Coding
Recruitment issues giving you a headache?
Recruitment is the starting point of the employment lifecycle and is arguably the most important stage. Nonetheless, many businesses treat the recruitment process as a necessary evil, rather than an opportunity to develop a winning team.
When you analyse a business that is suffering from poor workplace
culture, dealing with multiple workplace disputes, complaints from clients or customers and is generally not succeeding when on paper they should be, the cause can often be traced back to the recruitment process.
Recruitment is the starting point of the employment lifecycle and is arguably the most important stage. Nonetheless, many businesses treat the recruitment process as a necessary evil, rather than an opportunity to develop a winning team.
When you analyse a business that is suffering from poor workplace culture, dealing with multiple workplace disputes, complaints from clients or customers and is generally not succeeding when on paper they should be, the cause can often be traced back to the recruitment process.
When you analyse a business that is suffering from poor workplace culture, dealing with multiple workplace disputes, complaints from clients or customers and is generally not succeeding when on paper they should be, the cause can often be traced back to the recruitment process.
IDENTIFYING NEED
What kind of worker do you require?
Building a winning team starts with recruitment Instead of treating recruitment as a necessarily function, where speed is the main objective, Clyde Industrial views recruitment as an opportunity to build a winning team.
Clyde Industrial offers your business professional advice on how to build a recruitment process designed to give you the best possible outcomes without the need for expensive recruitment software or external providers.
Our approach focuses on the following areas of the recruitment process:
Our approach focuses on the following areas of the recruitment process:
At Clyde Industrial we know that effectively managing employees and establishing compliant workplace structures are some of the most challenging concerns for Australian employers. These challenges are even more challenging for small to medium sized businesses who face similar regulation, but do not have the luxury of a large HR or legal division.
Employment regulation in Australia is complex and ever-changing. Staying on top of this dynamic regulatory environment is an enormous ask for small to medium sized employers, who are quite rightly focused on the core operations of their business.
Our belief is that expert, professional advice should be accessible and cost-effective for all employers.
Employment regulation in Australia is complex and ever-changing. Staying on top of this dynamic regulatory environment is an enormous ask for small to medium sized employers, who are quite rightly focused on the core operations of their business.
Our belief is that expert, professional advice should be accessible and cost-effective for all employers.
Clyde Industrial offers your business professional advice on how to build a recruitment process designed to give you the best possible outcomes without the need for expensive recruitment software or external providers.
Our approach focuses on the following areas of the recruitment process:
Our approach focuses on the following areas of the recruitment process:
Navigating the Fair Work Act and the complex statutory regulation associated with employing people can be challenging.
Smaller operations simply cannot afford to employ specialist in-house HR managers or Workplace Relations specialists. This means that they are often forced to be reactive, and seek specialist advice in response to an issue.
Whilst ultimately that advice may resolve the immediate issue, it is invariably a costly and stressful experience. A better approach is to avoid disputes arising in the first place, or having the tools available to appropriately deal with them when they arise. Being proactive about Workplace Relations is unquestionably the best approach to managing your workforce.
Clyde Industrial can help you transition from being a reactive employer, to a proactive employer. We achieve this by offering cost effective, professional advice focused on avoiding disputes, with 24 hour access, allowing you get this advise when it is works best for your working day.
Access to this type of advice should be accessible to all employers.
Clyde Industrial can help you transition from being a reactive employer, to a proactive employer. We achieve this by offering cost effective, professional advice focused on avoiding disputes, with 24 hour access, allowing you get this advise when it is works best for your working day.
Access to this type of advice should be accessible to all employers.
JOB ADVERTISEMENT
How to write a job description and advertisement
The aim of any advertisement is to get noticed, particularly when those advertisements face strong competition for attention against more established or well-known businesses. Job Advertisements should consist of both information about the position and also information about the business. You are marketing both the position and the business when posting a job advertisement.
Different things attract different people to workplaces. Some assume that money is the key motivational factor behind changing job or deciding on a future employer. Whilst money is an important factor, it is not the only factor or even the main one.
The aim of any advert is to get noticed. That’s never truer, however, than when you’re the owner of a small business and putting your ad amongst those of more established or well-known companies.
Different things attract different people to workplaces. Some assume that money is the key motivational factor behind changing job or deciding on a future employer. Whilst money is an important factor, it is not the only factor or even the main one.
The aim of any advert is to get noticed. That’s never truer, however, than when you’re the owner of a small business and putting your ad amongst those of more established or well-known companies.
SHORTLIST CANDIDATES
How to shortlist candidates and conduct an interview process
This is a process of identifying who, from the list of applicants, you want to interview for the position. This is usually three (3) to ten (10) people at the most.
Most online job boards track applications, however, this is only useful if you are using one or two online job boards to receive applications (which we do not recommend). You may receive applications across a range of job boards and some via email. So, we suggest that you aggregate them, or compile them into one list.
Larger organisations use applicant tracking software to perform this task autonomously, however this software can be expensive and unnecessary for small to medium sized businesses.
Once you have shortlisted candidates, you should consider a screening process and an interview process, which may include some practical skills assessments. This will assist in a further narrowing down of the field.
Most online job boards track applications, however, this is only useful if you are using one or two online job boards to receive applications (which we do not recommend). You may receive applications across a range of job boards and some via email. So, we suggest that you aggregate them, or compile them into one list.
Larger organisations use applicant tracking software to perform this task autonomously, however this software can be expensive and unnecessary for small to medium sized businesses.
Once you have shortlisted candidates, you should consider a screening process and an interview process, which may include some practical skills assessments. This will assist in a further narrowing down of the field.
MAKING OFFER
Making the Offer
Making the offer is often the most enjoyable part of a recruitment process. However, it is not necessarily the most straight-forward component. Making the offer can involve negotiation over the terms of the employment relationship, including the remuneration package. Clyde Industrial can assist in both the negotiation of a new employment contract, and the production of that contract.
AVOID DISCRIMINATION
How to avoid work-place discrimination in the recruitment process
It may be common sense to most, however it is important to be mindful of how general protections and anti-discrimination provisions may impact your decision making during a recruitment process.
This is important right throughout the recruitment process and includes consideration of the job advertisement, the position description, the shortlisting process, the interviewing process, the decision-making process and the negotiation and contract offer.
This is important right throughout the recruitment process and includes consideration of the job advertisement, the position description, the shortlisting process, the interviewing process, the decision-making process and the negotiation and contract offer.
FUTURE PLANNING
Future Planning
Recruitment procedures should be everchanging and react to changes in the employment market or the industry you operate in. Even if you are happy with your current staffing arrangements, it is important to constantly consider your staffing model to ensure that the balance of employees that you have and the types of roles are optimal for your business’s future success.
