1. Recruitment
Planning To Hire A New Employee

2. 1.Planning Employment
Giving someone a job is never easy
Define what you want
Plan for it
A business cannot survive on fixed assets alone
Another very important resource people
Staff turnover rates cause high costs

3. 2.Is A New Position Needed?
The reason for hiring:
A position become vacant
Planning for increased business
A new position has been created
Positions shouldnt be created just because someone is available for employment

4. 3.Have You Reassessed Present Jobs?
Re-evaluate every task:
Is the position necessary?
Can the work be absorbed?
Can a lower paid employee perform the work?
Productivity from this position?
Will the position be value added?

5. 4.What Is Required In The Job?
What sort of person are you looking for?

6. 5.Job Description/Specification
Should be written for every position
Summary of the tasks and responsibilities

7. 6.What Sort Of Person Are You After? - What Is The Selection Criteria?
Person specification
Person skills?
Specific qualifications

8. 7.How Will You Seek Out a New Employee?
Advertising in newspapers and magazines
Referrals from other staff members
Referrals from relatives
TAFE Colleges
Employment Agencies
u

9. 8.What Are The Objectives Of The Position?
What has to be achieved?
Where will the employee work?
How will the employees performance be assessed?
What are the benchmarks?
Assessments made?

10. 9.Why Is There A Vacancy?
You should be prepared for this question

11. 10.What Are The Short Term/Long Term Career Paths For This Position?
Immediate prospects?
Fit into the overall organisation?
Next logical move
Improve themselves or a dead end job?
Career training

12. 11.Where Does The Position Fit In The Business Corporate Structure?
This question could be asked by the applicant
The employer needs to have an answer prepared

13. 12.What Performance Criteria Measurement System Will Be Utilised For This Position?
Judging the employee
Efficiency measures
How often are performance criteria measured?
Will the employee be informed?
What are the benchmarks?
When will the employee be expected to have achieved the required level of performance?

14. 13.What Qualifications Does An Applicant Require?
List of qualifications
Certificate of Competency

15. 14.Is Specific Experience Necessary?
Already worked in a similar position?
General business experience enough?
Are you prepared to train the applicant?

16. 15.To Whom Will This Position Report?
Is the supervisor involved in the employment process?

17. 16.What Induction Programme Will Be Necessary?
What induction programme will be necessary?
An induction process should be conducted for every position
Are there any specific requirements in the induction process for this position?
www.lewistaxation.com.au

18. 17.What Training Programme Will Be Necessary?
Specific training for this position

19. 18.What Will Be The Remuneration Package?
Base salary
Bonus or incentive
Fringe benefit
Motor vehicle supplied
Value of the total package

20. 19.Union Or Non Union?
Do you have a policy?

21. 20.Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken?
Summary of normal working hours
Shifts
Overtime required to be worked?
Is there a Christmas shut-down?
Are there times during the year in which holidays cannot be taken?

22. 21.What Are The Unique Benefits Of Working For Your Organisation?
Good points about your organisation?
Vision of your organisation?
Where is it headed?
Unique competitive advantage?

23. 22.Who Will Conduct The Interviews?
Make sure someone is available
Remember top class applicants do have a choice

24. 23.Questionnaire
Use a questionnaire for the job interview
Every applicant should be asked the same questions
Answers should be recorded
Have the questionnaire sheets ready prior to commencement of the interview

25. 24.Advertise Or Retain A Consultant?
Consultant can save considerable time

26. 25.Liaise With Consultant
Appoint a liaison person
Follow up with the Consultant re:
advertisement
applications received
short list of applicants
interviews

27. 26.Who Will Organise The Advertisement?
Preparation of advertisement
Selection of media
Appropriate days

28. 27.Be Aware Of Legal Obligations Re Employment
That commence from the time an advertisement has been placed

29. 28.Who Will Make The Final Decision?
Who will make the final decision?
Decide on the "decision maker" prior to the commencement of the interview process
Ensure the decision maker is available for the interviews

30. 28.Who Will Make The Final Decision? cont'd....
Don't allow delays to creep in to the employment process
If you are after first class employees - you must give them first class responses
Remember.... outstanding applicants do have a choice

31. 29.Planning For Employment Is Important
Part of a deliberate plan
Ensure that the business attracts the highest standard of person