Happy Healthy Wealthy Entrepreneurs

Earlier this year, Keepers founder, Ross, was asked to join together with a number of other leading entrepreneurs to compile a chapter for the book, Happy Healthy Wealthy Entrepreneurs. This project was started by Sales for Startupsfounder, a friend of Keepers, and all-around business development powerhouse, James Ker-Reid, and features contributions from 13 of the top startup entrepreneurs in the country.

As Ross has seen the full recruitment process as a recruiter, business leader in a large organisation, and as a founder growing Keepers, his insight on the process can add to the knowledge of even the most experienced leaders. In his chapter in Happy Healthy Wealthy Entrepreneurs, Ross delves into the process he goes through to bring on great people and the simple, actionable strategies that can be used to improve hiring and retention within businesses.

To celebrate the launch, we spoke to Ross about his chapter:

Q: When you were asked to put a chapter together for the book, was immediately obvious what you were going to write it about?

Actually, no. There’s so much that you have to think about as a startup founder, and it all feels incredibly important! I didn’t want to go down the people route as it’s a bit obvious for me to talk about it. However, your people are your business and will make or break your success.

Q: You split the chapter between securing the right people and retaining them; how do you think traditional recruiters have missed out on the retention part?

Traditionally recruitment is built on the fundamentals of a fee per person that they place. Hence hiring is the only part that generates revenue. We embed into businesses and focus on scaling the business through talent. Of course, a large part of what we do is recruitment, but we also focus on advice on how to retain great talent. As our fee model is a flat monthly fee for a managed service we are looking at all avenues to grow the business.

Q: Data shows that most people leave their job due to a bad manager, but usually people are trying their best to be great managers. What tips would you give leaders to ensure they don’t accidentally become a nightmare to work for?

There are 3 key things that people can follow to have the best chance of success:

Get to know your team. What do they want to achieve, why, and how can you help?

Follow through – Do as you say you are going to do and put things in writing.

Be there – make time for your people

Q: How did your relationship with the team change when you took paternity leave?

We have built a relationship of trust and reliability. I delegated more and the team was fine! I tried my best not to speak to them and take the time to spend with my new born and my wife, but that was tough!!!

You can pick up a physical or Kindle copy of the 5-star reviewed book on Amazon.