\u200bFinding the best staff for your business will require a combination of actions and planning. Conversely, hiring an unsuitable candidate can happen to the best of us.<\/p>\n
Think about it in the candidate\u2019s shoes. You start a new job; the role is not what you thought it would be, and you leave. Or, you\u2019ve applied for your dream job only to realise later in the recruitment process that the job doesn\u2019t provide you with the flexibility that you would have expected.<\/p>\n
When you hire a new employee, you create an agreement between two parties. That means you need to manage both your expectations and the expectations of your new employee.<\/p>\n
If you\u2019re looking to hire a new employee and you\u2019re not sure where to start, keep reading, and we\u2019ll teach you how to find the best staff to add value to your business!<\/p>\n
Before you can find the best staff, it is helpful to define what \u2018best\u2019 actually means to you. Firstly, ask yourself who will be the most suitable for the role. Then, when listing the vacancy, be granular with the location (state the suburb), be specific about the job title, list particular job requirements and detail the tasks the employee will perform. Being specific will filter out unsuitable candidates and save you time when reviewing the applicants.<\/p>\n
However, be careful not to be too specific. You don\u2019t want to list so many requirements that it deters applicants. For example, you might like to have someone with five years\u2019 experience, but a candidate could be more qualified due to previous work experience yet only have three years’ experience. Only list the requirements that are absolutely essential and give more candidates a chance to shine.<\/p>\n
\u201cYour recruitment and onboarding process should be timely and clear,\u201d says Fuse Director Mathew Christensen. He explains that you need to move at a speed that you want your business to move at and to not keep the candidate waiting around. If the applicant is actively looking for work, you may lose them to a competitor if your recruitment process is too slow. We\u2019re in a candidate short market <\/a> , and it is candidates who are calling the shots.<\/p>\n Having a clear onboarding process will ensure the candidate will understand what is expected of them and ensure you hire someone who will contribute to your business the way you want them to.<\/p>\n It will give you the upper hand against your competitors to know that candidates\u2019 priorities have changed post-COVID. While circumstances are unpredictable, candidates we\u2019ve surveyed have developed an increased need for job security and the ability to work from home.<\/p>\n In the case of Insurance professionals, the need for flexibility and the option to work from home increased by 20% and job security increased by 10% post-COVID. Keep an eye out for our Insurance Candidate Snapshot.<\/p>\n Use various job listing sites to promote the vacancy. Like you, candidates will have preferences regarding where they look for jobs. Some will use Linkedin, SEEK and Indeed; others will use Pedestrian, CareerOne and SEEK. Some will go straight to an employers\u2019 website, and others will use their network.<\/p>\n There are various ways to find jobs which means there are numerous candidate pools to tap into. The more platforms you use to promote the job, the more candidates you will reach and ultimately have apply.<\/p>\n If you\u2019re trying to fill a position you don\u2019t usually hire for, it\u2019s worth finding a recruiter that does. A specialist recruiter <\/a> will know how to find new employees to suit your needs. They will know what skills and behavioural traits a candidate will need to perform well in their role. Additionally, they will have a wide range of connections and access to engage the passive candidate market \u2013 those not actively applying for a new role.<\/p>\n Matt has recognised that qualified candidates want to be approached. \u201cSometimes, the best people are not looking for a new job and need to be actively approached for a new role.\u201d This is called the passive candidate market.<\/p>\n A recruiter will know who to approach, how to approach them and handle the process of screening and interviewing for you.<\/p>\nShowcase perks and benefits<\/h4>\n
Increase your visibility<\/h4>\n
Use a recruiter<\/h4>\n