Looking for staff in Brisbane?

Have you ever thought about the cost of your in-house recruitment? When you’re looking for staff in Brisbane, your company ends up making a considerable amount of investment on costs like:
• Job Boards
• Employees
• Lost Productivity
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Questions to Ask About Technology Knowledge

More and more careers these days take place in front of a computer, and most of those careers involve special knowledge of various types of programs. Sales and marketing uses SalesForce. Project Management uses Microsoft Project. Data analysis uses Microsoft Access, R, or any number of different databases and tools. Every single job that takes place in front of a computer involves some type of computer program knowledge.

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Improving First Impressions: Telling the Applicant About Dress Code

Dress code for job interviews has been a hot topic of late. There is a lot of controversy surrounding how an applicant should dress for an interview, particularly around technology jobs where the dress code tends to be more lax. Many interviewers at tech companies have said, paraphrasing:

“When an applicant shows up in a suit, we know they’re not going to fit the organization.”

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How Employee Exits Can Teach You Who to Bring On Staff

Even the best companies with the most loyal employees are going to lose people eventually. Turnover is a big part of the industry, simply because the world is changing and no one stays with a single job in order to survive. People move, people find new work, people change their passions – life goes on, and as a company you need to expect that turnover may occur.

But while turnover is a problem, it can also be a solution. When an employee is leaving the company, you have an opportunity to do something you have never been able to do before – find out who should take their place.

Employee Exit Surveys and Interviews

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Fiscal Year Ending: Who Do You Need to Hire?

In a few months, the Aussie fiscal year will be coming to an end. At this point, most HR departments are finishing off their budgets and getting ready for the new fiscal year.

Chances are you have a bit of extra cash sitting there, gathering dust. Perhaps now is the best possible time for you to take a look at your current business structure and see if there are any positions you can fill in your spare time.

Why Now is a Great Time to Invest in Recruitment

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Looking for employees in Melbourne?

Finding the right applicants for your company is always a challenge. Those that are looking for staff in Melbourne need to find applicants that are not only qualified for the role – they’re also going to stick with the company. Every time you lose an employee you lose out on revenue and production, and the total losses increase substantially with each passing day.

A Solution to Your Staffing Needs

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Looking for staff in Sydney?

Navigating the recruitment process is difficult. You need to market your job, collect applicants, review applicants, interview, and finally hire a candidate that may not be right for the role, and you need to do it all as quickly as possible. It’s a time consuming and costly struggle, and that’s why copmanies looking for staff in Sydney should strongly consider Recruit Shop.

The Benefits of Recruit Shop for Finding Staff in Sydney

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eGuide 9: Making the Job Offer

Congratulations! You have successfully found someone that looks like a great new employee for your company, and you’re ready to have them work for you. It can be hard to find someone in today’s economy that looks like they can really contribute, but you’ve found that person, and you want them to start helping your business right away.

Of course, before you can do that you have to make the job offer, and unfortunately many companies do not put much thought into the job offer despite the drastic impact that it can have on future work. It’s important that you take some time to think of how you want to offer this job to the applicant, because a poorly constructed job offer can impact the employee’s interaction with your company.

Mistakes Made By Employers

It’s not uncommon to make mistakes with regard to the job offer. Mistakes include:

  • Taking too much time to send the offer.
  • Not negotiating salary.
  • Forgetting to talk about what’s included.
  • Not phrasing the letter in an inviting way.

Imagine if you were a new hire and you were told you got a job, but then the new employer sent a demanding letter with a low salary the day before you started the job – you would be frustrated, and it could affect how you connect with the applicant. In addition, some applicants have multiple job offers, and the less clear you are with yours the more likely they are to take a different one.

How to Construct a Job Offer

When you’re ready to make the job offer. Keep the following tips in mind:

  • Salary and Salary Negotiation
    You may want to consider negotiating salary if you haven’t yet before you send the offer, or make sure you’re sending a very competitive offer. Employers have a tendency to try to pay as little as possible, but a great pay to start is much more likely to give your new employee an excitement and a passion for the role before they begin. Being stingy, on the other hand, can negatively impact their tenure and productivity.
  • Clear Offer
    Make sure you’re also providing them with a clear offer. Tell them every detail about what the salary is going to be, what the growth opportunities are, what the benefits are, what your company has in addition to benefits, and more. Not only will this ensure the new hire is excited to take the offer – it will also decrease future “what do I get” questions that sometimes rub management the wrong way.
  • Promptness
    Make the offer right away in writing so that the applicant knows you value them and knows that their offer is real. Applicants are often worried that the offer you made will be rescinded, and if you wait to send the offer for a week or more, you’re putting a lot of stress on the applicant that can turn into negative emotions.
  • Give Them More Information
    To help the applicant both acclimate to the role and get excited about the workplace, consider providing them with more information. For example, you can tell them anything they may want to brush up on before they start, or you can send them information on you and your company so that they are as educated as possible before they begin.

You’ll also want to watch your phrasing. Make sure you’re genuinely selling your company and the opportunity to the candidate. Remember that just as the candidate is probably worried you may take away your offer, so too do they have the potential to take away theirs, because if they receive any other job opportunities before they start with you they are still in a position to take them.

Improving Recruitment and Hiring Better Applicants

There is always room for improvement in your recruitment practices, and it’s important that you look at every avenue to ensure that you’re not only hiring the best applicants, but also getting the most out of them and maintaining them for longer. If you’re ready to see a significant change in your recruitment, make sure you contact Recruit Shop today – Australia’s leading affordable recruitment service.

3 Common Recruitment Mistakes That Cause You to Miss Assets

Recruitment is prone to mistakes. Even the best companies that hire amazing employees will occasionally make errors that allow a potentially great applicant to fall through the cracks. While most employers worry about hiring the wrong people, it’s the companies that fail to hire potentially great employees that really end up regretting it.

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5 Tips for Recruiting Via Social Media

It’s estimated that over 50% of employers now look towards social media when deciding if they are going to hire a candidate. Most are simply looking to see if the applicant runs professional social media accounts or shares anything that may affect their hire, but truly savvy companies are actually looking towards social media as a way of FINDING candidates – actively going out and searching for those that appear to be difference makers in the field.

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