Human Resource Specialists

Why this is important Steps to follow Resources
PLAN
The recruitment process can be very efficiently managed but if the decision has not been thought through the outcome will not be effective. The key thing to get right is the answer to the question “why do I need another employee?” If the answer does not add value to the bottom line, then it’s probably the wrong decision.
  1. Think about why you need a new staff member. Is it a permanent role? Can other staff take on extra duties to help? Are there other issues inside the company that are creating this vacancy?
  2. Create a new job description or amend an existing one.
  3. Determine the type of agreement to be offered – e.g. permanent, fixed term, part time, casual or contract for service (Independent Contractor).  Check the Employee or Contractor guide, and the Who are you Employing guide.
  4. Determine the rate of pay – wages, salary or contract rate.
FIND
It’s always hard to find good people. Advertising is still popular and effective but don’t overlook the value of your existing employees’ personal knowledge
  1. Consider internal advertising and possible candidates from within your workplace.
  2. Advertise externally.
  3. Receive CV’s and acknowledge them using the Acknowledgement Letter.
  4. Send out the job description as requested.
  5. Decline CV’s from obviously unsuitable candidates.
  6. Use the Generic Decline Letter to decline any unsolicited job enquiries you may receive.
ASSESS
We all think we know how to pick ‘em. Research shows however that structured and robust interviewing leads to quality outcomes.  Don’t go on your gut feeling - put your faith in a “good process”.
  1. Shortlist candidates that you would like to interview.
  2. Contact these candidates and arrange interview times.
  3. Conduct your interviews using the Interview Form.
  4. Have preferred candidates complete an Application for Employment.
  5. Select your preferred candidate/s.
  6. Conduct reference check/s using the Referee Report.
  7. Consider using an external agency to conduct psychometric testing.
SELECT
This is as much about enhancing your business reputation as it is selecting the right candidate. Unsuccessful candidates today could be customers tomorrow. Treat everyone with respect and dignity and make sure the successful applicant gets a good first impression of you and your business.
  1. Make an offer of employment to the successful candidate conditional on a pre-employment medical if required. If Unions are involved in your business, contact Everest for assistance with a collective employment agreement.
  2. Arrange for your selected candidate to receive a Letter of Offer, Individual Employment Agreement (IEA), Staff Handbook and other documentation. Separate templates are provided here for permanent, fixed term and casual employment, as well as salary or wages. The Everest IEA templates provide clause choices where indicated. 
  3. Phone other interviewees to let them know the role has been filled and thank them for their time.
  4. Arrange for a pre-employment medical with the successful candidate (if required).
PRE-START
This should be a clean, efficient process that takes minimum time because you are well organised and prepared for your new employee.
  1. Receive results of any pre employment medical and action where required.
  2. Communicate with your existing staff and let them know the new employee is starting.
  3. Prior to the start date collect the employment agreement and other forms from your new employee.
  4. Arrange induction/orientation.