Uncategorised

In today’s competitive job market, candidates hold the reins. With a wealth of opportunities and heightened expectations, you need to consider how your business is going to attract and retain top talent. Here’s how your business can stand out in this candidate-driven market and draw the best talent—and why partnering with Acworth Recruitment can make all the difference.

1. Offer Competitive Compensation and Benefits

In a candidate’s market, attractive compensation packages are essential. But it’s not just about salary; a comprehensive benefits package can be a significant differentiator.

Ways to Enhance Your Offerings:

• Competitive Salaries: Ensure your salaries are competitive within your industry and region. Conduct regular market research to stay informed about current compensation trends.
• Holistic Benefits: Provide a range of benefits that cater to diverse needs, such as , flexible work arrangements, professional development opportunities, health and wellness programs and employee assistance programs.

How Acworth Recruitment Enhance Your Offerings: We stay abreast of compensation trends and benefits packages, ensuring that our recommendations align with market standards. Our expertise helps you craft compelling offers that attract top talent and keep them engaged.

2. Create a Positive Candidate Experience

The candidate experience plays a critical role in attracting top talent. A smooth, respectful, and engaging hiring process can set you apart from other employers.

Tips for Improving Candidate Experience:

• Streamline the Process: Simplify your application process to make it as user-friendly as possible. Avoid multiple interviews, assessments and unnecessary steps.
• Communicate Effectively: Keep candidates informed throughout the process. Respond promptly to inquiries and provide timely outcomes after interviews.
• Be Transparent: Clearly communicate job expectations, company culture, and potential career paths. Transparency builds trust and helps candidates make informed decisions.

How Acworth Recruitment Delivers the Best Candidate Experience: Acworth Recruitment excels in creating a positive candidate experience. We handle the complexities of the hiring process for you, ensuring timely communication and an efficient transparent experience that reflects well on your business.

3. Emphasize Work-Life Balance and Flexibility

Today’s candidates highly value work-life balance and flexibility. Offering flexible work options is often a major attraction.

Ways to Promote Flexibility:

• Remote Work Options: If feasible, offer remote or hybrid work arrangements. This flexibility can be a significant draw for many candidates.
• Flexible Hours: Allow employees to choose their work hours within certain parameters. Flexibility helps employees manage their personal and professional responsibilities more effectively.

How Acworth Recruitment Promotes Flexibility: Our team can help you identify and implement flexible work arrangements that meet candidate expectations. We understand what today’s talent values and can advise you on best practices to enhance your appeal…..while still meeting your operational needs.

4. Invest in Employee Development

Top candidates are looking for employers who offer growth and development opportunities. Investing in your employees’ professional development makes your business more appealing.

How to Foster Growth:

• Training and Development: Provide access to training programs, workshops, and courses that help employees develop new skills and advance their careers.
• Career Pathing: Offer clear career progression paths and opportunities for internal promotions. Show candidates that there are long-term growth opportunities within your business.

How Acworth Recruitment Can Support Your Business to Foster Growth:

4. Leverage Employee Advocacy

Your current employees can be your best ambassadors. Encourage them to share their positive experiences and promote your company as a great place to work.

Strategies to Utilise Employee Advocacy:

• Referral Programs: Implement or enhance employee referral programs. Employees often provide high-quality candidate referrals.
• Social Media Engagement: Encourage employees to share their work experiences on social media. Their authentic voices can attract candidates who align with your company culture.

How Acworth Recruitment Support Your Business to Leverage Employee Advocacy:

In Conclusion

In a candidate market, standing out requires a proactive approach and a commitment to creating an exceptional experience for potential hires. By building a strong employer brand, offering competitive compensation, enhancing the candidate experience, promoting flexibility, investing in development, and leveraging employee advocacy, your business can differentiate itself and attract top talent.

Partner with Acworth Recruitment to not only navigate the complexities of today’s job market but to excel in them. Our expertise, personalised approach, and commitment to your success will help you attract and retain the best talent, ensuring your business thrives in the evolving job market.

For more information or to discuss how we can assist you, contact Kim Acworth at 0411 278 281 or email finders@acworthrecruitment.com.au. Let Acworth Recruitment be your strategic partner in achieving recruitment success.

The COVID-19 pandemic was a seismic event that reshaped many facets of our lives, including the way we work and hire talent. It’s clear that the world of recruitment has been irrevocably altered. There’s no going back to the old norms.

Here’s how the pandemic transformed recruitment and why embracing these changes is essential for future success—plus, how Acworth Recruitment can guide you through this new landscape.

The Shift to Remote Work:

One of the most immediate and significant changes was the rapid shift to remote work. What was once seen as a nice to have option has become a standard expectation for many employees. Remote work has proven that productivity isn’t tied to a physical office, prompting many businesses to reconsider their traditional workplace models.

Why It’s Here to Stay:

• Increased Flexibility: Employees value the work-life balance that remote work offers. Many businesses have recognised the benefits of flexibility, including broader talent pools and reduced overhead costs.
• National Talent Pools: Remote work allows companies to tap into a wider workforce, breaking geographical barriers that once limited recruitment efforts.

How Acworth Recruitment Can Help:

Acworth Recruitment specialises in helping businesses adapt to this new reality. We can assist you in understanding how implementing work from home strategies will help you to source and retain the right talent.

The Rise of Digital Recruitment Tools:

Before the pandemic, digital recruitment tools and virtual interviews were auxiliary to traditional face-to-face processes. Today, they’re central to connecting with candidates. Platforms for video interviews, digital assessments, and AI-driven recruitment technologies have surged in importance.

Why These Tools Are Crucial:

• Efficiency: Digital tools streamline the recruitment process, making it faster and more efficient.
• Broader Reach: Online platforms enable engagement with candidates from various locations.

How Acworth Recruitment Can Help:

At Acworth Recruitment, we leverage cutting-edge digital tools to enhance your recruitment process. From utilising tailored online application portals to managing virtual interviews, we ensure that you stay ahead of the curve and efficiently connect with the best candidates.

Emphasis on Candidate Experience:

COVID-19 highlighted the need for a positive candidate experience more than ever. As hiring processes moved online, the importance of a seamless, engaging, and respectful candidate journey became clear. Poor experiences could deter top talent and damage employer branding.

Why It Matters:

• Attraction and Retention: A positive candidate experience is crucial for attracting top talent and ensuring a smooth onboarding process.
• Employer Brand: How candidates perceive your recruitment process directly impacts your company’s reputation and attractiveness in the job market.

How Acworth Recruitment Can Help:

We are dedicated to enhancing the candidate experience for your business. From streamlining application processes to ensuring timely and respectful communication, Acworth Recruitment helps you create an engaging and positive recruitment journey that reflects well on your business.

Changes in Employee Expectations

The pandemic has shifted what candidates and employees expect from their employers. Job seekers are now prioritizing aspects like flexibility, work from home capability, mental health support, and a commitment to diversity and inclusion.

Why Adaptation Is Key:

• Competitive Advantage: Companies that adapt to these evolving expectations are more likely to attract and retain top talent.
• Employee Well-being: Addressing the needs and preferences of your employees contributes to a more engaged and productive workforce.

Future Trends to Embrace:

• Hybrid Work Models: Many companies are adopting hybrid models that combine remote and in-office work, offering flexibility while maintaining a physical workspace.
• Enhanced Digital Presence: Building a strong online presence and leveraging digital tools for recruitment will continue to be vital.
• Diversity and Inclusion: Emphasizing diversity, equity, and inclusion in recruitment practices is not just a trend but a necessity for future success.

How Acworth Recruitment Can Help:

Acworth Recruitment is here to help you navigate and embrace these evolving trends. We offer tailored solutions that incorporate remote and hybrid work models, enhance your digital recruitment presence, and emphasise diversity and inclusion to ensure that your strategies are both current and effective.

In Conclusion

COVID-19 has fundamentally altered the recruitment landscape, introducing changes that are here to stay. The shift towards remote work, the rise of digital tools, the increased emphasis on candidate experience, and evolving employee expectations have redefined effective recruitment. Embracing these changes is not just a choice—it’s a necessity for attracting and retaining top talent.

Partner with Acworth Recruitment to not only adapt to these changes but to excel in the new recruitment era. Our expertise and personalised approach will help you navigate this transformed landscape, ensuring your business stands out and thrives in the evolving job market.

For more information or to discuss how we can assist you, contact Kim Acworth on 0411 278 281 or email finders@acworthrecruitment.com.au. Let Acworth Recruitment be your strategic partner in achieving recruitment success in this new era.

In recruiting for a new role, finding the right mix between what you need someone to have and what you want someone to have is not always clear cut. Emotions and idealisation get in the way more times than not.

When recruiting for a role, Acworth Recruitment spend time with our client discussing their business, their existing staff, the work culture and – importantly – what someone will be actually doing in this position.

We work closely with our clients so that everyone involved in the decision making can be on the same page – and to try to ensure the role is “fillable”. We give our clients our understanding of the market, our expectations around the types of people who will apply, and the salary range needed to attract quality candidates. In return, our clients give us their ‘Needs’ and ‘Desires’ about their future employee.

As we screen, we keep those ‘Needs’ and ‘Desires’ in mind, but largely focus on the ‘Needs’ while long-listing applicants:

1. Does the candidate have the core skillset?
2. Do they have the right level of experience?
3. Have they worked in industries relevant to the company?
4. Do they have the ability to adapt quickly and learn the new products & skills required?
5. Will they be motivated to do this role?

When we have our long list of candidates, we are able to screen-down and develop a shortlist – which focuses more closely on the ‘Desires’ of our clients:

1. Has the candidate worked for Company X, Y or Z?
2. Has the candidate worked in Industry X?
3. Does the candidate have experience using Program X?
4. Does the candidate have a commute under 30 minutes?

In many cases, candidates will fulfil our clients’ ‘Needs’ but not all of their ‘Desires’. For most employers this is not an issue, and they will interview applicants to find the best fit – knowing that someone with the core skills and motivation can be taught. However, there are some clients who will pass on potentially long term suitable candidates as they want to hold out for an “exact match”.

The biggest difficulty with trying to attract and employ a Unicorn, is that you need that Unicorn to be looking for a new role….at the same time you’re advertising…..living within reasonable commuting distance…..and seeking a similar salary to that on offer….and then still be the right fit for your business and work culture.

You may end up wasting a great deal of time AND money on searching for the ‘Perfect Candidate’…..and STILL be unable to find the elusive Unicorn.

Acworth Recruitment encourage prospective employers to be mindful of balancing their ‘Needs’ and ‘Desires’, and deciding which aspects are most important for an employee to be successful in the role Long Term:

– Could you train them to use industry specific programs or not?

– Is relevant industry experience acceptable even if it isn’t exactly Industry X?

– Are you willing to pay a higher salary to get your Unicorn?

While finding a Unicorn would be great, it is important to consider the reality of the market and to ensure that if you do find one, that it is not just a donkey with something stuck on its head.

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

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

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 than 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 with 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!!! It gives you the opportunity to paint a POSITIVE and ACCURATE picture of your business, the workplace and the role itself.

If you want to really SELL the role and make a great first impression, you need to provide more than just a copy of the Job Description. 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.

When we work with our clients, Acworth Recruitment takes 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 we 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.

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

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

As mentioned in our previous blog, getting the job advertisement correct will help you to attract the right candidates – and will ensure that you make a good first impression on those genuine candidates.

However, these candidates with strong potential are not going to be the only people to apply for your role. With every role we advertise – no matter the industry or level – we find that many Job Seekers fail to read the advertisement fully, and click the ‘Apply’ button without considering if the role is a good fit for them (or if they are a good fit for the role)

Below are some statistics on a previous Receptionist/Administration Assistant role that Acworth Recruitment helped our client to fill.

• Over 400 people applied via SEEK.com
• Only 42 were a potential match for the role (Many applications from people with ZERO administration experience or qualifications).
• These 42 candidates were asked to answer online questions as part of the shortlisting process, but only 20 candidates took the time to complete those.
• Of these 20, 11 were not suitable for various reasons including salary expectations, commuting distance, poor spelling & grammar etc.
• Of the 9 remaining candidates of potential, our client met with 5 for interview.
  • One arrived wearing jeans for a front of house Reception role
  • One didn’t know what data entry was (even though they had recently completed a TAFE course in Administration)
  • One became very overwhelmed during the interview
• This left 2 candidates of potential from the initial 400 SEEK resumes and our client chose 1 candidate to fill the role and that candidate accepted.

While the nature of recruitment and shortlisting always involves funnelling a large number of SEEK applicants down to one successful new employee, the high volume of candidates can be overwhelming if hiring managers are not following a quality recruitment process.

Our top tips for hiring managers struggling to manage these high volumes of candidates are as follows:

• Read your Job Advertisement and Position Description again to make sure you know the Must Haves for the role you are trying to fill. Such as:
  • Particular Qualifications: TAFE, Graduate degree, etc.
  • Particular Software knowledge: MYOB, AutoCad, Adobe Illustrator, etc.
  • Experience in Specific areas: Accounts Payable, IT helpdesk, Account Management, etc.
• Open the Applicant’s Resume and quickly screen for those Must Haves. If they don’t have them, move onto the next Application.
• If the Applicant does have the Must Haves, then look for:
  • Relevant industry experience, and
  • Stable employment history
• If all the boxes are checked, great!!! Open their Cover Letter and see what else they have to say, or ask them to answer relevant shortlisting questions (commute, salary, leave, etc.) and go from there.

Remember, effective shortlisting involves more than just looking at a resume, but it is an important first step to identifying quality candidates for your role.

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

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews – Providing detailed information on quality shortlisted candidates.

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

When your business is busy and as the owner or manager you’re juggling many responsibilities, then one of your key staff resign, your immediate thought is something like “I don’t have time for this”!!

So, you go to a copy of your latest advertisement and make a quick change or two and put it on SEEK hoping the right candidate will apply.

STOP !!! Rewind and let’s go back and ask a couple of simple and important questions which will help to make your recruitment process effective.

1. Once that particular staff member has gone, what REALLY needs to be done to support the business functions?
2. Do I have existing staff that may be well suited to those tasks and benefit from the change or promotion?
3. What background experience, knowledge and qualifications will this person need to have?
4. What do I need to pay to get the right person?

Chances are that in the time your employee has been working with you, things have changed in your business and the market. This is an “Opportunity” for you take the next step in moving forward – while making a good first impression on potential candidates.

Your advertisement needs to grab the ATTENTION of quality candidates then raise their INTEREST in the role – they need to be able to see themselves in the role and the benefits to them in working for YOUR business – and finally lead them to ACTION – you want them to apply.

Perceived “benefits” vary for each individual and it is not always the salary that is the deciding factor. Your role may offer part-time hours or flexible working arrangements. The location could be close to home for someone and save commuting & parking costs. The size of your business and strong team culture may be attractive. This could be a step up for someone who feels that there is no room for growth in their current position

To effectively gain the attention, interest and application of quality candidates, you need to be CLEAR as to what the role really is, what type of person you are looking for and what stands out about your business – then reflect this in the advertisement.

Now that you have identified what you actually need someone to do as well as the skills, experience and qualifications they need AND you have an advertisement that is attracting a quality pool of applications – you will be able to recognise awesome candidates and shortlist with confidence.

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

Acworth Recruitment is a genuine and tailored 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

As mentioned in our previous article, 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, then you need to impress those candidates.

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

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 reference checks and other 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 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.

We 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.

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

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews, which provides a detailed overview of the shortlisted candidates – thus allowing our clients to make their decisions in a timely manner based on detailed information, and therefore provide a Great First Impression.

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

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 we see employers make is – Taking too LONG in the decision making process!!! The result of a drawn out shortlisting process with wishy-washy reasons for delays, usually results in the Top Candidate taking another job offer or simply declining the 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???

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!!!

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

Acworth Recruitment utilises an integrated online candidate platform that also incorporates Automated Video Interviews, which provides a detailed overview of the shortlisted candidates – thus allowing our clients to make their decisions in a timely manner based on detailed information.

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