Recruit, select and induct staff

Recruit, select and induct staff with Sue Cameron MBA AFAIM TAE Session 6 Advertising and Applications

Agenda Sessions 6 & 7 • Complete Session 5 (from slide 18) • Revision on session 5 • Competency defined • Recruitment activity • Plan for selection • Advertising vacancies • Applications

Revision Q&A • What are the 3 main types of laws which relate to recruitment? • What does P&P stand for? • What is a code of practice? • What does a code of conduct involve? • What are the National Employment standards? • What’s the difference between an industrial award and an employment agreement?

Competency Defined • Competency requires several skills, knowledge and behaviours to be performed well • For example, to solve problems effectively one must have the skill to define the problem, have knowledge of all possible solutions, and exhibit behaviour that enables him or her to make a decision

Recruitment Activity • http://www.youtube.com/watch?v=sBy1b5BVeq8&feature=channel (when to hire your first employer – Part - 1 4.45 mins) • http://www.youtube.com/watch?v=Iswbl3S2VVg&feature=channel (Part 2 – 3.52 mins) Discussion on when to employ staff When do you know that it’s time to employ? What is a mentor? Who to get advice from? What are some of the things you have to take into consideration when employing in a small business?

Plan for selection • After conducting a job analysis and job description you need to plan the next stage of recruitment • Ensure that you have checked that your job description has complied with both the organisation’s P&P’s and the legislation • Then obtain permission to advertise the position

Advertising (Ads) • can be internal or external • Internal ads can be via intranet, posters on notice boards, emails, meetings etc • word of mouth • direct to the public via a newspaper advertisement, (local and national) • via a recruitment agency • on the internet

Sources of recruitment • Most companies, including IBM, Ernst and Young Accountants and ABN Amro advertise internally before advertising externally or using recruitment consultants • Internal advertising can be either on their intranet or recommendations from existing staff

External advertising • Newspaper and other printed media advertising. This can be local newspapers, industry journals or national newspapers • Internet advertising: This is taking over from print media as it has 4 main benefits • Speed • Accuracy • Wider geographic range • Improved communication

External advertising • Employment agencies: These can be expensive, so the benefits of using them will need to be against their costs. The benefits of using employment agencies include professionally placed job advertisements, their ability to maintain client confidentially and the saving of your time by conducting initial interviews and advice about comparable rates of pay and duties

External advertising • Radio advertising: You need to know which local stations that your target market listens to • Educational Institutes: Schools and universities can often assist with the provision of candidate, especially where specialist training is required. They can also provide useful references.

External advertising • Previous Applicants: HR departments and HR contractors often build up a data base of potential employees from people they have already interviewed or applied directly to them • Direct Approaches: If specialist skills are required or the other methods (as above) have been unsuccessful, it may be necessary to approach candidates directly (head-hunting)

Advertising for Staff • Before you advertise use word of mouth • Where to advertise? • What make a good advertisement? (Ad) • Use the KISS acronym i.e. Keep it short & simple • Consider the cost $$ http://www.seek.com.au/advertisers

Advertising for Staff • Write your ad (advertising) • Ensure that you have a closing date • Although short and concise you can screen out a lot of prospective applicants by stating things such as ‘must have a drivers license’ or ‘over 18 to serve alcohol’ • Check out the SMH or Daily Telegraph for hard copy ads

Advertising • Sample of online ads and recruitment companies http://seek.com.au www.gumtree.com.au http://mycareer.com.au/ (also in the Sydney Morning Herald (SMH) mainly on Saturdays and Wednesdays) http://www.jobsjobsjobs.com.au/search

Advertising • What make a good ad? • Use the AIDA acronym Attract attention Interest Desire Action

Advertising (Ads) • Suggested layout The Position (large heading) (Attention) Brief description of the role (Interest) Benefits (Desire) How to apply (Action) Use company logo if appropriate

Group Activity • In small groups select one position • Decide on what is the best medium for advertising (place) • Using AIDA what would you put in your ad?

Letters of application • People write to organisations in reply to advertised vacancies or on ‘spec’ (i.e. on the chance that there may be a suitable vacancy • Their letters should give you some basic information about their education, other qualifications, employment history and why they are seeking a job move

Letters of application • You will base your decision about whether to interview the applicant on this information • Such things as neatness and accuracy of the letter, the way it is laid out and how clearly and logically the way the information is presented will tell you a lot about the applicant

Application Forms • Application forms should be designed so that it presents a precise and logically summary of the applicant’s education, work history and other relevant information • If this information is collected in a standardised manner – it makes it easier to compare applicants

Application Forms • These should be read and understood before the interview and will help you design your interview questions • Go to page 345 in the text book for a sample of an application form

Resumes • This term is more common now than CV • Headings may include: • Contact details • Employment objective • Educational qualifications • Competencies • Employment History • Referees – available on request

Resumes • Your employment history should not include positions prior to 10 years • It must be well set out (layout) • No spelling or grammatical errors • Ideally only 2 pages in length • Your name and mobile number should be on every page

Before the Interview (1) • When you have received all the applications, (don’t forget to have a closing date in your ad), go through all the written letters of application and the resumes and make a short list of suitable candidates or applicants • Use the job description and job specification (usually on the same document) to help you make a check list or selection criteria

Before the Interview (2) • If they don’t match the short list put them in the ‘No’ pile, however if they do they go into the ‘Yes’ pile or ‘Maybe’. • Tell the people on the No’ List sorry they did not get the job • The people on the ‘Yes’ list call them and do a telephone interview • When you have 4-6 ‘Yes’ people invite in for an interview.

The 5 Screening Stages Screening is checking on people to sort out who you want to interview • In the advertisement (Ad) • Once you have all applications screen them based on their resumes • Then do a short telephone interview to screen out any others • The interview • Check out referees

Next Session 8 • Revision Q&A • Resumes and Cover Letters • Thank you and see you tomorrow evening

Recruit, select and induct staff