In an ideal world the applicant we decide to employ would immediately fit with our culture and perform the role to a high standard. However this is not always the case and through the implementation of an effective recruitment strategy some of this risk can be mitigated.
From the outset it is important to have a plan in place of your goals and what you will achieve by employing another person. There are a number of steps you can take to ensure the person you hire is the right person and has a good fit with your business.
Firstly, it is a good idea to clarify your employee value proposition (EVP). The EVP is what you offer an employee in return for their contribution and performance. Is there something you offer that your competitors don’t, or think about what is the appeal of working for your company?
Prior to going out to the market, you will need to be clear on the tasks you expect the new employee to perform. If it is a replacement for an existing position, now is the time to reanalyze the role and determine if it needs to be replaced with a full-time, part-time or casual employee.
It is a good idea to have this formalized into a position or job description. This basically outlines what your business is about and the responsibilities, skills, experience and attributes you require your employee to have to be able to perform the role. A Staff Manual is also recommended as this helps your employees know what is expected.
You will also need to deal with any compliance issues, such as determining the correct rate of pay and other employment conditions as well as any OHS obligations you have in making your workplace compliant.
Contact us today to see how we can align your recruitment process with your broader business goals, and attract the right candidate for your role.
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