Job done!

In my opinion, staff are my biggest asset. They not only produce the signage that we sell but they are also in constant communication with our current and potential customers. If they create the right impression by being professional and producing high-quality signage, we'll retain our customer-base and increase our earnings.

When I started my search for staff, the marketing team at head office were a huge help. They produced recruitment adverts for the local press, organised online advertising on a recruitment website and uploaded material onto the Signs Express website. Operations director Peter Sayles was even involved. He helped me devise the right questions to ask candidates during interviews and the support team were also on hand when it came to discussing the particular merits and suitability of interviewed candidates.

Local advertising generated a good response for trainee sign-makers but the skill-base for experienced sign-makers was very thin and an initial concern. The first applicant wasn't really suitable but the second appeared to fit the criteria. However, she had already accepted a job elsewhere and felt that she couldn't go back on her word. I have to admit I was beginning to get a little nervous about where I would find the right candidate, but then I received an application from a man who had just returned from Spain where he had worked for his father's signage business. Ben had seen my advert in the Huddersfield Job Centre and promptly applied. The timing was perfect and I didn't hesitate in taking him on.

The position for trainee sign-maker wasn't such a concern. I had several candidates who appeared suitable for the role, but Chris stood out, not only because he was well presented and knowledgeable, but also because he had a background in design.

I was advised by head office to take both Ben and Chris to Signs Express (Sheffield) so that both lads could see a typical Signs Express centre and have the opportunity to try out some hands-on vinyl work.

Even though Ben had all the experience I needed, I also sent them both to head office for two days of intensive training, which covered centre management, application, and how to use Gerber Omega Composer software. It was invaluable, particularly for Chris who gained some experience before going live on genuine orders.

As soon as my production team was in place it was important to really get to grips with the applications I had received for the part-time telemarketer. Some of the candidates just didn't seem capable of holding a conversation let alone gaining the interest of prospective customers.

I even had interviewees who never showed up. I then had two applicants that I actually took on one after the other, who seemed to be confident and chatty, but once they were making live phonecalls they froze.

Eventually I found Sam, who without any previous telemarketing experience has slipped perfectly into the role. I initially briefed her to win appointments aimed at introducing Signs Express to potential customers in my area, whether they had current requirements or not, but Sam was getting me so many appointments that we had to refine our objectives and only make appointments if there was a current signage requirement.

She is still proving a very successful member of the team and helping to get valuable routes into businesses.
It wasn't easy to get the right staff and I don't exactly relish the thought of the recruiting process in the future, but I do value the results that I am now reaping from carrying it out thoroughly.