Skills shortages and lack of job applicants continue to plague recruiters and businesses across the country.

Attracting the right employees can be time consuming and with the current job market, it's essential Employers approach recruiting with key considerations into the whole process to ensure a streamlined and quick process.

Remember, if you don’t hire them- someone else will! Gone are the days when a recruitment process would take months. Good employees are valuable and will be snatched up by other employers if the recruitment process takes too long and you’re unprepared.

Here are our 7 steps for a successful recruitment you can implement for your business:

1. Identify

• Identify the need for the position
• Establish correct pay level/award
• Review & update position description

2. Create & Assess

• Create vacancy ad with clear selection criteria
• Advertise using best option to attract the right candidate
• Assess resumes against selection criteria

3. Prepare

• Schedule interviews (minimum of 3 candidates for each position)
• Notify candidates to bring copies of qualifications/licenses required and referee list (minimum of 3 referees)
• Prepare interview questions and evaluation forms.

4. Interview & Checks

• Conduct interviews
• Complete interview assessments
• Referee check (minimum of 2)
• Work cover history check

5. Make an offer

• Make a formal offer
• Upon acceptance notify unsuccessful candidates
• Issue additional paperwork upon acceptance including: position description, contract (if applicable), tax declaration, payroll forms, superannuation forms, and Fair Work Information statement.

6. On-boarding of new employee

• Workplace tour and introductions
• Company overview
• Chain of command
• Rostering
• Policies & Procedures
• Workplace Health & Safety

7. Monitor probationary period

• Face-to-face catch up after first 2 weeks
• Monthly face to face catchup for the first 3 months.
• Written feedback from supervisor each month for the duration of probationary period.
• Immediately address in writing any concerns and ensure expectations are clearly set out.
• Advise the employee of successful completion of probationary period.

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Additional Recruitment Considerations

The recruitment process is the beginning of the working relationship between you and your new employee. It is important at this early stage to establish clear expectations and guidelines to allow your employee the best possible opportunity to fulfil the role to a high standard.

A thorough recruitment process will save you many hours and possible frustration when you need to performance manage and ultimately replace employees as a consequence of poor recruitment processes.

No recruitment process is risk-free, however, investing in a robust well-documented process with easy to use documentation and checks and balances, is well worth the initial set-up.

Below is a checklist for your workplace to consider having standard forms /processes in the following.

- Application form and questionnaire

This would typically be filled out while the employee is waiting to attend their interview. It would include basic personal information as well as a questionnaire tailored to your workplace. This may include information on availability, ability to do overtime at short notice, extra shifts. Confirming licenses/skills of the applicant. Question about previous WorkCover claims may also be included.

- Interview Questions

Standard interview questions for each role should be created.

- Referee Check

This is extremely important, a standard form will make the process quick and easy. A large percentage of employees put down referees either without their knowledge or they gave consent to avoid conflict. Referee checks will often bring up a red flag. 2 checks per candidate is usually suficiant.

- Induction

A standard induction process is vital, it will ensure all areas are covered clearly and concisely to ensure the organisation's legal obligations are met, but it also ensures the employees start with all the information they need to be productive team members. A slide show or pre-recorded induction could be considerations, particularly if you employ one person at a time. Alternatively if able to hold an induction day for new employees once a month.

- Recruitment Tips

• The interview goes both ways
• Let the candidate know you will be taking notes
• Maintain the applicant's self-esteem
• Show verbal/non-verbal encouragement
• Use expectant silence
• Ask straightforward questions
• Phrase questions so the applicant can easily provide negative information
• Don’t be afraid to interrupt or redirect

- Common Interviewing Mistakes

• Interviewer does all the talking
• Allow the interviewee to drift off and start rambling
• Asking discriminatory questions
• Oversell the job
• Don’t have a good understanding of the applicant’s skills and attributes at the end of the interview
• Hiring discussions are not competency-based
• Pressure to fill the position affects judgement

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A positive recruitment process not only can help you ensure a streamline recruitment process and employing great talent, but it can also help set the tone of the business as a professional workplace that takes swift measures to hire talented candidates.

If you are struggling with recruitment and need help, please reach out and we can get the steps rolling to find you the perfect employees!

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