Around 80% of Australian employers and recruitment firms use an Applicant Tracking System (ATS) and there are over 200 to choose from. But is this rush to ‘improve’ the recruitment process actually creating more problems than solutions? In times of candidate shortages, it may be that humans are smarter than robots after all.
Too often, employers get irritated and feel exploited when candidates negotiate their worth in the candidate money wars. But it harks back to a Master-Servant sociocultural model that lost its credibility a hundred years ago. When you understand what skills and experience you need and why you need it, negotiating salary with the right candidate becomes an exercise in securing your investment, rather than fighting an outdated ideology.
Here we are again in another lockdown. Throw into this a challenging candidate market and it’s easy to just stay under the doona. But remember what happened last time? Things bounced back more quickly than we thought and many of us were caught with our pants down when it came to being resourced well enough to meet the demand. How do we not repeat the same mistake?
The impact this pandemic and our initial response has had on our economy is coming home to roost a year on. The most talked about thing in the business world is no longer how hard it is to find ‘good’ staff but how hard it is to find staff at all. And everyone’s asking the same question, “Why aren’t they out there?”, followed quickly by “How do we attract them?”.
Getting someone to start with you is only the beginning of the employment relationship. The first 4 minutes, the first four hours, the first four days and the first four weeks are the critical milestones in laying the groundwork for the success and longevity of your new hire.
Australia is experiencing a candidate shortage never seen before. 700,000 people who were in the job market prior to the global COVID pandemic are no longer here. So, we have a conundrum of more jobs than people to fill them, with candidate sourcing becoming the primary focus of anyone recruiting. For those organisations who have opted to do their recruitment themselves, the biggest question on everyone’s lips is “Where do we start?”.
Not so long ago, a candidate called our office very angry and distressed. An unauthorised reference check had resulted in him being sacked and he was threatening to sue. But we hadn’t done the check. Who did and why shouldn’t they have done it?
The best recruitment outcomes happen when both parties feel confident their needs will be met. The interview process is the best way to feel really confident you’ve got the right person in your sights. But before you start asking any questions, there’s a few steps that will help you get off to a great start!
The measure of a great job ad isn’t in the number of applications that swamp your Inbox – it’s the quality of the applications you receive that matters. You don’t want to waste precious time and energy wading through unsuitable applicants.
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