In recent times South Australian industries such as automotive, manufacturing and retail have been struggling. Consequently, a myriad of employees have faced or will be facing redundancies in the near future.
Whilst this may be a difficult time for all the employees who are affected, we would like to remind current and future job seekers that there are and will be many opportunities available in the job market. This is a great time for employers to start searching for skilled operators who have experience within your given industry, or on the other hand, find alternative skill sets in new employees that can add to their existing work force.
Growing your network
The increasing popularity of social media in the business environment is great for job seekers. Websites such as LinkedIn allow users to market their own personal brand and become identifiable by potential employers in their chosen filed.
Job seekers can capitalize on the job opportunities presented by LinkedIn by connecting with organisations in a unique way (by ‘Following’ the content they follow), searching for jobs via the job postings, joining LinkedIn groups to connect with potential employers and simply growing your network by connecting with people within your chosen field. What a great way to get connected!
Essential recruitment 101 – Part 1
Keeping to your game plan is essential in regards completing successful recruiting of staff. Making sure you know from day one what type of operator that you are seeking will help you make clearer to you and your team the requirements of the role you are looking to fill for your organisation. Establishing a concise job description will also help you to script your job advert as this is where you can establish the duties and objectives that form an integral part of each and every job.
David Arcangeli, Qest Human Resources 26 August 2014
Follow up is essential regarding your job applications. It is no longer as easy to apply for a job by simply pressing click and presto a new job will fall in your lap. It may take you day’s or even weeks even for the confirmation that an employer or agency has even received your job application. We recommend that you follow up the employer with a phone call to ensure that they have actually got your application.
This will provide you with up to date information and enlighten you as to where your application is at in the overall recruitment process. It also identifies to your possible future employer that you are proactive and willing to take the initiative, these may be some key attributes that the Employer is looking for their important job vacancy.
David Arcangeli, Qest Human Resources 23 September 2013
Recruit Right the First Time!
In these uncertain times one thing is for sure… recruiting badly can cost valuable time, money and resources! There can be significant negative spin off’s in relation to recruiting poorly, some being – decreased team morale, time and money wasted on training and an organisation’s strategic direction/goals not being met.
When hiring new employees the recruitment process is an integral part of any organisation, as it allows for the employer to bring on board new employees that have solid expertise in their industry sector who can potentially mentor other staff with their knowledge. These employees encourage an empowering environment and work culture where all staff can further develop their skills base.
It is critical to get a recruitment process right from the very start! A solid job briefing should be given as well as having a well developed job & person specification to refer to. Some important points to consider in a job & person specification are key performance indicators (KPI’s), job objectives, where the role fits within the organisation, qualifications, working hours, location of the position, decision making authority and accountability, just to name a few.
When employees exit or enter a business it is the ideal opportunity for management to make a fresh start and ensure all existing and new staff are communicated their responsibilities to minimise any misconceptions regarding their job now or in the future. Also, by having all of this in place prior to starting a new recruit, an employer has encouraged the business to continue along with meeting the objectives of the strategic plan and will obviously assist in making the right decision on a new employee who will benefit the organisation.
At Qest Human Resources, we encourage our clients to recruit with up to date job & person specifications allowing them to generate appropriate behavioural based interview questions as well as reference check questions that are relevant regarding the specific position’s duties and responsibilities. Every organisation would like a competitive advantage – recruit smart with the right job & person specifications and don’t waste valuable dollars on poor recruiting.
David Arcangeli, Director, Qest Human Resources
a: 8 Greenhill Road, Wayville SA 5034
t: (08) 8372 7817
f: (08) 8372 7800