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Is blind recruitment always effective in getting the best people for the job?

I want to explore blind recruitment for my business. read more

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What characteristics do you look for when you are hiring?

I'm planning to start a food cart business. What are some characteristics I need to look for when... read more

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What is the best way to attract young marketing talent for a small organization?

I am fascinated to know what is behind your desire to attract young marketing talent to a small organisation. As experience, capability and talent are not always associated with ‘young,’ also the age of your potential marketing employee may not prove to have any genuine relevance to the commercial success of your small organisation.If you are (as it would seem) a young individual planning a start-up but lacking adequate marketing skills you could do worse than to outsource to a seasoned (not so young) marketing mentor in the short to medium term. Once you have established cash-flow and some commercial stability, then you can rationally take on the expense and responsibility of up-skilling a less expensive younger (and talented) marketing employee. I would never suggest that age and talent are connected but experience will almost always trump talent (at any age).
Tania WillettOwner and PR Consultant at TJW Public Relations
An ideal way to attract young marketing talent for a small organisation is to give them ownership of the marketing strategy and tactics for the organisation. Unlike larger organisations where there may be a hierarchy of managers and/or red tape, giving a young professional the chance to take charge and drive the marketing for a business is giving them the opportunity to build on their resume, skills and portfolio that may not be possible in a larger organisation. Also, providing them with the opportunity for professional development is also a great way to attract young marketing talent. For example, if a young marketing professional wants to up-skill in the area of public relations and media relations, organise for them to have one-on-one training with a PR professional or pay for them to attend an industry conference.
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Attracting talent and recruitment

A Proactive Approach to Conflict Prevention - 5 things to ask yourself before you ask the candidate

Hiring a new staff member is often an exciting and stressful time. You’ve worked your way through... read more

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Jef LippiattOwner at Startup Chucktown
Really well written article. I agree that being transparent with potential hires and honest with what your company really needs are prime factors. I would also say, give the interviewee several different types of questions and potentially a few small tasks. This can break up the monotony of straight back and forth Q&A. Also some of the tasks can help you identify how they perform. Also see what kind of questions they ask you. It can help you understand what they are curious about and if they have passion for your venture. Lastly, I think it is important for the interviewee to meet at least some of their potential coworkers. This gives them both a chance to size one another up. You should definitely have the interviewee meet any teammates that they will be working with closely to ensure a good personality and skill fit. Remember to follow up with the coworkers that met the interviewee and ask them what their take on the individual was and why.
Attracting talent and recruitment

7 things to consider before you employ your first employee

So, your business is growing and you need to employ your first employee. You acknowledge that you... read more

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Does referral boost the confidence to distinguish a good candidate from a bad one?

In this question, I'd like to focus on part time/casual job section. If you are a business owner... read more

Asked by:
Thang Do Project Intern at SavvySME
Shannon YoungOwner at The Care Factor
Also just so you know I did 1 as most important and then 2 as next most important. it didn't say in the survey so i am letting you know in case others do it the opposite way.
Shannon YoungOwner at The Care Factor
Quick clarification but the title is confusing. A referral is different from a reference. A referral is when someone recommends someone for the job and a reference is what the candidate gives you to check his employment history (and character if you can).I do this process for a small business so will complete the survey.Let me know if you want to chat further about this.thanksShannon
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What sort of problems/pain points do SME owner have when it comes to hiring new employees?

I've come across some common answers such as: "I receive too many application to weed through and... read more

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Thang Do Project Intern at SavvySME
Jef LippiattOwner at Startup Chucktown
Yes, I would say there are several more you could add to that list.Not doing due diligence (e.g. calling references to ensure honesty and quality)Speaking with in person or over the phone (trusting paper isn't a safe bet)Determining if your business resonates with them (why they want the job)Asking them to spend a bit of time with people in other departments (get perspective from others and gather that feedback) See what the candidate is like in a more relaxed setting (not being grilled with interview questions)Ask them if they have any questions about your on boarding expectations
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How is a service economy different from a knowledge economy?

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What would be the top three rules of the social media etiquette during recruitment drives?

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Phil SealyOwner at Pro Leaders Academy
Where to start, first point can be included for all types of recruiting and this is assuming you already have a strategy in place.1. Be clear and very detailed in the position you are recruiting for, if you don’t know exactly what type of person you are looking for and what they need to value to meet your culture how do you expect the possible applicants to know if they are right for the role you are trying to fill. This will save you getting a lot of time wasters apply for the position and if they do you can clearly and quickly remove them as they are not meeting the brief you have created. 2. When you are using social media to recruit have a clear plan on how you are going to get their information and any supporting detail you require, you will need to be open and upfront with them so they know where and how it will all work and so you are not getting their personal details out in the public space. This will show you have respect for them and their privacy from the very start. 3. When using social media for the process be professional, however be more relaxed in the approach, after all you are using social media and not a formal process and it is more relaxed in its approach. There are so many more so happy to add more if it would help as I have recruited via social media before successfully.
Jef LippiattOwner at Startup Chucktown
There are many things that should be considered when recruiting on social media, but I'll stick to 3 that I would personally follow.Do not spam followers. It's okay to post a few times a day if you are trying to extend your reach over several time zones. It is not okay to annoy all the people already following you (they may bristle and decide to not to follow you anymore).Do not ask for too much personal information in a public message. Respect individual needs for privacy. There is no need for public over-sharing. If you are looking for personal details or contact information that is not readily available, use a private message or email.Engage with personality. Try to make personal and meaningful connections. Don't use stock messages. Use messages that are on point with your brand's tone and style. Start a two-way dialogue. Ask for creative responses and respond to them in a timely manner.Those would be the 3 rules I would personally follow.
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Attracting talent and recruitment

Writing an Effective Expression of Interest Letter

An expression of interest letter is a brief, introductory letter sent by a person interested in a... read more

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Damian Wolf Self at Self
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How did you score such an amazing co-founder?

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Andre Eikmeier at Vinomofo
Justin DryOwner at Vinomofo
Haha get off the site Andre. I obviously found one with plenty of time on his hands... And get back to work Chris :)
Chris CoffeyGeneral Mischief Manager at Vinomofo
...and General Manager?
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Attracting talent and recruitment

Sydney startup ConX wants tradies to stop relying on word of mouth to find work

When we think of job search platforms, the big names like Seek and CareerOne are the first to come...read more

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What will it take for HR to see a person holistically?

I've been bothered by this question for years. Why does the typical HR department see you as a set... read more

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Jef Lippiatt Owner at Startup Chucktown
Brad Lyons at Rodcha
The cure is simple. HR like any department will follow theprocesses and procedures you as the company owner set out. I have seen HR departments that operate and treat employees like objects and try to put fear into employees. This is more common in larger enterprises. The truth is, HR is there to maximize the employees performance. If they are not then you need to look at training them or hiring the right people. I believe HR should be consistently doing the following.· Conduct annual employee reviews. Make it clear to your employees this is their chance to speak up about what they like and don't like.· Conduct employee surveys, staff should be made aware the surveys are anonymous and the result of the surveys will be reviewed by the executive team with HR. · Ensure employee development programs are effective and maintained· Ensure employee reward programs are in place and consistently reviewed.· Develop and review employee reporting These are just some of the areas HR should be involved in. Employee development programs would include training, while most companies provide induction training they tend to forget about ongoing training and development. While it is the responsibility of the training department to do this, HR should be monitoring the success and failures of the program. If you can't afford a training department there is no issues with HR being responsible for this. Ongoing training not only increases productivity it can also decrease absenteeism.Rewards programs should be monitored by HR, while individual managers (depending on your company size) should be compiling the data, HR should be in charge of reporting and managing the rewards.Rewards programs are generally tied into KPI's. And KPIs can also directly affect absenteeism rates. If HR is looking after additional areas other than hiring and firing they will be seen as a much friendlier department. It will also give them more interaction with employees, putting them in a much better position to identify talent and promoting within.If your HR department is only looking after the recruitment and firing they either have a lot of spare time or your employee turnover rate is too high and changes need to be made. In the past I have found some HR departments should have very little involvement in the recruitment process. In one large company I found that when HR decided to take full control over the recruitment process the candidates hired were not suitable for the job. I found that having managers control the recruitment process resulted in a much higher employee retention rate. This is because managers are working on the frontline everyday while HR tend to be more detached from operations. Again, more common in large enterprise. So if HR is not doing their job or failing to identify talent, train them or hire the right people for the job.
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Questions

What qualities do you look for in a new employee?

So much time is required to focus on a new employee and you want to make the right choice. The last... read more

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Mary MaiBusiness Intelligence Analyst at Savvysme
I was wondering how businesses liked to check a person's attitude and why they choose the method they do - With personality tests - Seeing their performance under tests by assessment centres - In an interview - Through a third party referral such as an employee or their previous employer
Iain DooleyOwner at The Procedure People
The ability to read and correctly follow instructions, and craft intelligent questions, are basically the only things I look for no matter who I'm hiring. In fact my induction process is self-selecting in this regard: when I hire someone I send them a page in our online documentation that has all the info they'll need to do their job. If they can't read through it and start work without asking questions (well, maybe if they're GOOD questions) or -- worst of all -- requesting that we jump on Skype/the phone to "go through things", they're not my kind of employee :)
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Has anyone ever found a recruiter that is worth it?

I have had the amusing experience of late dealing with various recruiters and hearing them try to... read more

Mary MaiBusiness Intelligence Analyst at Savvysme
Hey Cameron,I'm curious to know how it went and if you felt satisfied or if you tried something else. I am wondering when it is best for business to use a recruiter.
Check out Aussie startup http://www.recruitloop.com.au/
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Attracting talent and recruitment

Why employer branding is dead

I was sitting in a talent conference in December last year when Bill Boormann, one of the world’s... read more

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Justin Babet CEO at JobAdvisor.com.au
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Attracting talent and recruitment

Finding the right staff - key to good service

There is a lot of discussion about the value of good service, and innumerable training programs... read more

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Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
I usually go with companies because of the customer service rep so this is incredibly important!
Attracting talent and recruitment

Top 10 hiring mistakes - #1 - not a plan in sight

Here it is: the Number 1 hiring mistake...and potentially the one causing the most issues for any... read more

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Thanks Phil and Wendy, and the point you hit upon is very valid, focusing on bad hiring decisions, which the Top 10 mistakes are there to be aware of. The point of the cost of a bad hire, in particular Wendy, is incredibly pertinent. The cost of replacing a bad hire, when taking into account direct and indirect costs can be as much as 5 times the annual salary, depending on role. So it is a HUGE figure that should not be underestimated in any form. These mistakes can really impact the chances of a bad hiring decision, and to incur these costs could potentially wipe a small business out.
Wendy HuangFull Time Blogger and YouTuber at A Custom Blog in 4 Minutes
Good point, actually I heard that replacing someone can cost more then a yearly salary worth of training etc.
Attracting talent and recruitment

How To Recruit Fantastic (Unpaid) Interns Now

Image from meta.stackoverflow.com/ While there’s a lot of negative press at the moment regarding...read more

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