1 00:00:04,160 --> 00:00:07,480 Speaker 1: Hi, I'm Britney Saunders, and welcome to today's bonus episode 2 00:00:07,520 --> 00:00:10,840 Speaker 1: of Big Business. I have so much to say about business, 3 00:00:10,840 --> 00:00:13,119 Speaker 1: so how fitting for me to have a bonus episode 4 00:00:13,240 --> 00:00:17,600 Speaker 1: every single week. In these episodes, I'll be answering questions 5 00:00:17,760 --> 00:00:21,439 Speaker 1: submitted directly from you guys in my Big Business DMS. 6 00:00:21,480 --> 00:00:24,680 Speaker 1: I'll also be talking about other random topics or perhaps 7 00:00:24,920 --> 00:00:29,320 Speaker 1: delving further into topics from my main episodes. And as 8 00:00:29,360 --> 00:00:32,000 Speaker 1: I always say, time is money, so let's get straight 9 00:00:32,000 --> 00:00:38,959 Speaker 1: into answering these questions. Question one, how do you get 10 00:00:38,960 --> 00:00:41,320 Speaker 1: your staff to give a fuck about your business as 11 00:00:41,400 --> 00:00:43,160 Speaker 1: much as you or really just enough? 12 00:00:43,159 --> 00:00:45,320 Speaker 2: In general? I feel like I did touch on this. 13 00:00:45,960 --> 00:00:47,440 Speaker 1: If I had to put it in a nutshell, I 14 00:00:47,440 --> 00:00:51,040 Speaker 1: would never expect my staff to care about my business 15 00:00:51,040 --> 00:00:53,560 Speaker 1: as much as I do, because that's not their job. 16 00:00:53,880 --> 00:00:55,320 Speaker 2: That's not what they're getting paid for. 17 00:00:55,560 --> 00:00:57,880 Speaker 1: If they are going to be as equally as passionate 18 00:00:57,920 --> 00:01:00,480 Speaker 1: about fate as me, great, I'm going to take that. 19 00:01:00,720 --> 00:01:03,920 Speaker 1: But I would never expect them to be on the 20 00:01:03,920 --> 00:01:05,800 Speaker 1: same level as me, because when you're a business owner, 21 00:01:05,800 --> 00:01:08,520 Speaker 1: you're a freak, like it's your life. I don't have 22 00:01:08,600 --> 00:01:11,959 Speaker 1: a life outside of fate. Whereas my employees definitely do. 23 00:01:13,200 --> 00:01:15,840 Speaker 1: But again, I think getting your staff to give a 24 00:01:15,840 --> 00:01:18,560 Speaker 1: fuck about your business all comes down to that company culture. 25 00:01:18,800 --> 00:01:21,080 Speaker 1: You want to give them a job that they enjoy doing. 26 00:01:21,120 --> 00:01:22,880 Speaker 1: You want to set them up in an environment that 27 00:01:22,920 --> 00:01:26,240 Speaker 1: they enjoy working in. I feel like that's on you 28 00:01:26,280 --> 00:01:29,200 Speaker 1: as a business owner to set that environment, set that 29 00:01:29,240 --> 00:01:31,759 Speaker 1: company culture, and from that you are going to see 30 00:01:31,800 --> 00:01:34,440 Speaker 1: staff that are going to enjoy what they're doing. They're 31 00:01:34,440 --> 00:01:35,920 Speaker 1: going to want to do the work, They're going to 32 00:01:35,959 --> 00:01:39,160 Speaker 1: be motivated. They've got amazing coworkers. I feel like staff 33 00:01:39,280 --> 00:01:41,840 Speaker 1: enjoying their job and wanting to work there is one 34 00:01:41,920 --> 00:01:45,479 Speaker 1: hundred percent on the owner. Next question is a great one. 35 00:01:45,480 --> 00:01:47,480 Speaker 1: Do you have a final say on every hire? No? 36 00:01:47,960 --> 00:01:48,560 Speaker 2: I used to. 37 00:01:48,760 --> 00:01:51,840 Speaker 1: I used to do every single hire in the business, 38 00:01:52,040 --> 00:01:54,000 Speaker 1: But I've gotten a little bit busy and we've got 39 00:01:54,080 --> 00:01:56,320 Speaker 1: a lot of managers now in every single area of 40 00:01:56,320 --> 00:01:59,640 Speaker 1: our business. So all managers, depending on what area they 41 00:01:59,680 --> 00:02:02,040 Speaker 1: are in in the business, they do the hiring. So 42 00:02:02,240 --> 00:02:05,800 Speaker 1: our store managers hire out their casuals, our office team 43 00:02:05,840 --> 00:02:07,919 Speaker 1: we have people in the office that do the hiring. 44 00:02:07,960 --> 00:02:10,800 Speaker 1: So I no longer have the final say, which is 45 00:02:10,840 --> 00:02:13,480 Speaker 1: a very scary thing, especially to go from starting this 46 00:02:13,600 --> 00:02:17,360 Speaker 1: myself and hiring every single person to now not having 47 00:02:17,400 --> 00:02:19,680 Speaker 1: any part to do with the interview process and I'm 48 00:02:19,720 --> 00:02:21,880 Speaker 1: just meeting that person as they walk through the door. 49 00:02:22,400 --> 00:02:24,000 Speaker 1: Like it's scary. It's like, oh my god, what if 50 00:02:24,000 --> 00:02:25,959 Speaker 1: this doesn't work out? But again, you just have to 51 00:02:25,960 --> 00:02:28,679 Speaker 1: put your trust into your team and let go of things. 52 00:02:28,680 --> 00:02:31,200 Speaker 1: As a business owner, how long is your training and 53 00:02:31,400 --> 00:02:34,480 Speaker 1: onboarding process? I think it depends on the area of 54 00:02:34,480 --> 00:02:37,120 Speaker 1: the business that someone has been hired in. We have 55 00:02:37,160 --> 00:02:39,640 Speaker 1: a bit of a structure with how our interviews work. 56 00:02:41,000 --> 00:02:44,600 Speaker 1: During covid started doing the first round of interviews on 57 00:02:44,960 --> 00:02:47,120 Speaker 1: Zoom or Google Meet or whatever, and we've kept it 58 00:02:47,120 --> 00:02:50,960 Speaker 1: that way. So we shortlist all of our applications. We 59 00:02:51,000 --> 00:02:54,920 Speaker 1: send out a questionnaire first on this website called jotform. 60 00:02:54,960 --> 00:02:56,920 Speaker 1: If you don't know what that is, it's great. You 61 00:02:56,960 --> 00:03:00,040 Speaker 1: can just create any form and have people feel it out. 62 00:03:00,360 --> 00:03:04,360 Speaker 1: So we send out a jotform for shortlisted applicants because 63 00:03:04,840 --> 00:03:07,840 Speaker 1: we like to see if people can give us written answers, 64 00:03:08,120 --> 00:03:10,280 Speaker 1: Because we always say if someone can't give us a 65 00:03:10,280 --> 00:03:13,520 Speaker 1: written answer, then we're not even gonna bother wasting our time. 66 00:03:13,600 --> 00:03:17,480 Speaker 1: Interviewing them and we're looking you know, it's good and 67 00:03:17,600 --> 00:03:19,840 Speaker 1: the questionnaire is really simple. By the way, it might 68 00:03:19,840 --> 00:03:21,720 Speaker 1: just be like five questions. It might be why do 69 00:03:21,760 --> 00:03:25,000 Speaker 1: you want to work at Fate? You know, whatever the 70 00:03:25,080 --> 00:03:26,760 Speaker 1: questions are. We change them up for each role. And 71 00:03:26,760 --> 00:03:29,440 Speaker 1: if someone's writing back to us and they say I 72 00:03:29,560 --> 00:03:31,520 Speaker 1: just want a job like then maybe we're not going 73 00:03:31,600 --> 00:03:33,600 Speaker 1: to waste our time then doing the next interview, So 74 00:03:33,600 --> 00:03:35,880 Speaker 1: that's one thing that we do. We then have the 75 00:03:35,960 --> 00:03:38,800 Speaker 1: Zoom or Google interviews, and then the third round will 76 00:03:38,800 --> 00:03:41,040 Speaker 1: be a face to face interviews, so there's essentially three 77 00:03:41,120 --> 00:03:44,480 Speaker 1: parts of our interviews. There might even be a physical 78 00:03:44,640 --> 00:03:48,000 Speaker 1: trial element of the job, just depending on what it is. 79 00:03:48,040 --> 00:03:49,600 Speaker 1: If they're going to be working with our customers, we 80 00:03:49,680 --> 00:03:51,160 Speaker 1: might get them in for a trial just to make 81 00:03:51,160 --> 00:03:53,760 Speaker 1: sure that they can interact with our customers. But all 82 00:03:53,800 --> 00:03:55,880 Speaker 1: in all, how long is it a good month? 83 00:03:55,920 --> 00:03:57,760 Speaker 2: I'd say, but it depends on the role. 84 00:03:58,280 --> 00:04:00,400 Speaker 1: Some are more easy and people can get straight in, 85 00:04:00,440 --> 00:04:02,560 Speaker 1: but others we will spend a really long time hiring 86 00:04:02,600 --> 00:04:06,320 Speaker 1: for For me personally, I hate when a business or 87 00:04:06,320 --> 00:04:08,680 Speaker 1: an employer gets you to like have to do like 88 00:04:08,720 --> 00:04:11,440 Speaker 1: a written answer or some of them, especially when you're 89 00:04:11,440 --> 00:04:14,280 Speaker 1: in media, get you do like essays, oh no, we're 90 00:04:14,320 --> 00:04:16,479 Speaker 1: not doing any of that. I would hate that too. 91 00:04:16,720 --> 00:04:19,200 Speaker 1: The reason why I get that it's annoying. But the 92 00:04:19,240 --> 00:04:22,200 Speaker 1: reason why we do it is because we never used 93 00:04:22,240 --> 00:04:24,719 Speaker 1: to do that. So like we would short list people 94 00:04:24,760 --> 00:04:26,520 Speaker 1: on Seek, which is where we put all of our ads, 95 00:04:26,920 --> 00:04:28,680 Speaker 1: and then we'd book them all in for that first 96 00:04:28,760 --> 00:04:32,880 Speaker 1: Zoom interview. But then you'd waste your time with so 97 00:04:33,040 --> 00:04:36,880 Speaker 1: many people on these calls who clearly just they've just 98 00:04:36,920 --> 00:04:40,320 Speaker 1: applied just cause like you know, they don't. And whereas 99 00:04:40,320 --> 00:04:42,280 Speaker 1: with us especially, we're always looking for people that are 100 00:04:42,279 --> 00:04:43,440 Speaker 1: like passionate about the brand. 101 00:04:43,520 --> 00:04:45,120 Speaker 2: And then you jump on this Zoom call. 102 00:04:45,160 --> 00:04:47,200 Speaker 1: You've set up a time, like everyone's getting paid to 103 00:04:47,200 --> 00:04:49,359 Speaker 1: be on the call, and it's like, so tell us 104 00:04:49,400 --> 00:04:50,839 Speaker 1: a bit about yourself and why you think you'd be 105 00:04:50,839 --> 00:04:52,000 Speaker 1: a great fit for Faith, and they're like, oh, I 106 00:04:52,000 --> 00:04:54,520 Speaker 1: don't know, like and they haven't done their research. So 107 00:04:54,560 --> 00:04:57,719 Speaker 1: we've found by sending out that questionair mind you it's 108 00:04:57,760 --> 00:05:00,560 Speaker 1: only tiny. It might even be like some the questions 109 00:05:01,200 --> 00:05:03,640 Speaker 1: in what three words would your friends describe you? Like, 110 00:05:03,680 --> 00:05:06,280 Speaker 1: it's just little things like that because we just find 111 00:05:06,600 --> 00:05:09,400 Speaker 1: it weeds out those people that especially have just like 112 00:05:09,440 --> 00:05:11,440 Speaker 1: some people just apply for jobs, like they don't even 113 00:05:11,480 --> 00:05:14,120 Speaker 1: look at what they're applying for. So as annoying as 114 00:05:14,120 --> 00:05:16,120 Speaker 1: it is, Xander, we do it so that we save 115 00:05:16,160 --> 00:05:18,839 Speaker 1: our time in the future. I'm going to make you 116 00:05:18,839 --> 00:05:27,120 Speaker 1: feel out a survey for this podcast. Another one, how 117 00:05:27,160 --> 00:05:30,440 Speaker 1: do you manage your resignation process? What's your policy around this? 118 00:05:30,640 --> 00:05:32,520 Speaker 1: I feel like this is a tricky question because it 119 00:05:32,560 --> 00:05:36,119 Speaker 1: depends on the situation. It depends on the employment type. 120 00:05:36,320 --> 00:05:40,080 Speaker 1: It also depends on the employee's contract, because everyone has 121 00:05:40,120 --> 00:05:43,680 Speaker 1: a contract. But for like our full time roles, for example, 122 00:05:43,680 --> 00:05:46,600 Speaker 1: it's pretty standard, like we just ask that they give 123 00:05:46,640 --> 00:05:49,159 Speaker 1: their two weeks notice or whatever, and then we try 124 00:05:49,240 --> 00:05:52,240 Speaker 1: our best to you know, have a handover happen in 125 00:05:52,279 --> 00:05:54,120 Speaker 1: that two week period. But it's always really tricky and 126 00:05:54,160 --> 00:05:57,440 Speaker 1: it's dependent on the situation, especially if it's someone resigning 127 00:05:57,720 --> 00:05:59,880 Speaker 1: that I guess hasn't been the best fit for the 128 00:06:00,080 --> 00:06:03,120 Speaker 1: company or business. Like there's been instances where I'm like, like, 129 00:06:03,160 --> 00:06:04,880 Speaker 1: thank you for letting us know, and like you don't 130 00:06:04,920 --> 00:06:06,600 Speaker 1: need to come in for the two week periods. So 131 00:06:06,640 --> 00:06:10,120 Speaker 1: it's totally dependent on the situation. Okay, I've got two 132 00:06:10,120 --> 00:06:12,480 Speaker 1: more questions. Do you still have that sick feeling when 133 00:06:12,520 --> 00:06:15,120 Speaker 1: you know you have to fire someone? Yes, I get 134 00:06:15,120 --> 00:06:18,039 Speaker 1: that sick feeling. It's not often put on me to 135 00:06:18,160 --> 00:06:21,320 Speaker 1: do the firing because we do have so many managers 136 00:06:21,360 --> 00:06:23,599 Speaker 1: now within our business. I've kind of gotten out of it, 137 00:06:23,960 --> 00:06:26,240 Speaker 1: but if our managers do need support in that, of 138 00:06:26,279 --> 00:06:28,560 Speaker 1: course I'm going to be there. But I've even had 139 00:06:28,560 --> 00:06:31,080 Speaker 1: to hand out warning letters when people have done stuff 140 00:06:31,120 --> 00:06:35,280 Speaker 1: that's like significantly you know, bad, and I get that 141 00:06:35,400 --> 00:06:37,640 Speaker 1: sick feeling. Like I don't think it ever goes away. 142 00:06:37,680 --> 00:06:40,359 Speaker 1: You definitely learn to become better at it and you 143 00:06:40,480 --> 00:06:42,600 Speaker 1: know that this is for the best and that's what 144 00:06:42,640 --> 00:06:44,479 Speaker 1: you have to tell yourself. But I still like psych 145 00:06:44,560 --> 00:06:46,200 Speaker 1: myself out before I know I'm going to have that 146 00:06:46,240 --> 00:06:48,480 Speaker 1: one on one with someone, because you know, when you're 147 00:06:48,480 --> 00:06:50,200 Speaker 1: handing out a warning letter, you've got to give them 148 00:06:50,240 --> 00:06:52,640 Speaker 1: like twenty four hours notice and give them the option 149 00:06:52,720 --> 00:06:54,480 Speaker 1: to have a support person there with them if they 150 00:06:54,520 --> 00:06:57,599 Speaker 1: want touch would no one ever has, because I'd be 151 00:06:57,640 --> 00:07:00,120 Speaker 1: really awkward. But I don't think it ever so it 152 00:07:00,200 --> 00:07:03,720 Speaker 1: gets easier. You just learn to handle it better, and 153 00:07:03,920 --> 00:07:06,480 Speaker 1: it does make you feel sick. And I always say 154 00:07:06,520 --> 00:07:08,640 Speaker 1: to my staff as well, like when they first come 155 00:07:08,680 --> 00:07:11,600 Speaker 1: on board with us, like we're very open with our employees, 156 00:07:11,640 --> 00:07:13,520 Speaker 1: and we say like we never want to have to 157 00:07:13,520 --> 00:07:15,280 Speaker 1: do things like that. We never want to have to 158 00:07:15,320 --> 00:07:17,080 Speaker 1: hand out a warning letter. And even when I've given 159 00:07:17,080 --> 00:07:19,120 Speaker 1: them to stuff, I say, I don't want to be 160 00:07:19,200 --> 00:07:22,200 Speaker 1: doing this, but I kind of have no choice, Like 161 00:07:22,280 --> 00:07:25,400 Speaker 1: this sucks for both of us. I never want to 162 00:07:25,960 --> 00:07:29,000 Speaker 1: freaking do that, but it's just part of it. And 163 00:07:29,200 --> 00:07:33,000 Speaker 1: the last question, red flags to look out for when hiring. 164 00:07:33,760 --> 00:07:35,800 Speaker 1: There's so many, And we were just chatting here in 165 00:07:35,840 --> 00:07:38,560 Speaker 1: the studio and we were saying, when you meet someone 166 00:07:38,560 --> 00:07:41,000 Speaker 1: in your interviewing them, I feel like you know immediately 167 00:07:41,560 --> 00:07:43,600 Speaker 1: if they're a yes or and no. It's like it's 168 00:07:43,640 --> 00:07:47,000 Speaker 1: a first impression, and first impressions are absolutely everything. But 169 00:07:47,080 --> 00:07:49,160 Speaker 1: I think I'll save that for a future episode and 170 00:07:49,160 --> 00:07:51,760 Speaker 1: we can run through the red flags to look out 171 00:07:51,800 --> 00:07:53,680 Speaker 1: for when hiring. And you want to know what the 172 00:07:53,680 --> 00:07:57,840 Speaker 1: scary thing is about that people's red flags can come 173 00:07:57,840 --> 00:08:03,720 Speaker 1: out later. People's red flags can come out later. And 174 00:08:03,760 --> 00:08:06,920 Speaker 1: I've experienced that as well, all right, So that is 175 00:08:06,960 --> 00:08:09,520 Speaker 1: all the time that we have for today's bonus Big 176 00:08:09,600 --> 00:08:12,680 Speaker 1: Business episode and if you want to have your say 177 00:08:12,800 --> 00:08:14,600 Speaker 1: on a bonus episode, if you want to ask me 178 00:08:14,640 --> 00:08:17,760 Speaker 1: a question, be sure to slide into my DMS. Just 179 00:08:17,800 --> 00:08:21,480 Speaker 1: look me up on Insta Big Business Podcast and I'll 180 00:08:21,480 --> 00:08:26,880 Speaker 1: be back on Monday with my next main episode