1. Recruiting for SME’s Adam Clark Level 3, 313 Burwood Road Hawthorn Vic 3122 Ph: (03) 98104533 Mob: 0411 104 454

2. Outline Why is Good Recruitment Important; Common Selection Issues; The Recruitment Process (4 S’s); Creating a Value Proposition; Managing Client Expectations; Questions / Discussion.

3. Why is Good Recruitment Important?

4. Cost areaSalary level $35.0k$60.0k$85.0k$120.0k Recruitment$4.0k$8.5k$13.5k$23.0k Training$4.5k$8.0k$11.0k$16.0k Productivity loss$9.0k$15.0k$21.5k$30.0k Total$17.5k$31.5k$46.0k$69.0k Approx. cost per employee leaving within six months of employment Source: Fair Work Australia (FWA). Turnover Costs

5. Common Selection Issues The Interview Itself Missing important information Asking illegal questions Not organising selection elements into a system Biases and stereotypes affect judgement Not taking sufficient notes Making snap decisions

6. Other Issues Finding good Candidates (it’s like fishing?) Creating a Value Proposition Managing Candidate Expectations

7. Overcoming Selection Issues Set up a System Based around job requirements or Key Competencies (Skills and Behaviours) Cover the 4 S’s in your System Specifying (Defining) the Candidate Sourcing the Candidate Screening the Candidate (More than 1 look at a candidate) Selecting the Candidate (Interviews’ / Reference Checks etc) By doing this: Inconsistencies are eliminated Decision points are clearly defined All applicants are treated equally (EEO Regulations)

8. Specifying the Person 4 Key Areas (Key Selection Criteria / Competencies) Technical skills / Knowledge Education / Training Desired Behaviours (Personal Attributes) Work Experience

9. Sourcing (Finding) Candidates Internal versus External know culture known quality knows organisation less training time networks in place new skills new perspective / ideas different expectations fresh enthusiasm new blood

10. Develop your Strategy Print Newspaper Journals Agencies Job Network Private Agencies & Consultants Executive Search Educational Institutions Referrals Unsolicited Applications & Resumes Professional Organisations Internet Executive Leasing Sourcing External

11. Resume / Internal application form Face to face interview What else? Screening Candidates

12. Two way communication Exchange of information For a specified purpose Interviewer – 30% maximum} Interviewee – 70% minimum } Selection - The Interview What is it?

13. Asking Questions Theoretical / Scenario Based Questions usually results in a theory answer. Closed require short, factual response, or yes or no. Leading may lead to biased response. Open-ended Questions “What…”, “When…”, “How…”, or “Where…”. Probing seek further info. and encourage the person to expand on an answer. Behavioural Past behaviour predicts future behaviour.

14. Funnel Sequence 1.Tell me about the most hostile customer you have had to deal with? 2. Why did you choose that course of action? 3. What was the outcome? 4. What did you learn from this experience? 5.How have you dealt differently with hostile customers since then, give me an example? Question Sequences

15. Reference Checking A valuable indicator of future performance Contact previous manager Confirm employment dates / titles / responsibilities / training / etc. Check key competencies / selection critera Beware of subjective questions (discrimination) May require further qualification with candidate

16. Remuneration (Award vs Market Rates) Career Development Other benefits? Culture Creating a Value Proposition

17. You the employer are being interviewed Knowledge and understanding of the role is key in the process 93% of Candidates say they use an interview to assess a potential employer Always give feedback to candidates after an interview 98% of candidates said they would appreciate feedback post interview Implement interview guidelines and training to prevent a negative experience Negative word-of-mouth can be damaging 79% of candidates would turn down a job offer due to a bad interview experience Don’t delay the recruitment process unnecessarily Keep Candidates informed of their progress 70% of candidates believe that a job offer should be made after two interviews and within 1 month of applications Managing Candidate Expectations

18. Review and Questions