Saturday, August 24, 2013

The fun has started!

Over the past six weeks I have had the crucial task of recruiting "stars" for my new team who start in September. 

I thought finding a fresh team for an exciting new part of our business would be daunting, yet sitting in front of the interviewees and asking our questions, listening to their experiences and then picturing them all together into the team and company "fit" has been one of the highlights of my year. I have a vision of us already at our launch party! 

The process has also been an insight into what drives people, what motivates them in todays employment climate. Funnily enough, it reassures me that I'm on the right track with my own thinking. 

I'm fortunate to have the help of a lovely and professional HR manager who has had the thankless task of filtering the hundred of resumes that have come through her inbox to send me candidates she thinks would be suitable for my team. 

And so far, I feel like I've won the lotto. I've interviewed close to 30 great people for 11 roles and even though I would love to take them all, I'm fortunate to have the pick of a very fine bunch! It's made me feel energised and back-in-the game and reassured me that "I can do this" - as long as I have the right people doing this with me! 

But back to the team. 

It's interesting to see what motivated many people to apply for the roles we're offering. 

What makes one person jump from one role to another (both internally and externally) and more importantly, what are the drivers I can identify that will make them want to stay? 

Ironically, for most of the candidates, they are not coming for the money. 

Being a start up business unit in an established company is exciting in itself. It means we have an opportunity to build and mould our own values, team culture, roles and impact. 

Being in travel emergency assistance, it also means we get to make a difference to someone's life. 

And aside from that, the major motivator for people applying is the company culture. In todays market - good candidates can afford to be picky. They want to work in an organisation that is flexible and fun because lets face it, spending a long shift in a sterile environment with people you don't like is soul destroying!

I've had people do tours of the office and ask me about the "buzz" and the "energy" of the company and why is our company so different to all the others? I can't really put my finger on it. I felt it when I first went for an interview, there was energy and noise and smiles - I think it's just the fresh mindset of the people who work there. And that resonates from top down. 

When I ask candidates what their ideal work environment is, I'm not surprised when they give me an answer that is already aligned with our current company culture. 

We're not corporate and we don't want to be. 

So for my new team who join me in a months time, I can't wait to start working with you all. 

We can do this!

1 comment:

  1. A lot of people who work in assistance have told me that when people ask them what they do for a job at a dinner party (its amazing how many people who work in assistance go to dinner parties btw), it's quite hard to explain as we do so many different things! I have always thought if I ever get invited to these seemingly numerous dinner parties that occur the answer I want to be able to say is 'Í work for a company that helps people'. I want to give that answer honestly, and too many companies in this industry are not here to help people (customer's, client's, or even their own staff). So I'm very confident that I am going to be able to answer that question honestly as part of WMG. So all I need now is a dinner party invitation and a seat next to someone who has little respect for other's personal boundaries!