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Looking to build a brilliant team? Here's how to hire the right people

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How to hire the right peopleHearst Owned

Welcome to Consult a Coach, our regular careers clinic for Bazaar readers. Send us your work dilemma, and we’ll ask our career agony aunt – the industry professional, executive coach and motivational speaker Jo Glynn-Smith – to answer it.

Here, Jo advises a reader on how to navigate rejection and optimise her CV after a career break.

Explore the Consult a Coach archive, full of careers-based advice. Got a question you'd like answered? Email us at consultacoach@harpersbazaar.co.uk

Dear Jo,

I have recently been promoted to the head of a team at my advertising agency, which also gives me the opportunity to hire for three new positions. I have never hired anyone before, and I’m unsure where to start!

How can I seriously consider what qualifications I’m looking for, and how to assess them? Do you have any advice for building a well-rounded team?

Best wishes,

Laura


Jo says...

Dear Laura,

It shows great self-awareness and initiative that you are coming to me with this issue. The recruitment process is always challenging, so I’m sure your email will resonate with lots of readers. Hiring the right people is a fine art; when done well it can add enormous value to your team, but the wrong people can also prove extremely costly – and I don’t mean just financially.

To help, I have pulled together a quick step by step guide to use as a framework for your recruitment process, now and beyond...

1/ Define the roles you need

Try to be as precise as you can here. To build a team that supports your business agenda, you should start with a clear outline of your team’s responsibilities as a whole and the skills required to fulfil them. Then, detail how responsibilities are allocated to each individual role. Teams work best when roles and responsibilities are clearly defined.

2/ Write clear job descriptions

For inspiration, go to LinkedIn and search for similar roles to get an idea of equivalent job specifications, salaries and benefits. You can use these as jumping off points to create role outlines, as well as to research any qualifications that may be required. When you write your job descriptions, be sure to include any specific requirements and try to use language that reflects your company culture.

3/ Advertise positions widely

You can ask your company to help with this, but consider your company website and relevant job boards as well as social media. LinkedIn is usually your best option, but The Dots is also popular for creative industries.

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USA Network

4/ Screen CVs

Create a list of non-negotiable requirements for each role, including relevant experience, skills, or achievements, to define your screening strategy. That way, when CVs come in, you can quickly create shortlists.

5/ Conduct initial interviews

Once you have a shortlist for each role, contact the candidates for an interview. At this early stage, you could do this online, but I would recommend meeting in person if the initial meeting is a success. Assess their communication skills, cultural fit and enthusiasm for the role alongside their skills and obvious strengths.

6/ Implement skills assessments

I always think giving candidates a task is a great way to see them in action and gives you something tangible to compare with other candidates.

7/ Narrow down the field

If you think someone is a good fit and has the right skills and strengths, invite them for a second stage interview in person. This is best conducted with another colleague or your boss who can give you additional feedback and check for the right chemistry and team fit.

8/ Check references

As you get closer to the decision stage, contact any references that have been provided – this helps verify the candidate’s work history, performance, and reliability, and should never be skipped.

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9/ Discuss salary and negotiate benefits

Once you've identified the right candidates, start a conversation about salary, benefits and other terms. Be transparent, and ensure the offer is competitive within the industry.

10/ Create an onboarding plan

Once you have the right team members you will need to make sure they have the best possible induction into the business. This ensures they hit the ground running and feel immediately welcomed and motivated.

I hope this helps break things down a little and gives you a little more clarity when it comes to successfully building the right team.

Good luck!

jo glynn smith
Courtesy of Jo Glynn-Smith

Jo Glynn-Smith is a transformation coach, speaker and personal-brand expert from London who works with leaders, entrepreneurs and businesses to help maximise their team or individual potential. Before becoming a coach, she spent most of her career in the fashion industry working at the highest level with some of the biggest global brands. You can follow Jo for more coaching tips and advice on Instagram (@jojoglynnsmith) or visit her website, joglynnsmith.com.


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