Recruitment and Retention Strategies

Practical Tips for Hiring and Retaining The Right People

for Your Business

Lizzy Boots

Employees Represent

• Key assets of the business• Major cost of the business• Get your recruitment right!• Getting it wrong is costly• Keeping it wrong is even more costly!

Simple Steps to Hiring Right• Have a plan• Identify / clarify the job to be done• Job Description• Advertise• Respond to all applicants• Initial screening - telephone• Face to face interviews• Selection of successful candidate• Job offer• Induction and training

Advertising the Role

• Create the Job Description before writing the advertisement

• Advertisement should state:– Position title & Status– Skills and qualifications required– Salary range– Location of work– Position Brief (responsibility & specific duties)

Screening Applicants

• Review resumes against selection criteria• Select candidates for telephone screening– Tone and manner– Availability and restrictions– Travel options and journey time– Salary expectations!– Ability to start– Match to selection criteria

The Interview

• Application Form• Stress free environment• Outline the role and the skills required• Ask the right questions to get the right

answers• Be upfront about the role, the work and

the environment• Discuss the good, the bad and the ugly!

Basic Questions• Tell me about yourself….• Where are you currently working?• Why do you want to leave?• Describe your ideal job• What skills and knowledge will you bring to our

company?• What training course would you most like to

attend?• Behavioural based questions• Holidays planned for the next 6 – 12 months?• Where do you see yourself in 3 – 5 years?• Notice required?

Candidate Selection

• Review candidate against your selection criteria and company culture

• How do they rate on the smile factor…..?• Positive self esteem and self image?• Get feedback from the team• Once selection is made check references!

Job Offer

• Offer the position• Restate the role title, status and base

salary• Discuss and agree on start date • Advise that a written offer will be emailed• Prepare the Employment Contract / Letter

of Offer and “Employee Start Up Pack”

Training & Induction

• Get the employee off to the right start• Induction and Training is a proven factor

in staff retention• Plan to spend time with the new

employee• Delegate induction to a suitable person

Retaining Employees

• Keep your team motivated and engaged• Conduct an Employee Health Check• Communicate – Praise – Give Feedback

Retaining Employees

MANAGE EXPECTATIONS• Hold regular Appraisals / Reviews• Provide a career path / ongoing training• Counsel poor performers• Know when to “Let Go”• Use Exit Interviews to track trends

Retaining Employees

And remember……..SHIFT HAPPENS!

Dismissal

• Document! Document! Document!• Probationary Period• Small Business – Best Practice Guidelines• Warnings (oral and written)• Notice period or payment in lieu of notice• Beware - Constructive dismissal• Beware - Harsh, unjust & unfair

More Information

• Visit www.bootsandall.com.au• Or call 0414 644463 for consulting advice

on employee related matters

Useful sites• www.fairwork.gov.au• www.industrialrelations.nsw.gov.au

Thank You!

Top 12 Interview Questions

1. What do you know about our company?2. What motivates you to work in

this industry?3. Who would give you your best reference

and why?4. Who would give you your worst

reference and why?

Top 12 Interview Questions

5. What have you done to generate more income for your company?

6. What have you done to save costs for your company?

7. Walk me through your progression in your current job, leading to what you currently do now on a day-to-day basis.

Top 12 Interview Questions

8. Describe a problem you encountered at your current company and tell me how you solved it. (Use an actual example not a generalisation of how you treat problems)

9. Where do you see yourself in 3 – 5 years?

Top 12 Interview Questions

10. What other background or experience have you had that would be useful to our company?

11. Why do you want this job?

12. Why should we hire you over our other shortlisted candidates?