When your business is busy and as the owner or manager you’re juggling many responsibilities, then one of your key staff resign, your immediate thought is something like “I don’t have time for this”!!
So, you go to a copy of your latest advertisement and make a quick change or two and put it on SEEK hoping the right candidate will apply.
STOP !!! Rewind and let’s go back and ask a couple of simple and important questions which will help to make your recruitment process effective.
- Once that particular staff member has gone, what REALLY needs to be done to support the business functions?
- Do I have existing staff that may be well suited to those tasks and benefit from the change or promotion?
- What background experience, knowledge and qualifications will this person need to have?
- What do I need to pay to get the right person?
Chances are that in the time your employee has been working with you, things have changed in your business and the market. This is an “Opportunity” for you take the next step in moving forward – while making a good first impression on potential candidates.
Your advertisement needs to grab the ATTENTION of quality candidates then raise their INTEREST in the role – they need to be able to see themselves in the role and the benefits to them in working for YOUR business – and finally lead them to ACTION – you want them to apply.
Perceived “benefits” vary for each individual and it is not always the salary that is the deciding factor. Your role may offer part-time hours or flexible working arrangements. The location could be close to home for someone and save commuting & parking costs. The size of your business and strong team culture may be attractive. This could be a step up for someone who feels that there is no room for growth in their current position
To effectively gain the attention, interest and application of quality candidates, you need to be CLEAR as to what the role really is, what type of person you are looking for and what stands out about your business – then reflect this in the advertisement.
Now that you have identified what you actually need someone to do as well as the skills, experience and qualifications they need AND you have an advertisement that is attracting a quality pool of applications – you will be able to recognise awesome candidates and shortlist with confidence.
Why Not Outsource YOUR recruitment and save the Headache, Time and Money?
Manufacturing Recruitment is a genuine and tailored outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.