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Finding the ‘Perfect’ Employee – Balancing your Needs and Desires

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In recruiting for a new role, finding the right mix between what you need someone to have and what you want someone to have is not always clear cut. Emotions and idealisation get in the way more times than not.

When recruiting for a role, Acworth Recruitment spend time with our client discussing their business, their existing staff, the work culture and – importantly – what someone will be actually doing in this position.

We work closely with our clients so that everyone involved in the decision making can be on the same page – and to try to ensure the role is “fillable”. We give our clients our understanding of the market, our expectations around the types of people who will apply, and the salary range needed to attract quality candidates. In return, our clients give us their ‘Needs’ and ‘Desires’ about their future employee.

As we screen, we keep those ‘Needs’ and ‘Desires’ in mind, but largely focus on the ‘Needs’ while long-listing applicants:

  1. Does the candidate have the core skillset?
  2. Do they have the right level of experience?
  3. Have they worked in industries relevant to the company?
  4. Do they have the ability to adapt quickly and learn the new products & skills required?
  5. Will they be motivated to do this role?

 

When we have our long list of candidates, we are able to screen-down and develop a shortlist – which focuses more closely on the ‘Desires’ of our clients:

  1. Has the candidate worked for Company X, Y or Z?
  2. Has the candidate worked in Industry X?
  3. Does the candidate have experience using Program X?
  4. Does the candidate have a commute under 30 minutes?

 

In many cases, candidates will fulfil our clients’ ‘Needs’ but not all of their ‘Desires’. For most employers this is not an issue, and they will interview applicants to find the best fit – knowing that someone with the core skills and motivation can be taught. However, there are some clients who will pass on potentially long term suitable candidates as they want to hold out for an “exact match”.

The biggest difficulty with trying to attract and employ a Unicorn, is that you need that Unicorn to be looking for a new role….at the same time you’re advertising…..living within reasonable commuting distance…..and seeking a similar salary to that on offer….and then still be the right fit for your business and work culture.

You may end up wasting a great deal of time AND money on searching for the ‘Perfect Candidate’…..and STILL be unable to find the elusive Unicorn.

Acworth Recruitment encourage prospective employers to be mindful of balancing their ‘Needs’ and ‘Desires’, and deciding which aspects are most important for an employee to be successful in the role Long Term:

– Could you train them to use industry specific programs or not?

– Is relevant industry experience acceptable even if it isn’t exactly Industry X?

– Are you willing to pay a higher salary to get your Unicorn?

While finding a Unicorn would be great, it is important to consider the reality of the market and to ensure that if you do find one, that it is not just a donkey with something stuck on its head.

 

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give  Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

Attracting Candidates: Will I be “Happier” working for You?!

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If someone is looking at your Job Advertisement – there is ALWAYS a reason!!! That reason generally lies in one or more of their “needs” not being met at their current place of employment.

An employee spends more time at work than with their near and dear ones. Therefore, the ‘working relationship’ needs to be FULFILLING. If “something’s missing” – then they will treat it similar to a personal relationship and try to FIX IT! However, if their needs still aren’t being met, then they will eventually start looking elsewhere.

So, what are people generally looking for within their employment to be HAPPY?

  • FAIR PAY of course!!! No one expects otherwise.
  • A sense of SAFETY – Everyone expects to be able to go home after work.
  • To feel VALUED!!! No one wants to be just ‘another number’ or constantly ‘criticised’.
  • OPPORTUNITIES to learn new skills, scope for career advancement and future rise in pay.
  • A sense of FIT with their personal values and ethos to that of the CULTURE of the firm.
  • To actually LIKE WHAT THEY DO!!!

To attract the right candidates and have them apply for your job vacancy, your Job Advertisement needs to paint a clear picture of the job, and must addresses all of the points mentioned above. When I ask my top candidates, “why did you apply for this position?”, the answer always refers to one or more elements from the job advertisement that resonated positively with them.

In a nutshell, a Job advertisement is an advertisement!!! It gives you the opportunity to paint a POSITIVE and ACCURATE picture of your business, the workplace and the role itself.

If you want to really SELL the role and make a great first impression, you need to provide more than just a copy of the Job Description. REMEMBER, a job advertisement is a tool to attract potential candidates, by communicating the function of the role, the business and essentially promote the business as an ideal workplace.

When we work with our clients, Acworth Recruitment takes the time to really listen to what they are describing about their business, the type of people within their business, what works well for them and of course what the role will actually entail. Only then will we work on designing a Job Advertisement that accurately reflects the role, the Brand and the people they are looking for. Thus, providing the best marketing opportunity to attract quality candidates.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

Identifying Quality Candidates – Our Top Tips

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As mentioned in our previous blog, getting the job advertisement correct will help you to attract the right candidates – and will ensure that you make a good first impression on those genuine candidates.

However, these candidates with strong potential are not going to be the only people to apply for your role. With every role we advertise – no matter the industry or level – we find that many Job Seekers fail to read the advertisement fully, and click the ‘Apply’ button without considering if the role is a good fit for them (or if they are a good fit for the role)

Below are some statistics on a previous Receptionist/Administration Assistant role that Acworth Recruitment helped our client to fill.

  • Over 400 people applied via SEEK.com
  • Only 42 were a potential match for the role (Many applications from people with ZERO administration experience or qualifications).
  • These 42 candidates were asked to answer online questions as part of the shortlisting process, but only 20 candidates took the time to complete those.
  • Of these 20, 11 were not suitable for various reasons including salary expectations, commuting distance, poor spelling & grammar etc.
  • Of the 9 remaining candidates of potential, our client met with 5 for interview.
    • One arrived wearing jeans for a front of house Reception role
    • One didn’t know what data entry was (even though they had recently completed a TAFE course in Administration)
    • One became very overwhelmed during the interview
  • This left 2 candidates of potential from the initial 400 SEEK resumes and our client chose 1 candidate to fill the role and that candidate accepted.

While the nature of recruitment and shortlisting always involves funnelling a large number of SEEK applicants down to one successful new employee, the high volume of candidates can be overwhelming if hiring managers are not following a quality recruitment process.

Our top tips for hiring managers struggling to manage these high volumes of candidates are as follows:

  • Read your Job Advertisement and Position Description again to make sure you know the Must Haves for the role you are trying to fill. Such as:
    • Particular Qualifications: TAFE, Graduate degree, etc.
    • Particular Software knowledge: MYOB, AutoCad, Adobe Illustrator, etc.
    • Experience in Specific areas: Accounts Payable, IT helpdesk, Account Management, etc.
  • Open the Applicant’s Resume and quickly screen for those Must Haves. If they don’t have them, move onto the next Application.
  • If the Applicant does have the Must Haves, then look for:
    • Relevant industry experience, and
    • Stable employment history
  • If all the boxes are checked, great!!! Open their Cover Letter and see what else they have to say, or ask them to answer relevant shortlisting questions (commute, salary, leave, etc.) and go from there.

Remember, effective shortlisting involves more than just looking at a resume, but it is an important first step to identifying quality candidates for your role.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Providing detailed information on quality shortlisted candidates.

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

Advertising for Recruitment – Attracting the “Right” Candidates for your Job

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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.

  1. Once that particular staff member has gone, what REALLY needs to be done to support the business functions?
  2. Do I have existing staff that may be well suited to those tasks and benefit from the change or promotion?
  3. What background experience, knowledge and qualifications will this person need to have?
  4. 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?

Acworth 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

How to make a Great first impression on your New Employees

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As mentioned in our previous article, if you want to attract high calibre candidates to the role and your business, and have them accept the offer to come work with you, then you need to impress those candidates.

So how can you make a GREAT FIRST IMPRESSION???

  1. Your Job Advertisement needs to paint a positive and clear picture about the role and your business.
  2. The Shortlisting Process needs to be carried out efficiently – Where possible, you should hold face to face interviews within two to three weeks from when you commence advertising.
  3. The Interview MUST include the Immediate Supervisor – Consideration should be given to include other key stakeholders such as the Business Owner/ Senior Manager – this will save time in needing a second interview.
  4. Be Prepared for the Interview and be On-Time – Review the candidate’s application again prior to bringing them into the room and have the details with you.
  5. Be Professional in how YOU Present yourself and Communicate – This is your first opportunity to gain the respect of your potential new employee.
  6. Be Aware of the Candidate – Give them the chance to ask questions as well.
  7. Be prepared to make a final decision ASAP and communicate this with the Candidate so they know when they can expect to hear from you again.
  8. Do your reference checks and other background checks quickly, and make your decision within three days.
  9. CALL your preferred candidate to offer them the job – Congratulate them, let them know you’re looking forward to having them on board and give them details around the salary and start date – And that you will be sending them the Formal Offer of Employment by EMAIL.
  10. Email the Formal Offer of Employment within 24 hours of your phone call – The Formal Offer should ALWAYS include a copy of the Position Description.
  11. Phone them a couple of days before their start date to make them feel welcomed and ensure they know what time to start, whom to ask for and what to expect.
  12. Ensure you have their work station with computer, emails and logins all set up ready to go.
  13. Have a formalised plan for the first week – which is centred around their training and who will be facilitating it.
  14. Ensure others in the business know that a New Person is starting and what their role is – encourage them to make their newest team member feel welcomed.
  15. You as the Manager MUST take the time to meet them on their First Day, conduct regular check-ins during the week and again take the time to meet with them at the end of the week. Regular check-ins are a MUST for a Manager to conduct throughout every employee’s time with your business.

We don’t believe that any of these points are difficult – with a little bit of time and planning you can create a lasting positive impression that will ensure your staff respect you and want to stay with the business.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews, which provides a detailed overview of the shortlisted candidates – thus allowing our clients to make their decisions in a timely manner based on detailed information, and therefore provide a Great First Impression.

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

First Impressions Do Count! – Avoid this mistake when recruiting

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Business Owners and Managers are quick to make judgements about Candidates during the Recruitment Process… But have you ever considered the impression you’re giving them?

The impression you give to your next potential employee/s about your business, its work culture, management style & capability all starts from the advertising stage, and continues even after they commence. If you want to attract high calibre candidates to the role and your business, and have them accept the offer to come work with you, you need to impress those candidates.

The number one mistake we see employers make is – Taking too LONG in the decision making process!!! The result of a drawn out shortlisting process with wishy-washy reasons for delays, usually results in the Top Candidate taking another job offer or simply declining the job offer.

Put yourself in the shoes of your top candidates – most of whom are likely to be in a job and looking to improve their current situation – whether that be the work itself, the work environment, the Manager or a combination of these. Do you want to work for a Manager and Business that is disorganised and ineffective in their communication process???

If you want the best people working for you, then you need to be a GREAT Manager with a Great Business…. and potential new staff need to see this!!!

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews, which provides a detailed overview of the shortlisted candidates – thus allowing our clients to make their decisions in a timely manner based on detailed information.

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

Top Tips for Successful Reference Checks

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If you’ve been following our recent articles about the recruitment process, you’ll know that we have explored effective shortlisting and interviewing. This article will explore the next step in the recruitment process – reference checking.

Reference checks involve contacting a candidate’s previous employers, supervisors, or other listed contacts to learn more about their employment history and gain further insight into how the candidate ACTUALLY performs in a working environment.

Here are our top 3 tips for Reference Checking:

  1. Ask for RELEVANT Referees from the candidate – Don’t just go off their resume!!! As mentioned in our previous article, Acworth Recruitment recommend asking the candidate to provide you with the contact details (Name, Position, Company, Phone, Email) for three Managers/ Supervisors from their most recent positions. With the candidate providing their referee contact details, you are likely to have valid & useful referees – and you have permission to contact them (which is important under the Privacy Act). If the candidate cannot (or will not) provide their Manager’s details, then push for a valid reason and pass the responsibility back on to them to chase up their new contact details or to provide an alternate Manager.
  2. Put together a templated Reference Check Document and record the information. Not only does this provide a structured list of questions or areas of interest, it can also ensure you have detailed written records if you ever have any potential issues with unsuccessful candidates or the Fair Work Ombudsmen.
  3. As with Interviews – Make sure you DO NOT ask discriminatory questions. The focus of your questions should be framed around the candidate’s reliability, punctuality and work ethic, etc. but should not include asking about their family commitments or extra-curricular activities.

Employing the wrong person in a role is a very costly exercise – and potentially damaging to the business. Whilst conducting Reference Checking is not fool proof, it has the potential to value-add and can help to clarify particular skills, traits & attributes that apply to the workplace and the role – and can help hiring managers feel confident in their recruitment decisions.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment is a genuine 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.

With our online application tracking software and pre-recorded video interviewing, Acworth Recruitment work closely with our clients and provide detailed information about our candidates. We can conduct reference checking on behalf of our clients and provide the extra information to help with decision making.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

10 Important Factors for a Quality Interview Guide

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To ensure that hiring managers are carrying out effective interviews, they should use a tailored interview guide.

Taking the time to carefully consider what specific skills, capabilities, experience and approaches are needed from the new employee – as well as forming questions targeting those key criteria – will ensure that decision makers have the best opportunity to identify a genuinely great new employee who can successfully carry out the requirements of the role and fit in with the work culture & team.

10 important factors for a Quality Interview Guide:

  1. ALWAYS start by providing an Introduction & Overview of the Business & Role – This will allow the candidate to relax a little and to gain a better understanding of the work environment. Be honest and positive, but don’t waffle for too long – this should be about 5-10 minutes & must provide a general background.
  2. Be sure to review their resume and clarify important information such as:
    • Required Qualification, Certifications & Licences
    • Dates of employment – How long they were there (people often only include the year in their resume and not the “start” and “end” months)
    • Why they left their recent roles
  3. Your initial two question for the candidate should be general and allow them to talk about themselves – Again, this will allow them to shake off the nervousness. You are likely to get more information that is genuine and accurate if the candidate is feeling comfortable.
  4. NEVER ask CLOSED QUESTIONS – Yes or No answers serve limited purpose.
  5. Ask 8 to 10 Questions – No more than that as interviews are draining for both the Interviewer and the Candidates.
  6. Questions should VARY between BEHAVIOURAL, SCENARIO BASED and TARGETED GENERAL Questions – This will allow you to gather details from the candidate about their related experience and capabilities:
    • Behavioural Interview Questions utilise the STAR (Situation, Task, Action & Result) technique and premise the concept that “someone’s recent behaviour or actions are a likely indicator of their future action”. It takes practice for the interviewer to encourage candidates to focus on SPECIFIC EXAMPLES to answer the questions and to draw down further to focus on important areas. You need the candidate to be able to elaborate on what THEY ACTUALLY DID…. the process they followed…. and how they handled the situation. You will then be able to decide if they have the actual experience and approach to enable them to carry out the functions of your role.
    • Scenario Based Questions require you to detail a likely situation they would have within the role – and ask them to detail what they would do in that situation. The disadvantage of this style of questioning, is that what candidates think they will do in situation compared to what they actually do, can be very different.
    • Targeted General Questions allow you to find out details about specific general areas such as their experience with particular software, motivations and approaches.
  7. Provide the Candidate with an Opportunity to ask Questions.
  8. Discuss the Salary and Work Hours for the role – Don’t be afraid to ask the candidate about their current or most recent salary and to confirm that you are both on the same page. There is no point selecting a candidate and offering the role based on a salary that does not meet their needs or expectations.
  9. Confirm Referees and their Contact Details – Best practice is to speak with two referees – in our experience there is ALWAYS a referee who cannot be reached, so asking for three managers/supervisors from the candidates’ most recent positions will save time).
  10. Outline the Process from here – Let them know when you will be finalising your decision (this should be within 1-3 days maximum).

Remember, this is a GUIDE to steer and lead you through the interview and NOT a “must follow”. A candidate may cover details that answer more than one question in a response or you may have a candidate that is clearly lacking the abilities for your role, and may choose not to ask all the questions. It takes practice for you as a Manager to carry out interviews that bridge the gap between conducting an Interrogation and having a Chat, which is where the Interview Guide can assist.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you time in the shortlisting process so that you can focus on the top few candidates to interview.

Acworth Recruitment is a genuine 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.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here