As a specialist recruiter in the Commercial Sector, we are often sought out for specific advice about building high performing  teams; we wondered if you might have that question too?

Here are our suggestions from many years of working with our clients to enable them to build their [sector] teams.

 

1.Building and Developing Your Team Composition

Focusing on composition is a great way to launch your strategy for a [sector] high-performing team. However, it’s essential to start as you mean to go on. This means not only hiring the right people but also giving those people a clear vision of what they need to do to succeed in your company.

A strong vision ensures that everyone is firmly situated on the same path from the moment they start working with your organisation. For instance, ask yourself:

  • Are you the kind of business that cares more about results, or method?

  • Do you encourage innovation and curiosity, or prefer a focus on tried-and-tested techniques?

  • Do you have a “why” for your business beyond the quest for profits? What is it?


The vision driving your team can be an essential source of motivation and support. Not only can an explicit goal help your hires to make critical decisions for themselves, but it can also inspire them to go above and beyond when they feel an affinity with your goals. This is particularly true for Millennial, and Gen Z hires, who like to know that their contributions are making the world a better place.

Your vision can even help you to put “best practice” guidelines in place for your staff to follow when they encounter a problem or need help. For instance, do you want new hires to seek help from managers when they’re lost, or turn to a team mentor? The more guidelines you have in place, the more productive your team will be!

 

2. Write a Compelling Job Description

 

While your employer brand will begin to attract hires in your sector through social media platforms and review websites, it doesn’t replace the standard job description.

A dynamic job specification gives your recruitment company something to entice candidates with, connecting the dots between a candidate’s ambitions, and the opportunities your organisation can offer.

If you’re hoping to work with talent in a competitive space, then you’ll need to design a description of your role that stands out. This means figuring out what’s going to speak to your preferred applicant. Remember to:

  • Sell your position with useful hooks: Talk about your salary and benefits, outline the skills you need for the role, and provide plenty of descriptors that show your would-be employee what’s in it for them.

  • Use appropriate keywords: In today’s fast-paced job market, many potential hires will simply scan a description searching for the right terms. Make sure that you use the right words like [sector position] or [sector position] when trying to attract new people.

  • Make sure your description aligns with your employer brand: Use this important document as an opportunity to show what your company is all about. Highlight the nature of your business and what it can bring to your recruits.

3. Use Profiling Tools


Your employer brand and job description can help to sell your company and convince top-tier talent to agree to an interview. However, once you’ve got those candidates in front of you, how do you make sure they’re right for the role?

Around 18% of companies turn to personality tests in the hiring process. That number is growing as more organisations begin to recognise the power of profiling. While a [CV/Resume] will give you a good insight into what a candidate is capable of, and the right questions reveal plenty of useful data, personality profiling can be vital in achieving the ideal team composition.

 

4.Create a Company Culture


According to the Head of Industry at Google, Paul Santagata, “there’s no team without trust”. Building and developing your team starts with establishing the right atmosphere in which employees can thrive and grow. For instance, in Google’s two-year team performance study, they found that a culture of “psychological safety” - believing you won’t be punished for small mistakes - allows for better creativity and risk-taking.

For instance, the ANZ bank published an incredible case study of how employee attitude changed when the brand altered its culture. In the first two years, productivity in meetings went from 61 to 91%, and revenue per employee improved by 89%.

Why not check out are article on culture boarding in a virtual environment here.

If you are struggling to find great  candidates right now, and you would like to have a conversation about where to focus your candidate search next or to find out how we can help you with your recruitment process let’s talk.

 

Can We Help?

Can we help? We have placed and filled over 100,000 temp and permanent assignments over the last 29 years so have a range of techniques, ideas and platforms which could help you. Why not call us on 0113 367 2880 have a conversation with one of our team. Alternatively drop us an email here or check out are Testimonials and Case Studies.

 

 

About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry