New Employee Recruitment – Why getting recruitment right is vital and if you don’t, guess what?
There was the case of the small business that advertised a position for a new receptionist. The appointed interview panel agreed to a points system for assessing the performance of candidates and agreed the post would be offered to whoever achieved the highest score. The interviews went ahead, and the best candidate was agreed. Just the post was offered, the department head decided to give the job to his niece instead. There was a great deal of acrimony and the result was a number of senior personnel handing in their resignation.
Let us, and you, start on the right track.
New Employee Recruitment. A fresh start for everyone is a good idea, and the New Year is as good a time as any to check you are doing everything right by your employees and by potential employees. 2018 has come – and the year ahead may bring many unexpected things your way: success, opportunity, laughter, lawsuits (we hope not), new premises, a new strategy, an industry award, and new staff. If you are looking for new staff, either replacing those who have left or expanding parts of the business and creating new roles, then Fresh HR Insights can help you.
Fresh HR Insights does not want anyone to get into hot water so early in 2018, so let this New Year be the start of good practice in your workplace. Recruitment is not easy, but if done properly it will bear you benefits that mean you will avoid the “lawsuits” in the list above!
It is important that you know the law regarding employees and that you recruit fairly and widely, this will help you reach as many of the right people possible for the job. Don’t forget a secretive closed appointment will create suspicion and anger – always be fair and accountable and old and new staff will respect you.
Remember in August last year, the case of the Railway Union which lost the battle to keep jobs advertised internally? Well we don’t want that happening to your business. Make sure you advertise externally, as well as internally, and that the details of the job are clear, and that terms are conditions are lawful and appropriate to the job.
Good practice is as important as compliance with the law! When you are shortlisting for interviewing make sure the criteria of selection is fair and if possible involve a panel to oversee the process and to make decisions, then respect what that panel decides!
When you interview, make sure the candidates know what your plan of interview is, how long it will be and with whom they will be interviewing. Make the interview fair to all. When you make your selection, make sure you make a job offer that is as promised within the advert placed at the start of the recruitment.
Fresh HR Insights has a lot of experience in recruiting in small and large businesses and has developed many materials that will inform you. We will hold your hand from start to finish. In the words of Oprah Winfrey:
“Cheers to a new year and another chance for us to get it right”
New Employee Recruitment can be difficult to navigate but not any more with our COMPREHENSIVE eBook that includes all the templates, advice and tips you will need.
Recruiting and selecting the most appropriate person for the job is a complex task which requires trained staff who are aware of anti-discrimination laws and guidelines. Fresh HR Insights Pty Ltd has developed a comprehensive guidelines that will help you to implement a consistent method of recruitment and encourage applications from the widest possible pool. Our comprehensive Recruitment and Selection eBook contains some best practice guidelines for developing selection criteria, advertising, short listing, application forms, testing, interviewing, referee reports, and making the decision, when recruiting and selecting the most appropriate person for the job.
The type of employees that you choose to meet your business requirements is a very important decision. Business owners need to be aware of the legal ramifications relating to each employee type and manage them accordingly and appropriately. Businesses should follow ‘best practice’ to reduce the costs, minimise legal exposure and develop an engaged workforce. A well-designed Recruitment Process and New Starter documents also goes a long way to ensure your processes and procedures are effective. This also help integrate new employees for the long haul and not just a passer bye.
Once any employee has been hired, they must be given the Fair Work Information sheet thereby ensuring the employer meets their obligations under the FWA.
Types of Employee’s
Fixed-term employment or Fixed-task employment
Non-employees such as Independent Contractor
Labour Hire Workers
These employee’s are seen as working on an ‘as needs’ basis with an irregular pattern of work. Each time the casual works it is deemed that they are entering into a distinct and separate contract.
Practically, casual work involves employment for fewer hours than the normal full- time working week. It is normal for casuals to be paid by the hour. As a casual employee there are no accruals of permanent employee benefits such as overtime, annual leave, long service leave, paid personal leave or payment for public holidays.
Their rate of pay does, however, incorporate a loading to compensate for the lack of benefits, which is currently 25%. Casuals have less protection when it comes to dismissal; they are not protected under Unfair Dismissal laws unless they have completed a minimum period of 12 months of service and all casuals are excluded from minimum notice periods.
Unless their relevant award, employment contract or enterprise agreement states otherwise, casual employees can be dismissed at the end of their shift. The rationale for this is that they are typically employed from shift to shift.
Aspects to consider for Casuals and the National Employment Standards
Casuals are not entitled to minimum notice period or to redundancy pay, regardless of their length of employment
Casuals cannot be requested or required to work more than 38 hours per week, plus reasonable additional hours
Casuals will only be entitled to request flexible work if they have been employed on a regular & systematic basis for at least 12 months and they have a reasonable expectation of continuing work on the same basis
Casuals are not entitled to paid annual leave or paid personal / carer’s leave. They are, however, entitled to unpaid carer’s leave and unpaid compassionate leave (up to 2 days for each permissible occasion)
Casuals will not be entitled to parental leave unless they have been employed on a regular and systematic basis for at least 12 months and they have a reasonable expectation of continuing work on the same basis
Casuals are generally not entitled to Long Service leave however, do check with the relevant State legislation
Casuals are entitled to unpaid community service leave but they are not entitled to paid jury service leave
Casuals are entitled to take a day off for a Public Holiday however, they are not entitled to be paid for that day off unless they were rostered to work that day
Casuals should receive the Fair Work Information Statement when they commence casual employment
Be aware that under some awards, after a Casual has worked on a regular and systematic basis for a set period of time, they are required to be offered full-time or part-time permanent employment
Dismissal of Casual Employees (proceed with caution when dismissing a Casual)
If the Casual is not exempt from Unfair Dismissal laws they will have the right to claim relief with respect to their termination. Procedural fairness needs to be evidenced and a ‘valid reason’ for the dismissal given
If the Casual is excluded from Unfair Dismissal laws they may still be able to bring a claim under general protection if dismissed for a proscribed reason such as a ‘workplace right’, discrimination, a breach of contract, award or agreement or a trade practices claim
Despite the label of ‘Casual’ worker they may bring a claim stating that they are in fact a permanent employee.
Tips for managing Casual Employees
A letter of appointment should be provided to all casual’s employees. The letter should clearly indicate that the role is casual, that the amount of work offered to the individual will vary from week to week and that work is not guaranteed
Casuals do not have weekly set hours of work. They should be notified of their hours of work, if any, by the distribution of a roster
There should be no indication of any kind that casual employees will eventually be moved to a permanent status
There should be no indication of any kind of any future work beyond one month in advance
Review casual employee’s employment prior to their six-month employment anniversary or 12 months for small business employees. If a casual has been working on a “regular and systematic basis” for at least six months and the employee has a reasonable expectation of continuing work on this basis then they will have access to unfair dismissal remedies. Even if there has been a short break in the employment the individual will be able to bring an unfair dismissal claim if the total period of employment is at least 12 months. A break of more than three months will generally be sufficient to prevent the employee from bringing an unfair dismissal claim.
Casuals that perform well can be engaged on a longer basis but care must be taken that the employee only has work rostered week to week and that there has been no indication given of ongoing work or the potential to move to a permanent role.
If the casual is covered by an Award that gives him or her the right to move to a permanent status then you must ensure that you follow the relevant steps set out in the award or you will be in breach of the award.
Business owners face multiple problems and Pain Points while recruiting the correct individuals for their organisations. People lacking in relevant experience, technical competence, specific qualifications, certifications and soft skills, a list real or perceived goes on.
We have worked with many business owners and identified solutions to three most identified Pain Points in recruiting process today:
Attracting the Traffic: The biggest challenge is still how to drive more traffic to your company. The logical process is that a hiring need is identified, a position is defined and posted, candidates find their way to apply through various sources, the candidate pool is narrowed, then the candidate with the best qualifications and fit is identified. To start with, you must exploit all the following networks of marketing.
Well optimised job postings
Make a Career Site
Add a link to your career site in your email signature
Add content in the shape of blogs, pictures, videos, slides (Info graphics)
Use social media
Use internal communications and referrals
Getting the Quality: Once the candidates are on the career site, the next challenge is converting the right traffic i.e., finding the quality. You can either segregate the quality person from the raw or offer additional benefits to the best one. The quality of the applicant is clearly the superior factor. There are many ways to measure the quality of an applicant before you hire them ranging from simple yes/no analysis to more robust pre-employment screening like:
They get at least one counter-offer
They are hard to convince
They fit your competency profile
Consider the source and reference
Skills and Ability Testing – Such tests measure the applicant mastery level of specific skills critical to success
Competency Profiling – A comparatively new technique but very important
Personality / Leadership Aptitude Testing –To assess the fit of an applicant into the culture of the organisation
Conversation with Candidates: The final step is to discover the person fit for your organisation through interviews. Interviews are of various types that range from formal to informal. To find out maximum about a candidate, you may prefer informal interviews. Remember that an applicant will expose more through easy conversations rather than stringent cross-questioning. Any great question can open up the conversation to find out more and more about a candidate. Job conversation is one of the most successful hiring strategies around the world. Candidates normally expect a formal question and are accordingly prepared with specifics. Conversely, an open-ended prompt gets candidates talking about what they are dying to do for your company. This gives you an insight into their passion and what value they can add to your organisation. Easy conversations and not interviews, will give you more insight on what you and the candidate are offering each other and whether you should work together.
When you decide to go out and look for a job, you would definitely want to check the most desirable places in the country for their vacancies. The image of a certain organisation is made in your head to be desirable or undesirable according to the reputation that it holds in the business community. You would definitely meet a lot of people in your life that would love or hate their jobs. Those who love their jobs would keep on telling you how amazing their organisation is. One the other hand, people who despise their jobs would definitely rant about a high-stress level of the low pay. The way a company portrays its organisation in front of the people who look forward to having a good job is known as employer branding. The organisation that is best at employer branding will definitely get its hands on the most amazing candidates from the job market.
In the era of market restrictiveness, it is necessary for the companies to come up with the best possible strategies in order to have the best employees. The higher the level of skill your employee possess, the higher will be the productivity of your company. Therefore, getting your hands on the best candidate before your rival does that is extremely and important.
Use the internet: The social media has developed quite a lot in the recent years. The youth is more interested in getting all the information related to whichever topic it could be from the internet rather than the newspapers. Therefore, it is necessary for you to be active on all social media platforms and spread the word that your organisation is the best one. Those who are looking forward to getting jobs should be attracted to you the most.
Success stories: Success stories play a great role when it comes to strengthening your employee branding. Whenever you provide training to your employees, make sure that you let the world know about it. Whenever an employee gets successful because of your strategies, spread the word.
Bring an alignment: There could be some serious problem if you endorse your organisation in a way which contrary to the employees working in it. Make sure that there is some level of alignment when it comes to the employer branding and the employee branding of your company.
Retain the employees: When it comes to employer branding, retaining the previous employees counts a lot. You need to ensure that the best talent of the company decides to stay in the company rather than going out. This leads to more success stories which ultimately turn into better employer branding.
Enhance your visibility: The only possibility of getting good talent from the market is by being visible. If your rival is more visible to the job seekers compared to you, it would end up getting the best lot from the market. Make sure that you are on the front and visible to the prospective candidates digitally.
Some creative tips for attracting talent to your workplace
Bosses face significant difficulties in discovering talented individuals for hiring and a more youthful workforce with energetic state of mind about work (especially once there is a developing populace of more established workers making a beeline for retirement).
A late study demonstrates 85% of HR administrators express the single most noteworthy concern as their business powerlessness to find, recruit and hold fresh talent.
The progression of any business depends on the kind of talent it can hire and hold. Hiring the right kind of people is as important as retaining the good old talent. However, you cannot keep relying on just retaining the old employees as bringing the new ones is equally important (to replace “old guards” in due course of time).
When you hire new employees, they bring new ideas to the table and make it possible to bring innovation to your workplace. When you are looking forward to hiring some great fresh talent, here are some smart tips to follow:
Go light with them:
You may be accustomed to managing the workers in a strict way however there is a probability that the new representatives won’t like it that way. The new era talent is certainly somewhat different from the “old school”. In the event that you implement strict workplace atmosphere, you may need to alter it for newly hired talent.
Rewards attract the best talent:
Nothing motivates your employees more than rewarding them in the right manner for all the good work. When it comes to attracting the new talent, you need to ensure that your reputation in the market is that of a generous organisation.
Rewarding the employees regularly will not only help you in fetching the best new talent but at the same time, would help you in retaining the existing talent (while keeping them motivated).
Keep them engaged:
The more youthful parcel has a tendency to get frustrated with relative inactivity or overburden of work (owing to their high energy levels). It is important to engage them positively with the work commiserating with their experience and qualification. Any less or any more can trigger panic and frustration.
Go for the “unusual” perks:
Come up with new and innovative ideas when it comes to your office environment and culture. Most fresh talent works 9-5 office hours. The new workplace ethic is connecting work and healthy lifestyle. Adding up a gym area in your workplace or a day care centre will surely make your business more attractive to new talent.
Create that “first impression” of your workplace:
When a talented potential employee visits your business for the first engagement, project an image of a sensational workplace to him or her. However, keep it as close to reality as possible (since it may become a disappointment at a later stage for the employee when hired).
Adding dynamic hues and hi-tech devices to the working environment is sure to inspire fresh talent in joining your workplace. An appropriately themed office can work wonders and some of the most popular businesses are already exploiting the idea.
The benefits of testing in the recruitment process to ensure that candidates can do what they say they can do
The ever increasing rate of unemployment and the saturation of the skilled workers all over the world have put quite a lot of load on the recruitment processes of businesses. It becomes quite a difficult job to shortlist the best suitable candidate.
How candidate testing ensures fair work compliance and eliminate fair work concerns?
Selecting a good candidate is of utmost importance and it contributes towards the continued success of the company. Recruiting of the candidate through an interview solely on the basis of their resume may not be sufficient for hiring in every case. Although many interviewers successfully judge the overall personality of the candidate but factors like intelligence, critical reasoning and personality assessment of every candidate needs catering too. Also, it is very important to test the skills or the abilities mentioned in the resume of the candidate to check whether they can actually do what they have mentioned in their curriculum vitae or not, that’s where the testing system during a recruitment process jumps in and ensures fair recruitment and eliminates fair work concerns.
Benefits of candidate testing
It gets you the best in the business. Hiring a competent and the best candidate is an ultimate key towards a continued success. Since these candidates will represent their companies hence they should be tested thoroughly. Companies nowadays prefer testing the personality of the candidate according to the job requirement.
Personality analysis helps you land the best fit for the job. The behavior of the candidate needs accountability during the recruitment process. Some techniques employed by the firms are case study, psychometric testing and IQ test. The case studies are designed according to the job requirements. Some companies employ testing systems divided in days and the overall testing takes place in about a week or so. These case studies or the psychometric testing enables the employer to test accurately the required skills of the candidate. This comprehensive or extensive testing makes sure that the best available candidate is selected.
Customised testing for the jobs needing specialised skills. Now, the main concern is to have a testing system suitable enough that can meet all the needs of the employer. The HR departments of the firms are employed to design a testing system according to the job requirements. Many firms require and HR consultancy to design a testing system that results in the best possible match of the candidate and the job. The conditions and hence the demands of the job varies with time hence an outsourced HR can be helpful in this regard and highly recommended since the HR consultancies are always working on designing a better testing system.
The Last Word
Gold coast HR consultant – Fresh HR Insights Pty Ltd – provides HR consultancy and they are generally one of the best options in the market. Compliance to the Fair work act is an essential part of the HR consultancy and operation with Fair Work compliance is an important part of any Gold Coast workplace.
The policy and the procedure manual or also called the employee handbook of any Gold Coast business must include everything that relates to candidate testing during recruitment process. The different options or the resources available in documented form make it easier for the firms to select the best candidate according to the required job.
If you are unsure of the in’s and outs of recruitment contact us on 1300 332 322 for expert advice
Recruitment and Selection – our top 8 tips for success
Recruitment in Gold Coast is a matter of great discretion and caution like anywhere else in the world. Being a recruiter or a small business owner, you need to make your selection smartlyto ensure that your business gets the best talent available in the market since the quality of your employees is ultimately translated into revenue increase and growth of your business.
Recruitment and selection process of your future employees can be tricky, and you may have to make some tough recruitment decisions (especially once you have limited vacancies on offer and you get a chance to hire from a good pool of perspective applicants). In any case, you ought to have a clearly defined recruitment and selection policy in place to hire the best your money can hire.
Here are 8 top tips for success in recruitment and selection process:
Recruit and select with a vision. It is obvious that you would hire to fill in your presently vacant slots. However, an employee is a future asset, and this aspect must never be overlooked. The job demands that you foresee today are sure to expand your business in future, and your recruitment and selection must cater for the envisioned future expansion. The criteria for your recruitment and selection must include futuristic vision.
Evaluate the job before you evaluate the applicants. You must be amply clear as the recruiter about the job requirements before you go out hiring people. Analyse the position requirements to find the best fit among the applicants.
Know the legalities of recruitment and hiring. All countries have regulations and laws in place related to recruitment and hiring. Please ensure that you are clear on these before you recruit. You may be on a collision course with some legal recruitment requirements.
Define and Follow your recruitment policies. Screen the candidates as per set criteria rather than being whimsical. This would help you in setting recruitment standards for your business.
Focus and take time in making you recruitment decision. Recruitment must be taken as a deliberate and institutionalised approach where the decision must be based on hiring the best talent. Never be in a hurry in making a recruitment decision.
Don’t bank on the interview alone. Interviewing might be the most controversial means to assess the recruitment applicants (if used as the only mean to assess the potential applicants. Every study on the recruitment process indicates that interviewers are usually biased and favour applicants that they find suitable basing on their personal likings. Personal likings and disliking may not be absolutely in favour of profitable recruitment and selection process. Use background checks, documentary evidence and CV analysis (apart from the interview) to analyse the applicants.
List down the most desirable traits in your job applicant. Basing on your position analysis, list down the most desirable traits in potential candidates and pitch shortlisted candidates against the criteria to find the best fit.
Don’t forget the power of referrals and social media. Referrals and social media platforms like LinkedIn are a great employee pool with a huge recruitment and selection potential. Browse internet to find a few candidates that may not be visible otherwise.
Why Should You Use a Remote Pool of Candidates to Expand Your Talent Pool?
More and more companies are looking to expand their talent pool and what better way to do that then to use a more remote pool of candidates. More companies are embracing the virtual environment because this allows them to hire employees from remote places, who do not necessarily have to work on the field. This saves the organisation a lot of money as well. It is convenient for the employee too, since the work hours are flexible and who does not like working from home. It also gives the companies a chance to attract the best and the brightest when they broaden their horizons to remote candidates. Here are a few reasons why this could help in broadening the talent pool for any company or organization:
Easy access to technology
We have gotten so accustomed to technology; gone are the days when a technician was required to come to the house to fix a bug with the computer or the internet, we just Google it or do it ourselves. Everybody owns a computer and a smart phone and almost everyone has a working and fast Wi-Fi connection at their homes.
With such easy access to technology, it is easy to stay connected to their co-workers at all times even when there is no face to face contact. They can easily contact and communicate with each other over various systems, networks and devices without much problem.
No long commutes
Studies indicate that long commutes often make the employers miserable. By the time they reach the office after a long and uncomfortable commute, they are already tired and unmotivated. This tends to take a toll on their working ability and their health and subsequently would cost the company money. Allowing them to work from home enables them to make their own hours, whichever is comfortable for them. When they are selecting their own timings, they are more motivated and their working ability is considerably enhanced.
You may not realise it but limiting your candidate pool to a geographical location will seriously limit the global talent that you could employ for your company. When a worker does not have to commute to his workplace every day, you can hire more talented and experienced professionals for lesser money.
The bottom line is that every company has some areas which do not require manual labor or on field all the time.
The owners and managers need to be able to trust their workers that they are doing the work they are supposed to do and in a better way, no matter their remote location. You may need to give up some managerial aspects of your job as you will not be as much in control as you were used to, but if done properly, remote hiring can give your business a competitive edge in the market and would ensure a long sustaining Human Resource pool to pick from.
Employee Referral is a new technique being widely applied by different companies and business to find potential candidates for new job openings. It is an internal Recruitment strategy where existing employees identify potential employees using social media as a tool. It gives the employees the chance to select and recruit people from their social networks for open positions at their company.
This is an underused employee strategy, even though it is very efficient. It identifies top prospects, which is not possible through a regular job search mode, and it also allows the existing employees to evaluate their connections based on skill and experience. This combination makes this Recruitment strategy fast as well. Here are some reasons why you should definitely look into the power of employee referrals:
Through the process of employee referral, less time needs to be spent on Recruitment as existing employees have been selling the company to potential candidates before the process even began. The candidates also do not need to be screened as closely this way, speeding up the hiring process even further.
Other than it being quick, this process can connect you to some seriously talented individuals. These are people you would not have been able to reach through conventional Recruitment methods. If you have experienced and trusted employees, chances are the people they refer to you, will also be the best at their job. The current employees also have a better understanding of the requirements of the company and who will best suited to the company culture, hence ensuring quality hires.
Employees are able to convey to potential candidates about what to expect from the company. Experts feel that those hired through employee referral have better performance and tend to stick around longer than employees hired through other methods.
This process is definitely more cost effective than conventional hiring practices. The company reaches out to potential employees using existing employees. The process is also faster and more efficient, lowering the amount of money that is spent on trying to find the right person for the job.
Employee referral also makes things easier for the job seeker; the job comes to them instead of them going to the job. But the process is not easy in itself. The job seeker needs to work on his online profiles, professional and social, because that is where an existing employee may reach out to you if they feel that you may be interested in the job.
Networking is also very important, you need to be able to make connections and work on them. The contacts should not be based on one time transactions; they need to be built on interaction and trust so the other person will feel good about recommending you for a position at their company. All in all, employee referral makes things easier for both the company and the job seeker and is a great way to hiring!
Get your employee referral system working and be a smart recruiter on the Gold Coast. Fresh HR Insights can assist business owners with their Recruitment needs – find out more HERE.
Hiring is a delicate process and a decision that can have farther reaching implication than many un-smart employers can perceive. The process of hiring needs deliberation and an institutionalised approach and it is more relevant when it comes to rehiring a past employee, popularly called “boomerang rehires” in the corporate world.
With the advent of modern marketing and recruitment approaches, many past business concepts and dilemmas are no more as relevant today and boomerang rehires is one such taboo that has nearly demolished. More and more corporate giants are resorting to boomerang rehires as compared to just a decade back. The reasons are manifold and the boomerang rehires have their positives and negatives but in my personal opinion, the positives outweigh negatives by a wide margin.
Here is a list of positives and negatives that would help you decide whether it is an option best suited to your particular business environment or otherwise?
The Positives of boomerang rehires
It is important to understand that boomerang rehire is a highly individual phenomenon and its implications are case to case based. It may have different implications where a past employee has left the company at his or her own accord and later decided to rejoin. However, a boomerang rehire of an employee fired or laid off by the company may have different implications. Here is a general list of universal positives of boomerang rehires:
Reduced recruitment costs as you don’t have to go through the complete recruitment process from the scratch
There is no need to train a boomerang rehire afresh and that reduces the training costs associated with training a fresh employee. However, some refresher training may be required to update the rehired employee. It is obviously lesser expensive and time consuming.
A boomerang employee is ought to be well conversant with the business culture and policies and sure to merge well into workplace with minimum down time.
Rehired employees have been found to be more loyal to the business upon return to their previous employers.
The employers have an understanding of the potentials and weaknesses of a rehired employee and that makes correction application easier.
Employers can benefit from rehired employee’s experience of working at another business.
As a rule, there is a likelihood that a boomerang rehire would not leave again and that would help in lower failure rates.
You business may benefit from PR victory when the news spread that your deserters are joining the ranks again as boomerang rehires.
The Negatives of boomerang rehires
The drawbacks are fewer than the positives of the boomerang rehires. Here are a few:
Boomerang hires have a history that they come back with. If the history is pleasant then it is a bonus. If the history is controversial, then you may have to live with it as an employer.
Absorbing them in the newly hired team (after they left) might take some time and may result in some friction.
You might have to go through some brainstorming to decide about their hierarchy position as some of their juniors might have climbed up the ladder while they were away.
Opening a Job Vacancy without a Position Description
Why this will not get you the best result
There is much to consider while opening a job vacancy. Apart from deciding when and where to post the vacancy, and how many days to allow for it, one of the most crucial elements is the content and style of the vacancy announcement.
There are various types of vacancy advertisements. They may be posted in the newspaper, on the official website or spread to the current employees of the company. They are perhaps most intimately aware of what the company requires and may recommend the vacancy to suitable candidates.
One of the most important strategies in recruitment is the ‘Seller’ approach instead of the traditional buyer outlook. The recruiter must sell the idea of the job to the job market. This includes, but is not limited to, presenting the most lucrative company policies to the potential candidates. In order to convince a talented and successful person to work for you, your announcement must stand out from the hundreds of announcements which gather under the “SEEK, Indeed, Facebook, and LinkedIn’’ banners. Therefore, in order to reach the most eligible candidates, the job vacancy announcement must be tailored to catch their attention.
What will make your job vacancy announcement attractive? First and foremost: the Position Description.
A position description is an effective tool in dealing with the expectations of employees. If your company is well reputed, many of those reading your vacancy announcement will jump to conclusions regarding the prospective salary and benefits you may be offering. Unrealistic expectations result in disappointment, and this generates a bad vibe about your company. Thus it is more effective to include the position description in the advertisement, so as to clarify what the requirements are and what you will be offering for it.
Apart from the consideration of expectations harboured by prospective employees, not including a position description may land your company into trouble under employment legislation for recruitment and may bring you a bad case with the Fair Work Commission. Publicly displaying your position description provides transparency to your organisation.
Posting a vacancy position without a position description may result in fewer applications by job seekers, as they are not sure what will be required from them and thus do not wish to risk being rejected. Thus, posting a detailed position description will prepare the employee for the tasks they are expected to perform. They will not fully understand the position that they are applying for. You may also get applications from candidates that do not meet any of the requirements of the role.
Highlighting the extra benefits your organisation provides, such as health care, paid vacations or work-from-home days will make your advertisement intriguing. A highly skilled job seeker would be keeping a keen eye on all news of ‘‘Position vacant Gold Coast’’, and a recruiter must aim to hook their attention with the position description. Position descriptions reveal the work culture of your organisation, as well as the level of operations. Thus, in order to attract the highest ranking candidates, they must be convinced of the advantages or working for you. Without it, your vacancy announcement will only generate irrelevant applications.
Recruitment is a fairly complicated process for any company or organisation. Therefore, there are many models which an organisation can follow while completing their hiring process. Employer branding is one such process which companies imply while recruiting. A company can either carry out this tedious process themselves or outsource this process. Fresh HR Insights Pty Ltd knows the importance of branding when it comes to the recruitment process. Recruitment is not just about advertising and finding candidates it is also about building the credibility, presence and branding of a business as a place people want to work. Our Human Resource Specialists work closely with employer branding experts to ensure you have the best available support.
First of all, you must understand the real meaning of employer branding. It is the process of marketing a company, to the desired employee of the company’s choice. This is the type of employee the company needs and wants to retain after hiring too. This positive employment method has become a key area for our recruitment team.
Now, coming towards the methods you can develop your recruitment strategy under the employer branding banner. Some of the ways are listed in this post to give you a basic idea of the theme that Employer Branding follows. The first and foremost agenda of the recruitment team implementing the employer branding model is asking the right questions. First of them being why would someone work for you? How are your managers being trained according to your brand and what is their career progression.
The second strategy is to cater for the employment lifecycle of the people that are targeted to be hired. This cycle includes induction, career development, rewards, recognition and work environment. The further factors that affect this strategy are the core values of the company or organisation with clear mission, vision and leadership statements. This directly affects the culture a company would like to maintain or initiate which may change when new people are hired based on modern needs and necessities.
So, do not think twice before reaching out to expert consultants as part of your recruitment process. A decision that you will never regret as a senior manager or CEO.
Making the final decision in the Recruitment Process
What you need to be aware of
After an elaborate process of sorting through applications, you finally have a list of individuals that you would consider to hire for your company. Congratulations! However, the final decision of the recruitment process is the most intricate and complex. Even if all your shortlisted candidates have excellent resumes and have scored well in the interviews: there are still a few obscure warning flags which you must consider:
While recruitment traits define a good recruiter to be familiar with the job requirements and company policies, one thing which recruitment traits do not cover is psychology. During the course of the interview the recruiters judge the candidates’ potential and decide whether or not they are the perfect hire. However, psychology in recruitment proves a bias that is unconscious and involuntary. The interviewer is impressed by similarities between the candidate and them self, and this ‘oh you’re just like me’ approach leads them into a different perspective of the actual personality of the candidate. In fact, this ‘like me’ thought process is a technically established bias, referred to as ‘Mirroring Effect’ or the ‘Similarity Complex’. Psychology in recruitment is an enigmatic concept; thus, before taking the final decision it is prudent to invite the most suitable candidate to another interview, to be carried out by a recruiter of a different background and nature from the previous one.
References and recommendations are provided by the candidate in their resume, and are usually people they have worked or studied under. However, as these were picked by the candidates themselves, it is always likely that these references are given by people who are biased towards the candidate. It is, unfortunately, very easy to ‘buy’ recommendations. Therefore, before taking the final decision, go deeper into the references. Contact a previous work place and hold an informal interview with people who were working with the candidate in consideration. If you can use your connections see if you can find someone who knows them.
Perhaps use LinkedIn and see what degree of connection you have with a person. The internet is open to everyone and what a person posts is public access. Use it in the recruitment process to clarify references, work experience and suitability to the role and business, although beware of discrimination and use the information objectively.
Recruitment and Fair Work
Review your employment contract and pay offer before you decide to present it to your selected hire. Compliance to the Fair Work Act before deciding to hire a potential candidate is an often overlooked stop sign. The recruiters are typically trained to elaborate the statements of the contract, but few are actually familiar with the fine print of the Fair Work Act. Offering the candidate a salary, which is below the accepted variables or with holding rights which the candidate is entitled to receive is leaving yourself wide open to fines. Not only will an informed candidate reject your proposal, your company may be running the risk of being dragged into a legal suit and also have the business name tarnished.
This is where having a specialist Human Resource team behind you in the recruitment process really puts you ahead of others. There are so many grey areas when it comes to the obligations that employers have, award interruption can be complex and often mis-read.
The candidate has sailed through the interview with flying colours; but perhaps, they are not as good as they look on paper. With a huge array of tricks up their sleeve, fraudulent candidates are prepared for every question you put to them and have complete paperwork. However, what they lack is the actual skill, potential and ability which they claim they have. Thus, before getting the contract signed, invite the candidate to a demonstration.
For technical positions, conduct a small test of the level which the candidate is expected to perform on. Ideally, they could be asked to execute a task a current employee is performing. This will also give an insight of how well the potential candidate fits into the established employee fabric and company work culture. A potential new supervisor or manager may be presented with a crisis situation on site, and be critically observed as they attempt to assume their new position. Holding a demonstration ensures you are actually hiring the candidate you had initially selected, based on their CV.
We have used this strategy successfully across many of our recruitment contracts. It always surprises me what people who apply for positions think they can get away with. An example is an account role where the candidates needed high levels of MYOB experience. We tested 5 candidates and only 1 had the actual knowledge that their resume suggested and that they advised in the interview process. Testing saved an underperforming and inexperienced candidate getting the role.
At Fresh HR Insights Pty Ltd we are always looking for ways to offer a better service or our clients. We have launched our recruitment service that is not just a service but a SOLUTION. From Small businesses looking at recruiting for the first time to those that are expanding their team. We are going above and beyond to get the best possible candidates to our clients.
Best part is we do all the work – saving your valuable time.
Finding star employees through recruitment is a challenge on the Gold Coast and one of the most desired business objectives of any Gold Coast employer. The process of recruitment has evolved from an art to a science over time. What was once considered a domain of super smart hiring teams with years of hiring experience is now an open playing field for all seeking employers (thanks in art to advancement in technology).
Recent advancements in social media connectivity and internet linking has bridged the gap between talented job seekers and seeking employees. Mobile technology is another frontier in the recruitment that has opened a huge range of possibilities for employers and employees alike. The trend is so firmly established that now there would be no hiring manager not familiar with terms like “recruitment technology, SEEK, Google, and Gumtree”. In fact, it would not be incorrect to say that the future connects smartphones and recruitment strongly.
Going by the recruitment industry statistics, about 70% of professionals log into mobile devices for their job search, over 81% of employees regularly use mobile phones for workplace connectivity and 23% of the key logs on jobs are reported from mobile devices.
If you happen to be an employer on the Gold Coast and working on the principles of recruitment and fair work, then this article is designed to help you in using mobile technology in when recruiting on Gold Coast, surrounding areas and in fact Australia wide.
Here is how you can use mobile technology in recruitment:
The first and the most important step is to create an attractive and enticing interface for your hiring webpage. Honesty, appeal and ease in navigation are the leading principles that must reflect on your company culture.
Remember! Potential applicants are usually deterred by difficult application processes. Make it simple and easy to file in. You will have increased applicant filings.
Tap into the social media recruitment pool. There is no denying the fact that social media like Google, Facebook, LinkedIn, Twitter and a host of other social media applications are offering endless possibilities for recruiters and recruited alike. All these mobile forums are fast emerging as an ideal meeting and hiring place for hired and the hirer.
“Gamify” and “Videofy” your mobile recruitment forum to add an extra appeal for aspiring applicants. A video showcasing a present employee narrating appealing features about your business can go a long way in attracting new talent to your recruitment drive.
Do remember that no electronic or mobile tool can take the place of human interaction. While you tap the extreme potential of mobile recruiting, keep it to identifying and short listing talent. As soon as you shortlist the potential candidates, it is time to get on with face to face or direct interaction with shortlisted candidates. Do not over-exploit the potential of mobile devices.
Optimize your recruitment website for Android applications. There are many smart and talented workers out there who may be eager to get hired, but do not find time to use internet on laptop or
Hiring is one of the trickiest of the management functions that a manager or owner looking at recruiting on the Gold Coast can face. When we call it “a tricky management function” then it is based on a number of logics. A bad employment decision can haunt you for a long time with an under performing employee or under worse circumstances, a badly performing employee that is creating a toxic work environment and reducing productivity. In any case, you would have to fire and find a replacement (another headache).
The smartest solution remains in conducting a serious background check about your potential employees for finding star employees.
Background checking is trending and 7 out of 10 modern businesses are conducting background checks on their potential employees as their recruitment strategies. So if you happen to consider the recruitment and Fairwork, a hand in glove deal, then you are in the right place reading this article. How deep you indulge into a background check is a matter of your business recruitment strategy, but it is sensible to draw a line of “Do’s and Don’ts” in your employee background checking. Here is a list of Do’s and Don’ts for your ease:
It is a usual tendency to only look for a criminal record during the background check. Though, it is undeniably a major tool to ascertain the suitability of any potential employee during recruitment on the Gold Coast, but your check must be more broad based and thorough (including educational qualification, past employment history, social media reputation etc). It is easy with modern technology to create authentic looking qualifications, check they are real and also check the background of online courses and the provider credentials, pass rates and recommendations. There are many “tick and flick” qualifications around that do not transfer to working place skills.
Background checks should be uniform and consistent for all candidates as a matter of your recruitment strategies. You may be charged with discriminatory policies if you fail to implement uniform background checks for a particular position within your business. Always keep notes and what you do for one do for all.
Make it an essential ingredient of your recruitment strategies to directly interact with the potential employee to clear any ambiguity that may arise during background checks. This would rule out any possibility of wrongly reported facts. If you are unsure seek to find out more from the prospective employee.
Please ensure that your company has a defined background check recruitment strategy/policy that is consistent with the privacy rights of the potential employees and laws of the land. Advise the prospective employee that you will be completing background checks and get their permission to do so. Make a note of when you asked and the time and date of agreement/ permission.
Don’t consider any position too trivial for an employee background check during recruitment. Recruitment and Fairwork principles demand that you hire the workforce that is worthy and honest.
Don’t be ignorant in informing your potential employees about your background check policy at the pre recruitment stage. With due information to potential employees, you would be legally covered in accessing their personal data for background check purpose.
Don’t buy the potential employee credentials on the face value without a proper background check. Online availability of verifiable personal data makes your job easier. Too much reliance of the personal data available on the social media must be avoided even if you have to hire a professional background check service
Don’t look for only the negative feedback, seek the complete picture. A minor negative may be overruled by a set of positive points and you may get a great worker with a minor negative that can be cancelled out in the long run.
Recruitment in 2016 – how to source the best candidates?
Gold Coast recruitment is a very serious business since it would involve looking for the best among the pool of Gold Coast employee’s pool. When you are looking for new employees then one of the best tools can be sourcing.