DECIDE ON THE JOB DETAILS

It sound obvious but make sure that the parameters of the job and all of the job details are outlined at the beginning. What is a ’non-negotiable’ and what could be altered for the right person.

For example; does the job have to be full-time or could it be done part-time (perhaps through a job-share scenario), does the staff member need to be on site between certain hours, or is there some flexibility in start and finish times?

Make sure that you are fully aware of your obligations and responsibilities as an employer (and these do vary by state). The best place to start is the Fairwork Ombudsman: www.fairwork.gov.au

Who in the company is going to be responsible for collecting and processing candidate applications? Who will make the final decision on a short list and who needs to be involved in the interview process?

Often companies will conduct one round of interviews with a short list of applicants and then a final interview with the top 2 or 3 candidates. Depending on location and the role advertised, these interviews may be conducted face-to-face, over the phone or even via webcam through a system such as Skype.

If you are planning on using other mechanisms during the interview process such as aptitude and psychometric testing, plan for why, and how these will be used in the selection criteria.

KNOW YOUR AWARDS

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DECIDE ON THE SELECTION AND INTERVIEW PROCESS UPFRONT

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Are there other avenues for applicant sourcing, or specific candidate sectors that could be accessed for this position? For example, mature workers, disadvantaged members of the population or perhaps apprentices?

There is an old saying ‘recruit for attitude, train for skill’ meaning that the most important criteria when recruiting for positions is ensuring that the candidate will fit in with the corporate culture of the business and will work well with existing members of the team. This obviously does not mean that you hire completely unqualified or untrained people into skilled positions, but it is worth thinking about the wider team culture and the types of people who would thrive in your particular environment.

There are now a myriad of options available to advertise job openings. The traditional methods of placing job advertisements in the local paper have now been joined by channels such as social media, dedicated job websites or communities and online company noticeboards. If you are using a number of different channels to advertise positions also consider whether these will these have dedicated and specific application methods or whether all will direct the candidate to apply through a central system.

The candidate may have an impressive resume and interview well, but past performance is often a great indicator of future performance. Speaking to previous employers can help confirm information that an applicant has included on their resume and give a greater insight into the candidates’ abilities and knowledge.

THINK OUTSIDE THE SQUARE

CONSIDER THE CORPORATE CULTURE OF THE ORGANISATION

DETERMINE WHICH CHANNELS WILL BE USED TO ADVERTISE

CARRY OUT REFERENCE CHECKS

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The recruitment process does not stop with the decision to hire. Ensure that all of the necessary contracts are drawn up well in advance and that a comprehensive induction program is developed. The importance of a comprehensive induction is often overlooked by hiring companies but is vital in setting expectations for both conduct and KPIs, fully explaining the role and introducing the new staff member to others in the team.

The recruitment process is also a branding exercise for your business. The way that a job is advertised, the interview process and the communication with applicants is all working to position the company a certain way and tell a ’story’ about how the company operates. Even though the candidate may not have been successful this time, they may be perfect for a future position. If you leave them with a good impression of the company they are more likely to be an advocate, despite not being successful for the role.

Unfortunately, recruitment takes time and quite a lot of it. The need for recruitment often also comes at a time when a previous staff member has left the company and therefore the recruitment for the position comes on top of already stretched team members.

If you do not have the resources in-house to dedicate to the process it is strongly advisable to go elsewhere and hire a recruitment agency. Regardless of how long it takes initially, it is nothing compared to the time required to re-advertise and re-recruit if the first candidate does not work out because the process was rushed and not properly thought out.

The team at On Line Recruitment are dedicated to finding the right people, for the right job, in the right organisation. If you would like to learn more about how they could help your company to grow through its people, call them today on 1300 629 700 for a free consultation.

PREPARE THE PAPERWORK

LET UNSUCCESSFUL APPLICANTS KNOW THE POSITION HAS BEEN FILLED

BE PREPARED FOR THE WORK INVOLVED!

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1300 629 700 | info@ollh.com.au | www.olrecruitment.com.au