As a business owner, you know your staff make or break your business. You need a team that you can count on to get the job done while you focus on other things.
But finding the right employees for your business is challenging.
An effective recruitment and selection process will contribute to attracting the best calibre people, assuring you hire staff with the right skills and capabilities to contribute to the success of your organisation.
Taking the time to develop a recruiting process that works for your business is essential. A good process not only finds great employees but saves you time and money on replacing and training new people and reduces the potential for legal ramifications.
Finding quality candidates:
- Establish a position description that identifies what tasks you need the recruit to complete and whether or not you are capable of training them. For example, an electrician hiring a bookkeeper isn't going to want to train a bookkeeper on how to do his or her job.
- Research what competitors pay for the same job and what benefits are offered. Many good employees will actually choose to work for an employer paying a little less if there are additional benefits such as corporate health insurance or additional flexibility. Get a feel for the market, establish a budget and seek a candidate that meets the skill requirements of the job. Generally, awards or industrial instruments will set the baseline wages. Make sure you check this first.
- Advertise in places where you know you will be able to attract people with the right set of skills.
Selecting the right person for the job:
Selecting the right employee will save time and money on the recruiting and training of new candidates. There are both monetary and time costs associated with putting out job ads, interviews and training new people.
As well as this, being short-staffed can negatively affect your business revenue; keeping turnover low is important.
Taking the time to choose properly the first time helps mitigate any of these problems.
Make decisions with defined metrics rather than gut feelings. Go through a systematic set of questions and tests to determine if candidates are able to fulfil the job needs.
Reducing potential legal problems
Employers are not allowed to discriminate based on age, gender, religion or disabilities. They can get sued for bias if a candidate feels there was some level of discrimination that resulted in them not getting the job.
When you have a systematic process in place that you follow for every candidate, you reduce the chances of finding yourself in employment-related legal issues.
Keeping interview questions professional and not asking personal questions is important to prevent any misconceptions. So is giving the same skills tests to all candidates.
If you require any recruitment advice please call Preston HR on 4052 0709.