The Importance of Effective Recruitment & Selection

By Kate Broadley

Kate Broadley

Kate Broadley

Your employees are your most valuable asset, they’re also your greatest cost, so it’s important to hire the right people. So why then do employers have so many difficulties recruiting staff. Employing the wrong person for a role is not only time consuming but will affect morale and productivity and is a costly mistake to make.

Before determining who to attract and select for the role, it is essential that you have a clear idea about what the job requires and the attributes of the person needed. Some people look for the ‘best fit’, the individual who will aspire to the culture of that organisation and one who will understand the needs of the business. Traditionally, job descriptions have been devised to enable the organisation to effectively decide what skills are needed to fill the position. By doing this, the candidate has some knowledge of the type of role they will undertake and from this will enhance job performance as clear ground rules have been set from the beginning. Conversely, the lack of a competent job description will in effect, attract the wrong candidates.

Some tips to adhere to when recruiting include:

  • Develop and design a proper job description, listing the actual skills needed.
  • Design an advertisement that outlines what you are looking for and what the job will entail. You get much better results, if you advertise specific criteria that are relevant to the job. Include all necessary skills, and a list of desired skills that are not necessary but that would enhance the candidate’s chances of success. If you fail to do this, you might end up with a low-quality pool of candidates and limited choices to fill the position.
  • Select the interview panel carefully – make sure they understand the role, their responsibilities and are provided with the skills to participate fully. In my opinion further training should be provided to panel members to ensure this.
  • Fully prepare for the interview, as it provides a vital opportunity to focus on what candidates can offer your organisation. The interview process is an opportunity to express your vision, goals and needs and it is vital that the interview elicits responses from applicants that can be measured against your expectations for the position. If you don’t use the interview to effectively eliminate applicants who don’t fit into your culture, you might find yourself dealing with turnover, confusion and disgruntled employees.
  • When you choose, a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, you will land the best fit for the position. Base your decisions upon specific evidence rather than any gut instincts. If you hire people who can do the job instead of people you merely like, you will have higher productivity and quality in your products or services.

When you effectively recruit, and select the right employee, there is a domino effect. Your new hire will do their job well, employees will see that you make wise decisions. You will gain respect from your workforce, which in turn results in higher productivity.

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Finding your happy place

By Michele Cameron

Have you ever reached that point in your career where you hit a wall and you’re unhappy? I knew I had come to a cross road and had to make a change. It has been a few weeks since I’ve started with Eden Ritchie Recruitment, and I know I made the right move. I’m very happy! It has taken a few months to find the right company and a great team that aligns to my expectations. Overall both parties want the “right team fit” match.

How do you find this?

Lots of research! Here are my tips when you’re looking at a new opportunity.

  1. Learn about the company – How are they performing and profitable? What do they offer? What are the values, and do you agree with them? This information you’ll find through their company website, news media links and their financial report.
  2. What is their reputation? Do you have connections who work there you could ask or someone who worked their previously? What does the current staff say? Ones who’ve left? What do the client’s say in the testimonials? This information you’ll find through LinkedIn or Glassdoor.
  3. Who are the Managers/ team you’re part of? You might find this on the company site, LinkedIn or social sites. How long have they been part of the business? Do they have years experience or are they new? How is the team structured? Will you be mentored and supported? What’s the average tenure in the business?
  4. Does the opportunity excite you? Will the new role give you challenges? Improve your skills and future employability? How will the company provide you training in your first few weeks? What will be their expectations for you to deliver in this role short term and long term.
  5. Does it align to what you truly want? Don’t forget what is most important to you which makes you happy at work.

 Trust your instincts

Armed with all of this information, it’s important to go through the interview process with an open mind.  Look, listen and ask. There will be clues you see and feel around you: What is the office vibe? Does the staff look happy? How does the Manager speak and engage you? Ask lots of questions in the interview. After all, an interview process is a two-way street! Candidates don’t forget this!

I wanted to find a company with a good brand, strong reputation and consultative, customer service approach. There’s a lot of recruitment agencies who promise great, customer service but actually don’t. Luckily, I saved myself from jumping from one frying pan to another.  

 Making the decision to accept?

 Maybe all of this information might overwhelm you in making a decision? At the end of the day, you need to weigh up the pros and cons, and sometimes take other’s opinions with a grain of salt. Ultimately, it’s your career path you are building for yourself.  In the first month you’ll know if you made the right choice. In any on-boarding process the first week is critical for a new starter. If you’ve made the wrong decision, you have the option to voice your concerns with your Manager or start the job process again. I hope you don’t wait too long being unhappy in a role.

 Happy work days

When you’ve made the right choice – work becomes the easy part! I found strong leadership, great clients who value our service, candidates who continue to return to us and a collaborative team with strong expertise. I feel energized knowing I belong.

The final tick of approval – Are your referees up to scratch?

By Tiffany Kamotiffany

Think you have put in a good application, and nailed the interview? Congratulations on getting this far, but remember, it’s not in the bag!

References are not just a matter of process, they are a valued contributor to the overall assessment piece. You are not always the only one to progress to interview in a position, they could very well be used as a deciding factor so you want to ensure you are giving yourself the best possible chance at being the successful candidate.

I cannot stress the importance of preparing referees enough!

Always ensure you give your referees a quick call to advise not only they will be hearing from someone, but who it will be, and why. Provide them with a brief run down on the role you are going for so they can reply to questions asked with role appropriate scenarios. I see it time and time again where the referee has not been adequately prepared, and comes across disinterested, lacking any ability to provide detailed responses, and therefore it reads as a lack-lustre reference where it is potentially no real indication of how you performed within your position.

Is your referee related to this position directly? Just as you tailor a cover sheet, a resume or undertake selection criteria, make sure you also tailor your referees to your specific job application to reflect the position you are applying for.

And remember at the end of the day, your referee has taken time out of their day to help you secure your next position, ensure you follow up with a quick ‘Thank you’ so they know you appreciate their time and to keep the line open for them to provide you with future references.

What do recruiters actually do?

By Carmina Catahan

Carmina Catahan

Carmina Catahan

Recently, a colleague of mine asked me to Google “recruiters are…” and said to have a look at what suggestions came up on Google. So, I did. Well, we actually did it together, and although we saw the funny side to it, and laughed about it, somewhere deep down I felt quite defensive about what I had read.

Which led me to write this blog – what do recruiters actually do?

I can tell you, honestly that recruitment is certainly not an easy job. It’s “champagne and headaches” as a lot of true recruiters would say. You have your big wins that are extremely rewarding (and not just financially), and then you have those times when you just want to bang your head against a brick wall, because things aren’t going to plan…but the most interesting, amazing and hardest thing I’ve learnt about this job is that you are dealing with human beings – emotions and feelings, and human behaviour in the work place.

So, what does a typical week look like for genuine 360 recruiters on a temp desk?

Our weeks consist of something like this…up to 30 plus face to face meetings with candidates or clients where some days you’re sipping on 5 cups of tea and coffee because you’re in back to back meetings – which is certainly not a bad thing as you’re not stuck in the office all day! It actually gives you the opportunity to be a bit more personable with clients and contractors. Catching up with new and existing clients consist of ensuring that you are maintaining that relationship well and that they are happy with your service and it also gives them the opportunity to provide some feedback on the contractors we’ve placed into their roles. Meetings with our contractors to touch base with them to ensure that they are progressing well in their roles and happy with their placement. And then there is interviewing new candidates, because you are probably working on up to 20 different roles that week. These roles can range from simple administration roles to something very niche like an Economist role and everything else in between (HR, Finance, Procurement, Marketing, Special Projects etc.) ….and in between all of that, you’re attending to phone calls, emails, urgent issues that may arise and need to be resolved immediately, oh and don’t forget there is the administration side of the job…paperwork and ensuring that everything that you are doing is legally compliant. 

Working on a temp desk is very fast paced and you usually have deadlines of around 48 hours to fill an urgent role, as that is of course the whole purpose of clients approaching you for temporary contractors. Honestly, we hardly find time to actually eat lunch and when we do, we’re half eating lunch at our desk or on the run.

With all of this the challenge of it all though comes down to the quality of service you provide and this is the reason why good recruiters are run off their feet, because as much as the job can be very hectic, demanding and no day ever the same, you can’t be a successful recruiter if you are not producing quality service and quality talent to both your clients and your candidates – if you didn’t do this, you wouldn’t have a desk to manage!

So, the message of this blog, is that recruiters do a lot behind the scenes that don’t always get to be seen by both clients and candidates, and honestly, this is the exact reason why I have been doing this job for over 6 years, and still very passionate about it. It is because the most rewarding part is that I get to help people in every which way I can, and somewhat make a difference.

Having quality performance conversations

Angela Anderson

Angela Anderson

Performance feedback is vital for employees as it provides information on what they are doing well and where they can improve. For new hires, it can assess their progress and ‘fit’ to the team and company culture, while for existing staff it can have a strong motivational effect and help to retain them in the organisation. Managers are responsible for providing feedback about an employee’s performance in accordance with organisational policy and frameworks, however often these conversations don’t go as planned or produce the desired results.

In some ways this is understandable, as these discussions might cover negative aspects, however feedback involving unfavourable information can be positive, if given tactfully and constructively. Its important that during these conversations feedback should also flow in the opposite direction – from employee to manager – so managers should be prepared for some surprises about themselves, whether it be in relation to workload, leadership style, or problems in the workplace.

A useful framework for having quality performance conversations is Perceptual Positions, a neuro-linguistic programming notion originally formulated by Grinder and DeLozier. These positions represent mental reference points from which you perceive things, collect and test information, and relate to what you experience. They can positively influence your ability to understand others and communicate effectively, particularly in feedback situations.

perceptual-positions

Whether manager or employee, you need to be able to act and use all three positions depending on the situation – which often means stepping beyond your comfort zone. Start with noticing the perceptual positions you’re already using and build your confidence to deliberately apply them further, as well as move between them in giving and receiving feedback. Recognise the importance of practice, and you’ll be well-placed to enhance your performance conversations and achieve the outcomes you’re seeking in the future.

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter.

BBB (Best Business Books)

Compiled by Jade Mortlock

Many of the industries that we work in have specific mandatory training and Continuing Professional Development (CPD) requirements. While these are imperative to continuously improve specialist knowledge, skills and abilities a personal commitment to broader professional learning and development is equally important. The team at Eden Ritchie Recruitment, who work across a number of industries, recently had a discussion about the best business books that we have ever read (and why) and we came up with the below list that we’d like to share with you. We would also love to hear the name and title of YOUR favourite business book.

Justine Eden – Director (https://au.linkedin.com/in/justineeden) The Rise by Sarah Lewis. I saw Sarah speak at a conference and bought her book, the connections she makes between business, sport and the arts resonated with me. As a bit of a “controlling perfectionist” myself reflecting on “failure” and “mastery” made so much sense in a hyper critical and connected world where we are too quickly judged.

Kim Ritchie – Director (https://au.linkedin.com/in/kimritchie) Feminist Fight Club by Jessica Bennett. I initially looked at this book due to the title but what pulled me in was the funny and dry humour she uses to give a warts and all view of woman in the male dominated corporate world and the tools (and stories) successful woman have used to try and become equals at the table.

Angela Anderson – Recruitment Consultant (https://au.linkedin.com/in/angelaanderson3) The Truth About Leadership by James M Kouzes and Barry Z Posner. This book presents theories and insights based on the authors’ decades of research and experience working with leaders, yet is very focused and readable and has some engaging stories. It highlights fundamental truths and values, and makes a great guide for leaders in any sector at any point on their leadership journey. I have also previously used their Leadership Practices Inventory with a management cohort in another organisation and found it was very effective and well-received.

Linda Parker – Executive Manager (https://au.linkedin.com/in/lindaparker1) Rich Dad Poor Dad by Robert Kiyosaki and Sharon Lechter. Rich Dad world’s goal is to increase your financial IQ, and bring you a world of possibilities, a world of learning, a world of understanding. A take charge world, where you’ll be equipped to take command of your finances and live a Rich life. I read this book during a personal/professional development course, and it was enlightening. I also read ‘Don’t Sweat the Small Stuff at Work’ – this was extremely useful for prioritising my work and refocusing on what really matters.

Angela Ng – FastERR Recruitment Consultant (https://au.linkedin.com/in/angconsultant) Good to Great by Jim Collins.

Elizabeth Duncan – Administrator Body Language: How to read others’ thoughts by their gestures by Allan Pease. This very amusing but insightful book details how what people say is often very different to what they feel.  It helps to identify subconscious cues and read body language in context.  As well as body language it includes speech patterns, image and appearance, dress, questioning techniques, interview strategies and TV marketing through body language. It is useful in the context of reading other people’s body language and also being conscious of your own.

Jade Mortlock – Senior Healthcare Recruiter (https://au.linkedin.com/in/jademortlock) First Things First by Stephen R. Covey. The principle-centred approach for prioritising gives you the confidence to make changes and sacrifices needed in order to obtain ‘happiness’. A series of user friendly, clear and concise graphics deliver the philosophy in effective manner while retaining the core message of time management and happiness.

Rebecca Ward – Chief Operating Officer (https://au.linkedin.com/in/berekaward) Blink – The Power of Thinking Without Thinking by Malcolm Gladwell. This great book discusses how we think without thinking – it’s about the decisions we make in the blink of an eye. Malcolm gives examples on reliable predictors for marriages that will and won’t last AND antiques that can be deemed as fakes just by looking at them! Some people have perfected the art of ‘thin-slicing’. Highly recommended!

Carmina Catahan – FastERR Recruitment Consultant (https://au.linkedin.com/in/carmina-catahan-847a433a) How to Win Friends and Influence People by Dale Carnegie. Another classic best seller, I read this book ages ago but decided to read it again since starting with ERR. It’s such an amazing book as a reminder of the simple but very effective things that we tend to forget when trying to influence people and create long lasting relationships. There are a lot of facts and statistics too in this book about human behaviour, how people generally think, which explains some of the underlying reasons on why people do what they do. A lot of examples from people in history, their successes and how they became some of the most influential people known in history.

Ben Wright – IT Recruitment Consultant (https://au.linkedin.com/in/ben-wright-b8117318) Who Moved My Cheese by Dr Spencer Johnson. A motivational business fable. The book describes change in one’s work and personal life, and four typical reactions to those changes by two mice (Sniff and Scurry) and two little people (Hem and Haw), during their hunt for cheese.

Nicki McCaskill – Business Development Coordinator (https://au.linkedin.com/in/nickimccaskill) Speaking persuasively; Making the most of your presentations by Patsy McCarthy. Using real examples, Speaking Persuasively shows you how to hone your speaking skills in business and politics, in the classroom and in the community. It explains how to order your material, attract the audience’s attention (and keep it), control your voice and adapt your techniques for different situations. It also includes practical advice on making a successful business pitch, communicating across cultures and handling the media. Speaking Persuasively is for anyone who wants to become a more persuasive and more impressive public speaker.

Kate Broadley – Executive Manager (https://au.linkedin.com/in/katebroadley) The Seven Habits of Highly Effective People by Stephen R Covey. An oldie but a goodie. Written by an internationally respected authority on leadership back in 2004, Stephen Covey’s first groundbreaking novel implies true success is founded on personal and professional development habits like prioritisation, empathy and self-renewal. I always go back to this book when I am feeling a bit stale and need a bit of a boost in terms being the best you can be.

Please get in touch with your ER recruiter either via email or their LinkedIn address (above) and let them know what your favourite is. We look forward to hearing from you!

Why Should I Hire You?

 

Kate Broadley

Kate Broadley

So why should I choose you? It’s a fine line selling yourself and not groveling because that certainly is not a good look and it most certainly won’t get you the job. Even if you are not asked this in so many words, you should have an answer prepared and be looking for ways to communicate this throughout the interview.

My job, is to hire the best person for the job and let’s face it, most of the candidates shortlisted to interview are well qualified for the job. The successful candidate must be more than qualified, especially in a competitive job market and leave me with a lasting impression. In reality every appointment is a risk, your interviewer is taking a personal career risk in recommending a particular candidate to fill the role. So if the successful candidate performs well, we all look brilliant and get a pat on the back. The downside is, if the candidate turns out to be a dud, we all look like dummies and our professional reputation suffers.

So as a candidate, you do have to persuade me, why I should employ you. I call this your elevator pitch – remember I am looking for smart and capable individuals. Fundamentally you must be able to do the work, deliver exceptional results, and fit in beautifully with the team. No one wants someone who is going to be hard work (we have enough of them right). So note to self, you must possess a combination of skills and experience that make you stand out from the crowd and if I hire you, it must make me look good and make life easier for the client.

Like everything there is a happy medium, so don’t overdo it, 60 seconds is all you have. This is an opportunity to highlight your strengths tailored to the job description. I recommend including a combination of industry experience, technical skills, soft skills, evidence of key accomplishments and your educational qualifications. So next time wow me for all the right reasons and you WILL get that job!!

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter.