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Recruit like a champion

By Michelle Pittorino

Effective recruitment hinges on proper planning and a comprehensive understanding of what is required from the ideal candidate. 

What you are looking for?

Ensure the job description is up-to-date before the recruitment process commences.  

Management should conduct a full analysis of the role including what outcomes are required, what duties would need to be completed to achieve those outcomes and what skills or qualifications may be required to complete those duties. This information should be used as the basis for the job advertisement. 

If it’s a new position, seek advice from a subject matter expert to determine the role requirements. 

Money, money, money

Before putting the position out to market, it’s essential to consider the rate of pay. 

A rate that is too low could see the business face underpayment claims or may fail to generate suitably qualified applicants. A salary pitched too high may be unsustainable. 

Employers should check if there are any relevant awards or agreements that will apply to the successful candidate, bearing in mind that any employees must be paid at least the prescribed minimum wage. 

Market rates of pay to attract good candidates are generally higher than prescribed minimums so it’s important to conduct research to determine the accepted rate of pay for a particular position 

Methods of research include reviewing job advertisements of competitors, finding salary surveys and asking subject matter experts. 

Attract the type of candidates you need

The best methods to advertise a position can differ depending on the type of role, and can be done internally and externally. 

Internal advertising is typically in the form of notices to employees and allows them to apply for the position themselves, or refer their own contacts.  

This method has high reliability.  

The offer of career development and encouragement of promotion for existing incumbents is proven to boost staff engagement, productivity and tenure.  

Additionally, staff referrals tend to generate quality candidates as employees will generally only refer people they are prepared to work with and who will perform.  

The perception that the referral of a poor performer could personally impact on an employee’s own professional standing within the organisation is a key driver in this.  

External advertising can include online job boards (such as CareerOne or Seek), newspaper classifieds, social media and marketing to a wider audience through traditional media such as radio, television and billboards.  

How do you select the best person for the job?

Selecting a candidate can be a difficult task, so it’s important to maintain a clear objective and ensure that the selection criteria are kept front of mind.  

  • Shortlist those who meet the selection criteria. It is recommended to note the “essentials” that candidates must have to successfully undertake the role, and the “desirables” which are not required but can help the candidate be more effective.
    Those assessing the applications should have a checklist of each of these criteria to determine who would be eligible for the next stage of the process. 
  • Interviews are the most common selection method. Each candidate should be asked the same questions to avoid bias, and each question should be directly related to the requirements of the role. 
  • Cognitive ability or aptitude testing can be a good way to measure a candidate’s ability in thinking, perception, memory, reasoning, mathematics and expression of ideas.  
  • Work tests or trials requires candidates to demonstrate a skill which would be part of the job.  
  • Reference checks should be conducted in a similar way to the interview, by ensuring set questions are asked for each applicant.
    Reference checks can be susceptible to candidates providing false details so call the landline of the business the referee is employed by first to confirm they work at the business indicated. 

Do you have any other specific requirements?

Some employers may require a valid driver’s licence or a certain level of fitness to perform a particular role. 

Checks for specific requirements such as obtaining proof of the licence or pre-employment medicals should always be conducted as part of the recruitment process and before an offer is made to a candidate. 

If you are considering recruiting new employees, CCIWA’s HR Business Basics Manual contains a range of HR template documents and guidance notes to support you through the process and mitigate legal risk.  

For more information click here or contact CCIWA’s Employee Relations Advice Centre on (08) 9365 7660 or [email protected].

Effective recruitment hinges on proper planning and a comprehensive understanding of what is required from the ideal candidate. 

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