1. Recruitment Planning To Hire A New Employee

2. 1. Planning Employment Giving someone a job is never easy Define what you want Plan for it A business cannot survive on fixed assets alone Another very important resource – “people” Staff turnover rates cause high costs

3. 2. Is A New Position Needed? The reason for hiring: A position become vacant Planning for increased business A new position has been created Positions shouldn’t be created just because someone is available for employment

4. 3. Have You Reassessed Present Jobs? Re-evaluate every task: Is the position necessary? Can the work be absorbed? Can a lower paid employee perform the work? Productivity from this position? Will the position be value added?

5. 4. What Is Required In The Job? What sort of person are you looking for?

6. 5. Job Description/Specification Should be written for every position Summary of the tasks and responsibilities

7. 6. What Sort Of Person Are You After? - What Is The Selection Criteria? “Person specification” “Person skills”? Specific qualifications

8. 7. How Will You Seek Out a New Employee? Advertising in newspapers and magazines Referrals from other staff members Referrals from relatives TAFE Colleges Employment Agencies u

9. 8. What Are The Objectives Of The Position? What has to be achieved? Where will the employee work? How will the employee’s performance be assessed? What are the benchmarks? Assessments made?

10. 9. Why Is There A Vacancy? You should be prepared for this question

11. 10. What Are The Short Term/Long Term Career Paths For This Position? Immediate prospects? Fit into the overall organisation? Next logical move Improve themselves or a “dead end” job? Career training

12. 11. Where Does The Position Fit In The Business’ Corporate Structure? This question could be asked by the applicant The employer needs to have an answer prepared

13. 12. What Performance Criteria Measurement System Will Be Utilised For This Position? Judging the employee Efficiency measures How often are performance criteria measured? Will the employee be informed? What are the benchmarks? When will the employee be expected to have achieved the required level of performance?

14. 13. What Qualifications Does An Applicant Require? List of qualifications Certificate of Competency

15. 14. Is Specific Experience Necessary? Already worked in a similar position? General business experience enough? Are you prepared to train the applicant?

16. 15. To Whom Will This Position Report? Is the supervisor involved in the employment process?

17. 16. What Induction Programme Will Be Necessary? What induction programme will be necessary? An induction process should be conducted for every position Are there any specific requirements in the induction process for this position? www.lewistaxation.com.au

18. 17. What Training Programme Will Be Necessary? Specific training for this position

19. 18. What Will Be The Remuneration Package? Base salary Bonus or incentive Fringe benefit Motor vehicle supplied Value of the total package

20. 19. Union Or Non Union? Do you have a policy?

21. 20. Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken? Summary of normal working hours Shifts Overtime required to be worked? Is there a Christmas shut-down? Are there times during the year in which holidays cannot be taken?

22. 21. What Are The Unique Benefits Of Working For Your Organisation? Good points about your organisation? Vision of your organisation? Where is it headed? Unique competitive advantage?

23. 22. Who Will Conduct The Interviews? Make sure someone is available Remember top class applicants do have a choice

24. 23. Questionnaire Use a questionnaire for the job interview Every applicant should be asked the same questions Answers should be recorded Have the questionnaire sheets ready prior to commencement of the interview

25. 24. Advertise Or Retain A Consultant? Consultant can save considerable time

26. 25. Liaise With Consultant Appoint a liaison person Follow up with the Consultant re: advertisement applications received short list of applicants interviews

27. 26. Who Will Organise The Advertisement? Preparation of advertisement Selection of media Appropriate days

28. 27. Be Aware Of Legal Obligations Re Employment That commence from the time an advertisement has been placed

29. 28. Who Will Make The Final Decision? Who will make the final decision? Decide on the "decision maker" prior to the commencement of the interview process Ensure the decision maker is available for the interviews

30. 28. Who Will Make The Final Decision? cont'd.... Don't allow delays to creep in to the employment process If you are after first class employees - you must give them first class responses Remember.... outstanding applicants do have a choice

31. 29. Planning For Employment Is Important Part of a deliberate plan Ensure that the business attracts the highest standard of person