Identify the goals and expected outcomes the new position will bring to your business
Pinpoint the core roles and tasks you need your new team member to deliver
Work out the current skills and experience you will need from the employee and what on-job training you may provide
Determine your company culture to understand the type of person who will best fit into your existing team.
Create a position description
Identify award rates and conditions for your industry to develop the salary package you will offer. Get these from the Fair Work Ombudsman:
www.fairwork.gov.au
Research similar jobs on offer to work out the best means to target your position to the right job seeker.
Decide how you will advertise the job. Is it best to just advertise online or should you also promote your vacancy in newspapers?
Work out for how long you will advertise the job and set a cut-off date for applications.
Develop selection criteria and place weightings against each criterion to help shortlist candidates
Determine how many people you wish to interview
Prepare a list of interview questions. Pre-screening and interview questions should link with the position description.
Interview question template (Download)
Phone screen template (Download)
Decide where to hold the interviews and who will be part of the interview panel. You’re welcome to use your local Job Directions offices for job interviews
Ask for and check your preferred candidate’s references
Encourage Communication
Have clear lines of communication between you, your managers and your staff.
Provide opportunities for staff to offer feedback or ask questions.
Encourage them to present their own ideas on how to make your business prosper and grow.
Recognise Good Work
An employee recognition and rewards program is a great way to acknowledge staff efforts and achievements.
Rewards can range from a financial bonus through to a ‘thank you’ at a staff meeting.
Or hand out movie tickets or gift cards to show your appreciation.
Remember, evenly share the recognition among your entire team. Don’t focus on a handful of staff.
Be A Healthy Workplace
More and more employers understand how important it is to have a healthy workplace.
Provide fresh fruit in your kitchen or breakout area
Provide on-site exercise facilities to promote healthy practices.
Mental health is also important.
Have clear and strong workplace policies around bullying
Learn to recognise signs of a staff member under stress.
Be available for employees if they do need to talk.
Be Flexible
Understanding work-life balance is essential to keeping staff happy.
Offer flexible working hours and conditions to develop staff loyalty.
Make it easy for staff to take time off for family emergencies or to attend school events.
Consider job-sharing or work from home arrangements to make it easier for staff to manage both their work and personal responsibilities.
Allow Staff To Grow Their Skills
Provide opportunities for on-the-job training and encourage staff to up-skill.
Talk with them about their employment goals and plan a strategy for them to progress their career.
Consider a mentoring program to keep staff engaged and inspired.
In addition, various State and Federal Government agencies have resources to help prepare a recruitment and selection plan:
In the first two weeks, the initial impressions of you and your business set the tone. Ensure your new staff member feels welcome, part of the team and appreciated from the start.