2024 Recruitment Resources

RECRUITMENT RESOURCES FOR YOUR BUSINESS

15 STEPS TO SUCCESSFUL RECRUITING By David Staughton

Quality Recruitment, Selection and Induction is the #1 thing that will help your business grow

THINGS TO AVOID IN RECRUITING (generally)

• Poaching people from other competitors
• Rehiring old staff that have left once before
• Hiring people on a lower salary than previous positions (Especially MUCH lower)
• People who live more than 30 minutes away
• People with very patchy work history – changing jobs too frequently
• People from Government sponsored work programs

15 Steps to Finding the Perfect Person to fill your team

STEP 1: Change Your Beliefs about Recruiting – Think Positive

Replace any disempowering beliefs

“I am not good at recruiting”
“I can’t find good staff /motivated people”
“These people are really hard to find”

With better beliefs:

“I am a great recruiter”
“This job will be easy to fill”
“I am better than a recruitment agency!”

STEP 2: Compile a Full JOB DESCRIPTION for the position

• Job Outcomes – what do they have to achieve?
  How will they know if they are doing a good job?
• KPIs – How will they be measured?
• Tasks required
• Responsibilities
• Salary Range –
• Hours /Days
• Location
• Other Benefits – Bonus, Commission, Rewards, Car, Phone, Laptop, Travel, Meetings, Client Entertainment (F1, Football, Cricket, Horses)

Work out your BAIT: Consider the Person who is best for the Job – What’s important to them in this job role? (Their values). Its different for every type of job in the company. Is it:

• • Interacting with People
  • Money focused – commission based
  • Career possibilities
  • Growth
  • Personal Development
  • Have Fun
  • Excitement
  • Challenge
  • Leadership
  • Family
  • Caring
  • Learning / Knowledge/ Training

If you have an existing perfect role model for the role ask them two questions to find their values.

• What’s important to you about working for #insert company name#? And
• What’s important to you about being a #insert profession#?

Remember the Motivators and De-Motivators – Herzberg’s 2 factor theory – Avoid demotivators like poor working conditions, low salary

STEP 3: Develop a detailed PERSON DESCRIPTION for the position

This is often overlooked but is a critical step in finding the right person.

• Type of Personality – Driver, Expressive, Amiable, Analytical
  Character Traits wanted – strengths, weaknesses
  Location – usually within 30 mins drive

Any preferences necessary – young/old, M/F, exclusions (NOT DISCLOSED)

• Personality profiling results or type
• Intelligence level

STEP 4: WRITE THE PERFECT SEEK AD

SEEK ads are great for attracting job seekers and people from overseas, but not for people who are currently happy in their job and NOT looking.

• Choose Your Seek Category Carefully
• Do some research on Seek and see if you can find some examples similar to the type of position you are offering. Make sure your position is in the correct category or
  your prospective applicants won’t find your ad.
• JOB TITLE: Choose the Job Title wisely – its better to rename the job title to something more general if it is too specific.
  DESCRIPTION: Use your 150 characters wisely. This is the header of the ad that most people look at – many people will only read this bit. Make it sizzle with WIIFM –
  what’s in it for me. Use the values hooks described above and keywords appealing to the personality type of person you are looking for.
• BASIC AD OUTLINE
  You’ll need
  *
  *
  *
  You’ll be
  *
  *
  *
  About Us
  (Insert: A truly inspirational vision of how good this company could be)
  Main Ad Design
  WIIFM first – More Sizzle – why you should join us.
• Use Dot Points
• Minimum Basic Requirements written in a upbeat tone
  – Not “You must be X, X ,X (Character traits) because everyone thinks they are

It’s better to not mention the salary unless the job is >$50k.
List your ad at www.seek.com.au for $120+GST – invoiced direct to clients.

TIPS & TRICKS For SEEK

Ads come up on the screen in date order (if the ad is in a busy category pay the extra money to relist weekly – don’t wait for expiry)

When NOT to use seek – simple jobs, local paper type people, jobs appealing to non computer users & tradespeople etc.

OTHER THAN SEEK

• www.careerone.com.au
• Daily Papers e.g. The Age, Herald Sun
• Local papers
• Industry Contacts or Magazines
• Association Magazines
• Direct Approach

HIGHLY TECHNICAL & RARE PEOPLE POSITIONS

For highly technical jobs requiring specific experience and skills. Think outside the square. Focus on how to find this person.

• Q1: Where would this person be now ?
  Competitors, Government, University, Overseas – e.g. Sth Africa
• Q2: What magazines/newspapers would they be reading?
  Association newsletters, Conference papers
• Q3: What would they be attending?
  Events, Conferences, Education sessions
• Q4: How could I get my ad in front of them?

STEP 5: REVIEWING RESUMES & COMPILE A SUMMARY TABLE

• Sort the Seek emailed responses into a separate email directory.
• Review each resume on screen and move to ‘Seek Rejects’ directory if req.
• Enter basic data into a Summary Table – Name, Phone, Key criteria – this is useful when prioritizing and rejecting candidates and setting appointments.

STEP 6: SELECTION A – TELEPHONE SCREENING

Many candidates can be screened quickly by phone for attitude, phone manner and their knowledge of a range of technical skills or experience.
Choose questions. Organise appointments with selected qualified Candidates.

STEP 7: SELECTION B – Hold INITIAL INTERVIEWS (Up to 10)

• Ask some behavioural questions at the interview. – questions about past behaviours
• Probe why this person left every job – check for gaps
• Check any dates inconsistencies
• Ask for examples of how they did things
• Check technical competency
• Ask them the salary

STEP 8: SELECTION C – PERSONALITY PROFILING – ADMINISTER TESTS

• Consider using
  • DISC analysis – behavioural profiling
  • MBTI – Values profiling
  • Kolbe Conative index.
• Remember that “past work history” has shown to be the best indicator of future performance and past behaviour is the best indicator of future behaviour.

STEP 9: PERSONALITY PROFILING – TEST PROCESSING & REPORTING

See online for people able to report and process test results.

STEP 10: REFERENCE CHECKING

An essential step to check if they are who they say they are.
Ring past employers and ask a detailed series of questions to see whether they would reemploy this person.
Always ask “Would you re-employ this person?”

STEP 11: SELECTION E – FINAL INTERVIEWS (up to 3)

• Management team should be involved in this interview.
• Interview the best candidates LAST.
• Let management team ask any desired questions.

OPTIONAL TEAM INTERVIEW

Should include some members of the team who this person will work with.
Let the team members choose whether this person is employed.

STEP 12: SEND REJECTION NOTICES TO FIRST INTERVIEWS

Reply by email and thank all applicants – they were very close but missed out.

STEP 13: LETTER OF OFFER

Make sure the letter of offer is exactly as discussed in the interview

STEP 14: SEND REJECTION NOTICES TO ANY OTHERS.

STEP 15: INDUCTION PROGRAM & TRAINING

Make sure the person gets the best possible start to their employment

BEST STAFFING IDEAS

• Be an Asker – show and tell
• Don’t hire walk ins- DREGS
• Hire for attitude train for skills
• Recruitment strategy – new recruits
• Recruit Training checklist
• Immigration Agents
• Use DISC/TMS profiling
• Hiring Front desk ladies SC type (Job Share)
• Choose “above the line” behaviours  – ROAD vs BED
• Set the House Rules – clear expectations
• 2IC development – prepare for succession and expansion to a new location?
• Supervision skills training and workshop
• Drug testing for staff??
• Start with basic OHS safety training

SELL THE BENEFITS OF THE JOB – there are stacks of other jobs on offer – why choose us?

• Work for an industry leader
• An excellent workplace with Modern  equipment
• Above award wages with bonuses and incentives
• Discounted Products?
• Career progression across the network
• Lunchroom and coffee machine
• Car or petrol allowance?
• Training programs
• Personal development
• Staff BBQs and teambuilding
• Conferences and supplier trips?
• Free car parking
• Mobile phone, Laptop ipad?

RECRUIT REQUIREMENTS

• Car licence – can drive
• Can get here
• Hygiene – clean and tidy
• Uniforms – neat and clean / fresh washed
• Work Ethic – Values – ethics and integrity – on time, no stealing, no drugs,
• Behaviour
• OK with our House rules
• Honest – no theft
• Communication – English
• Safety rules
• Use more Pics and videos

BETTER RECRUITMENT STRATEGY

• Put your Ads on a career page on your website – always looking for good people
• Add store pictures of the roles to the ads

MANAGER MOTIVATION SCHEMES – Watch out for “Cash jobs” and employee theft (mystery shop)

• $X dollars per unit
• Bonus
• Per cent of sales
• Profit share
• Equity

ONLINE JOB ADS

• Seek.com.au
• Jobfinder.com.au
• Careerone.com.au
• Gumtree.com.au ad
• Careerjet.ie – IRELAND
• Gumtree.ie – IRELAND
• Trademejobs.co.nz – NZ

KNOW WHAT YOU WANT – OUTSTANDING EMPLOYEE CRITERIA

RIGHT ATTITUDE

• Positive Attitude (not negative) – looks for the best, does not criticize, condemn or complain
• Caring – cares about other people
• Team player – not too selfish or self interested
• Attentive – Awareness of surroundings – sensory acuity
• Energetic – not sluggish or lazy
• Good Morale – positive spirit & energy
• Honest – tells the truth consistently
• Integrity – does what they say they will
• Takes Action – implements things
• Self Starter – does not require constant external motivation
• Contributor – Not a clock watcher – puts in extra effort / extra unpaid time “loves the job”
• Even tempered – Does not easily anger
• Confident – believes in themselves, high self esteem / self worth (good self talk)

KNOWLEDGE & EXPERIENCE

• Likes to Learn
• Has required Knowledge & Experience
• Life Experience (Experience of Different People)
• Thinks Ahead / Plans Ahead
• Learns Easily & Learns from Mistakes

IMAGE & PRESENTATION

• Hair – neat and respectable
• Face – pleasant face, intelligent look
• Neatness – neat appearance uniform etc
• Not too Weird? – How do you feel about Piercings, Bright/ Shaved Hair, Tattoos?

RAPPORT BUILDER

• Articulate – easily understood – no heavy accent
• Smiley – smiles a lot
• Friendliness – uses jokes
• Uses a person’s name in conversation
• Demeanour (Posture & language) – is naturally confident but can act submissively (not
• Aggressive, Overly Assertive or Passive/Dead pan) INTELLIGENCE
• Reasonably intelligent (not dumb) – Smart (test maths skills)
• Uses systems / Designs & Develops own systems or routines

DAVE’S RECRUITING MANTRAS FOR SUCCESS

1. ALWAYS BE HIRING – “if you want to grow – hire a SPARE” – “Leave a trail of business cards if you find a great attitude”
2. TAKE YOUR TIME RECRUITING – “Hire in Haste, Repent at Leisure”
3. RECRUIT WELL –  “One hour of good recruiting effort is worth hundreds of hours of trouble”
4. MANIFEST THE BEST – “Know exactly who you are looking for”
5. CAST A WIDER NET – “Choice of one recruit is no choice” – look around
6. DON’T SETTLE FOR SECOND BEST – “if in doubt, go without!”  (90 day trial period)
7. DON’T HIRE FRIENDS – “If you want a friend, get a dog”
8. DON’T HIRE FAMILY – “Relatives are relatively expensive employees”
9. PEOPLE RARELY CHANGE – “Past behavior is the best indicator of future behaviour”
10. HIRE YOUR IDEAL TEAM – “You can’t sack your way to success – but you can hire your way to an ideal team & harmony”

BEST RECRUITMENT BOOKS

Finding & Keeping the Right People by Jon Billsberry (US)

This book offers the manager practical information about the recruitment, selection and retention of employees. It is different to most other recruitment and selection books in that it shows the manager how to select people for both their job fit and their organisation fit. It is becoming increasingly more important that managers find and keep the right people to ensure that their organizations maintain and develop a competitive advantage. This book aims to provide practical techniques which will attract the right caliber of candidate; get the most from interviews, tests and recruitment agencies; integrate recruits successfully; and assist in choosing the right person for the job and the organization. By recruiting people who are right for the job and right for the company’s long term goals, a motivated team can be built.

Hire and Keep the Best People by Brian Tracy (US)

Choosing the right people to work with you and for you is the critical determinant of your success as a manager. This book shows you how to Determine exactly what you want and need in a new hire, Attract qualified candidates, Interview more effectively, Make better choices, Negotiate the right salary, Start your new employees off right and make them feel important and most importantly create a great place to work. This book will save you thousands of dollars and countless hours of dissatisfaction by showing you how to make better hiring decisions and keep better people working at peak performance than ever before.

Ask the Right Questions Hire the Best People by Ron Fry (US)

Whether you’re replacing an employee who’s leaving, or creating a new position in your company, Ron Fry shows you how to write a position description that really work and how to translate that description into a realistic set of search criteria. This book also shows you How to attract the best applicants. What to look for when you’re screening resumes. What questions you should ask in the interview…and when you should ask them. How much you should read into body language and whether you should trust that gut feeling you get in the interview. How to listen more effectively to what the applicant is really telling you, and how to probe for the information the applicant doesn’t want you to know. The right way to negotiate salary and what questions the law permits and forbids.

USEFUL RECRUITMENT BOOKS

• Interviewing and Selecting High Performers by Richard Beatty
• Hiring: Strategies for Success by Dr Ken Byrne
• Interviewing Skills for Managers by Tony & Gillian Pont
• People Power by Sadhana Smiles (Real Estate Recruitment System)
• Interviewology

BOOKS ON DEVELOPING YOUR TALENT POOL & TEAM MEMBERS

EMPLOYEE ENGAGEMENT

· Love your Team – How to halve employee turnover in < 90 Days by James Adonis (Aust)
· The 7 Hidden Reasons Employees Leave by Leigh Branham (US)
· 30 Reasons Employees Hate their Managers by Bruce Katcher

STRENGTHS-BASED LEADERSHIP by Marcus Buckingham et al

· First Break All the Rules – What the world’s Greatest Managers Do Differently
· Now Discover Your Strengths – How to Develop Your Talents
· Go Put Your Strengths to Work – 6 Powerful Steps to Outstanding Performance
· Strengths 2.0 – Strengths Finder

EMPLOYER BRANDING / EOC

· How to become an Employer of Choice by Herman & Gioia (US)
· Forced Focus – The essence of attracting and retaining the best people by Penny Burke
Best book on strategies for Employer Branding and staff retention

GENERATIONAL CHANGE & ENGAGEMENT

· Doing Nothing is Not an Option – Facing the Imminent Labor Crisis by Robert Critchley
Great Australian Book on strategies for Managing Gen X/Y and Mature Age Workforce
· Employing Generation Why – an e-book by Eric Chester (US)
· Getting Them to Give a Damn – Getting Your Front Line to care about your Bottom Line by Eric Chester (US)
· Generation Y – Thriving & Surviving with Generation Y at Work by Peter Sheahan

POSITIVITY IN THE WORKPLACE –

· The Carrot Principle by Adrian Gostick & Chester Elton (US) – also The 24 Carrot Manager
· Easy Peasey by Allan & Barbara Pease
· How Full is your Bucket by Tom Rath & Donald Clifton

USE REWARDS & RECOGNITION

· Just Rewards by Jamelle Wells (Aust)
· Rewards by Steve Kerr (GE Crotonville centre)
· The Manager’s Guide to Rewards by The Hay Group (Jensen, McMullen & Stark)

Here is a pdf Manual full of useful Recruiting tips