Talent recruitment

What's involved in recruitment?

From identifying the need to recruit through to the right candidate undergoing induction and becoming settled into a role – recruiting talent is a very complex practice. Here you can see at a glance what it takes to recruit successfully.

How can I go about my recruitment practice successfully?

Be proactive, consistent, organised, informative and communicative.

Ensure you’re clear as to what skills, attributes, personal qualities, experience and commitment you require from a candidate. With these in mind, request for the candidate to address them in a cover letter.

How do I assess good talent?

Be very clear about what skills and personal attributes you need for the job in question. From there, you can comfortably answer these questions:

  • Do they have the skills?
  • Do they represent a good cultural fit?
  • Do they have the right attributes and values?
  • How interested and committed do they appear to be?
  • Do they have good references?
  • Will they be reliable, competent, confident?
  • Do they have enough experience?
  • Do they meet the assessment criteria?
  • Do they have development needs you need to proactively manage?

Related Links

  • Recruitment Directory

    An online directory of recruitment agencies, job boards and solutions providers for the recruitment industry across various countries.

  • The Australian Tax Office

    The Australian Tax Office’s advice on salary packaging.

 

What benefits can I offer?

Recognition of Prior Learning

If your organisation supports recognition of prior learning, ensure that you include it in the job advertisement.

Salary packaging

Australian Taxation Law allows certain organisations to offer salary packaging benefits to their employees, and it arms organisations with a tool that can elevate your appeal as an employer and drive retention rates higher. If you offer it, promote it. If you don’t, investigate offering it. It will also help you retain the staff you have.

Other benefits:

  • Supervision and support.
  • Good mentoring schemes.
  • Flexible working practices.
  • Family friendly policies/ employment conditions.
  • Long-service leave.

Contact our Careers Centre to discuss the benefits further.

How do I get a new recruit to stay on board?

Ensure you have an onboarding process mapped out for when your new recruit begins. Inductions help train people in the importance of subjects like managing difficult behaviours, meeting hygiene requirements, and manual lifting.

Onboarding helps to connect an employee to the job, team and organisational values, and is a process that can range from three months to one year.

What precautionary measures can I take?

  • Workforce planning – HR departments are using workforce planning to be more strategic, integrated and systematic in providing for the future. Workforce planning includes implementing the phased exit of retiring staff; and their mentoring of less experienced staff.
  • Exit surveys/ interviews – are useful in identifying the factors that influence turnover. 
  • Due diligence – is the process of checking a candidate’s referees, police checks etc., and must be carried out before offering a contract of employment. 
  • Quality control – stops you from accepting a candidate if they are not right for the role. It will cost you more to train and replace an inadequate employee than to recruit again for the right one.
  • Assess the recruitment process – is there a better way to find the right candidate? Can the job be restructured to make it more appealing? 
  • Probation – is your chance to assess a candidate’s capabilities, performance and organisational fit. 

For more information speak to our Talent Advisors.