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Knowledge & Insight

HOW TO RECRUIT THE RIGHT PERSON

It can be a daunting task to recruit for your business or team, whether this is for replacement staff or whether you’re growing your team. You want to make sure that you hire the right person for the job, because once they are employed and you run into issues with their work or behaviour, it will be very difficult to deal with. Here are 8 tips to consider when you next recruit:

1. Do I need to use a recruitment agent or can I do it myself?

It depends – are you short of time? Do you need a highly qualified person? Do you have the budget? If the answer is yes to all 3, then you’re probably best of using a professional to help you find the right team member. If the answer is no to any of the above, then you can go at it yourself by using online recruitment websites like Seek.com. Referrals from friends and business associates are another way to find potential staff.

2. Take the time to write a Job Description.

It doesn’t have to be complicated, short and to the point will do. Make sure you include a general description of the business, the team, the reporting line, the main duties and responsibilities and finally the ideal qualifications, experience and personal attributes you are looking for in a staff member. (E-mail me if you’re a small business and would like a free JD template)

3. Interview extensively.

In the interview, make sure you ask a wide range of questions relating to the role, general attitude towards work and previous experience. If you’re not sure about a candidate or to clear up any other questions you had, have a 2nd interview with another staff member or yourself.

4. Look for someone different.

It’s important that you or the existing team are able to work well with the new staff member, however, be mindful of recruiting more of the same. Sometimes it’s better to hire someone that thinks differently to you or have different ideas. Don’t be afraid to expand your thinking, it might just help your business grow.

5. Always check references.

Call the references and ask them direct questions about their relationship with the candidate as well as questions about the candidate’s performance on the job. Listen to what is being said as well as to what is not being said. Are they hesitant to answer a question or shy away from direct answers? This could be an indication that there was an issue with the candidate.

6. Set clear salary expectations.

Do this either when you advertise or during the interview stage and definitely have it clearly stipulated in the offer of employment. Be precise about whether it’s permanent or contract rate, based on annual or day rate, including or excluding superannuation and whether overtime is paid. It’s best to get all this communicated prior to employment to avoid confusion or disputes later in the process.

7. Consider longer probation period.

If you’re not 100% sold on a staff member, but do decide to appoint them, then you can always add a longer probation period, say 6 months. This means if things don’t work out, you’re able to give a short notice period and move the staff member out of the business easier.
For more tips and information or if you require help to get paid, contact me directly below or for in-house consultation via Marlé Ambrose website.
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