Think about it in the candidate’s shoes. You start a new job; the role is not what you thought it would be, and you leave. Or, you’ve applied for your dream job only to realise later in the recruitment process that the job doesn’t provide you with the flexibility that you would have expected.
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.
If you’re looking to hire a new employee and you’re not sure where to start, keep reading, and we’ll teach you how to find the best staff to add value to your business!
Before you can find the best staff, it is helpful to define what ‘best’ 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.
However, be careful not to be too specific. You don’t want to list so many requirements that it deters applicants. For example, you might like to have someone with five years’ 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.
Define your process
“Your recruitment and onboarding process should be timely and clear,” 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’re in a candidate short market, and it is candidates who are calling the shots.
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.
Showcase perks and benefits
It will give you the upper hand against your competitors to know that candidates’ priorities have changed post-COVID. While circumstances are unpredictable, candidates we’ve surveyed have developed an increased need for job security and the ability to work from home.
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.
Increase your visibility
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’ website, and others will use their network.
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.
Use a recruiter
If you’re trying to fill a position you don’t usually hire for, it’s worth finding a recruiter that does. A specialist recruiter 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 – those not actively applying for a new role.
Matt has recognised that qualified candidates want to be approached. “Sometimes, the best people are not looking for a new job and need to be actively approached for a new role.” This is called the passive candidate market.
A recruiter will know who to approach, how to approach them and handle the process of screening and interviewing for you.
So, if you’re looking for a partner to help you find new employees, fill in the form below, and we’ll be in contact with you shortly.