THE HUMAN ISSUE
HELLO !
IS IT ME YOU ’ RE LOOKING FOR ?
IT ’ S EASY TO FALL INTO THE TRAP OF RECRUITING TO PLUG GAPS IN YOUR TEAM . BUT IF YOU DON ’ T GIVE RECRUITMENT ITS DUE CARE AND ATTENTION , YOU ’ LL HAVE THAT JOB AD BACK UP QUICKER THAN YOU CAN SAY ‘ LIONEL RITCHIE ’. HERE ’ S HOW TO GET YOUR RECRUITMENT RIGHT .
A lot of the time , you ’ re only as good as the people around you , and if you ’ re growing your electrical contracting business – or you just have a small team around you to give you more arms and legs – it ’ s important you recruit the right people .
But , of course , that is easier said than done .
Recruitment takes time , and it costs money . From the time you need to take out of the business to write job ads and conduct interviews , to the weeks and months it takes to get people ‘ up to speed ’, the true cost of recruitment is huge .
In fact , according to the latest stats , an entry-level position costs a business $ 9,772 to recruit for , and for a mid-level hire that cost increases to $ 17,841 . Ouch . Even from a financial perspective , without considering any of the other impacts a good hire can have , it ’ s important to get right – and get it right first time .
“ Recruitment can ’ t just be a checklist exercise to put bums on seats ,” says Arvin Bisbal , CEO and founder of Workplace Partners , which provides human resources advice and support to small-medium businesses throughout Australia .
“ It should be treated as a true process to get the right people into the business .”
So , where do we start ?
1 IDENTIFY THE ROLE
AND CREATE THE
JOB DESCRIPTION This is the most critical part of the process , says Bisbal , because it sets the direction for what follows . Putting the time and thought in here can save a whole heap of trouble further down the line .
“ This shouldn ’ t be just about the day-to-day tasks that need to happen ,” she says , “ but also what skills , qualifications and experiences the role requires to fill the gap in the business .”
Of course , matching skills , qualifications and experience is often the easy part – you need to find someone who ’ s a good cultural fit too .
“ Then , you need to look at the characteristics , the quality of the person . You need to find someone who can integrate seamlessly into the company and fit within the company culture .
“ It ’ s not just about the job itself ,” she continues , “ but the actual fit within the business .”
Don ’ t forget the soft skills , too . Communication skills are incredibly important both internally and externally , while time management and customer service are absolutely vital as well .
And remember , this may not be someone who looks like your current employees – we ’ ve got
34 GEMCELL . COM . AU DEC – JAN 2022