The employment landscape has changed dramatically over the last ten or fifteen years or so. Millennials are those who are coming into the world of work now have different priorities to their predecessors. Not for them the notion or working for a large corporate entity and squeezing their chances for real fulfillment into the days that constitute their annual holiday or weekends. Social Enterprises are ideally placed to capitalise on an increased desire to find meaningful work and purpose. How can they do this? Below are six steps.
1. Focus on your WHY
The first step is to focus on your WHY. Simon Srnec covers this point brilliantly in his TED talk here. For any Social Enterprise your WHY will be your social vision.  Any prospective employee must be committed to the cause and share your focus and values.
2.  Understand precisely the role you are recruiting for
Write a job description that includes the current tasks of the role but also tasks / responsibilities that will be needed as your enterprise grows. Use existing employees as a referral network for possible candidates. Any new recruit needs to fit into the vision you have for your organisation in 3 – 5 years time.
3. Aim High
A job in a Social Enterprise is a highly attractive career choice offering so much more than just financial remuneration.  You should intend to recruit the very best talent available – talent that will enable you to grow your social enterprise and deliver even more social impact.
4.  Work ethic
Any prospective recruit should combine commitment to the cause with a strong work ethic and the right mindset. Typically Social Enterprises and Social Businesses are relatively lean organisations – every staff member will need to contribute fully to the social vision.
5.  Recruitment process should reflect your values
Recruitment should not be seen as series of tests that the prospective employee needs to pass. This is not simply a job description and CV matching exercise. Instead, think of it as a two way process. Allow open Q&A sessions set up an opportunity for the potential recruit to meet existing team members and attend events.  Give them an overview of real projects and initiatives and what their daily ‘to do’ list will look like.
6.  Review their online profile
Review the online activity of your potential new recruit. People usually reveal their true character online and it will help you form a rounded perspective. Please note – you’re not specifically looking for embarrassing status updates or photos. This review is also great for identifying those individuals who are already part of large networks: networks that could prove ideal for the dissemination of any campaigns or initiatives.
The last words to Peter Schutz*,
“Hire character. Train skill.”
We hope you have found this information useful.  Are you about to recruit for your Social Enterprise? Have you faced any specific challenges? We would love to hear your plans. You can let us know by tweeting @hubwestminster or emailing us via
Best wishes
Impact Hub Westminster Team
*Peter W. Schutz was the president and CEO of Porsche, USA between 1981 and 1986