10 Step Recruitment Ebook

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  1. @ urban MAN RESOURCES FOR SMALL BUSINESS 10 GUIDE FOR SMALL BUSINESS Ila. -.. eEfl 2. @ urban l_. “.ST v: :.~. :2 V: I-EIRED OVER .3 1:0? I. :: HERE IS MY STEP…
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  • 1. @ urban MAN RESOURCES FOR SMALL BUSINESS 10 GUIDE FOR SMALL BUSINESS Ila. -.. eEfl
  • 2. @ urban l_. “.ST v: :.~. :2 V: I-EIRED OVER .3 1:0? I. :: HERE IS MY STEP PROCESS _-I".
  • 3. YOU’LL NEED TO AGREE ON: - WHO YOU WANT - WHAT THEY’LL DO I ‘ - WHAT BASIS THEY’LL BE (PART-TIME, CASUAL, " FULL-TIME SALARY) ' TAKE A LOOK AT THE FAIR WORK WEBSITE FOR JOB CATEGORIES . f 39‘ Ifll
  • 4. ® urban G E T Make sure you have approval (whether it's from the Finance team, A P P R O VAL the hiring manager or the Operations Manager to hire BEFORE you start the recruitment process. If you don't have approval, you'll find the job might be pulled from you when you're ready to make an offer. This will only make YOU, no one else, look silly.
  • 5. Our Company The Role About You The Benefits O If you're going to market i. e. putting an advert on Seek or other website/ platform consider how you want your company brand to be seen. - What are the key messages you want to put across? - Why are you awesome to work for? - What information are you going to ive candidates? El 3 W
  • 6. SHORTLIST SCRUPULOUSLY KNOW WHAT YOU’RE LOOKING FOR BEFORE YOU START TO SHORTLIST: REQUIREMENTS: ' CRITICAL KNOWLEDGE ° SKILLS ° EXPERIENCE
  • 7. Here are a few important things you need to consider: National Employment Standards Unlawful and Discriminatory Advertising Equal Employment Opportunity Work Health and Safety Responsibilities Wages and Awards that you're responsible for Privacy and record keeping Austmli-. In Got-rnmenl Fair Work OMBUDSMAN
  • 8. @ urbanHR PHONE SCREEN AND SAVE TIME Make a screening call to candidates to reduce your shortlist without spending too much time in face-to-face interviews. A SCREENING CALL CAN HELP YOU WEED OUT CANDIDATES WHO’S CVS LOOK GOOD BUT: ° AREN'T ABLE TO CLEARLY ARTICULATE THEMSELVES OVER THE PHONE ' ARE EXPECTING TOO HIGHER/ LOWER SALARY AND/ OR ' AREN'T AVAILABLE WHEN YOU NEED THEM.
  • 9. SMART INTERVIEWING IS THE KEY We can help you with interview techniques Always prepare the questions for the interview based on the job role. You should consider things like: - What is the management style of the manager? - What competencies does the candidate need? Usually SMEs need people who havelarez - initiative - Entrepreneurial - Resourceful - Flexible Thinking Standard questions Dig deeper Interview with the manager Ask for specifics /
  • 10. L+fii%‘ HR THERE ARE STANDARD QUESTIONS YOU SHOULD BE ASKING REFEREES, AND REMEMBER THAT REFERENCE CONVERSATIONS ARE COVERED BY PRIVACY LAW. A REFERENCE IS JUST THAT. NEED I SAY MORE? AT A MINIMUM CALL A PREVIOUS EMPLOYER AND ASK IF THEY’D IF A CANDIDATE CAN’T GET THEIR RE}-“RE THE cAND| oA'rE_ REFEREES TO VOUCH FOR THEM (AND TRUST ME, SOME PEOPLE DON’T EVEN ASK SOMEONE TO BE A REFEREE), YOU SHOULDN'T BE HIRING THEM. fat in
  • 11. PAPERWORK MUNDANE? YES. Do the paperwork before the candidate commences, and make sure you get it right. The employment contract should be drawn up in line with the National Employment Standards and include elements of the relevant Modern Award. ‘ii? ’-’ic’v
  • 12. INDUCT YOUR NEW STARTER Showing a new starter to their desk and around the oifice on their first day is just the beginning of an Induction program. Ensure you have a fully fleshed out program to make sure you support your new employee to understand the company and theirjob role in their first 3-6 months. An Empl oyee Handbook is a great idea for a comprehensive induction Office Tour Introduction to Job Role Key Policies and Procedures Introduce the Company's Mission, Vision and Values Introduction to WHS and Obligations n B m
  • 13. Kay is a Human Resources professional with 10 years’ experience in a variety of industries including not—for-profit, start ups and customer and business support services. Setting up grassroots human resources processes from scratch is something she's done a lot of. From a background in Accounting and Finance, Kay has honed her Human Resources skills across the globe, working in Europe, India, The Middle East and Australia. udgg anHR
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