your process doc from day one, it’ll grow into your handbook

As you grow, it’s important to document your processes so that as a team you act consistently. Plus new and existing team members can refer to the handbook to answer a question without having to ask you. 

5. Create an open and transparent environment for everyone, both internal + external 

Really good team members say what they think, not what they think their line manager wants to hear. These people are highly valuable but require an open and transparent environment to share honest views. 

6. Invest in people - time, attention, care, thought - you never regret a conversation  

Making investments in the people will be the best decision you make. The value they bring to your business will far exceed their salary costs and help you scale much more quickly and confidently. 

7. Trust your gut feeling at all times

If you have a gut feeling that a candidate isn’t the right fit for your team, they won’t be. Save yourself, as well as them, the time and energy of removing someone later on by not hiring them in the first place. 

8. Seek senior support via fractional C-site roles 

At the start no one needs a full-time CFO, CTO or CMO or HRD nor do you have the budget. Many C-Suite professionals are open to working on a day rate so you can access their expertise at a much lower cost. We recommend @ Gemma for HR support. 

9. Know how your team members prefer to work, and explain how you prefer to work as well

Knowing how your team tick will ensure you become the best manager you can be.  Maintaining an awareness of team members’ workloads will mean you can tell when they are stressed, overwhelmed or not working as efficiently as normal, even if they don’t let you know themselves. We ask on our Monday call ‘are you amber, green or red right now’ and it helps us all manage capacity better. 

10. Re 9: you don’t have to match

Being confident that everyone works differently and you’re aware of this will ensure you don’t recruit a mini-me.  You want people who have additional skills to you, not the same. This often comes with different ways of working… and that is ok. Be open & receptive. 

Follow us on Instagram for more tips and tricks or dial into our podcast How To Start Up on what to learn now, next or never when starting or scaling a business.