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Always Be Hiring

Prior to becoming President of CCA Member Solutions and The Bike Cooperative, Lindsay Gaskins had her fair share of experience in a high-turnover industry. As an entrepreneur in the retail space, she saw firsthand just how necessary it is to constantly build a high-performing team.

In 2015, I had 42 retail stores operating across the country and I experienced how drastically different store results could be, based solely on the quality of people that had been hired. Even though all stores had the same merchandising and marketing plans, stores with higher quality, more engaged teams generated sales results that were over 30% greater year-over-year, compared to stores with lower quality, less engaged teams.

For small businesses to be successful in such a dynamic marketplace, they need to be one step ahead of the next busy season, turnover, or economic dip. If you want to win, you have to have the best team out there.

You can have a great idea, a product in high demand, and the energy and momentum behind your idea; but, until you assemble, maintain, and keep a high-functioning and engaged team, your business will not reach its potential.

The best way that leaders can help businesses grow a high-performing team is to encourage them to always be hiring – and better yet,  providing them with a solution that makes the process faster and easier.

Here are a few more lessons I’ve learned along the way.

Invest in hiring early on, always be hiring

Most people spend less than 5 years in a job before moving on to the next according to the U.S. Bureau of Labor Statistics

Be proactive.

Small business owners usually wait too long to invest in hiring. If your members are looking for substantial growth, encourage them to post jobs before they feel 100% ready. Their teams might be solid and successful today, but good employees move, get sick, or switch career paths all the time. It’s always better to be over-prepared than under-prepared. Business owners need to change the habit of waiting until someone leaves a position to think about hiring. We all would wish employees would give enough notice to allow us to fill a position they are leaving. The reality is that in this competitive market we would be lucky if they give us two weeks’ notice. As every successful coach will tell you, it is important to have skilled players on the bench waiting in case some of your starting lineups are taken out of the game. We need to have the same mentality in business.

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Invest in the right technology

Don’t make hiring more time consuming or difficult than it needs to be. Technology is ever-evolving and there are effective and intuitive platforms that can make our jobs easier. The only way members can compete and operate in this ever-changing business landscape is to use tools that will enhance effectiveness and give a competitive edge. By providing them with optimized job templates, workflow management tools, and metrics for success, you can help members onboard employees in less time, with fewer headaches.


Good ideas come from collaboration.

Encourage your members to create a referral system for their business, or create a referral practice within your network. Many of my best employees have come from referrals from my existing team or other colleagues and acquaintances. Good and talented people generally know good and talented people.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.”

– Lawrence Bossidy

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