Four elements of a good recruiting strategy
Attracting the right candidates can come down to your ability to approaching recruiting in the right way. Have you done the following?
1. Define the job
Determine what you want from the employee.
“If you’re manufacturing furniture, think about whether you’re looking for someone to actually build the furniture or someone to design the furniture,” CCIWA Workplace Relations Manager Ryan Martin says.
Consider the tasks the employee will carry out, the tools they will use, the skills, knowledge, attributes and qualifications or licenses they will need.
How does the job contribute to your business goals? Will these tasks change with your business circumstances?
What is the line of reporting? The Department of Training and Workforce Development has a Job Analysis Template that can help you draft your requirements.
2. Create a job description and selection criteria
It’s important to get this right before hiring someone.
If you have framed your criteria poorly, it’s very difficult to performance-manage an employee who is a poor fit for the job.
3. Determine how to advertise
Once prepared, you can use the expertise of a recruitment agency. An agency can also run interviews for you.
Alternately, you can use SEEK, LinkedIn or other online resources — but be prepared to check references, sift through applications and carry out interviews.
4. Interviewing and selection
When you have shortlisted those candidates with the right skills, qualifications and experience, consider whether they would be a good fit with the culture of your workplace.
Do they need to be a team player or a self-starter? Does their work orientation fit? Keep questions and answers relevant to the job and role.
It can be tricky, so ensure that you do not ask discriminatory questions, such as whether the candidate has children or a medical condition.
For advice on navigating the recruitment process, CCIWA members can call the Employee Relations Advice Centre on (08) 9365 7660 or email to firstname.lastname@example.org.