Recruitment process - how to hire staff for your business
Undertaking recruitment is an important step when starting or growing your business. When you decide to employ someone, you need to determine what you want the employee to do and what skills you require from them. Also consider:
- employment conditions and entitlements
- level of pay, often based on employee awards and agreements
- other costs of employment, including skills and training needs, new equipment and facilities
- offering flexible work arrangements
Before you decide to advertise the job, prepare a job description that defines the responsibilities and functions of the job. This will help you identify the knowledge, experience and skills required for the job as well as the interview questions you might ask.
Advertise the job
Before you advertise
Before you advertise a job remember that, by law, you must not use discriminatory language in the description that may exclude potential employees on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer's responsibility, pregnancy, religion, political opinion, national extraction or social origin.
Visit our page on equal opportunity and diversity in the workplace to learn more about your responsibilities as an employer.
How to advertise the job
You can advertise the job in a variety of ways. These may include:
- placing the Ad on your website
- local newspapers
- online through a recruitment website
- in a trade or industry magazine
- through social media
- word of mouth.
You may also choose to use a recruitment agency to assist you in the process. If you decide to use a recruitment agency, talk to your business colleagues or partners to find out whether there is one they recommend.
When recruiting, consider how you can work with your employees, such as whether you need them to be physically present, or can the work be conducted through communicating online. If you don’t need your workers to be physically present, you may be able to save costs on office space, as well as broaden your recruitment options to different locations.
The Australian Government offers employment services through jobactive. Get free tailored recruitment services through a jobactive provider.
Once you register, you can:
- advertise jobs for free to thousands of job seekers
- search for staff based on the criteria in your job advertisement
- create a personalised dashboard to track all your job vacancies and application traffic in one place.
Other ways to find staff
Aside from finding staff through advertising, other methods you can use include:
- searching for job seekers with the skills you need through professional networks or communities
- finding workers through your family and friend networks
- taking on employees through programs such as Australian Apprenticeships.
Conduct an interview
Before conducting an interview, you'll need to shortlist applicants based on their application. You will also need to decide if you will have anyone helping you in the interview process.
When interviewing for the position, ensure that the questions you ask are related to the position advertised. You will want to ask questions that help you understand the skills, qualifications and experience of potential applicants as well as their fit within the team. Just as when you advertised the job, you must not use discriminatory language or questions within the interview.
When conducting the interview, use a standard set of questions for each applicant. This will help you and your interview panel members when comparing and selecting the right applicant for your business. Having a scribe or person recording the responses during this interview may help you when reviewing later.
Select the right applicant
Following the interview, consider contacting the applicant's referees to check any claims made during the interview. This may help in gaining you get a better understanding on the person's abilities and past experience within the workplace.
The referees may have been supplied by the applicant at interview, but it's always a good idea to contact the applicant to confirm that you wish to contact their referees and that you have the correct contact details.
Once you have decided on the right applicant, you will need to contact them directly to offer them the position. If not previously discussed, you may discuss the salary, conditions and workplace benefits and entitlements as part of employment. If the employee accepts your offer for the position, you can then go ahead with preparing the formal documentation and offer of employment.
Prepare and document a formal offer of employment
As an employer, you have obligations under the Fair Work Act 2009, state and territory laws, industrial awards and agreements, tribunal decisions and contracts of employment. You need to ensure you maintain a minimum standard of pay, conditions and entitlements for your employees.