How to Build a Successful Business that Everyone Wants to Work for?

In this column, Shyam Bhardwaj will discuss how to transform your fledgling firm for employment and make sure your Brand shines as the ideal employer every professional wants to work for.

As with many things, preparation is the keyword here. Following are some of the transformational changes you can adapt to make your Brand "Employees Favorite" and acquire the best talent out there in each department. Think about it early, and really early.

Every enterprise with clear ambitious goals, early or later, will realize the need to recruit best-skilled people. You don't need to wait until you and your key people are working more than 80 hours a week, and you don't have time for your family anymore before accepting the truth that you really need more human power in-house. This unrealistic delay will only cause a stressful attempt to put the business requisites in place on time and will lead to recruitment mistakes.

Most managers will set periodic targets. Milestones we can measure employees' success against. These targets are usually financial, whereby management will strive to increase turnover and profit by x% in a given timeframe. It's also beneficial to set recruitment targets in line. If you pre-estimate that you will get 50% more business work in the coming quarter, then how much extra manpower you need in order to successful implementation of the new projects. This approach gives you a fair idea helping you plan ahead. Large enterprises with 10x growth expectations set recruitment targets with estimated growth forecast for many years in advance.

Build an environment everyone would love to work in

The office work environment you provide would say a lot about your organization’s ethics. It’s probably not only about relaxation rooms, modern interior, and through-floor tunnel slides. It’s about conveying your organization’s ethos and values. It’s about bringing happiness at the workplace, positively impacting employees’ mental health and dramatically boosting productivity. This crucial element (friendly work environment) is a tremendous opportunity to express your culture and showing future employees that your Brand cares about them more than just the bottom line.

Funds for aspiring young firms necessarily won’t stretch to

Brands like Google try to include amenities like an open-air swimming pool, indoor football pitch, and climbing wall. But for smaller businesses even with a limited budget, it's possible to craft a well thought out working space which can respond to individual needs and ensure the simple things. Start thinking from minor elements like the layout, comfortable working temperature, and good lighting. People wouldn't feel productive in a dark and cold corner.

If a new office is needed to give you the space you need to recruit then think about its location. Are there good places to eat and drink nearby? Is it close to any green spaces where the team can go to unwind on lunch breaks? Can you get to it easily on foot or by bike? Or will it condemn everyone that works for you to a daily two-hour traffic jam and the lingering aftermath of road rage that comes with it?

If done right, your office environment can be a key selling point to potential employees. A place that makes them think like "I really want to work here" when they walk through the door!

Salary isn't the only thing

Give more, get more, right? Well, perhaps, to a certain extent, but the salary really isn't everything.

Net salary will always be the core component of an employment package, but other great incentives such as training, conference budgets, funded professional development, regular social days out, pension contributions, gym memberships or life assistance products can make your offering more enticing without breaking the bank.

Look at government and local authority schemes which can help you as an employer to provide support to employees with things like childcare, cycle to work schemes and retirement planning. Showing genuine care for people and providing an employment package that helps to support employees in their lives inside and outside of work tells people that they will be well looked after in your organization.

Another concern is immigration law policies. There is a lot of struggle for employees with an H1-B visa when they get terminated. In such cases, employers must draft all the steps they have taken to comply with immigration law. “Employers are recommended to particularly address the specific requirements affecting H-1B employees to avoid additional liability,” told Cambodia Visa Online.

Advertise the business and job vacancies

I'm pretty much sure that your HR Department keeps updating Career Page, manage social media profiles (LinkedIn, in particular), Glassdoor and Indeed profiles. I liked Siofra Pratt’s post regarding this subject for advertising job vacancies.

You must know Microsoft Office, or you must know SAP and possess good communication skills are essential... While being clear in describing the skills you are looking for from candidates is important, the role of a careers page or job description is not just to tell people what they need to be able to do. It’s to show people why they would be much happier doing it for you!

Your clients and employees are recruitment assets.

Good employees want to work for good clients. Shout about the good clients/customers you work with, the great work you have completed for them and the fantastic future opportunities these relationships may yield. Potential employees already understand the job, so get them excited about the work! Whether they will be working for multinational brands or supporting key local players, demonstrating that the work they will be doing matters might be the difference between working for you or jumping on board with one of your competitors.

In much the same way, your current employees are ambassadors for your company. If potential recruits see engaged, motivated, happy people in your employment it can go a long way towards casting aside any doubts they might have about your organization.

Adapt the mere interview process

The interview will often be the first time you meet the people that want to work for you. They should leave with the hunger to work for you even more, not the sense of apprehension or uncertainty. Use interviews as a chance to show your company's human side; a good interviewer sells your company and the people within it, while simultaneously appraising the candidates’ suitability to be part of it.  A positive interview experience creates a feel-good factor and will develop positive word of mouth and recommendations amongst candidates. Even candidates unsuccessful in getting the role will take away a positive memory.


It's also a nice approach to get back to people (via Email/LinkedIn/Twitter) to provide genuine feedback. For job seekers, looking for new career opportunities can be a stressful experience, and on top of that, rejections can hurt. Be sure you pick out the best from the interviews and be constructive in your assessment of areas you think they can raise. Your response here will help someone be better at what they do, and once they polish their skills, they can be a great asset for you in the near future.


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