Staff recruitment - a few good techniques can mean $000's

Is Reactive Staff Recruitment Hurting Your Business?

Staff recruitment usually becomes an issue in reaction to external events. Staff members resign, trading conditions change, re-structuring is implemented. This is the reason why staff recruitment can be so stressful - and so easy to get wrong.

What if you had the tools to plan your staff recruitment policy and procedures and include it in all aspects of planning, from systems through to sales?

Prosell is not a staff recruitment agency. But we can assist with smart staff recruitment tips that will make the process easier and more successful and also lead to long term staff retention. To get you started, read through the tips on this page. And if you realise that a number of your systems might need an overhaul, try our Free Business Analysis Tool: '8 Factor Business Health Check'.

Tip One: Learn why people leave workplaces

The beginning to staff recruitment starts at the end. Why do people leave workplaces? What are they looking for that is not being provided? In times of good employment, people can be choosy. And younger generations now expect a level of flexibility and responsiveness in the workplace. If they don’t get it - they simply move on.

The top ten reasons that influence staff turnover are:

• Education and training opportunities
• Flexible schedules
• Work environment
• Social environment
• Pay
• Insurance benefits
• Employee recognition programs
• Paid time off
• Retirement programs
• Telecommuting opportunities

Tip Two: Know exactly what you have to offer and make it clear

While offering competitive salaries and benefit packages may be important for staff recruitment, providing quality-of-life incentives and enhancing working environments are more important for staff retention.

Google is famous for giving staff members ‘personal’ time where they can work on any project of their own. The internet giant (and one of the most sought after employers in the world) figures that a happy workplace is one where staff are allowed to be creative and individual.

You also need to be realistic about the needs of your business. If your business relies on 9 to 5 trading hours, you may not be able to provide flexibility in start and finish time for all employees. What else can you offer?

Tip Three: Step back for a moment – do you even need to recruit?

Advertising, recruiting, interviewing, induction, salaried staff - it all adds up. Take a close look at your business plan. Is your industry seasonal? Does it make more sense to outsource than recruit at certain times of the year?

Consider outsourcing, employment type (part-time, contract, casual), reallocation of work, using the staffing budget in another part of the business. Don’t always assume a vacancy needs to be filled. It’s worth taking the time to assess every task and every position before leaping into staff recruitment.

There are some excellent staff recruitment consultants around but this task is too crucial to leave entirely in their hands. Know what you need and use their skills to help you find it.

Tip Four: How to get it right from advertising to interview

Always review a position description before entering the staff recruitment process. If changes are required then they should be documented in an updated position description. If this is a new position then a new position description needs to be created.

Position descriptions must include selection criteria. The selection criteria will be a vital part of the selection process. Weight selection criteria in order of importance. This will become important during the interview and selection process.

Attracting a few quality candidates is far better than creating work by attracting a large quantity of inappropriate candidates. Review all types of position marketing available and select the ones that best suit your situation. This has an impact on long term staff satisfaction and staff retention.

Have an effective recruitment process in place that allows you to make quality employment decisions quickly. Good prospects are not on the market long. Any unnecessary time delays or lack of communication with the candidate during the process could mean they end up working for your competition.

Tip Five: Review and monitor your induction processes

We hear countless stories of employees leaving within days and weeks of commencement. Upon investigation, this is usually due to the job not being what they expected. Don’t waste everybody’s time and money (including your own). Know what the job is, have thorough training and induction prepared, listen to feedback from both the new recruit and your existing staff – and don’t be afraid to update and improve your induction process.

When it comes to sales positions, it is wiser to hold off until a new recruit is fully trained. Inaccurate messaging and poor communication can damage customer satisfaction in just one interaction.

Prosell does not offer staff recruitment services but we know how crucial it is for businesses to get this right. So whether you are recruiting directly, or going though an agency, please get in touch if you would like assistance with process and best practice.