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Kathryn Woof
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Kathryn Woof is the Co-Founder/MD, Client Solutions of 33 Talent.

33 Talent has been a member of Collective Works for over 4 years now, and one of the reasons we love it here is because the team takes away so much of the work we’d have if we had our own office space. Every little thing they do for us every day - from maintaining internet and phone lines, to collecting the mail, to providing gorgeous meeting spaces to use with our visitors - takes away work we’d otherwise have to do ourselves, and for a small business, is worth every penny.

We use the same concept with our own clients (some of whom are fellow Collective Works members) but of course our focus is on all things recruitment & HR and related, rather than office space! Small business owners in general don’t have the budget to hire a dedicated HR person, or spend money on recruitment fees every time they want to hire a new team member, and they definitely don’t have the time to take care of sourcing/hiring/managing/attracting new employees themselves.

Our solution? HR support as and when you need it, usually on a subscription basis to keep costs low, 100% tailored to your needs and budget. Interested? Contact rachel@33talent.com or view our solutions.

33 Talent

August 22, 2017

8 Tips to Grow Your Team (for Singapore-Based SMEs)

As a small business owner, you end up wearing many hats: sales, marketing, operations, HR…. If you’re just running a one (wo)man band it’s often manageable, but as soon as you start hiring new team members, the likelihood is that doing ALL of these jobs at once, as well as managing your new team, is really going to take its toll on your time and take you away from doing whatever you set out to do when you set up your business.

HR is usually one of the hardest of these areas to get right, but one of the most business critical.

Below are some time saving tips for you to use next time you’re thinking of adding a new member to your team.

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1. Focus On Results

Don’t fall into the trap of setting fairly meaningless criteria in your job ads (“must have 10 years’ experience”). Instead think about what business problem you need someone to solve, whether that’s within your business, or for a client, and tell that story in your job advert.

By focusing on the results you need from your new hire, you are more likely to attract the right people to your team.

2. Don't Break the Law

If you haven’t heard of the Fair Consideration Framework, you can brush up here. Ignore it, and risk getting blacklisted by MOM. Advertise all your roles on Jobsbank to increase your chances of hiring a local. If you do end up needing to apply for an EP you NEED to show you’ve properly reviewed local candidates first.

3. Your Time Is Precious…

If you get a lot of applicants for a role, it doesn’t make sense to invite everyone in for a face-to-face interview straightaway. Instead give each applicant who meets your criteria a 5-10 min call to find out a bit more about them. You’d be surprised how revealing that will be, everything from how they answer your call, to the way they articulate why they applied to the role, can tell you a lot about whether they’ll be right for you. Then, if they impress you, invite them to meet in person.

As a rule of thumb, you’d want to have at least 2 meetings with someone before you offer them a role. Try to do one in a formal interview setting, and one in a more casual setting and get any other team members to meet them too, to get a more rounded perspective.

4. …So Is Theirs!

On the other hand, don’t drag the interview process out too long or you’ll miss out on the best talent. 3 weeks is usually the longest we would advise you take to make your decision, from the candidate’s first interaction with you.

5. Protect Your Rep

This goes without saying, but EVERY interaction with applicants is part of your personal and company branding. Word spreads fast in Singapore (6 degrees of separation is more like 2 or 3 degrees here) so make sure you leave ALL applicants with a good impression of you and your company, or you could risk getting the wrong kind of reputation. Reply to everyone who applies, and don’t mess people around. Honesty and prompt decisions go a long way in protecting your reputation.

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6. Make a Fair Offer

If you’re a small, new business you might be a more risky option for new employees, as opposed to them joining a big, well established corporate. Make sure you make an offer that is fair and enticing (and that you can realistically afford) to help mitigate the risk they are taking by joining your young company. (There are a ton of salary guides online to help you work out what is a fair salary, 33 Talent produces a yearly guide for the Digital & Comms industry).

7. Have A Plan

Onboarding is one of the MOST important parts of the hire to get right. If someone turns up on their first day and you leave them sitting around doing nothing, waiting for you to have a few minutes free, the new job buzz is going to die a quick death. Make sure you have a clear plan for their first week/month/quarter and beyond, or even better get them to present you with a plan for what they want to achieve in their first week/month/quarter and then work together to pad it out. Here's a relevant article: Onboarding: how to make it meaningful.

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8. Outsource

All the above solutions are a good short term solution to saving some time, but if you want to grow in a sustainable way you’ll likely need to find a trusted partner to work with. Just like you use Collective Works to take care of your office needs, outsourcing your HR needs to an expert can save you a lot of time and money in the long run. Ask around for recommendations or *self-promotion time* check out what services 33 Talent provides by checking out our author page!

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ABOUT THE AUTHOR
Kathryn Woof is the Co-Founder/MD, Client Solutions of 33 Talent.

Small business owners in general don’t have the budget to hire a dedicated HR person, or spend money on recruitment fees every time they want to hire a new team member, and they definitely don’t have the time to take care of sourcing/hiring/managing/attracting new employees themselves.

33 Talent provides a solution of HR support as and when you need it, usually on a subscription basis to keep costs low, 100% tailored to your needs and budget.

Visit her author bio page to find out more about Kathryn and connect with her social profiles.

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