An employee quits. The office mood shifts. In the distance, sirens. What can only be described as a total and utter catastrophe has struck your small business. If only someone could have prevented the chaos. (Ahem, it’s us. We could have prevented the chaos).

Rarekind HR consultants are no strangers to inclement weather, and well-versed in the telltale signs of a category-5 crisis.

Six tried and tested scenarios that a Rarekind HR consultant can help you avoid:

  1. Six tried and tested scenarios that a Rarekind HR consultant can help you avoid:

Your staff show up to work every single day, knowing nothing about the company vision, expectations or goals. We call it nightmare fuel.

If employees don’t give a damn about their performance and have zero motivation you’re en route to Toxic Culture Town.

Employees need a clear roadmap for career development, and our HR consultants can help you plot it out. Our services act as a reliable retention tool, because when your employees feel supported, they might actually want to *stay*.

  1. You have an employee whose favourite phrase is, “That’s not my job”.

… and to be fair, often, it’s not. That’s where we come in.

Prevent employees from signing-off work that’s way beyond or beneath their paygrade. Our HR consultants can draft up job descriptions, policies, tools for examining workplace performance and complete regular or as-you-need-it audits.

… and these are only a few things to include, but they are by far the most important to list in an
employment contract. And remember to proofread for good measure.

Organised processes put an end to the sirens. And, life in the office? It’s not just good – it’s bloody brilliant. Who knew a sprinkle of HR dust could solve all of your problems? Wait.

  1. A tear-filled conversation or shouting match.

No boss wants to talk to an employee about their plummeting performance. And despite your expertise, high IQ, or excellent communication skills, these chats can still be super awkward, confrontational and even upsetting.

We’ll give you a voice and help you navigate the conversation before it happens. As a manager or supervisor, it can feel incredibly empowering to jump over this hurdle. At the end of the day, the most important thing is that the conversation takes place, because denial is a river in Egypt.

  1. Your employee has quit, effective immediately. Thank you, next.

Facts. Many small companies still don’t work with contracts, which means their employees are free to make a French exit, sans notice. Even if they’ve been with you for say, 5 or 10 years, they can plead ignorance because there’s No. Paper. Trail. Don’t be that business.

With expert employment contract knowledge and training, our HR pros can help you draft up new contracts or renew existing ones, toot sweet.

  1. Start and finish times are about as clear as an unorganised spreadsheet.

Employees consistently rocking up late or leaving super early, before their work is completed? Houston, we have a problem.

We can help you curb ‘clock-off creep’ by implementing employment policies and procedures, so Alexis isn’t ‘ducking off’ for a cheeky 2pm martini and Barry ain’t leaving for badminton before he’s *officially* done for the day.

  1. Dissatisfied employees. Spoiler: They’re going to leave you.

Employees crave development, stimulation and support. If you can’t satisfy them, they’re just going to find love happiness elsewhere and exit stage left.

With HR consultants in your corner, your workplace could lead the way for happier employees who love their jobs, and rave about you on LinkedIn. High-five. Best business ever.

That’s it. That’s six unwanted scenarios we can help you avoid before the locusts swarm.

HR isn’t just the best insurance you can take out as a small business, it’s the best safeguard for your sanity for when it all hits the fan. With a HR consultant, and the right policies and procedures <locked and loaded> you’ll have created a culture where people feel fulfilled and engaged at work every single day.

———

Our HR consultants can help you manage the legal/admin/boring stuff, host the tricky talks, overhaul daily operations, conduct audits, and help ricochet overall employee satisfaction straight up the happiness scale.

Contact us today to chat through our services, and supercharge your team’s talent.

Want to know why you should whip your policies into shape, keep those contracts watertight
and cement those basic building blocks of success? The HR professionals have spoken. And
when you’ve digested all the info, you’ll finally have the grounds to buy yourself a Best Boss
Ever mug.

Welcome to HR 101.

First up: policies and procedures

An employee fails to wear appropriate work attire. The workplace policies and procedures are
nowhere to be found. It’s a recipe for disaster, and you don’t have the tools to clean up after
the spaghetti sauce has hit the fan.

Not only do rules and regulations set standards of operation, but they also hold people
accountable for their actions. If no expectations were set, or no policies can be referred to
(always keep the receipts) … the employee pleading ignorance has some grounds. It’s a
classic case of how can you know what you don’t know.

Here’s how: hit the policy books. First, ascertain what workplace expectations have been
breached. If you do have a policy in place, continue educating your staff about these policies
as they’re updated. It’s also best practice to hold a company-wide refresher on workplace
policies every two years.

So pamper, preen and polish that policy and procedure playbook.

Employment contracts and why you need them

The golden rule of business land is that everything needs to be in writing. You wouldn’t ask a
builder to build your house without a contract, so why would you hire someone without one?
That’s some sound logic right there.

Here are some questions you should ask yourself when drawing up an employment contract:

… and these are only a few things to include, but they are by far the most important to list in an
employment contract. And remember to proofread for good measure.

Implementing practices like performance management strategies, development plans, and
bonus schemes is difficult if the basics are not in place. Especially because you can’t get to the
top with a flimsy base; it needs to be Hulk-level strong.

Building your company street cred

What makes you, you? It’s a good idea to lay it out clearly by setting out some company values
from the get-go. Outline your goals, vision and how you see the company progressing. That
big picture stuff.

It should be easy for job applicants and potential clients to sense what your company is all
about quickly. A vibrant brand personality is important because this will attract people to your
small business and excite them to work for you. You want your star talent to stay on your team,
so having a strong identity of where they can be proud to work is great.

Don’t forget those Position Descriptions

PD’s give employees a greater understanding of where their role fits within the company.
Measuring an employee’s success or holding them accountable for underperformance
becomes difficult without them. (Plus, they are also essential from a legal standpoint).

The life cycle of a PD involves:

A practical way of keeping PD’s up-to-date is to have managers add them to the regular
performance review agenda, so there are no question marks left unturned. Drawing up a brand
new contract isn’t necessary — simply issue a variation to the existing contract stating how
and why their PD has changed. The more info here, the better.

Just like building a house, if you want to mitigate potential people problems, you will need all of
the above (as a bare minimum). So build a solid foundation for your business from the get-go,
and success will soon come knocking.

Need some professional guidance? Our HR professionals can help you set short and long-term
goals and draw up enticing position descriptions, so you can land your star people and proudly
watch as your small business steps into the coveted ‘Best Places To Work’ category.

Picture this: You’ve finally mastered the WFO/WFH/WFA balance, your inbox is inundated with
job applications, and you’ve built the ultimate team that actually loves their job. Morale is high,
business is thriving, office plants are alive. Life is good.

Unfortunately for many small businesses, this scenario is more fantasy than reality. Enter a HR
consultant. While we can’t help with your poor plant parenting skills, we can help you with
everything else

Want to build a workplace that employees don’t want to leave? There’s two major areas you
need to focus on.

Hiring (and keeping) the right talent

According to a 2022 Nectar report, 47% of HR managers believe employee retention is one of
the biggest challenges when sourcing top talent. Did you know employee turnover can cost
your small business up to $15,000 per employee? Not to mention, the hiring process can be
time-consuming and frustrating, impacting the rest of the team.

To make the recruitment process a whole lot smoother for everyone involved, we recommend
keeping the Golden Rules of Recruitment in mind.

  1. Remember you’re not just interviewing them — your candidate is also interviewing you. Are you prepared?
  2. Ask your interviewees what they are looking for in a company and role to ensure it’s the best fit for everyone
  3. Candidates come with non-negotiables and salary expectations. If you want them in your team, research and be prepared to step up your game
  4. Be clear and open about what sets you apart — think company goals, remuneration packages and career development opportunities 
  5. Never neglect your current employees while growing your team. They need to feel supported and appreciated… otherwise you might end up recruiting for even more roles

Create a healthy culture of happy employees

It all boils down to how happy your employees are: what keeps them engaged, motivated and
happy? Once your workplace reaches Toxic Culture Town, the mood will plummet,
relationships will suffer, motivation will be at an all -time low and employees will start to leave. If
your business is on its way there, you’ll need to change directions, stat.

The Employee Happiness Checklist is a good way to measure your team culture, and figure out
what needs work.

  1. Conduct an anonymous employee survey — then actually implement the findings
  2. Be present and actively listen to the needs and wants of the workplace on a regular basis, or if you’re busy, delegate to someone in your team
  3. Audit your current policies, procedures and practices against those in your industry to see how you compare (this is one of our favourite ways to work with small businesses) 
  4. Analyse gaps, select those you want to improve on, and develop plans to get there
  5. Track your progress and communicate with your team; it’s okay to be a work in progress. Employees usually appreciate knowing they are being heard, and changes are being made

When you invest in employees and culture, the magic happens. The workplace will be buzzing,
people will feel more motivated and as a result, business will flourish. If only we could say the
same for your plants.

———

Company culture is one of our favourite spaces to play in. Rarekind HR consultants can guide
you through the recruitment process, build the perfect team, audit your culture and implement
strategies to improve.

All you need to do is contact us today for a chat and we’ll talk you through the process.

As a business owner, there are a few facts of life you simply can’t avoid:
Your employees aren’t coming back to the office full-time
No one is cleaning out the fridge on Friday
Your business needs HR, probably more than you need a day off

While you might have learned to accept the first couple, there’s a chance you’re choosing to
flat-out ignore that last one. You think HR is boring. HR is expensive. HR isn’t needed in a
workplace of this size. It’s all red tape and crying in the bathroom, right? We’ve heard it all, and
we’re here to set the record straight. Because, while traditional HR has a bad rep around the
water cooler, HR consulting is a much more progressive and flexible option for businesses (and
catastrophes) of every size and industry.

What’s the difference between traditional HR and HR consulting?

Sure, traditional HR professionals and Rarekind HR consultants bring similar skill sets, areas of
expertise and knowledge of the law. But there are a few glaring differences that will inform
which one is right for you.

The most obvious being that a traditional HR team will sit within your business, putting you at
risk of paying for more resources than your business actually needs, and missing out on all the
Scotch Fingers.

HR consultancy, on the other hand, brings together a brain’s trust of HR experts, that can tap
in and tap out as much — or as little — as your business needs.

It’s Would You Rather HR Edition!

Maybe you’d prefer to make your serious business decisions with a quick round of Would You
Rather? Here are some examples to show how traditional HR and HR consulting stack up. Fun
police? Never heard of them.

Would you rather….

Add another wage, super and entitlements to your books
OR
Get HR help when you need it?

Unless your business is of a certain size, you might not need an in-house HR professional, but
rather a resource that can assist on an occasional basis with tasks such as employment
contracts, position descriptions, culture strategy and employee onboarding and exiting.

Pay big bucks for an employment lawyer (and let’s be honest, their suit)
OR
Put $$$ towards something else?

It’s no secret employment lawyers are expensive. Those dry cleaning bills won’t pay for
themselves. Don’t let it get to that point. HR consulting is the best insurance policy you can
take out to protect yourself against a range of workplace-related issues.

Benefit from the brain of one HR expert
OR
Engage a whole team, for the price of one?

As with other industries, HR consultants are specialists in what they do and can assure quality
outcomes. The bonus? We actually love HR, problem-solving and even having tough
conversations. You could say we joined the university debating team and never really left.

Hire a full-time HR expert for a small amount of work
OR
Engage an HR expert that works around your needs and schedule?

HR consultants are laser-focused during their contract — not online shopping because we
don’t have enough to do, Colin. Invite us in for a small project, on an ad-hoc basis, or a long-term
relationship, or let us audit your business and we’ll tell you what you need.

Deal with office politics and irritated employees
OR
Build a better environment, processes and culture?

This is an HR expert’s bread and butter, but rather than getting involved in the workplace drama
that’s common in many businesses, we’ll strategise and smooth over any corporate quarrels
before getting out of your way. Once we’re gone, you’ll have structures to follow and
insurance in place.

Ultimately, finding the right HR solution is a bit like choosing how to protect yourself from
unpredictable weather. Traditional HR might be a reliable raincoat, but it bulks out your bag,
even when the forecast is fine. Meanwhile, HR consulting is the handsome devil with an
umbrella, who only appears precisely when you need them. Whichever way you go, when the
storm hits, you’re going to wish you had the insurance.

———

Rarekind HR can be your handsome devil with an umbrella. Know what you need? Reach out
with help with developing or refreshing contracts, legal issues, or advice on change
management. No idea? Let us perform a health check on your business, and guide you from
there.

Imagine if before any meet and greet in person, you had the opportunity to mentally prepare and answer pre-recorded video questions via a video interview. All from the comfort of your own home (and slippers). 

When you apply for a specific job or register for future opportunities, we may invite you to complete a video interview as part of our recruitment process – where you answer our pre-recorded video questions using your webcam or mobile device at a time that suits you, day or night. The technology is easy to use and totally secure.

Sure the face to face interview is inevitable, and we can’t wait to meet you in real life. But video interviewing provides you with a chance to ease your way into the recruitment process. To dust off any cobwebs. Or practice that elevator pitch, and re-record if you don’t nail it the first time. And for us, we grasp an overall sense of culture and capability fit, far beyond any email or phone call. A win-win.

But wait, there’s more. Here are five reasons why taking on the video interview challenge will help you secure your next gig.

You quickly become more than a name on a resume.

And we quickly become more than a name on a business card. You will have a face and a voice. We will have a face and voice. Don’t worry, we talk first. So you can click on the link we send you and just laugh at us if you like.

You are more than your skills and experience.

Skills and experience are important to our clients, but so is team fit and personality. A video interview gives us a small window into your personality. And, if you give us your permission, we can show this to our client as part of the recruitment process. Cool, huh?

It’s super convenient.

As long as you have a computer or laptop with a webcam or a smartphone with video recording functionality you are good to go. You can record your answers anytime, anywhere. You can even interview in your slippers if you want.

Things can happen faster.

Completing a video interview enables us to consider you for the right roles, in the right locations, in the most efficient way to ensure you land your next opportunity as soon as possible.

But! It’s no face-to-face interview.

In most cases, a video interview won’t replace a face to face meeting between you and us. It is usually just a better way to engage with you than tracking you down during business hours. Leaving cryptic messages. Playing phone tag. While your boss gets suspicious. Awkward.

Tired of reading job adverts that list skills you don’t have? Maybe you’re sick of being rejected for not having the right experience? Or perhaps you’re looking to build up a network of trusted people who can help you bag that dream role?

It mightn’t feel like it right now, but getting a job with no experience is 100% possible. You just need to be doing the right things. And by the right things, we mean everything listed in this blog.

It’s not what you know, it’s who you know

Hands down the easiest way to get a job with no experience is by networking.

LinkedIn has 700 million+ active members, and three people are hired every minute, so it’s a pretty good place to start. Set up a profile and connect with as many heads in your industry as possible, as well as people who hire people like you.

The making friends (networking) bit comes next. Most people on LinkedIn consume content, rather than post it. Don’t be like these. Forget dishing out likes as if they’re cents in an arcade, you need to be doing your fair share of posting and commenting to build a proper network.

So long as you’re adding value, you should get a helping hand in finding a role.

Embrace your inexperience

Don’t think of your inexperience as a bad thing. Instead, flip it, reverse it (yes, that’s a nod to Missy Elliot) and use it to your advantage. If expressed in the right way, your inexperience can show you’re hungry and eager to learn.

It’s a common misconception that employers want the most experienced employees, but it’s not always the case. Sometimes they want fresh talent that can bring something different, lift the mood creatively — know what we mean?

Work for free if you have to (but only at the very beginning)

Remember when you were 15 and looking for a job, and your gran would bang on about how volunteering at the local shop would set you up perfectly for when the time came to leave school — and she wasn’t wrong.

Sure, stacking shelves sucked while your friends were at the beach, but we bet you can see with hindsight how those few hours a week spent ‘missing out’ were worth it.

Now you probably have your sights set higher than the local corner shop, and I don’t blame you. Luckily, there are tons of internships (paid and unpaid) that help you get your foot through the door. And even if you have to work for free for a short time (sucks, we know) and they don’t keep you on in the end, it’s an experience to put on your resume. And it will pay off.

Identify transferable skills

It’s not a nice feeling when you’re reading through a job ad, and no matter how deep you dig, you struggle to tick off any of the required experiences. It’s an instant confidence crusher. But this shouldn’t stop you from applying for jobs, because there are loads of transferable skills you can talk about that’ll show you’ll be an asset.

Start by listing all the skills you have, without filtering them. Even if you’ve only had one job in a corner shop, there’s always something you can add. What about computer skills? Dealing with difficult customers? Or how about that time you helped train up the Saturday person?

Once you’ve made a list, think about how your skills match what’s required from the role, and highlight these in your resume. And don’t underestimate professionalism and friendliness, which can go a long way to showing you’ll be a darn good fit.

What have you achieved?

When looking for a job, shout about your experience loud and proud. Even if it’s not directly related to the job you’re applying for, pick out things that demonstrate your work ethic and dedication. Take a megaphone to your interview if you must.

Mention any volunteer work you’ve done here, too. Even if it wasn’t the job for you any more than swimming is for a cat, it demonstrates your willingness to learn. Oh, and don’t forget to mention any awards you’ve won, things like an employee of the month (just don’t tell them if you were the only employee) or any academic awards.

Recruitment processes. The better they are, the better your business. And the better your business, the stronger your success. And the stronger your success, well, you get it.

But in all seriousness, having effective, well thought out processes will work wonders for your business both short and long-term. How exactly do recruitment and selection contribute to organisational success?

Let’s find out, shall we?

Pip your competitors to the post

The last thing you want is for your competitors to snap all the top talent and just like that, take off faster than a toupee in a hurricane. By no means is it a race to the top, and we’re not encouraging you to stalk your competitors like a bad guy from a horror movie, but a little research into how your competitors do things can go a long way to making sure you’re a viable option, and that you’re doing things that top talent want, like and need.

Unless your competitors are using a recruitment agency — which, by the way, you’ll probably never know — there’s an opportunity for you to snatch up the best talent before they do.

Having a strong recruitment approach also means that candidates are less likely to tap out for a job elsewhere. Plus, if your competitor’s employees see how well you’re doing, they might want to come to you, too. Win-win.

Prevent all the legal stuff that can ruin your reputation

Legal battles suck, there’s no other way to put it, and if your business gets into one and news gets out, you can wave goodbye to any credibility you have.

By following strict processes and carrying out checks on each candidate, proper recruitment processes keep your business safe and can help prevent you from ending up in court. As well as making sure each employee is treated fairly and the same, effective recruitment processes can also prevent you from hiring anyone with a criminal record. After all, you just never know who might be on the run.

Save you time and money on training

Who doesn’t love saving time and money? And let’s be real unless you’re a global organisation, a business swimming in cash, or one with access to free training, chances are you won’t have the time and money to hire and then train a bunch of inexperienced candidates. One or two, yes. But for the most part, you’ll want your new hires to know their stuff, so they can make an impact right away.

Being smart and hiring candidates with the relevant experience, skills and expertise is especially huge for startups and SMEs — who have less cash to splash. Plus, the experienced folk you hire can help train up those who are less experienced, again, saving time and money spent on training.

Make you look as credible as credible can be

If you have more top talent walking through the door than Ian Thorpe has gold medals, this is proof of a strong recruitment and selection process, which will make your business appear credible. And if there’s one thing we know about credible businesses, it’s that everyone wants a piece of them — whether that be customers or candidates.

Ahh, job hunting.

Can you really be bothered to sift through hundreds (if not thousands) of job ads, spend more time perfecting your resume, and then sit around picking the skin off your thumbs, waiting for the phone to ring?

Working with a recruitment agency will make the process easier, quicker and a lot less stressful. Because when you work with a recruiter, you’re not alone, you have experts by your side every step of the way.

Other than that, why use a recruitment agency to find a job? Well, let’s find out.

Recruiters save you time

Research shows it can take six months of searching for the average person to find a new job. That’s a lot of hours looking through job ads, tweaking and sending applications and crying into your lap after the 25th rejection. And it gets even tougher if you’re looking for a new job while working.

Working with a recruitment agency frees up some of your time to do more of the things that make you happy. And because they spend eight hours a day (at least) trying to find candidates for vacant jobs, you have a better chance of landing one. Recruiters just know exactly where the jobs are, and they’ll do everything they can to fill them with people like you.

Recruiters can help you through the process

When looking for a job, all the emotions will come up and slap you on the cheek. Stress, anxiety, frustration, fear, elation, hopefulness — they’ll all make an appearance. If you work with a recruitment agency, they’ll have your back every step of the way, helping you deal with these emotions and normalise the ups and downs of the process.

Whether it’s jazzing up your resume, coaching you on interview techniques or helping you decide which role to accept, your recruitment consultant will support you from applying to accepting an offer.

You can network on a much larger scale

Unless you’re friends with the Kardashians, you’ll have fewer connections that can help you get a job than a recruitment agency. Most recruitment agencies have been in the game for a very long time. And throughout this time, have built up a solid network of people, tens of thousands of times bigger than your LinkedIn profile with 238 connections. By working together, you can take advantage of this, and get the most out of your hard work job-seeking.

Another thing. When you send your resume to a HR department, you rely on them looking at that document and loving it so much, they ask you in for an interview. Things are different if you work with a recruitment agency. You have someone in your corner. Someone who has a relationship with that hiring manager and who can boost you up in their eyes. A hype person, in a way.

You stay on the database

Recruitment consultants play the long game. They value long-term relationships and often feature in your career many times throughout it’s course (in some cases, with you as their client rather than as a candidate).

That’s because it’s not over once you’re sitting cushy in a role. Far from it. If it’s okay with you, the recruitment agency will keep your resume on their system for any future roles you might be interested in, and they’ll give you a call when one comes up.

Access to more job opportunities

Only using job-search websites to look for a job is like having the same meal every time you go to a restaurant. Think of all the other things you could try — think about what you’re missing out on.

It’s the same when you’re looking for a job. You see, it’s not uncommon for companies to avoid job-search websites and instead, advertise on their website and social channels, or ask current employees for word-of-mouth referrals. Just like you’re missing out if you order the same plate of food at every restaurant, you’re missing out on great job opportunities by limiting your search to job-search websites.

But where do you start? Well, recruiters are pros at finding the ‘hard-to-find’ jobs. Just like they can send you roles that aren’t yet advertised online. With more jobs to pick from, you’re more likely to find one that suits you.

Recruiters want to place candidates

Let’s not shilly-shally here. If a recruiter finds you a job, they get to send a bill to their employer client, it’s as simple as that. So the more candidates they match with jobs, the more money their business earns. This is just one of the reasons recruiters are super passionate and competitive about finding roles for their candidates, which can only be a good thing, right?

But remember, rather than leaving your career in their hands, you’ll see the best results if you work with them. Whether it’s continuing your search on job-search websites or networking on LinkedIn — the more you do, the better your chances of success.

So you want your business to be successful, right? Well, you need an effective recruitment process in place. One that will attract, engage and impress top talent. But how do you go about putting one together?

Well, we’re bringing you a quick guide to effective recruitment and selection so you know exactly what to do at each stage, and what to expect if you choose to work with us. Let’s get going.

What is a recruitment process?

The clue’s in the name. A recruitment process is the steps businesses make when hiring a new employee. Generally, this process starts with attracting candidates and ends with onboarding them (if they accept the job).

Depending on the type of business you run, the process is often led by the human resource manager, though recruiters and other team members from the hiring team will likely chip in to ensure everyone is clued up on where they’re at and what they need to do.

Throughout the process, there’s a lot of resumes and applications to collect and review and interviews to arrange before selecting and onboarding an employee to start working with you. So, it’s something you’ll want to get right.

What makes a good recruitment process?

The better your recruitment process, the quicker and easier you’ll find and secure top talent — that’s what it’s all about. Getting there requires a fair bit of planning, and you’ll need to constantly evaluate your processes to ensure you’re on track.

Above everything else, your processes must be streamlined, and your staff have a big part to play in making sure this happens. As well as knowing and understanding the part they play in the recruitment process, they must have the tools and resources they need to do their job.

For example, the person tasked with conducting interviews must have a copy of the resume and background info on each candidate before they start interviewing. That person must also be prepared to inform the candidate of what to expect after the interview so they aren’t left wondering what happens next, which might put them off.

What are the benefits of strong recruitment and selection processes?

There are so many policies and procedures to follow when recruiting that it can feel as tedious as being stuck in traffic without music. While you want to fill the vacant position in your time quickly, it’s not always as simple as that.

Having an effective recruitment and selection process in place relieves a lot of the stress and hassle. It also ensures a transparent and fair recruitment process that helps you find the best talent.

Here are the benefits to having good recruitment and selection processes in place:

Increased productivity: Following a process can free up space for HR teams to invest time in training new or existing employees. This can boost engagement and productivity which can bring lasting results.

Transparency in the process: Having a process in place means that those involved know exactly where they are at, giving everyone peace of mind that the end result will be met. Being transparent and keeping the candidate informed can boost their confidence in the business they are about to join too.

Reduce cost-per-hire: Because you have a plan, you can hire proactively, which means you’re less likely to spend money on things you don’t need out of panic or impulse.

Fill positions quicker: As well as speeding up the actual finding of candidates, having an effective recruitment and selection process speeds up the interview, hiring and onboarding phases too. In turn, this reduces the time and cost spent on recruitment.

Better talent through your door: Proper recruitment and selection processes will help keep talent engaged and could be the determining factor between them picking you over a competitor.

Steps to the recruitment process

Now you know what a good recruitment process looks like, let’s see what it includes by giving you a brief look at our process and everything we can help you with.

  1. Identify your needs

What skills are you looking for? Does the candidate need to have a set number of years of experience? Is it a remote or in-house position? What type of salary are you looking to offer? These are all questions you need to ask yourself that will help you identify the needs for the role.

As well as this, it helps you to distribute the recruitment tasks between your staff. If each team member has a task that is best suited to them, they’re able to make relevant decisions throughout the hiring process.

2. Prepare the job ad

Creating a job description is next. Using the list you created in the previous step, outline the duties and responsibilities of the job. Be as specific as possible and paint a clear picture for the candidate(s).

Avoid what a lot of companies do and repurpose old job descriptions. It’ll only go against you and top talent can easily see through this type of thing.

3. Create recruitment plan

Plan, plan and plan some more. Figure out who’ll be doing each task, whether it’s reviewing applications, scheduling interviews or onboarding. This will save you time and ensure you’re organised which will keep you in the candidates’ good books.

4. Start searching

Switch your job ad to live and get proactive in seeking out passive talent. Using our keyword recruitment tools, we can cut down on search time during the recruitment process by weeding out unqualified candidates, whilst our expert resourcers look under every rock and skillfully persuade prospective employees who aren’t even looking for a job to take interest in this one.

5. Virtual screening

So you have a list of candidates you like the look of, now it’s time to call them up for a quick chat or even better, to invite them to complete a pre-recorded video interview. Keep it relaxed and aim to get to know them a little bit more beyond what a boring old-fashioned resume can tell you.

6. In-person interview

In-person interviews should be within a week of a phone screening. It’s key to keep the process short to avoid the candidate losing interest. You might be one of a few companies interested in the candidate, so it’s important to move quickly to keep them engaged.

Provide as much info about the interview as possible, i.e., where it is, how long it will be, what they should bring, who they will meet with, and the dress code. And make sure you let them know when they should expect to hear a response, good or bad.

7. Offer the job

Congrats! You’re ready to offer someone the job. But not so fast. Make sure you go to the table with an unignorable offer, one the candidate won’t pass on. Oh, and prepare to negotiate on salary and benefits. An in-demand candidate will likely want to do a little wheelin’ and dealin’ before accepting.

8. Onboard the new employer

This is where the real work begins. You want to make the onboarding process as seamless as possible so the candidate can jump right into the role. Aside from paperwork, think of things like assigning a mentor or buddy and setting up one-to-one time with managers during their first week.

So there you have it, a quick guide to an effective recruitment process. Of course, if you needn’t worry about putting a process together for your business, we can handle your recruitment needs for you. Reach out and we’ll be happy to take the load off.

Have you ever sat in an interview and fluffed a question?

Been there. Done that.

But if you don’t know what questions you’re going to be asked, how can you prepare? Well, we’re glad you asked. While you can never be 100% sure what questions will make the cut, there are a few common ones that companies like to use.

Between us, here are the top interview questions you need to be ready for.

Tell us a bit about yourself

Ah, that old chestnut. It’s about as boring and uninspiring as that weekly team meeting you sit through every Monday morning, but you’ll 100% be asked this at the start of your job interview — so make sure you prep something.

The purpose of this question is to get to know you – a combination of your skills, qualities, characteristics and personality. What makes you authentic.

As this is a job interview, you should start by talking about all the work stuff, i.e., how you started, what motivates you, and what type of education you had (unless it’ll go against you).

Now, move on to your hobbies and interests. And make sure you bring some personality to the table. Unless the job ad specifically states that the company wants someone with less personality than a brick, make them smile, make them laugh, but please, leave the dad jokes at home, alright?

Why should we hire you?

Another classic interview question that almost every company will ask you. Here you have the opportunity to really stand out and show the interviewer what you’ll bring to the company if they hire you.

Be specific. Be confident. And do some research beforehand. The best answer will solve any problems or pain points the employer mentioned in the job ad. If you’ve solved similar problems in the past, tell it as a story. Humans love stories — have done since we were kids. This will definitely score plus points.

What are your weaknesses?

I hate to break it to you, but you’re not perfect. C’mon, nobody is. And if you try to convince the person sitting opposite you that you don’t have any weaknesses, or you say something like, “I’m a perfectionist”, they’ll run a mile. So be honest, open up about your weaknesses. But do it smartly. 

How? You ask. Well, let’s pretend the job requires a little bit of admin. Instead of saying, “My communication skills aren’t great,” say, “I’m constantly working on my communication skills to improve. I have recently signed up for a such-and-such course, which I’m finding really helpful”.  

See what I did there? Rather than being a negative Nancy, be a positive Peter and show that you’re eager to learn and improve. It will soften the blow and make it sound less of a ‘bad’ thing.

What are your salary expectations?

Money talk can be awkward. And the last thing you want to do is sell yourself short or price yourself out of a job offer. The trick here is to always use a range. Never say one number, even if you have a figure in mind.

If you have no idea what you’d like to be paid, or you’re new to the industry and don’t know the going rate, do a quick Google search. There are plenty of sites online that tell you the average salary for almost every job based on the employer, job title, location and experience. Check other job ads for similar roles, too.

What are your strengths?

This is a biggie. Whenever you answer a question about your strengths, always talk about things that match what the company is looking for, and things that will set you apart from others. 

And remember, show rather than tell. Instead of saying you’re a top dog at problem-solving, tell a story about how you’ve solved a problem in the past. Use real-life examples from your career.

Oh, and avoid saying basic things like “I’m a hard worker,” or “I’m passionate,” or “I’m just great all-round”. They show a lack of thought and make you sound like a 9th grader who’s never had a job.

Why are you leaving (or have left) your current role?

Even if your boss was a jerk, you weren’t valued, and your coworker’s favourite past-time was gossiping and oversharing, avoid being negative in your answer to this question as it could backfire.

Did you know there’s such a thing called spontaneous trait inference? Basically, it’s when you start saying bad stuff, and the other person’s brain assigns those traits to you. So if you say things like “Hate,” or “Bad,” or “Terrible,” they’ll think you’re talking about yourself.

However much you hated your last job, now’s not the time to vent your anger. Stay calm and frame your response to position yourself in a good light. You can even say something simple like “It wasn’t the right fit but it was a valuable experience because you learnt xyz about yourself”.

What are your career goals?

Do you see a future at the company? Or are you a job hopper? Where do you want your career to take you? 

This question will identify whether you plan on sticking around or jumping ship as soon as something better comes up. No matter what your plans, focus on the job and the company you are interviewing for, and make it clear that you see a long-term future with them.

Do you have any questions for me?

At the end of the interview, the interviewer will probably ask you if you have any questions for them. It gives you a chance to clear up any confusion, or if you’re really clever, show that you’ve been doing some research by asking something specific about the business but that is NOT easily researchable on Wikipedia.

Always have a two or three at the ready. Asking a question shows that you’re generally interested in the company and the things you’re expected to do. The best questions to ask are those that are not publicly known. So use your noggin’, and spend some time doing a bit of deep research. We’ve made a list of ideas for you here.