Before jumping on the recruitment train,
conduct staff performance reviews to know how well your staff are meeting the
expectations in their job description;
get their take on, and understand which areas are working well and which ones
need improvement. You will also discover which staff are keen to take on more
responsibility, and who could benefit from training – either to update the
skills they need for their current job or to help them with their career

To include career planning and development in your
performance appraisal process has tremendous all-round advantage. On the one
hand, your business will benefit from qualified, capable and experienced
employees who are available to take on more skilled and responsible roles when

On the other, staff will benefit from identifying
their career goals, possible future job opportunities and personal improvement
requirements. This last boosts morale and inspires better contribution to
business success; you keep good staff and improve upon your offerings, customer
satisfaction, profit, and reputation by having a more qualified, engaging workforce.

Observe and evaluate staff members while they perform
their job. Seek process improvements that increase efficiency levels; reduce
time and cost by removing tasks which add nil value to the final product. As
part of a team that worked to review a bank’s systems and procedures, I witnessed
reduction in the time it took to raise a Banker’s cheque to a maximum of 6 minutes.
The logic was simple: where the transaction was initiated by the customer in
whose account the money was already domicile, there was no need for the branch
manager’s approval. This freed him/ her to be effective as Chief Marketing and
Relationship Officer of the branch, visiting clients and pursuing new accounts.

surveys and skills questionnaires to capture employee information
[You may not be aware that some have acquired more
skills via personal developmental courses etc.].

By recognition of prior learning
[RPL] you identify staff skills and knowledge, regardless
of whether they were attained through formal training or on the job.

Good leaders listen. Hold
group discussions with employees and supervisors. You will learn that when encouraged to
ask questions, employees make suggestions, seek more responsibilities, and are
excited about contributing to the bottom line.

At end of these suggested exercises, anddepending on the
requirements for the role, you might consider employing a:

permanent[full- or part-time]employee;

casual employee;

trainee or apprentice;

contractor [established in the business and working for a fixed term];

temporary employee [possibly through an employment agency].