Speaker 1: Hi, I'm Britney Saunders, and welcome to today's bonus episode
Speaker 1: of Big Business. I have so much to say about business,
Speaker 1: so how fitting for me to have a bonus episode
Speaker 1: every single week. In these episodes, I'll be answering questions
Speaker 1: submitted directly from you guys in my Big Business DMS.
Speaker 1: I'll also be talking about other random topics or perhaps
Speaker 1: delving further into topics from my main episodes. And as
Speaker 1: I always say, time is money, so let's get straight
Speaker 1: into answering these questions. Question one, how do you get
Speaker 1: your staff to give a fuck about your business as
Speaker 1: much as you or really just enough?
Speaker 2: In general? I feel like I did touch on this.
Speaker 1: If I had to put it in a nutshell, I
Speaker 1: would never expect my staff to care about my business
Speaker 1: as much as I do, because that's not their job.
Speaker 2: That's not what they're getting paid for.
Speaker 1: If they are going to be as equally as passionate
Speaker 1: about fate as me, great, I'm going to take that.
Speaker 1: But I would never expect them to be on the
Speaker 1: same level as me, because when you're a business owner,
Speaker 1: you're a freak, like it's your life. I don't have
Speaker 1: a life outside of fate. Whereas my employees definitely do.
Speaker 1: But again, I think getting your staff to give a
Speaker 1: fuck about your business all comes down to that company culture.
Speaker 1: You want to give them a job that they enjoy doing.
Speaker 1: You want to set them up in an environment that
Speaker 1: they enjoy working in. I feel like that's on you
Speaker 1: as a business owner to set that environment, set that
Speaker 1: company culture, and from that you are going to see
Speaker 1: staff that are going to enjoy what they're doing. They're
Speaker 1: going to want to do the work, They're going to
Speaker 1: be motivated. They've got amazing coworkers. I feel like staff
Speaker 1: enjoying their job and wanting to work there is one
Speaker 1: hundred percent on the owner. Next question is a great one.
Speaker 1: Do you have a final say on every hire? No?
Speaker 2: I used to.
Speaker 1: I used to do every single hire in the business,
Speaker 1: But I've gotten a little bit busy and we've got
Speaker 1: a lot of managers now in every single area of
Speaker 1: our business. So all managers, depending on what area they
Speaker 1: are in in the business, they do the hiring. So
Speaker 1: our store managers hire out their casuals, our office team
Speaker 1: we have people in the office that do the hiring.
Speaker 1: So I no longer have the final say, which is
Speaker 1: a very scary thing, especially to go from starting this
Speaker 1: myself and hiring every single person to now not having
Speaker 1: any part to do with the interview process and I'm
Speaker 1: just meeting that person as they walk through the door.
Speaker 1: Like it's scary. It's like, oh my god, what if
Speaker 1: this doesn't work out? But again, you just have to
Speaker 1: put your trust into your team and let go of things.
Speaker 1: As a business owner, how long is your training and
Speaker 1: onboarding process? I think it depends on the area of
Speaker 1: the business that someone has been hired in. We have
Speaker 1: a bit of a structure with how our interviews work.
Speaker 1: During covid started doing the first round of interviews on
Speaker 1: Zoom or Google Meet or whatever, and we've kept it
Speaker 1: that way. So we shortlist all of our applications. We
Speaker 1: send out a questionnaire first on this website called jotform.
Speaker 1: If you don't know what that is, it's great. You
Speaker 1: can just create any form and have people feel it out.
Speaker 1: So we send out a jotform for shortlisted applicants because
Speaker 1: we like to see if people can give us written answers,
Speaker 1: Because we always say if someone can't give us a
Speaker 1: written answer, then we're not even gonna bother wasting our time.
Speaker 1: Interviewing them and we're looking you know, it's good and
Speaker 1: the questionnaire is really simple. By the way, it might
Speaker 1: just be like five questions. It might be why do
Speaker 1: you want to work at Fate? You know, whatever the
Speaker 1: questions are. We change them up for each role. And
Speaker 1: if someone's writing back to us and they say I
Speaker 1: just want a job like then maybe we're not going
Speaker 1: to waste our time then doing the next interview, So
Speaker 1: that's one thing that we do. We then have the
Speaker 1: Zoom or Google interviews, and then the third round will
Speaker 1: be a face to face interviews, so there's essentially three
Speaker 1: parts of our interviews. There might even be a physical
Speaker 1: trial element of the job, just depending on what it is.
Speaker 1: If they're going to be working with our customers, we
Speaker 1: might get them in for a trial just to make
Speaker 1: sure that they can interact with our customers. But all
Speaker 1: in all, how long is it a good month?
Speaker 2: I'd say, but it depends on the role.
Speaker 1: Some are more easy and people can get straight in,
Speaker 1: but others we will spend a really long time hiring
Speaker 1: for For me personally, I hate when a business or
Speaker 1: an employer gets you to like have to do like
Speaker 1: a written answer or some of them, especially when you're
Speaker 1: in media, get you do like essays, oh no, we're
Speaker 1: not doing any of that. I would hate that too.
Speaker 1: The reason why I get that it's annoying. But the
Speaker 1: reason why we do it is because we never used
Speaker 1: to do that. So like we would short list people
Speaker 1: on Seek, which is where we put all of our ads,
Speaker 1: and then we'd book them all in for that first
Speaker 1: Zoom interview. But then you'd waste your time with so
Speaker 1: many people on these calls who clearly just they've just
Speaker 1: applied just cause like you know, they don't. And whereas
Speaker 1: with us especially, we're always looking for people that are
Speaker 1: like passionate about the brand.
Speaker 2: And then you jump on this Zoom call.
Speaker 1: You've set up a time, like everyone's getting paid to
Speaker 1: be on the call, and it's like, so tell us
Speaker 1: a bit about yourself and why you think you'd be
Speaker 1: a great fit for Faith, and they're like, oh, I
Speaker 1: don't know, like and they haven't done their research. So
Speaker 1: we've found by sending out that questionair mind you it's
Speaker 1: only tiny. It might even be like some the questions
Speaker 1: in what three words would your friends describe you? Like,
Speaker 1: it's just little things like that because we just find
Speaker 1: it weeds out those people that especially have just like
Speaker 1: some people just apply for jobs, like they don't even
Speaker 1: look at what they're applying for. So as annoying as
Speaker 1: it is, Xander, we do it so that we save
Speaker 1: our time in the future. I'm going to make you
Speaker 1: feel out a survey for this podcast. Another one, how
Speaker 1: do you manage your resignation process? What's your policy around this?
Speaker 1: I feel like this is a tricky question because it
Speaker 1: depends on the situation. It depends on the employment type.
Speaker 1: It also depends on the employee's contract, because everyone has
Speaker 1: a contract. But for like our full time roles, for example,
Speaker 1: it's pretty standard, like we just ask that they give
Speaker 1: their two weeks notice or whatever, and then we try
Speaker 1: our best to you know, have a handover happen in
Speaker 1: that two week period. But it's always really tricky and
Speaker 1: it's dependent on the situation, especially if it's someone resigning
Speaker 1: that I guess hasn't been the best fit for the
Speaker 1: company or business. Like there's been instances where I'm like, like,
Speaker 1: thank you for letting us know, and like you don't
Speaker 1: need to come in for the two week periods. So
Speaker 1: it's totally dependent on the situation. Okay, I've got two
Speaker 1: more questions. Do you still have that sick feeling when
Speaker 1: you know you have to fire someone? Yes, I get
Speaker 1: that sick feeling. It's not often put on me to
Speaker 1: do the firing because we do have so many managers
Speaker 1: now within our business. I've kind of gotten out of it,
Speaker 1: but if our managers do need support in that, of
Speaker 1: course I'm going to be there. But I've even had
Speaker 1: to hand out warning letters when people have done stuff
Speaker 1: that's like significantly you know, bad, and I get that
Speaker 1: sick feeling. Like I don't think it ever goes away.
Speaker 1: You definitely learn to become better at it and you
Speaker 1: know that this is for the best and that's what
Speaker 1: you have to tell yourself. But I still like psych
Speaker 1: myself out before I know I'm going to have that
Speaker 1: one on one with someone, because you know, when you're
Speaker 1: handing out a warning letter, you've got to give them
Speaker 1: like twenty four hours notice and give them the option
Speaker 1: to have a support person there with them if they
Speaker 1: want touch would no one ever has, because I'd be
Speaker 1: really awkward. But I don't think it ever so it
Speaker 1: gets easier. You just learn to handle it better, and
Speaker 1: it does make you feel sick. And I always say
Speaker 1: to my staff as well, like when they first come
Speaker 1: on board with us, like we're very open with our employees,
Speaker 1: and we say like we never want to have to
Speaker 1: do things like that. We never want to have to
Speaker 1: hand out a warning letter. And even when I've given
Speaker 1: them to stuff, I say, I don't want to be
Speaker 1: doing this, but I kind of have no choice, Like
Speaker 1: this sucks for both of us. I never want to
Speaker 1: freaking do that, but it's just part of it. And
Speaker 1: the last question, red flags to look out for when hiring.
Speaker 1: There's so many, And we were just chatting here in
Speaker 1: the studio and we were saying, when you meet someone
Speaker 1: in your interviewing them, I feel like you know immediately
Speaker 1: if they're a yes or and no. It's like it's
Speaker 1: a first impression, and first impressions are absolutely everything. But
Speaker 1: I think I'll save that for a future episode and
Speaker 1: we can run through the red flags to look out
Speaker 1: for when hiring. And you want to know what the
Speaker 1: scary thing is about that people's red flags can come
Speaker 1: out later. People's red flags can come out later. And
Speaker 1: I've experienced that as well, all right, So that is
Speaker 1: all the time that we have for today's bonus Big
Speaker 1: Business episode and if you want to have your say
Speaker 1: on a bonus episode, if you want to ask me
Speaker 1: a question, be sure to slide into my DMS. Just
Speaker 1: look me up on Insta Big Business Podcast and I'll
Speaker 1: be back on Monday with my next main episode