The world of work and the skills required are constantly changing, and with many organisations across Australia geared up to grow in 2021, every business wants to have the pick of the best talent.
However, it can also make recruitment difficult, because how do you make sure that you are choosing personalities, which fit with your brand? The good news is that Australia is a secure place to find skilled, ambitious employees. So, all you need to do is focus on making them a part of the company culture.
1. Know What You Need
Take a close look at the roles you need to fill in the form of a job analysis. The information from this analysis will help develop the job description, duties, responsibilities, necessary skills, and outcomes to start planning your recruitment strategy for hiring the right employee. Having a Job Description brings clarity to expectations, avoiding “grey areas,” and supporting employee management moving forward.
2. Browse Your Network
While it is essential to consider a range of options, you do not have to start looking outwards immediately. As a business owner, you will already have an extensive network of contacts. There is a good chance that, through this network, you will find the perfect person to fill vacant roles.
3. Consider the Individual
Job interviews are not really about testing skills because a person will not make it through to this stage if they do not have the right qualifications. What you are looking for is somebody who feels like they fit with the vibe and values of the company. It is not an easy thing to spot, but it can come in the form of an instinctual response. In other words, by the time the interview is over, you probably know whether you would want to work alongside this person every day.
To help assist if you have the right fit, ask these questions:
- Ask the candidate to tell you about themselves – this gives you an insight into them as a person and an employee.
- What motivates them? – find out what priorities they have.
- Ask them what they find difficult? - find out how honest your candidate is about themselves.
4. Find Out What They Want
The problem with the traditional interview is that we are all too well trained to say the things that we are supposed to or expected to. For instance, you might ask a candidate whether the role would be a long-term commitment for them. They say yes, you give them the job, and they resign after six months. Try to get to the heart of the person and encourage them to share their hopes for the role. If they are a star prospect, you are going to try to find a place for them no matter what their specific needs.
5. Consider a Trial Period
No matter how thorough your recruitment process, picking employees is laborious, and there may be oversights. Having a 3-6 months trial period can set a behavioural expectation for employees that can get them started on the right foot. Ensure it is an opportunity to provide constructive feedback so your new employee can adjust, where necessary, and thrive where intended.
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