Advertise to attract suitable candidates; Head hunt; Ask around who the ‘best in the business’ is; Resumes are often embellished; Candidates tell fibs; Read between the lines; There ARE good candidates out there! Ensure that the CULTURE FIT is right; ATTITUDE is paramount; skills can be learned; Past behaviour repeats itself; ask competency based questions which are customised for each role; drill down deep; pay acute attention to detail; Discriminate for the right candidates; it is illegal to discriminate against; speak with Andrew Bland, BlandsLaw Employment and Commercial Law for more information. Use an experienced Recruitment Consultant; Keep good records from phone and face to face interviews; Introduce candidates that you are serious about to others in your organisation. Ask for their feedback; utilise psychometric testing as one of the measures in assessing candidates; Call 3 references that the candidate reported to even if referee resides overseas; be concerned when mobile numbers are provided for referees. Could be their friend’s mobile. We always contact references at their office, even if they have changed companies; Ask the referees questions which tie in to interview questions; Don’t rush through the process; ‘sleep on it’; this is a very important decision; you want to recruit employees who will be ENGAGED in your business. If they are disengaged, serious damage may be caused to your organisation. It’s easy to say, don’t be paranoid and lose sleep about making the wrong decisions. Have some FUN with it. This should be an exciting time for all. When you recruit correctly, you will be impacting your life and the lives of others in a positive manner.

Onboard correctly; introduce new starter to people in the organisation; give the new starter training and goals straight away. Speak with Jo Hanlon, Edwardson Hanlon, HR Coach for more information.

Know what motivates the employee? Never assume anything. Each is an individual; what works with one employee may not work with another…

Do what you say you are going to do!

If you must manage an employee out, always do so professionally with empathy; have a trained counsellor or outplacement professional present to help with a smooth transition. You want ex-employees making good statements about your organisation...Consult Blandslaw and Edwardson Hanlon.

Back to recruitment- re-write job descriptions as the business changes…

To retain quality staff, build a good culture; think corporate social responsibility; become a GREEN / SUSTAINABLE organisation; this helps to brand your company; employees will be proud to work with you and this will also attract strong candidates to help strengthen your company…

Frank Marano

Director

FM Recruitment Services Pty Ltd

www.fmrecruitment.com.au