Recruiting the right employees
We are experts at recruitment. We know that businesses can find recruiting expensive and time consuming – but we can show you how to reduce the cost and the hassle. Here are our top tips for improving the recruitment process:
Defining the job
A good job description and specification is a ‘must have’ for successful recruitment. The job description should include:
- job title
- duties and responsibilities
- working conditions
The job specification should detail the required:
Creating these documents and updating them as jobs change is good recruitment practice. Include information like whether the position is permanent, temporary, part-time or casual.
Be clear on what you are looking for
A job seeker might look great on paper with all of the skills and experience you need but how will they fit in with the team and your organisational culture?
Thinking about personal attributes of your new employee is just as important as making sure they have the right skills. For example, the type of skills and personality required for a call-centre job could be quite different to what is required for an office job or for cleaning. For example:
- Working in an administrative or office environment — professionalism, ability to work as part of a team and good presentation and manners could be critical to this type of job particularly if it is a public-facing role such as reception. Flexibility about working overtime when big deadlines loom is important.
- Working in a call-centre — this person needs to be patient with all kinds of people. They should be outgoing and energetic and have good listening skills so they don’t interrupt customers but engage them in conversation. They may also need the ability to multi-task, be excellent problem-solvers and be flexible about working hours if your call-centre operates around the clock.
- Working in a cleaning role — this person must be meticulous, trustworthy and have great attention to detail. The ideal candidate needs to understand how to use their cleaning products safely and not be shy about asking for help when they don’t know the answers.
Interviews are your chance to gauge an applicant’s experience, expectations and communication skills. You can also see whether you think their personality and level of professionalism would be a good fit for your organisation.
While every job and workplace is different, it is against the law to ask an applicant questions that could be used to discriminate against him or her. Interview questions must be relevant to the specific job and the applicant’s ability to do the job.
For example: “What are your childcare arrangements?” is discriminatory. But saying: “This job requires long hours and some travel. How flexible are you regarding overtime or out-of-hours activity?” seeks the necessary information in a non-discriminatory way.
To avoid any sense of discrimination against an applicant, some questions should be avoided unless they directly relate to the applicant’s ability to perform the duties of the position. These include questions about:
- religious affiliations and practices
- military service
- height and weight
- languages spoken, written and read
- national or ethnic origin
- sexual orientation
Employers can ask the applicant to show that they are legally entitled to work in Australia with a tax file number or letter from the Australian Taxation Office. Most industry bodies can assist with advice around these questions. Alternatively, you can seek legal advice or contact the appropriate organisation in your state or territory.
Register a job vacancy or free-call WISE Employment on 1800 685 105