Tips for recruiting staff
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Start by knowing what you want. If you don’t know what you are looking for you will not be able to put in place the best processes to find it!
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Writing a Position Description (what the employee will do) and a Position Specification (a list of the essential and desirable skills, qualifications, licenses and experience required to perform the duties) will help you realise and prioritise your requirements.
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Some other things to consider:
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- The culture of your business; the team or customer the employee will be working with. It is important that the new employee will fit in.
- Make sure you know the correct Award and rates of pay relating to the position.
- Ensure that you understand the requirements of anti discrimination and other relevant legislation. If you concentrate on the requirements of the job you will avoid problems in this area.
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There are federal and state laws covering discrimination in employment. Federal laws include:
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- Racial Discrimination Act
- Sex Discrimination Act
- Disability Discrimination Act
- Human Rights and Equal Opportunity Commission Act
- Workplace Relations Act
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You should also consider any State laws, which may govern what you do with your employees.
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NOTE: After 27 March 2006, federal industrial relations laws and some State laws cover businesses that are constitutional corporations. Businesses that are not incorporated, such as sole traders and partnerships, must observe State industrial relations laws.
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This is a short excerpt from the ASIAL Publication “Recruitment and Selection Tools”. This document, and a host of other tools for your business, are available for purchase through the ASIAL online store
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You should always seek professional advice to determine what legislation affects your business. ASIAL members have access to an Award and Employee Relations advisory service provided by Chris Delaney & Associates Pty Ltd. This includes free over the phone advice to members on industrial and employee relations issues including award rates, provisions and interpretation; briefings on contemporary employee relations issues and advice on changes in employment legislation, enterprise agreements etc.
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Contact: ir@asial.com.au
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Concerned about keeping staff?
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With the rate of retirement considerably faster than the entry rate into the workforce and a shortage of technical skills, businesses need to ensure staff remain engaged.
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Next Generation Security
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Looking around any industry function or association meeting, you will see mainly grey or balding, let’s say, mature men, with about 20 years industry experience under their belts. As the industry faces generational change, it will need to figure out how to work with Generation Y. More about how to work with Gen Y
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