APPRENTICE star and West Ham United vice-chair Karren Brady answers your careers questions.
Here, Karren gives her expert advice to a reader who manages a team of seven but is worried they are not very good at selecting successful candidates during the recruitment process.
Q: I manage a team of seven people, and it’s embarrassing to say, but I can’t seem to recruit anyone who stays longer than a year.
I don’t know if it’s bad luck, or it’s just that I’m not very good at selecting successful candidates during the recruitment process.
Can you advise on any pertinent questions I can ask in interviews, or even tips on how to retain talent for longer?
Unfortunately, when it comes to pay rises, my hands are tied, but are there other incentives I’m not considering?
READ MORE FROM BOSSING IT
Eve
A: It’s time to look in the mirror and consider your hiring, onboarding and management styles, Eve.
Recruitment isn’t just about who interviews well – it’s about who fits, thrives in your culture and is motivated to stick around.
So, look to ask questions that dig deeper than skills, such as: “What makes you want to stay somewhere long-term?”, “What type of management brings out your best work?” and “Why did you leave your last role?”.
Pay attention to patterns, and listen not just to what candidates say, but what they don’t say.
Be honest about what the role entails – if candidates only hear the “shiny” parts, they will feel misled.
Then, consider how you can adapt your management style to different personalities and how you can develop your skills.
When team members leave, exit conversations are goldmines for understanding what’s working and what’s not.
If your hands are tied on pay rises, focus on what else keeps people feeling fulfilled – respect, autonomy, challenge and growth.
Give ownership, celebrate achievements and make progression visible.
Build a culture that energises and rewards, and people will want to stay.
- Got a careers question for Karren? Email bossingit@fabulousmag.co.uk.
