How to Recruit the Best People for your Business

How to Recruit the Best People for your Business

October 16, 2017 Recruitment
How to Recruit the Best People for your Business -

For many employers, recruitment is viewed as a way of filling a vacancy, and in many cases it is a process that they want to do quickly. But recruitment is really so much more than filling a gap in your team and is a decision that should never be rushed. Think of recruitment like finding your perfect match on The Bachelorette; whilst you want to attract and hire the best possible candidate within the available talent pool, you also need to make sure the process is in place to ensure you also get someone who will fit in with your company culture and stay with you for the long term.

But how can you improve recruitment within your company and make sure you are getting the right candidate without having to enlist the help of the crew from The Bachelorette? Follow the five simple steps below to increase your chances of recruiting ‘The One’:

  1. Review and Outline What Your Recruitment Process Will Be

Make sure you set down from the beginning to end what your process for recruiting the role will be. Within this plan I always suggest outlining who will be involved with the interviews in different stages, and identify when you would want to reach out for psychometric testing. It is always a good idea to have this written down not only to make the process smoother, but to use as a guide when walking candidates through the recruitment process so they are aware of what is going to be expected of them.

  1. Identify Your Sourcing Strategies

Most people know that Seek is a great resource when it comes to posting job ad’s. Not only is it the biggest and well-known for job seekers, but there is also a great function that is available once a job is posted called ‘Talent Search’ that allows you to search relevant job seekers registered with Seek and send them your ad. Other possible options include Linked In, Gumtree, Indeed and Job seeking groups on Facebook.

Another option a lot of people forget about is referrals from your current employees – who better to sell your workplace than the people that already work there. Encourage your employees to refer friends through referral programs or finder’s fee payments based on tenure of the new starter.

  1. Brush Up on Your Interview Skills

For many managers, recruitment is a scary concept because they are afraid of performing interviews. A good interview should focus not only on a candidate’s technical skills, but their behaviours as well such as leadership, resilience, problem solving and team work. This will give you a great overview of how they will perform in the role, but also within the business.

If the thought of creating your own interview questions is a daunting idea, the team at TalentCode HR can help by creating role specific interview guides for your business that focus not only on the skills you need, but the behaviours you want.

  1. Doing Your Due Diligence

So you’ve now identified your top candidate and you want them to start as soon as possible so you offer them the job straight after the second interview. Whilst I have seen this happen in many different businesses, running background checks and speaking with their references is a step that should never be missed. Make sure you perform your due diligence on all of your candidates to make sure they not only are who they say they are, but also as piece of mind that they are not bringing any unwanted baggage such as undeclared workers compensation claims. Always run reference checks with previous managers rather than friends or colleagues as you are more likely to get a clear picture of their work performance and ethic.

  1. Running a Proper Induction Process

Last month we discussed the merits of having a solid induction program that makes your new starters feel a member of the team from Day One. If you missed this article click here to have a read. Team members that feel included from the start not only have higher rates of engagement earlier, but they also are more likely to start with a company for longer.

Recruitment might not be a favourite part of the HR lifecycle for many people, but it’s a very important one! The people that you bring into your team are critical to the success of your business and can impact the company culture. By getting these 4 key steps right, you are on the right steps towards successful recruitment.


Don’t forget, the team at TalentCode HR are always here to help you with your recruitment strategy. Feel free to reach out to our team on 1300 559 585 to discuss any of the steps above, or how we can manage this process for you.

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