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May 06
0

Video Interviewing in Recruitment – What video interview options are available?

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There are many types of recruitment video interviewing platforms available with a variety of names, features and price brackets. To keep things simple, we will share our expertise on the general differences between Pre-Recorded and Live video interviewing, along with how they can be used to streamline your recruitment process.

According to Software Advice, 60% of hiring managers and recruiters were already using video interviewing for job interviews before Covid19. Video interviews (both pre-recorded and live) assist with reducing time-to-hire while also creating an innovative way to engage with candidates.

Pre-recorded video interviewing

This method generally involves candidates answering pre-set questions while recording themselves doing so. The recruiter will set up the role and questions on their Platform and invite candidates to complete the Pre-recorded video in their own time. The applicant receives a link which will allow them to complete the recording via PC, laptop or mobile device with automated online software.

Pros

  • Ability to ensure candidates’ communication skills match the requirement of the role
  • Ability to assess personality/ cultural fit with your organisation
  • Flexible for candidates – both timing and technology
  • Flexible for recruitment manager as they can review at a time that suits
  • Ability to share candidates’ video across relevant stakeholders
  • Ability to streamline shortlisting decisions based on more than just a CV
  • Ease of use and adaptability of question content once set up
  • Reduced unconscious bias as all candidates respond to the same questions
  • Increased candidate engagement

Cons

  • As with all technology, there can be occasional hiccups
  • Cost and time of initial set up and training
  • Candidates are generally nervous and awkward when completing a Video
  • Inability to ask follow-up questions at the time as not Live
  • A one-sided process whereby the candidate lacks ability to ask questions

Expert Insight:

Over the years, Acworth Recruitment have tested and utilised several methods and styles of pre-recorded video interview. We feel that how we utilise the VidCruiter Platform provides exceptional flexibility and simplicity for both our candidates and our clients. We are able to adapt the style of pre-recorded videos – including when we progress candidates and how we send reminders. In addition, we can customise the question content, number of questions, number of attempts and how long they have to consider their response before recording begins.

Live video interviewing

This type of video interview is more like a traditional interview, with both the employer and candidate interacting in “real time”. There are a number of live video options available, but some of the most common ones are Skype and Zoom. There are also specific recruitment based online conference-room options available, which have the ability to record the live interview to enable sharing the recording for review and collaboration in the decision making process.

Pros

  • Most benefits of a face to face interview can be had with a live video interview
  • No location restrictions
  • Ability to involve a number of stakeholders in the shortlisting process
  • Dependant on method, potential to record live video interview for later review
  • Better candidate engagement and less candidate no-shows

Cons

  • As with all technology, there can be occasional hiccups
  • Interaction can be a little impacted by the nature of the video process
  • All parties must be able to access the live video interview effectively at the same time
  • Interview participants’ surroundings (including other people) can affect the audio and visual, along with focus of those involved in the interview

Expert Insight

We have always worked with clients having different needs when it comes to interviews. Often with candidates interstate or decision makers being in different locations, the best option has been to utilise video interviewing/conferencing software. We have seen businesses use ZOOM, Skype and Go2Meetings. For the purposes of holding an interview where there is usually only 2-3 people involved, the free user options are all adequate and certainly do the job.

With Covid19 social distancing requirements, you may need to make changes to your recruitment process. Video Interviewing, both live and pre-recorded, will allow you to make informed shortlisting choices and keep your company growing to meet demands. In the long term, Video Interview technology ensures that candidates remain engaged and all stakeholders in the recruitment process can be involved in the shortlisting decisions – no matter where they are.

Whilst video interviewing adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as an applicant tracking system (ATS) and skills testing should be considered within your recruitment strategy.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Kim Acworth is a recruitment expert and director at Acworth Recruitment. Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you from sitting through hours of Recruitment Video Interview provider demonstrations, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

May 05
0

Video Interviewing: Debunking 7 common Myths of Video Interviewing in Recruitment

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We recently worked with a client who needed team members and fast!  They were concerned about the current social distancing rules and how they could recruit in this market. We talked about video interviewing for recruitment. At first, this client was resistant but, as we shared, Acworth Recruitment have successfully been using Video Interview technology as part of our recruitment process for over 6 years. In that time have come across a number of misconceptions from both candidates and employers.  By sharing these with our client they were in a position to make an informed decision, here is what we shared:

Myth 1: Candidates don’t like them

Fact: Yes, the thought of a video interview can be daunting – especially if a candidate has not taken part in one before. However, ALL interviews are daunting and this doesn’t stop candidates from attending them. Acworth Recruitment have been using Video Interview for many years, and find that our candidates are generally happy to be able to represent themselves rather than rely on us as the recruiter to provide a faceless report. It’s been found that 97% of candidates surveyed would be “happy to complete another video interview in the future”.

Myth 2: Video interviews are impersonal

Fact: Live Video Interviewing are actually very similar to in-person interviews in the sense that everyone involved is able to connect “face to face”. Pre-recorded Video has the potential to feel a little impersonal in comparison, but allows the candidate to become more ‘real’ than a traditional telephone interview

Myth 3: It fosters discrimination

Fact: The structured and pre-set nature of pre-recorded video actually REDUCES unconscious bias and discrimination. With every candidate answering the same questions with the same time limits, there are no subconscious changes in questions or allowances made. While you will need to ensure you questions follow relevant anti-discrimination laws and policies, the use of video for talent acquisition is not discriminative by nature. We have actually found that it allows immigrants and new-to-Australia citizens to demonstrate their communication skills, which quickly removes any concerns our clients may have had.

 Myth 4: It’s only useful when hiring non-locals

Fact: While video interviewing can be useful to engage international or interstate candidates, that doesn’t mean that it’s only focused on that. Acworth Recruitment has clients across many industries hiring for a variety of roles. There have been no restrictions with which roles or industries we have successfully implemented Video Interviewing for. It’s also useful for national organisations with interstate offices who want to involve Head Office in one state with the managers and candidates in another state.

Myth 5: We’ll just use Skype or Zoom if we need it, it’s basically the same

Fact: We know that Skype and Zoom are useful, but Recruitment Video Interviewing is designed for interviewing rather than holding a meeting – which ensures there are a number of useful features that focus on recruitment, including the pre-recorded video interview option. Video interview platforms are built with collaboration in mind, which assists in streamlining hiring decisions

Myth 6: It costs too much

Fact: Video Interviewing providers offer subscriptions which are scalable to your needs and budgets. While there are some platforms which are aimed at larger organisations with larger budgets, you will still be able to find out what options there are for your budget.

Myth 7: Video interviews are more trouble than they’re worth.

Fact: They’re easier than you think. Video interviews are an investment that can actually save companies (and candidates) time and money on travel associated with in-person interviews. As they are cloud based, they take little effort to set up, and candidates generally already have everything they need to take part in a video interview (a computer/ smartphone/ tablet and an Internet connection).

 Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Kim Acworth is a recruitment expert and director at Acworth Recruitment. Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you from sitting through hours of Recruitment Video Interview provider demonstrations, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

May 01
0

Recruitment ATS: Choosing the right software for your business

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Applicant tracking systems (ATSs) are powerful online recruitment software applications that help organisations attract, engage, shortlist, select, hire, and on-board employees. A good ATS also helps improve the quality of hires, maintain compliance, and informs decision making with quality recruiting data. This will ensure that your recruitment processes are more efficient and effective – thus saving you time, money, and the need to re-advertise.

See how to decide if you need an ATS implemented in your business.

Finding the right online ATS can be a mind-boggling mine field. Choosing the wrong software can be detrimental to your brand, as well as a waste of time and money.

Here are some critical aspects to consider when choosing the right ATS for your business:

Map out your process

Whilst your recruitment process will often vary depending on the role and its requirements – and it should – you need to know the general methodology your business follows. Where do you advertise? Do you post on social media? How do you carry out first round screenings of applications? What is the second round of the shortlisting process? How do you conduct interviews? How many people in the business are involved in the decision making for appointments?

And then map out what changes or additions you want to make to your hiring process – i.e. how do you want to utilise an online ATS to streamline and improve your recruitment?

Know your budget

Before selecting an ATS, keep in mind what you are wanting to achieve in your recruitment process – and what problem you are trying to solve. Will you get value for what you spend? Confirm how the product is charged – the number of user licenses, job postings, and other candidate management options – as well as customisation, implementation, training and support. These factors will directly impact on the price, and your purchase decision.

 Evaluate Software Options

Most ATS providers claim their online software is easy to use, has all the bells and whistles, and offers tailor-made solutions – but no two are the same, and they can never be taken on initial face value. Take time to research, evaluate, and compare multiple ATS options. Put together a list of questions to ask of the providers and make the most of their demos. You can also take advantage of the free trials that most vendors offer.

Mobile Functionality

Mobile recruiting is no longer a luxury, it’s a necessity. You, the candidates, and any other decision makers want and need full capability and access to the ATS wherever you may be. Make sure the ATS system you choose has a mobile version, so access can be made at any time.

Implementation, Service, and Support

You want an ATS to have the desired features and functional capabilities – but you also want those to be EASILY implemented and customised as well. It can be extremely time consuming and frustrating setting up the recruitment process with the required automations – as well as making changes down the track. Ensure that you know what support the vendor will provide for implementation, as well as ongoing service and support. See how to utilise your applicant tracking system so it is not a negative for applicants

Data Security

Privacy Acts and Policies place a legal requirement on businesses to ensure that personal information is secure. You need to make sure that any data you have in the ATS is secure in the cloud. Recruitment processes require a significant amount of personal and sensitive information that is for you and your business’ reference only. Make sure the ATS complies with current Australian legislative requirements.

Whilst an applicant tracking system adds significant value to the recruitment process, it is only one part of a quality hiring process. Other online tools such as video interviewing and skills testing should be considered within your recruitment strategy.

 Why not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews – Saving you from sitting through hours of ATS provider demonstrations, analysing each ATS functionality, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give us a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

May 01
0

Online ATS: What are they and does your business need one?

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The current environment around the world has suddenly changed for businesses.

Businesses are required to implement specific risk mitigation practices as per Safe Work Australia’s Guidelines including allowing employees to work from home where possible, and ensuring physical distancing. Offices and workplaces that remain “open” are turning to online technology and innovation to support their business needs.

Businesses that do need to hire more people and bring in new talent must be able to collaborate with management, teams and key decision makers working both on-site and from home. An online applicant tracking system (ATS) can help you better manage the hiring process and provide efficiencies for handling the influx of applicants and resumes.

What is an online Applicant Tracking System?

An applicant tracking system (ATS) is online software that manages the recruiting and hiring process, including job postings and job applications. It organises and provides searchable information about applicants. As its name implies, an ATS tracks candidates through the recruitment process. It helps scheduling, issues notification alerts, and sends automated emails to candidates.

Some typical features of an ATS include:

  • Simple job posting to multiple sites
  • Centralised storage of applicant data
  • Automated email responses
  • Built-in communication channels
  • Messaging capabilities
  • Application screening for potential matches
  • Interview scheduling
  • Recruiting analytics and reporting
  • Employer branding
  • Social sharing
  • Career pages
  • Interview kits and scorecards

 

Top 5 Benefits of an ATS

Small, medium-sized, and large businesses are utilising the advantages of ATS to enhance their HR departments and recruitment processes. Automated tracking systems offer many benefits that save time and money—and make recruitment easier.

  1. Speed Up the Recruiting Process

Online applicant tracking systems improve the time to hire (the total time spent to fill an open job position). With an ATS, tasks that previously required many hours of work can now be executed very quickly and easily – or sometimes even be done automatically. Some of these tasks include: resume screening, rejecting non-qualified applicants, interview scheduling, and email automation.

A faster hiring process helps you employ top candidates before they accept offers from your competition.

  1. Improve the Quality of Hire

Quality ATS programs allow you to capture customised information and responses from candidates as well as setting pre-identified standards and qualifications to separate unqualified candidates and prioritise the best suited ones. This not only improves the quality of hire, but it also helps you to quickly identify the top candidates and not waste time on ones that aren’t a good fit. In turn, you’re able to move quickly to secure employment contracts with high-quality applicants.

  1. Provide a Better Candidate Experience

Applicant tracking systems not only save time for the HR department, but they can also save time for applicants as well. An online candidate platform allows them to quickly and easily apply for a job, which makes for a better experience. In addition, the quicker and easier it is, the more candidates will likely complete the process, expanding the talent pool for you to choose from.

Having the ability to send automated emails that provide regular and timely communication to your candidates will also improve candidate engagement and experience.

It’s important to note that some job seekers don’t like using an ATS, but that may be a case of not fully understanding how it benefits them too. See why applicant tracking systems need not be an applicant’s enemy.

  1. Offer Enhanced Reporting

Applicant tracking systems generally have analytics and reporting features that can provide additional insights for making data-driven decisions. An ATS can help determine the efficiency of the recruiting process (time to hire), identify which source of hire is providing the best candidates, track compliance information, and analyse individual components of the recruitment process.

  1. Ease Workload for Management and/or HR

 ATS features streamline and automate many parts of the recruitment process, which helps relieve much of the manual work associated with identifying quality candidates. Online applicant tracking systems also allow multiple decision makers to access shortlisted candidates, make commentary, and to rank or score against the requirements of the role. Collaboration features of an online ATS allow for efficient decision making with confidence.

Why Not Make Recruitment Easier?

 No matter the size of your business, employing new staff is an important process that requires an investment of both time and money. The right ATS can help your business make the most of both.

See how to choose an ATS.

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews – Saving you from sitting through hours of ATS provider demonstrations, analysing each ATS functionality, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give us a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

May 01
0

3 ways to Ensure Your Applicant Tracking System is Not a Negative for Applicants

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We recently worked with a HR manager in the food services. She shared with us that applicants complained about their recruitment processes, particularly the ATS.

A scientific study conducted by Halden Ingwersen in Capterra, indicates that applicants loathe re-entering information that is on their resumes. They think ATSs are flawed and that if you’re using an ATS, you value keywords on the resume more than candidates having the right skills. There are even plenty of articles out there telling applicants how to tailor their resumes to “beat the ATS” system.

But when used correctly an ATS can be a great, positive experience for recruitment managers and applicants. Recruitment is most successful when you fill a position with a great candidate. Not all systems are created equally. As much as we want to cut down the time it takes to manage applicants, it is also important to be “involved” in the process.

Here are 3 ways to make sure your ATS makes life easier for BOTH hiring managers and applicants:

Automate what you can, but stay involved with what REALLY matters.

Yes, it makes sense to automate job listings to different websites/job boards or send out standard replies for applicants during some stages of the process. But don’t rely on keywords to choose the best applicants. You don’t want to dismiss potentially great candidates because they don’t use the exact same words on their resume that you program into the “system”. We’ve all hired gold employees that could easily have been missed without experienced human eyes and intuition.

Don’t make applying through your ATS a chore.

What exactly is your ATS asking applicants to fill out? Is it asking the same questions most already have listed on their resumes? Is it asking questions that are too open and require wordy responses? Make it easy for applicants to apply. The system should be simple and intuitive using a combination of question types and drop down responses.

Keep it simple.

Don’t go overboard trying to capture every single piece of information from candidates. Rather, you need to focus on what is important information that you need to find out about candidates for this job – and to help the recruitment manager to make decisions on who is most likely to be a great fit. Candidates get frustrated when they have to “keep jumping through hoops”. So, minimise the number of steps in the recruitment process. No one likes wasting time – recruitment managers, nor applicants.

An ATS can be an important and useful tool in the hiring process. However, it is critical to understand that how you hire impacts who you hire and to make it a great experience for them

Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

Acworth Recruitment utilises an integrated online candidate platform (ATS) that also incorporates Automated Video Interviews.

We do not utilise AI technology to screen resumes, thus ensuring that potential “gold candidates” are not discounted immediately.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give Kim Acworth a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

Apr 28
0

Video Interviewing in Recruitment – How Video Interviewing assists with Social Distancing

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We know it can be overwhelming when trying to choose which recruitment path to follow (even at the best of times) – with so many different options available, it can be difficult to know which the right one is.

With the ever-changing situation in the world, and with technology constantly evolving, you may not even know which options are out there – or how they can help you and your business.

Every organisation will have different needs and priorities throughout their recruitment process, so for the clients we work with there is no ‘one size fits all’ approach.

We know that you don’t want to miss out on the extra talent currently in the market, but you also want to ensure you’re following Covid19 social distancing measures. One very useful option to help your recruitment team’s ability to interact with applicants is Video Interviewing.

Video interviewing provides candidates the ability to showcase their knowledge and personality through more than just their resume. There are endless options available for both live and pre-recorded video interviews, and it’s hard to know what would work best for you and your needs.

Having made use of automated Video Interview technology consistently for over 6 years, we know our clients can really see the value it brings – not just in getting to know candidates better, but in streamlining their recruitment activities in a shorter and more engaging way for both applicants and the company – thus saving them time and money.

For some of our high volume roles, ensuring that our clients gain a solid understanding of candidates prior to a face to face interview is vital and definitely helps with shortlisting. Entry level IT roles for example, often receive hundreds of applications with perhaps 20 who actually meet the requirements of the role. Rather than spend 30minutes on the phone with each of those 20 candidates, we ask them to complete a pre-recorded video interview which we can share directly with our client.

The video interview shows both the communication and personality of the candidate, and allows our client to streamline their recruitment process so they only need to interview 2 or 3 candidates in person (or via live video interview now that social distancing is in effect).

By 2025, 75% of the workforce will be made up of millennials and their successors, Gen Z. Attracting, engaging, and retaining these generations is very different to their predecessors. To ensure that you are able to access the widest pool of quality candidates, you may consider adapting your recruitment process.

Video interviewing is certainly here to stay. Why? Not only does it save time and money, but it also appeals to both candidates and employers. This means that even if you implement Video Interviews now in the short term to manage Covid19 restrictions, there’s no reason that you can’t continue to use them in the long term.

 Why Not Outsource YOUR recruitment and save the Headache, Time and Money?

 Kim Acworth is a recruitment expert and director at Acworth Recruitment.

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Saving you from sitting through hours of Recruitment Video Interview provider demonstrations, painful implementation and setup, and hefty monthly subscription fees.

Acworth Recruitment is a genuine outsource recruitment option with a cost-effective hourly charge model. You can outsource as much or as little as you want. No job is too big or too small – $50 to $5,000.

For an obligation free discussion feel free to give us a call on 0411 278 281 or email at finders@acworthrecruitment.com.au.

Find out more Here

 

Mar 26
0

Time out from “The Virus” Tornado

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I gave myself a little time out this morning to reset…..and look at things from a different perspective.

 

I gave myself a slow start…….the fur babies in my bed clearly have that agenda every day……and my phone and email isn’t exactly running hot now (nearly ALL of my clients are small to medium sized businesses being hit hard with the sudden COVID 19 impacts……so recruitment is the absolute opposite for them at the moment)……Just had to make sure to get the teenager off to school (only 2 days to go now for him as notification was received from the school late yesterday advising that the decision has been made to start the Easter School Holidays a week early so they can finalise the online learning plans for start of Term 2 on 20th April……..GREAT decision Hillbrook, I think the other schools should follow this in Qld as well).

 

I did 30 minutes of basic exercise and stretches before taking the 20min walk to the local shopping centre to grab just a couple of items. I passed 4 people on the way to the shops and only 1 on the way back……I quickly learnt the unspoken rule for “Social Distancing” was to use the footpath as a measuring stick……1 of us on each side, with the cement path in the middle. I paid close attention to each of these people – observing their body language, facial expression and general demeanour. Everyone was very respectful and gave a friendly smile and nod……except for one more elderly lady walking her small dog in a section of the footpath that had barriers on both sides which meant that we could not walk on either side of the cement path……she prepared herself and the small dog by standing sideways up against the fence with her back facing outwards making it very simple for me to respect her obvious need for “Social Distancing”. Hopefully we will be able to continue going for walks over the coming weeks with people being so attentive in this regard.

 

Walking through the shopping centre, I took my time to look into every store and to take notice of the workers. Almost all of the small retail stores were void of shoppers and the retail workers were either trying to look busy moving stock around, or standing out the front watching the world pass them by…..we would exchange a half smile and a slow nod acknowledging the situation to each other. I could see that they were happy to have a job (unlike soooooo many), but also felt useless while knowing that it is only a matter of time before they join the rapidly growing jobless numbers.

 

I grabbed my handful of items in Woolworths and headed to the self-service checkouts and stood on the “X” marker behind the person in front of me. The 15 items or less lane had 3 or 4 elderly people fussing between themselves clearly confused over the “Social Distancing” etiquette and markers on the floor.

 

These are the people I am genuinely most concerned about at the moment……I really don’t think we are doing enough to protect the elderly as they are the most at risk here. Over their lengthy lifetimes, they have contributed sooooooo much to our society. There were WAY TOO MANY elderly people in that shopping centre this morning. I was SUPER CONSCIOUS of maintaining a good distance from them….while at the same time desperately wanting to assist them. How many of our Grandparents and Great Grandparents are we going to lose in the coming weeks and months????

 

I haven’t visited with my parents in over 2 weeks now as I KNOW that if my mother gets THE VIRUS, she will almost 100% DIE due to her existing lung conditions. My sister and I have had numerous and lengthy discussions with both Mum and Dad to ensure they understand the seriousness of their actions and they made the decision to self-isolate. It’s Mum’s birthday tomorrow……so 2 weeks ago, we arranged for family portrait photos to be taken in our backyard (Thank you Awesome Photoz)……she now has a package to open in the morning with portrait prints ensuring that her family is with her.

 

Jarrah’s (Most of you know that Jarrah has been the Assistant Finder here at Acworth Recruitment for the past 4 years) 18 year old sister is now finally on a plane heading home from England after having 2 other flights cancelled. The plane is due to land in Perth this afternoon….and then HOPEFULLY a domestic flight to Brisbane and into self-isolation for 2 weeks.

 

Am I worried and stressed at the moment…….ABSOLUTELY !!!!!

 

BUT, I also know that there are MANY, MANY, MANY people out there in WAY WORSE situations than me.

 

However, I still have a mortgage to pay, car repayments, insurance premiums (don’t these add up…..house & contents, car, health, income protection….), water, rates, electricity, school fees…..plus all the normal costs of living.

 

So what am I doing????

 

  1. I made sure all my invoicing was up to date and sent out……as long as they all get paid…..it should by me a good month.
  2. Communicating openly and honestly with Jarrah……she’s not just an employee to me…..we’re in this together.
  3. Working with my Accountant (thanks Kevin from Jones Howard Chartered Accountants) to make sure we understand the Government Stimulus options and how to access them.
  4. Researching the markets that are really busy (such as food delivery services….YouFoodz, Marley Spoon, Hello Fresh etc) to try and find contacts to reach out to…..Let’s face it…..the online recruitment technology and candidate recorded video interviews will be more than just helpful now…….ANY contact links in this regard are HIGHLY WELCOMED !!!
  5. Looking at what we can do differently here at Acworth Recruitment…..for when we come out the other side……there are going to be A LOT of people looking for work.
  6. Review the budget and spend……know where money is going 100%……and cut out any unnecessary items.

 

Whilst it feels like we are caught in a swirling tornado that keeps growing and changing directions……we ARE still RESPONSIBLE for OUR OWN ACTIONS…….reactions and behaviours…..and to be CONSIDERATE to those around us……..

 

 

Aug 19
0

First Impressions DO COUNT!!!

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Business Owners and Managers are quick to make judgements about Candidates during the Recruitment Process….. But have you ever considered the impression you’re giving them???

The impression you give to your next potential employee/s about your business, its work culture, management style & capability all starts from the advertising stage, and continues even after they commence. If you want to attract high calibre candidates to the role and your business, and have them accept the offer to come work with you, YOU NEED TO IMPRESS THOSE CANDIDATES.

The NUMBER ONE MISTAKE I see employers make – Taking too LONG in the DECISION making PROCESS!!! As a Recruiter, I play the role of a “Middle Man” acting in the best interest of both the clients and the candidates. To facilitate the recruitment process, I need to be proactive, professional, positive and honest. Encouraging my clients to make decisions on who they want to see for the interview, and to whom they want to offer the job, whilst fielding phone calls and emails from candidates seeking an update. This is not only frustrating, but also challenging when trying to maintain a professional image for my client. The result of a drawn out process with wishy washy reasons for delays, usually results in the Top Candidate taking another job offer or simply declining your job offer.

Put yourself in the shoes of your top candidates – most of whom are likely to be in a job and looking to improve their current situation – whether that be the work itself, the work environment, the Manager or a combination of these. Do you want to work for a Manager and Business that is disorganised and ineffective in their communication process??? NO ONE DOES!!!

If you want the best people working for you, then you need to be a GREAT Manager with a Great Business…. and potential new staff need to see this!!!

So how can you make a GREAT FIRST IMPRESSION???

There are 15 things that are a MUST if you want to make that great first impression. They are:

  1. Your Job Advertisement needs to paint a positive and clear picture about the role and your business.
  2. The Shortlisting Process needs to be carried out Efficiently – Where possible, you should hold face to face interviews within two to three weeks from when you commence advertising.
  3. The Interview MUST include the Immediate Supervisor – Consideration should be given to include other key stakeholders such as the Business Owner/ Senior Manager – this will save time in needing a second interview.
  4. Be Prepared for the Interview and be On-Time – Review the candidate’s application again prior to bringing them into the room and have the details with you.
  5. Be Professional in how YOU Present yourself and Communicate – This is your first opportunity to gain the respect of your potential new employee.
  6. Be Aware of the Candidate – Give them the chance to ask questions as well.
  7. Be prepared to make a final decision ASAP and communicate this with the Candidate so they know when they can expect to hear from you again.
  8. Do your background checks quickly, and make your decision within three days.
  9. CALL your preferred candidate to offer them the job – Congratulate them, let them know you’re looking forward to having them on board and give them details around the salary and start date – And that you will be sending them the Formal Offer of Employment by EMAIL.
  10. Email the Formal Offer of Employment within 24 hours of your phone call – The Formal Offer should ALWAYS include a copy of the Position Description.
  11. Phone them a couple of days before their start date to make them feel welcomed and ensure they know what time to start, whom to ask for and what to expect.
  12. Ensure you have their work station with computer, emails and logins all set up ready to go.
  13. Have a formalised plan for the first week – which is centred around their training and who will be facilitating it.
  14. Ensure others in the business know that a New Person is starting and what their role is – encourage them to make their newest team member feel welcomed.
  15. You as the Manager MUST take the time to meet them on their First Day, conduct regular check-ins during the week and again take the time to meet with them again at the end of the week. Regular check-ins are a MUST for a Manager to conduct throughout every employee’s time with your business.

I don’t believe that any of these points are difficult – with a little bit of time and planning you can create a lasting positive impression that will ensure your staff respect you and want to stay with the business.

Make sure you’re following on Facebook (https://www.facebook.com/Acworth-Recruitment-185674054963527) as I’ll share some other great tips and information.

 

Jul 22
0

Outlining the Role – Getting the Position Description Right

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Hiring employees is based on your operational needs. You need the additional resources and support to ensure that your business operates efficiently and to ensure that your customers are happy and keep coming back. So it’s CRITICAL that you know EXACTLY what the job is.

Even if you’re needing to replace someone who is leaving, it is important to take a step back and review the role. Consider the tasks that need to be completed, how it sits and interacts with the other roles in the business, the required work hours and the salary.

Having a CLEAR understanding of these factors upfront is KEY to getting the right person for the role in your business. A good Job Description performs a number of important functions:

  • It describes the skills and competencies that are needed to perform the role.
  • It defines where the job fits within the overall company hierarchy.
  • It is used as the basis for the employment contract.
  • It is a valuable performance management tool.

Job Title

The first fundamental element of the Position Description is the Job Title. A good job title will address the following:

  • It accurately reflects the nature of the job and the duties being performed
  • It reflects its ranking order with other jobs in your business
  • It does not exaggerate the importance of the role
  • It reflects similar jobs in the industry for comparable pay and conditions
  • It is self-explanatory for recruitment and attraction purposes

A good example of this is Office Manager verse Office Coordinator or Office Administrator – An Office Manager is reflective of a medium to large sized business with 10 plus office based staff where “management” responsibilities are undertaken on a daily basis – and is likely to attract a salary of around $80K……..An Office Administrator is more likely to be the sole administrative staff member of a small business or perhaps works with a receptionist – to provide a broad range of hands on administrative and office support functions – and is likely to attract a salary of around $55K up to maybe $65K.

Duties & Responsibilities

The Position Description needs to contain a list of tasks, duties and responsibilities required as for the role. This will define the differences between roles within your business and provide the basis for “who does what”.

The level of responsibility (ie. the level of accountability, authority, control, power, leadership, management or influence) you include within the role, needs to be considered carefully to ensure that it is accurate and is reflected in the salary (more on this on my next blog). Whilst this needs to be comprehensive – don’t make it too long as it isn’t meant to be an operation manual.

Skills and Competencies

It is best to list these separately from each other, as they are two quite separate things:

  • Skills are activities the candidate can perform based on what they have learned in the past, or from qualifications they have obtained (eg Professional level MYOB user). Skills can be learned through study and/or practice.
  • Competencies are the traits or attributes you expect the candidate to display in the role (Strong communication and interpersonal capability). This is an innate characteristic displayed by a person.

Qualifications and Licences

Often a formal qualification is required for the role – or preferred. These may range from a TAFE Certificate in Information Technology or Administration – through to a Degree in Architecture with Registration. However, it is important that you be REALISTIC about the level of qualification you REQUIRE for the role – Does your Finance Officer really need a Degree followed by a CA or CPA?

Other critical areas to consider and must be included are the Licences and Tickets that are ESSENTIAL for the role. These may include a Blue Card for working with children, Safety Inductions, a Civil Drivers Licence, etc. If the role REQUIRES the employee to drive to client premises, the supplier’s warehouse, etc. then you must include this in the Position Description as a requirement (eg. Current clean Manual Drivers Licence). If you don’t have this as part of the Position Description and the employee loses their drivers licence – you cannot dismiss them!!!

Reporting Relationships

It is important to include reporting lines and working relationships in your Position Description.

  • Reporting lines clarify the responsibilities of the position by showing whom the employee reports to and as to who reports to the employee. (Reports to the Finance Manager).
  • Working relationships are the people and departments the position requires the employee to work closely with. (Work closely with Production and Sales to provide accurate and timely reports).

Salary

The salary that you pay the employee is a VERY important consideration. It needs to be reflective of level of duties and responsibilities, competitive within the market and fit within the salary structure of other roles within the business. In addition, it has to fit within your budget. By its very nature, the notion of SALARY is a highly EMOTIVE subject, for both the employee and the employer.

My next blog will look at salary and remuneration options in detail….

Make sure you’re following on Facebook (https://www.facebook.com/Acworth-Recruitment-185674054963527) as I’ll share some other great tips and information.

Jul 04
0

Attracting Candidates: Will I be “Happier” working for You??

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If someone is looking at your Job Advertisement – there is ALWAYS a reason!!! That reason generally lies in one or more of their “needs” not being met at their current place of employment.

An employee spends more time at work that with their near and dear ones. Therefore, the ‘working relationship’ needs to be FULFILLING. If “something’s missing” – then they will treat it similar to a personal relationship and try to FIX IT! However, if their needs still aren’t being met, then they will eventually start looking elsewhere.

So what are people generally looking for within their employment to be HAPPY?

  • FAIR PAY OF COURSE!!! No one expects otherwise.
  • A sense of SAFETY!!! Everyone expects to be able to go home after work.
  • To feel VALUED!!! No one wants to be just ‘another number’ or constantly ‘criticised’.
  • OPPORTUNITIES to learn new skills, scope for career advancement and future rise in pay.
  • A sense of FIT in their personal values and ethos to that of the CULTURE of the firm.
  • To actually LIKE WHAT THEY DO!!!

To attract the right candidates and have them apply for your job vacancy, your Job Advertisement needs to paint a clear picture of the job, and must addresses all of the points mentioned above. When I ask my top candidates, “why did you apply for this position?” The answer always refers to one or more elements from the job advertisement that resonated positively with them.

In a nutshell, a Job advertisement is an ADVERTISEMENT!!!

Advertising is a form of marketing communication used to promote or sell something, usually a business’s product or service. (source: Wikipedia)

Your ‘Job Advertisement’ is an opportunity for you to paint a POSITIVE and ACCURATE picture of your business, the workplace and the role itself. The importance of being accurate and realistic when outlining details cannot be UNDERESTIMATED!!! You will not only cost yourself TIME & MONEY, but also lose potential CLIENTS by appointing someone under false pretences!!! By writing a Job Advertisement that is more or less a shortened (cut and paste) version of the Job Description, you’re not taking advantage of the opportunity to SELL the role. REMEMBER, a job advertisement is a tool to attract potential candidates, by communicating the function of the role, the business and essentially promote the business as an ideal workplace.

Here are some Headings you can use within your Job Advertisement:

  • About the Business
  • About the Role
  • Your Skills and Experience or What skills and Qualities are we looking for?
  • What we Provide or What’s on Offer

Don’t be afraid to put the business out there!!! If you’re a ground level IT business dealing with everyday business and people – then don’t be afraid to say we offer “IT help for HUMANS!!!”. If the role requires the candidate to be detail oriented and possess a high degree of analytical ability to the extent that they are ALMOST ANAL, then state it OUTRIGHT!!! People who refer to themselves in this way are the people you want to apply. When I work with my clients, I take the time to really listen to what they are describing about their business, the type of people within their business, what works well for them and of course what the role will actually entail!!! Only then will I work on designing a Job Advertisement that accurately reflects the role, the Brand and the people they are looking for. Thus, providing the best marketing opportunity to attract quality candidates.

Make sure you’re following on Facebook (https://www.facebook.com/Acworth-Recruitment-185674054963527/) as I’ll share some other great tips and information.