Posts

Essential recruitment metrics to track now  

/in , , , /by

Busy recruiters experience a slew of time pressures, which is why recruitment metrics often fall by the wayside. But recruitment metrics are a critical way to determine return on investment and assess the success of your initiatives. Here are recommendations to get you started, how to measure each metric, and which metrics you should focus on.  

As a critical organisational function, recruitment requires set metrics and KPIs to track return on investment and the effectiveness of your initiatives.

Here are the important metrics to get savvy recruiters focus on. But as we explain, while there are many different metrics you can track, choose the metrics in line with your recruitment and organisational goals.

Average daily revenue per employee

Start by calculating the average daily revenue per employee. This metric reveals the average revenue each of your team members contributes to the bottom line. We can use the final figure to plug into other calculations to determine averages.

Calculate your annual revenue, divided by your total number of employees, divided by 365 days in a year. This gives you the average daily income per employee. You can then use this metric in calculations such as time to hire and cost per hire.

Annual revenue / total number of employees / 365 = average daily income per employee.

Time to hire

Lengthy hiring processes can be frustrating for both candidates and hiring managers. If this is a challenge in your organisation, measuring time to hire at regular intervals will enable you to make more informed decisions and measure the effectiveness of your initiatives.

Calculate time to hire from the day you launch your recruitment advertisements, to the day you receive an acceptance.

Average daily income per employee x time to hire (days) = $ dollar value

Improving this metric means you are bringing key skills into your organisation sooner to produce results. Not to mention, increased satisfaction from hiring managers and candidates alike.

Annual employee turnover

Annual employee turnover is a useful metric to measure retention. However, this metric can be challenging! As not all turnover is necessarily bad for your organisation. (You may like to measure total employee turnover vs. regretted losses.)

Total number of employees left position / total number of employees = percentage %

Total number of regretted loss / total number of employees = percentage %

If you are challenged by retention, track annual employee turnover at different intervals.

Average number of applications per role  

Do you know how many applications you are receiving per role? The right Candidate Management System makes this process easy, as you can obtain the number of roles you have advertised during the year, and calculate the number of applications you received for those roles.

Number of applications received / number of roles advertised = average number of applications per role

Organisations with strong employer branding tend to see a higher volume of quality applications.

Quality of applications 

This metric is also known as “qualified applications”. If you want to attract high-quality candidates, you must assess performance by measuring quality of applications. Calculate this metric by assessing the number of candidates shortlisted for each position

Total (shortlisted) candidates per vacancy who move past initial screening screen stage = quality of applications

Total number of shortlisted candidates per year / number of roles advertised = quality of applications

Cost per hire

How much is recruitment costing your organisation, from preparing your recruitment advertisement, to receiving an acceptance?

In the following recruitment metric, internal costs represent time investments from internal recruiters and hiring managers (using the average hourly income calculation we shared previously).  External costs represent your recruitment advertising costs and any recruitment outsourcing costs.

Internal costs + external costs / total number of hires = $ cost per hire

You can also use the ISO standard for cost per hire. ISO is the International Organization for Standardization [sic], an international standard-setting body to calculate cost per hire, which offers another level of complexity.

Employee engagement and satisfaction

How many members of your organisation are psychologically committed to their jobs and likely to be making a positive contribution or showing up with the enthusiasm and motivation to be highly productive?

A staggering 76% of the Australian workforce self-nominates as disengaged or actively disengaged, lacking almost anything resembling commitment (Gallup, State of the Global Workforce, 2017).

There are a number of different tools and providers you can use to measure employee engagement and satisfaction. Determine which measurement tool is right for your organisation’s goals, budget and needs, and conduct 6-month or 12-month benchmarking to measure the impact of your initiatives.

Conduct an annual employee engagement survey.

Employee Net Promoter Score

You may be familiar with a Net Promoter Score (NPS). NPS is a quantitative measure that provides an index ranging from -100 to 100 that reflects the likelihood of people to recommend an organisation’s products or services to others. NPS helps organisations gain an understanding of overall satisfaction, advocacy and loyalty.

In your Employee Engagement Survey, include a question around eNPS, that is, Employee Net Promoter Score. This asks people about their likelihood to recommend your organisation as a place to work to others.

Respondents are asked, “On a scale of 0 to 10, where 0 is extremely unlikely and 10 is extremely likely, how likely are you to recommended [company/product/service] to other people?”

From their answer, they are classified into three categories: detractors, passives and promoters.

This is a useful metrics to take a “temperature check” of the overall satisfaction and engagement of your workforce.

Quality of hire 

According to LinkedIn’s Global Recruiting Trends 39% of talent leaders agree that quality of hire is the single most valuable metric to track performance. 60% of talent leaders report identifying quality hires as their top challenge of 2019, yet only 2% have a framework to measure quality. Often, the discussion of quality of hire is confused with selection practices and not an employee’s performance once onboard.

Start by determining the characteristics of a great employee first, using post-hire data. Then, look at how to predict those characteristics among candidates. There are a number of ways to measure quality of hire. Here is on that we recommend.

A quality hire is, essentially, a great team member. But what makes a great team member? Measure:

  • Inspiration – can they inspire others and their team?
  • Experience – are they fulfilled in their role and do they want to stay? (Retention)
  • Fit – do they fit or add to your organisation’s culture?
  • Results – are they producing results expected of the role?*
  • Integrity – are they trustworthy act on their words

*When assessing their ability to produce results, take “ramp-up time” into account, allowing your new hires to learn, develop and get up to speed (potentially, over the course of their probationary period).

Use insights from your new hire, hiring managers and team members.

Measure: inspiration (20), experience (20), fit (20), results (20) and integrity (20) = % of 100

The best ways to asses quality of hire include:

  • work sample tests
  • structured interviews
  • general mental ability tests
  • peer ratings.

Indicator metrics 

As mentioned, there are many metrics you could choose to measure. Some organisations track:

  • applicant source
  • first-year hire retention rate
  • offer acceptance rates
  • recruitment advertisement views
  • recruitment advertisement conversion rates (views to applications)
  • social media engagement
  • and/or other metrics.

These metrics can act as a “trigger” or alarm and provide deeper insights into your strengths and areas for improvement. From these metrics, you may need to investigate other metrics further, secure external expertise, and/or adjust your strategy.

For example, low advertisement view rates can result in a low volume of applications; which would indicate you need to adjust your recruitment advertising strategy. Or, low social media engagement overall could indicate your employer branding and recruitment marketing strategy could need some work.

It is essential to track recruitment metrics to identify areas you are performing well and areas for improvement. You do not need to measure all these metrics, only the ones that suit your recruitment and organisational goals.

Decide what the most important recruitment metrics are based on your organisational goals. (For example, do your goals focus on revenue, applicant conversions, retention or brand awareness?)

Great recruitment marketing equates to a strong return on investment through high-quality applicants, better hires, reduced time to hire and cost per hire, increased acceptance rates and improved retention. So choose the right metrics in line with your recruitment goals, and start measuring them today!

For assistance with reporting or measuring recruitment metrics, speak to our knowledgable Employer Branding Specialists, email us at info@employmentoffice.com.au, or call us on 1300 366 573.

Ideas for increasing productivity in healthcare and NFP

/in , , /by

There are a number of ways healthcare and not-for-profit organisations can increase productivity and improve workplace engagement and happiness. But one of the biggest secrets to do this is actually: time outside of the office! Here are five steps to encourage relationship-building outside the workplace and the results you can expect to achieve.  

Organisations that empower their people to deliver their best work continue to attract high-quality talent and boost productivity. Many healthcare and not-for-profit organisations design their workplaces to maximise productivity by offering things such as healthy snacks, the right tools and resources, and attractive employee spaces. While these perks are great and certainly contribute to a strong, productive working culture, but one of the biggest secrets in energising and boosting employee productivity is actually…time outside the workplace.

This might seem counterintuitive, as time spent out of the workplace is time not producing results; but research reveals that giving employees frequent out-of-office breaks doesn’t have to compete. In fact, providing consistent opportunities for people to walk away from their workspace and decompress, for example, in the form of an off-site lunch hour, yields higher rates of engagement and performance.

Furthermore, with employees spending more than 90 000 hours in their workplaces across their lifetime, team members who form strong friendships with their colleagues are more enthusiastic and productive in their jobs.

So, how can you promote interaction outside the workplace to boost productivity?

Designate a budget

Out-of-office activities takes thought, planning and a budget. So, “budget for bonding”, by including offsite activities as part of your financial planning. You will be sure to see return on investment as you grow your culture, foster meaningful workplace connections, and provide a change in scenery for stress relief.

Offer short off-site experiences

Consider designing short and frequent opportunities to interact. For example, pair your new hires with two or three people from different departments and provide them an off-site lunch during their first week. This helps both new and tenured employees get to know each other in a way they may not typically have the chance to.

You may also like to design a “co-worker coffee program”, allowing your people to take short breaks together outside the office (or even via video chats if you have multiple locations).

Offer team building

The end of the year is a great time to offer team building activities after your people have put in hard work all year long. From mini-golf, painting and bowling, to lawn bowls, barbeques or Christmas lunches, the opportunities are endless.

But don’t just stop with one end-of-year activity. Create frequent activities throughout the year. Quarterly events are a great way to build this strategy into your culture and create consistency.

Invite family and friends

Inviting your employees’ significant others, friends, family and children to events gives people the chance to integrate their personal and professional life, allowing them to feel more support and engaged in their work.

True leaders not only understand the value each employee can have on productivity, but also the sacrifices they make in being away from the significant people in their life. Celebrating family and friends gives your team members the chance to demonstrate their achievements with the important people in their life.

Use trial and error

Like all initiatives, encouraging your employees to interact outside the workplace may rely on some trial and error. Your organisation will have its own unique needs, so continue to learn as you go and tailor accordingly.

Creating opportunities for people to step away from work and recharge is a key component of supporting people to give their best and improving retention. So use creativity to design great experiences. Whether you offer co-worker coffees or quarterly team building events, you will see return on investment over the long-term. Offer offsite experiences, and watch engagement, productivity and happiness in your workplace soar.

Managing seasonal recruitment in retail

/in , , /by
Is your organisation coping with seasonal recruitment demands? Seasonal recruitment is common in retail. You may need more team members before Christmas, or during summer. For fluctuating recruitment demands, here are the best strategies to manage seasonal recruitment. 

Being able to meet customer needs when your business kicks into “seasonal overdrive” is critical. To ensure this year’s seasonal shift is as cost-effective, stress-free and productive as possible, use these strategies to manage seasonal recruitment.

Put a number on it 

Start by identifying the number of team members you will need in which locations and departments.

Use key learnings from past seasons

Understand which areas of your business will need extra support based on data from previous years and factor in growth throughout the year to create a plan. Consider issues you’ve faced previously and set a plan to plug these holes preemptively.

Create an attraction and hiring strategy

Implement sound attraction and hiring methods. Because seasonal employees may not remain in your business over the long term, advertising, hiring and onboarding costs through traditional methods can sometimes outweigh returns. But there are a number of strategies to cut down on the time and resources it takes to attract, screen and hire candidates.

Some smart attraction and hiring methods you could use include:

  • An employee referral system – offer rewards and incentives to current team members for every successful referral they make to you (after all, great talent knows great talent!)
  • Advertising in-store – a low-cost way to win applications from customers who already know, like and trust your brand
  • An effective Candidate Management System – allowing you and your hiring managers to work collaboratively to screen candidates with ease in a single location
  • Talent pooling – reach out to candidates who have previously expressed an interest in working with your organisation
  • Delegating tasks to your front-line managers
  • Use Group Assessment Days to assess and hire candidates in bulk.

Use the right technology 

You may need to screen hundreds of applications, so being able to digitally screen, compare and invite candidates to be interviewed will save you time and effort when recruiting high volumes. Using a Candidate Management System will go a long way in saving you time and making your processes more efficient.

Use screening tools 

Lastly, ensure you’re hiring the right person for the role. Hiring the wrong person whose values do not accurately match your company can cause massive issues and negative brand consequences. This, combined with the stress of the seasonal period, means you can’t afford to suffer from mis-hires or allow customer service to deteriorate.

Consider using behavioural and skills testing, and reference checks to feel confident in your hiring decision.

Effectively screen candidates to ensure their values and experience matches what you are looking for. Ask quality questions to gain insight into candidates’ character and how they will perform in your team.

For more information about talent attraction, recruitment technology, or screening solutions, contact us at info@employmentoffice.com.au or on 1300 366 573.

Making a hire in 2020? Top tips for holiday recruitment

/in , /by

The latest job board data reveals a surge in candidate activity over the holiday break, making it the perfect time to advertise, even if you don’t need to fill a position until later in the New Year. Here’s why you need to get ahead of the curve, and ways to tailor your strategy according to your resources and timelines.

Generally, when we think about holiday recruitment we think about the manic casual hiring period that typically occurs between October and January. But what if your organisation happens to be looking for full-time, permanent employees during this time? Many people stop recruiting over the end-of-year break for a variety of reasons, but, in fact, it can be a golden opportunity to attract top talent.

The latest data reveals there are fewer recruitment advertisements being posts, and active candidate searches double!

According to Indeed, candidate activity almost doubles between 23 December and 7 January.

That’s an average increase of more than 2.8 million daily searches. 

But why the surge in candidate activity?

There’s a number of reasons that the holiday period sees a rise in the number of job searches, across all industries. Two of the more common explanations are that candidates simply have more time to look for new opportunities, with time off for the holidays providing the perfect opportunity to research a potential change.

Candidates are also often inspired by the New Year period to make a change in their lives, and are more open to considering opportunities as part of “new year, new career” resolutions.

So what does all of this mean for you?

The benefits of recruiting over the holiday break include:

  • Preparation and organisation – organising your recruitment advertisement/s in December means you won’t be scrambling to create a campaign during the surge in January.
  • Less competition – Fewer advertisements means you’ll have less competition from other organisations vying for the same candidates. Starting your recruitment process before the mid to late January rush means that you will be able to capture candidate’s interest from the moment they start looking.
  • Better ROI – You’ll also have better return on investment for each advertisement, with your ads staying higher in search results for longer, giving you better visibility to potential applicants;
  • More convenience – imagine returning from your holiday break and having a talent pool ready for you and your hiring manager to commence interviewing, while the rest of your competitors are only just starting to launch their recruitment advertisements in saturated market. Even if you don’t require a candidate to commence until January, or even February, capturing their interest early could mean that you are conducting interviews by the time other organisations are even posting their first ads.

We know one reason organisations choose not to advertise over Christmas is often due to a lack of resources. So, if you don’t have time to write and run an advertisement or conduct interviews, but you want to capitalise on the increased candidate activity between 23 December and 7 January, there are strategies you can put in place.

Adjust your recruitment advertising copy

Create copy that resonates with your target candidate market. The old adage, “New Year, New Career” still rings true today!

Maybe you want to remind a nurse your opportunity is a chance to move away from the hospital environment; or you want to appeal to individuals or couples looking to make a coastal move from the city; or maybe an engineer who is wanting to work on some exciting new projects that kick off in the new year. Candidates seeking new opportunities during this time are often driven to do so because they’re wanting something more, so incorporate language that speaks to this desire.

Be clear about next steps

It’s not uncommon for offices to close mid-December, or for panel members to be involved in the interview process to take leave. So communicate to the candidate in your recruitment advertisement when candidates will hear from you if being considered.

For example, you might like to include a line such as, “We will be reviewing applications in the second week of January, with the aim to commence interviews in the last week of January.”

If you have an eRecruitment system that responds to candidate applications, it’s a great idea to tailor your automated response emails to include this for this time period.

Confirm candidates’ availability

If you know what dates you and your team will be conducting interviews in the New Year, you can ask candidates about their availability as part of the application process. This makes it easier for you to book candidates in when you return, and encourages those candidates to be available on those dates.

Interview early (if possible!)

If you’re in a position to interview candidates prior to the holiday break, highlight those dates in your advertising or mention that there are immediate start dates available.

This is also an opportunity to invite high-quality candidates to events, such as Meet and Greets, or Christmas parties.

Get support

If you need additional support, considering engaging a recruitment partner like Employment Office to create your campaign, advertise and interview suitable candidates on your behalf.

You can then return in the New Year to a shortlist of candidates who have been pre-screened, engaged, and kept warm for your opportunity.

So, if you need to make hires in the New Year, don’t delay. Start in December to get ahead of the surge and tailor your strategy accordingly with the right messaging and support.

To discuss a recruitment solution tailored to your needs, contact Employment Office on 1300 366 573 or info@employmentoffice.com.au.

Leveraging the power of employee referrals in construction and manufacturing

/in , , /by

Regardless of the industry you are recruiting for, many of the same recruitment marketing principles still apply. You need a marketing and advertising strategy that targets the right candidates followed by an efficient and effective shortlisting and selection process.

However, recruiting for construction and manufacturing presents many of its own unique challenges that can make it difficult for organisations to maintain the optimal staffing levels and remain competitive. In this article, we look at how word-of-mouth hiring and incentivised employee referrals can assist with recruiting in construction and manufacturing.

Factor in external influences

One of the things that makes construction and manufacturing so unique is its ‘boom and bust’ cycle, which reflects a range of factors including population growth, employment figures, interest rates and Australia’s overall economy. When recruiting for these roles, you need to be nimble, flexible and have the ability to anticipate your future staffing needs.

The total volume of construction activity across Australia has increased in the last two years, with a 2019 report by Master Builders Australia citing that activity nationwide is estimated to have increased by 11.4% to $220.8 billion during 2017/18. More demand translates to increase need for talent – which is why strategies such as referrals are becoming more and more important.

Attract talent through word of mouth

Word-of-mouth recruiting can often occur naturally when employees share the merits of their employer to friends, family and acquaintances. Current employees know what it’s like to work in the organisation and therefore refer people who they believe would be a good ‘fit’ for a new role. Most employees also care about their reputation so will only refer those they are interested in working with and can vouch for.

Suppliers, clients and sub-contractors also typically have a shortlist of workers who they would recommend, as do previous employees who can assist with vetting potential new hires. Most recruitment professionals also prefer to hire a candidate who not only have a quality reference, but are recommended by someone they know and trust.

Employee referrals can often mean candidates start with a better base knowledge of the position, the company and its culture because of their connection to the referring employee.

According to Susan Mayson, Associate, Australian Centre for Research in Work and Employment,“candidates are usually faster at getting up to the required standard of performance. There is evidence that employees who are good performers are likely to recommend potential recruits who are also likely to become good performers.”

Offer bonuses and incentives

More employers creating formal internal referral programs, where employees are offered financial incentives to motivate and reward those who put forward a successful referral and assist with filling job vacancies. Referral bonuses are determined by the type of position, a company’s hiring needs, and the nature of the workforce, however they often take the form of either cash incentives or other perks. Some organisations also offer an initial bonus and then a series of additional bonuses if the new recruit stays in the organisation, which motivates the employee to assist the new hire to succeed.

Disadvantages to be wary of!

Word-of-mouth hiring does have some disadvantages, including limiting the number of considered applicants you can consider and potentially reducing workforce diversity. Which is why it’s important to develop a formal recruitment referral program, keeping things like diversity in mind, which is transparent and grants all existing employees the chance to participate. You should also make it clear that recruitment referrals don’t automatically result in appointment – policies and procedures still need to be followed to ensure the right candidate is employed for the job.

To find out more about tailoring a recruitment strategy for your business, call us on 1300 366 573 or email info@employmentoffice.com.au.

4 reasons to incorporate video into your recruitment strategy

/in , /by

The consumer marketing landscape is constantly evolving, and in terms of digital platforms, research has shown that Australians over 18 now spend more than 21 hours per month watching online video, whether it’s on a tablet, desktop or smartphone. In fact, by 2020, the average person is expected to spend nearly half of their total time online watching videos.

These trends are also been seen in the recruitment sector, with 57% of talent teams now using online video content in their recruitment marketing efforts, according to a global survey by VideoMyJob and SocialTalent. 73% of business-to-business marketers also believe using video for recruitment positively impacts their return on investment (ROI). But how can it be leveraged effectively?

1. Increased engagement

Candidate attraction is still one of recruiters’ biggest challenges. So providing ‘rich’ content to candidates can increase engagement, particularly from passive or continuous candidates. Video enables them to imagine themselves visually in a role at your organisation, regardless of whether or not they choose to apply.

Using video content when recruiting creates a visual, emotional experience without you having to meet applicants and potential candidates in person. Being able to see what your organisation is like, your values and team members allows candidates to make informed decisions about whether or not to apply.

Candidates typically spend more time watching a video in a recruitment advertisement than they do on text-only advertisements. Video is also mobile friendly! 90 per cent of job seekers start looking for roles using their mobile device, which is just another reason video is such a valuable talent attraction tool. Millennials and Gen Z are particularly receptive to video.

2. Promote your employer brand

Using video for recruitment can also be an effective means of promoting the less tangible aspects of your organisation, including your brand’s vision and values. Candidates can get a snapshot of your cultural identity, see what makes your organisation unique, and witness your Employee Value Proposition (EVP) authentically in action.

In the long run, video recruiting can also increase retention rates, as candidates have a better idea of the job role and what they can expect from the workplace. Workplace showreels are a creative way of attracting top talent that can result in more suitable and engaged applicants, particularly if they highlight company perks, incentives, personality and ‘day in the life of’ scenarios.

3. Build trust

Obtaining honest, transparent feedback from current employees is also an effective way to leverage video content when recruiting to build trust with potential candidates. In fact, 68% of respondents surveyed trust employees the most when it comes to explaining a company’s benefits and Employee Value Proposition (EVP).

Interviewing your current team members about their roles, day-to-day duties and projects they’ve worked on give potential candidates an insight into what it would be like to work for you. Video content can also increase the chances that a job ad will be shared on social media channels. In the same survey, almost half of respondents said video was the content they would most likely share with their own social networks.

4. See tangible results

 The value of video for recruitment marketing can’t be ignored, with more than half of respondents surveyed spending the same or more of their marketing dollars on video content in 2019 compared to previous years. It’s no longer just a ‘nice to have’ – it’s a key element in attracting top talent and driving inbound traffic.

Video content also not only helps raise brand awareness and an organisation’s Employee Value Proposition (EVP), it can boost website traffic, drive click-through rates, increase ROI, and ultimately convert both passive candidates and job seekers into actual job applicants.

For support with creating beautiful, branded recruitment videos, complete the form in the link, call us on 1300 366 573 or email info@employmentoffice.com.au.

Struggling with lack of capacity? Top tips for Council to recruit top talent

/in , , /by

A range of industries in Australia need more skilled employees than the supply of talent that is available, and local government is no different. In fact, according to a 2018 report by the Australian Local Government Association, 69% of local governments are experiencing a skill shortage, with occupations like engineers, project managers, building surveyors and environment health officers most in demand.

The local government recruiting process is driven by the need for skilled employees, but does your organisation have the resources to source and retain top talent?

As budgets shrink and demand for services increases, many government HR departments have been stretched to the limit. You may only have one or two HR or Talent Professionals who are tasked with evaluating dozens or even hundreds of applications for a single job opening. This makes it more difficult for you to quickly identify quality candidates and efficiently progress them – particularly if you aren’t leveraging the right processes, including automation.

Here’s how Councils can deal with lack of capacity and streamline their processes by implementing strong processes, automation and technology.

Implement recruitment best practices 

Solving a lack of resource capacity in local government comes down to securing the right technology and implementing the best processes. Lacking best-practice processes and out-dated technology not only results in your team experiencing an increased workload, you may be unintentionally delaying your hiring process. Quality candidates may then pursue other opportunities or become uninterested in proceeding further with their application simply because of poor response times.

To structure your local government recruitment process well, it needs to be efficient, effective and economical. Probably the most crucial element of a successful recruitment campaign is the screening, shortlisting and selection process, which generally involves:

  1. Screening – rating and ranking candidates against suitability criteria.
  2. Skills testing and behavioural assessments – to determine a shortlist.
  3. Face-to-face-interviews – usually undertaken by a selection panel. In many local governments, this may also involve role-playing and/or work sampling, where candidates carry out tasks similar to what would be expected in the position.
  4. Reference and background checks – to ascertain your chosen candidates’ suitability. This can involve qualification verification, ID, financial probity and criminal history checks, and working with children clearance if required. Some government departments also often require candidates to undertake functional health assessments and other checks.

Implementing recruitment best practices and establishing set processes for all team members to follow provides a consistent candidate experience.

Use recorded two-way video interviews, or hosting Group Information and Interview Days, and outsource background checks, reference checks, skills testing and other checks wherever possible.

Use the right technology

Streamline your processes by using the right recruitment technology; ideally, a Candidate Management System (CMS). Having a CMS give you full control of all your recruitment campaigns from start to finish, as well as:

  • review and oversee your entire candidate pool
  • manage, track and shortlist candidates
  • create and send branded, personalised communications to candidates
  • communicate with many candidates with the click of a button
  • evaluate your campaigns with data-driven reporting.

A CMS has added benefits such as allowing multiple team members to review applications for roles, change applicant statuses and add notes; all while keeping candidate data secure. Technology also eliminates your reliance on paper, saving you valuable time (no more waiting around the printer for hard copy CVs and cover letters) and resources.

Use screening questions

Screening questions are also an incredibly helpful tool in saving time. Include screening questions in your recruitment advertisements for candidates to answer when they submit their application. Screening questions also provide candidates the opportunity to showcase their personality and skills. Designing the right screening questions can reduce the amount of time you need to review hundreds of CVs. You can also create automations to eliminate candidates who don’t meet your requirements. (Check out our top tips for designing effective screening questions.

The right technology gives you more capability and saves you valuable time and resources. Combining a CMS with recruitment best practices to streamline your processes is the best way for Council to manage lack of capacity, from posting your recruitment advertisements to sending employees contracts.

Interested in learning more about Candidate Management System (CMS) software? Contact an Employment Office Recruitment Specialist on info@employmentoffice.com.au or 1300 366 573.

Reducing employee turnover in retail

/in , , , /by

According to the latest data from the Australian Bureau of Statistics, the retail sector currently employs over 1,286,100 people, which accounts for around 9.9% of the total workforce. Over the past five years, employment in the industry has increased by around 4.1%, however despite this, retail employee turnover is still relatively high.

In this article, we examine a range of strategies to reduce employee turnover, how to minimise risk factors, and how to harness recruitment best practices to positively impact your organisation’s bottom line.

Understand the key causes 

Employees move on for a range of reasons, some of which may be out of your control. However, minimising employee turnover can often be a simple as identifying employees that aren’t the right ‘fit’ and formulating strategies to retain those that are.

Good communication can offer these insights, including holding one-on-one meetings which can provide an open forum for employees to discuss the positives and negatives of their job, including instigating a discussion about hours, wages and even advancement.

Employee surveys can also gauge employee satisfaction, particularly if conducted by an outside source that can provide anonymity and therefore encourage honesty and valuable feedback.

And while it’s often difficult to let an employee go, it can be an opportunity to gather insights via an exit interview. This can include a discussion about why they are leaving, what they liked/disliked about their job and the company and what improvements they would suggest that might help retain future employees.

Increase motivation

Employees who leave organisations, including those in the retail sector, often do so because they are not offered a clear career path or an opportunity to develop their skills. This is especially prevalent with Millennials (employees born between 1980 and 1994).

Positive recruitment strategies include offering retail workers more responsibility to make them feel more engaged and empowered, and it also demonstrates that you trust and value them. Offering career advancement in the form of a promotion or a position of leadership can increase motivation and it rewards employees for performance.

Retail organisation can also create open dialogue about future opportunities, encourage a culture of promoting internally and offer mentoring or training programs to increase education and new skills.

Reward loyalty

Regular pay rises and bonuses are a valuable way of retaining retail employees, however other incentives also work. These can range from tailored Key Performance Indicators (KPI’s) and perks like regular flexitime, to free food, gym memberships, financial planning advice and social team building activities.

Aside from assisting with attracting new top talent, rewarding loyalty can also enhance your organisation’s culture and increase employee productivity. The key is to promote employee wellbeing and a sense of purpose across all aspects of their lives, including in their financial security, social relationships, physical health and community involvement. 

Hire carefully

Taking the time to hire the right person saves time, money and stress in the long run, however it does require a carefully thought-out recruitment strategy. This is particularly true in the retail sector when it comes to hiring for seasonality or diversity.

Reduce employee turnover and positively impact your bottom line by understanding the key causes, minimising risk factors, structuring attractive bonuses and incentives and using a strong recruitment strategy.

Interested in learning more about screening, shortlisting and selection best practices? Contact an Employment Office Recruitment Specialist on info@employmentoffice.com.au or 1300 366 573.

60-day check-in questions for your new hires

/in , , /by

Are you conducting 60-day check-ins with your new hires? They’re a great opportunity to ensure your new team members are making a good start in your organisation and leverage feedback to improve your processes. Here’s a list of 60-day check-in questions for your new hires, to guide you in your conversations. 

It’s exciting to welcome a great new hire into your organisation to benefit from their skills and experience, and add to your existing teams and culture. You may have already conducted a 30-day check-in. The 60-day mark is another good opportunity to assess their progress and ensure they’re feeling challenged and engaged. 

By understanding if your new team members are meeting their targets and feeling fulfilled in their role, you can provide them with the support and attention they need and deserve, and avoid the negative consequences of needing to rehire. In addition to assessing their performance, take the time to understand and measure their happiness at work and within your culture. You can also use their feedback to improve your employer branding strategies and your onboarding and training process for future hires. 

60-day check-in questions for your new hires

  • What do you like most about your team and our organisation? 
  • Are we meeting your expectations? Is your job what you expected it to be?
  • Have you experienced any issues in meeting your responsibilities? If so, what are they?
  • How did you find your experience coming onboard with us? 
  • Did you have any positive or negative feedback about the process? Is there anything that you recommend we continue doing or change for future hires? 
  • Do you feel confident that your training has set you up for success? 
  • Do you have all the information, tools and resources you require to perform your job well? 
  • Do you feel challenged in your role? 
  • Do you feel fulfilled in your role and want to stay with us? 
  • Do you feel as if you have all the support you need to be successful in this role? Is there anything else we can do to help? 

Conducting 60-day check-ins will ensure your new hires make a great start in your organisation and helps you leverage feedback to improve your processes. Use these catch-ups as opportunities to provide support, understand challenges from their perspective and obtain recommendations for improvement. 

Looking for more advice ways you can improve your employer brand? Have a read of our employer branding guide or call us to speak to a specialist on 1300 366 573.

Tips for retail HR professionals to manage seasonal recruitment demand

/in , /by

Are you challenged by seasonal recruitment demands in retail? You’re not alone. It’s common for organisations in the retail industry to need more team members before Christmas, or during summer. For fluctuating recruitment demands, here are the best strategies to manage seasonal recruitment. 

It’s important to be able to meet customer needs when your business kicks into seasonal overdrive. To ensure this year’s seasonal shift is as cost-effective, stress-free and productive as possible for you and your team, use these strategies to manage seasonal recruitment.

Start by identifying the number of team members you will need in which locations and departments. Understand which areas of your business will need extra support based on data from previous years and factor in growth throughout the year to create a plan. Consider issues you’ve faced previously and set a plan to plug these holes preemptively.

Then, use smart attraction and hiring methods. Because seasonal employees may not remain in your business over the long term, advertising, hiring and onboarding costs through traditional methods can sometimes outweigh returns. But there are a number of strategies to cut down on the time and resources it takes to attract, screen and hire candidates.

Some smart attraction and hiring methods you could use include:

  • An employee referral system – offer rewards and incentives to current team members for every successful referral they make to you (after all, great talent knows great talent!)
  • Advertising in-store – a low-cost way to win applications from customers who already know, like and trust your brand
  • An effective Candidate Management System – allowing you and your hiring managers to work collaboratively to screen candidates with ease in a single location
  • Talent pooling – reach out to candidates who have previously expressed an interest in working with your organisation
  • Delegating tasks to your front-line managers 
  • Using Group Assessment Days to assess and hire candidates in bulk.

You may need to screen hundreds of applications, so being able to digitally screen, compare and invite candidates to be interviewed will save you time and effort when recruiting high volumes.

Lastly, ensure you’re hiring the right person for the role. Hiring the wrong person whose values do not accurately match your company can cause massive issues and negative brand consequences. This, combined with the stress of the seasonal period, means you can’t afford to suffer from mis-hires or allow customer service to deteriorate.

Effectively screen candidates to ensure their values and experience matches what you are looking for. Ask quality questions to gain insight into candidates’ character and how they will perform in your team.

For more information about talent attraction or support to manage seasonal recruitment needs, call us on 1300 366 573 or email  info@employmentoffice.com.au.