Identify
Your Goals

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.

Finalise the Job Role & Tasks

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.

Promote Your
Job Vacancy

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.

Select the Right Person

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

Reference check template (Download)

Make the Job Offer

  • Choose a good time to phone your successful applicant so you aren’t likely to be rushed or interrupted while speaking with them
  • Clearly outline the pay and benefits you are offering
  • If they don’t accept the offer straight away, get a commitment from them as to when they will contact you with a final decision
  • Finally, follow up your phone call by putting all you have stated in writing either as an email or letter.
  • Contact us and well help implement your recruitment and selection plan.

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.

Other Resources

In addition, various State and Federal Government agencies have resources to help prepare a recruitment and selection plan:

  • Federal Government Department of Business – Employ people
  • Business Victoria Staff Recruitment checklist
  • South Australian Department of State Development – Running your business
  • Business Queensland – Employing people
  • New South Wales Industrial Relations – Good recruitment practice
  • Australian Capital Territory Department of Innovation, Trade and Investment – Employment
  • Business Tasmania – Employing and managing people
  • Western Australia Small Business Development Corporation – Employing staff
  • Northern Territory Government – Managing your staff: Workforce planning
  • Keep staff happy and satisfied with their jobs to remain a productive and growing business.

Useful Links

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.