 Taking Longer To Find Staff?:
The
skills shortage is costing small business
and most of this cost is due to the extra
time and effort now required to find the
right person for the job, rather than better
pay and conditions.
More than half of
small to
medium-sized enterprises (SMEs)
now report that the
talent shortage is limiting their ability to
recruit suitable staff and the time taken to
recruit a new employee has increased to six
weeks.
The interview process is now a two-way
street and savvy SMEs are using the
interview process as an opportunity to make
a positive impression on candidates.
“The recruitment
process is very important in shaping a
candidate’s view of the business”, said
Craig McFadden, Managing Director of Savvy
Human Resources. “As
a SME, if your recruitment process is not
effective you risk losing good candidates to
an alternate company or competitor”,
Mr McFadden said.
“Future employees are critical to the
business so you must be honest and do the
best to impress and treat every candidate as
a potential customer”.
SMEs can reduce angst by using recruitment
techniques such as behavioural-based
interviewing, which help to pinpoint a
candidate’s ability based on past
experiences and determine whether they have
the right “fit”. This approach is becoming
widespread, but is not fully understood as
the value is in the recruiter’s ability to
ask deep and probing follow-up questions to
elicit the details interviewers need to
choose the best candidate.
McFadden says it is critical to ask detailed
questions of referees about the candidate’s
technical skills, their ability to maintain
positive relationships with other employees
and about their last performance review.
Also, it is important to review the job
description before starting to recruit as
expectations of what the person will bring
to the position may have changed over time.
Further, when a particular role has a high
turnover you may need to introduce job
rotation or redesign the role so that there
is more variety to help retain staff.
Referrals from existing employees are often
a primary source of job candidates and
word-of-mouth can be a huge benefit in
attracting quality candidates, but it can
also be very detrimental if employers fail
to follow through on promises or are not
delivering a positive working environment.
“If your current employees feel valued and
happy, then they will be the businesses best
advocates”, says McFadden.
This publication is provided by way of
general guidance only and is not to be
construed by the reader as legal advice or
as a recommendation to take a particular
course of action in the conduct of their
business or personal affairs. You should not
rely upon the material as a basis for action
that may expose you to a legal liability,
injury, loss or damage and it is recommended
that you obtain your own legal advice
relevant to your particular circumstances.
Savvy Human Resources Associates Pty Ltd and
their agents Disclaims All Liability For Any
Loss Or Injury Suffered, Howsoever Caused,
As A Result of Relying Upon The Content Of
This Publication In The Making Of Any
Commercial Or Personal Legal Decisions.
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