Recruitment and HR Blog

Recruiting your first employee

Matt Heighway - Wednesday, March 28, 2018

Footprint Recruitment Central Coast - finding staff

 

 

 

 

 

 

 

 

Sometimes just knowing where to start when hiring your first staff member can be the most daunting thing. For many of us, hiring the first staff member into our business is a huge step – not only because it means exciting things like growth and opportunity, but it often also means we need to let go of some control, trust someone else with our ‘baby’ and let this person in to our business world.

So to help those who find themselves in this position, here are the basic things to focus on when making your first hire:

1)Know what you are looking for:

Before you even start the hiring process, sit down and take a good look at your business. Write out all of the tasks that need doing in the business, and try and put them together into some logical positions and structures.

Now take the tasks you want or need to continue doing, and put these into your role, and have a look at what is left. From the tasks that are left, take a look at the tasks which are most important to the business being able to function – and which tasks do you most desperately need help with – you now have a focus for your new position, so write yourself a Position Description for the role (there are lots of templates available either online or from a HR service provider)

 

2)Know your target market:

After figuring out what sort of role you want to fill, and the type of candidate you want to fill it, start to think about where your ‘ideal applicant’ is looking for work.

There is no point advertising for someone in the local paper, if you know your ideal applicant probably doesn’t read the paper. Think about where your applicant looks for work, the sort of mediums they use, the location they will be in and the other people they are likely to come into contact with.

3)Write the right ad

Writing an ad that attracts the right sort of candidates, and lets readers know what are the essential components for the role will save you time by ensuring your applicant pool is generally better suited to what you are looking for. To get the best people for your role you will need to sell the role, and the company to the reader, and make it clear what you are seeking in regards to their skills, experience and qualifications.

4)Use Your Networks:Advertising is one way to find potential new employees, but don’t forget to think outside the box and use your networks, referral groups, industry associations and any other groups you have access to letting them know you are looking for someone.

5)Conduct Structured Interviews:

By conducting interviews where there are a number of questions which are set and asked standard to all applicants you will have a common set of responses by which to assess and compare them by after the interviews. You should also allow time for free talk, discussion and questions within each interview to help you understand those non tangible factors such as team fit and personality style.

After each interview reflect objectively on each one and make notes – it saves confusing multiple applicants after all the interviews are done.

6)Use Other Screening Tools:

Interviews are great and very important, but there are other tools available to help you make your decision – don’t forget about reference checking, skills testing, checking qualifications, psychometric assessments, aptitude tests, and the full range of other recruitment tools available to assist you.

Being the sole decision maker in a recruitment process can sometimes be difficult as you spend time thinking over your decision trying to make the right choice. By sharing the decision making process with other people you can cut the time spent doubting yourself and potentially losing great candidates. Seek assistance from advisors, mentors, or other key people who help you in your business.

7)If you are not sure – seek help:

Don’t be afraid to get help from a Recruiter, or HR Consultant if you think you need, or would like, some help. Find a Consultant who is happy for you to engage their services for the parts of the process you need help with or just don’t have the time.

8)Recruitment is Only Step 1:

Whilst recruiting the right person is really important, don’t forget that this is only the beginning of the process. Making sure the person has the right training, induction and ongoing management will give them the best chance for success in the role.

This is by no means an exhaustive list, but hopefully these tips will help you make that first hire a successful one for you and your business.

 

The Boss of HR Documents - Position Descriptions

Matt Heighway - Thursday, March 22, 2018

 

Footprint Recruitment and HR - Product Descriptions

 

 

 

 

 

 

 

 

As a business owner of manager you may think you have a million more important things to do than write a Position Description for every role in your company.

Particularly in small business, where there is a need for flexibility within the scope and responsibility and daily duties of each individual, to meet the fluctuating needs and demands of a fluid business structure, these ‘structured’ documents can often seem limiting and unnecessary.

However, accurate and detailed Position Descriptions can be one of the most important documents to have in your business, and here is why:

1)They improve efficiency - They allow you to structure the business according to what needs doing and how it should be done, in the most efficient and effective way. Without clear Position Descriptions which are prepared prior to hiring and reviewed regularly, many businesses find themselves working around the people they have, and what they can or are willing to do, not what the business needs.

2)They create structure – as we all know, where there are no rules people instinctively will make up their own. Position descriptions which are clear, appropriately detailed and cover the nature, scope and duties of the role, as well as the expectations around employee behaviour and performance standards create a working ‘rule book’ for your employees.

3)They provide clarity - for you as a business owner or manager having position descriptions for each role allows you to understand where any gaps lie in your business, and also where you may be needing to allocate skills, experience and expertise as you grow

4)They provide a guideline for both staff and managers when it comes to performance expectations and managing poor performance. By having clear definitions within a position description around the expectations of what roles are to be performed, and how this is to be done, you have a tool to use against which to measure performance and manage appropriately

5)They create certainty for the employee, so that they feel confident and comfortable with what they are required to do, and how this is to be done. Many employees thrive off this sort of reassurance around the employers expectations of them, so having these in place is a simple way to provide that structure and certainty for your staff.

6)They provide the basis for a successful recruitment campaign. By having an up to date and accurate position description in place prior to commencing the recruitment campaign, you are much much more likely to appoint an appropriate candidates, because you have clarity around what you need in the role, and what skills, experience and expertise are required to fulfil these requirements.

7)They provide the framework for your regular and structured performance review process. The position description is the key tool through which you can easily assess your employees performance, and implement appropriate career development pathways, and training and development opportunities based on this.

Don't underestimate the importance of this HR document, contact Footprint HR Central Coast to learn how we can help

 

12 tips to make your Resume’s Cover Letter stand out

Matt Heighway - Friday, March 16, 2018

 

 

Footprint Recruitment and HR celebrating 12 years on the Central Coast

 

 

 

 

 

 

 

 

 

 

A Cover letter should accompany your resume with every job application. The application letter is a targeted, precise, interesting communication tool that provides you with the opportunity to sell your skills and experience.

To help keep your application out of the bin: 

1.Make sure your contact details are on it

2.Send you application letter addressed to a named individual rather than “to whom it may concern” whenever possible

3.Clearly address the position you are applying for

4.Make sure your cover letter is tailored to each position and company you are applying for

5.Identify the reason as to why you are applying for the job – be as specific as possible

6.Format your letter professionally and make it visually appealing and coordinated to your resume

7.Add in the requirements / selection criteria of the job

8.Provide or refer to any information specifically requested in the advertisement (e.g. Typing test results)

9.Do sell your skills and experience within the cover letter

10.Do keep it consistent, so make sure the font is all the same and sizing all the same

11.Proof read your cover letter – make sure there are NO spelling or grammar errors

12.Close the letter by sincerely thanking the person for their time and effort

It is a raging, competitive job market out there. If you want someone to look at your resume you need to make your cover letter stand out from the rest! Make it a well researched, engaging, and interesting cover letter to keep the employer wanting more.

 

 

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