Almost a third of Australian businesses are unable to find suitable staff, according to the Australian Bureau of Statistics. So, how can businesses get on top of the recruitment game?
1. Know what you offer
Businesses may have heard the term ‘employee value proposition’ (EVP). This is essential, but doesn’t have to be complicated says Sharni Campbell, director of recruitment firm SC People.
“Your EVP is simply all the opportunities and benefits someone gets from working with your business. Think of how a team member would describe working with you to someone at a barbecue,” she says.
Some of these can be more obvious, such as flexibility. However, values can also be challenging for some but positive for others – such as ‘a fast-paced environment’ or ‘we take compliance seriously’.
“These types of values are the ones that will ensure you attract people whose values are aligned with your own,” Ms Campbell says.
If a business thinks only about getting people through the door and not enough about hiring in line with its values, there can be consequences later down the line.
“The risk in hiring people who don’t suit your business is potential issues with your company culture down the line.”
Emma Cruz, operations manager at The Creative Collective, says the talent shortage and ‘the great resignation’ has made them think more carefully about becoming an employer of choice. As a business that operates from the fringe cities of Newcastle and the Sunshine Coast, it offers its employees flexible hours and hybrid working. This means their geographical net of potential candidates is wider – from those based in Sydney and Brisbane to those who have headed out of major cities for a sea change.
“We are parent-friendly and we also offer tech allowances and professional development bonuses,” Emma adds.
This strategy has allowed the business to grow its staff significantly in the past 12 months, despite the tricky recruitment market.
2. Communicate well
It’s no longer enough to put a job ad on Seek and hope for the best. In a competitive market, businesses need to communicate their offerings properly.
“Start with communicating your values to your current team, then start moving through your usual marketing channels like social media,” Ms Campbell says.
Once you start the actual recruitment process, values will provide a strong structure from composing a job ad right through to asking the most relevant questions during an interview.
Knowing your market, including the specific role you’re recruiting for, is an essential component of this. Businesses can use a recruiter to help or look for external sources of data, such as that compiled by recruitment website Seek.
“If you know the expectations and what appeals to the role you’re recruiting for, then it ensures you’re competitive,” Ms Campbell says.
3. Keep an open mind
Ms Cruz says a key part of The Creative Collective’s recruitment strategy has been thinking beyond the linear. For example, with so many experienced people turning to freelance work post-pandemic, the business is using a balance of in-house and contract staff.
“We replaced one person on maternity leave with one part-time person and two freelancers. Had we limited ourselves to one full-time person, we may not have filled this easily,” she says.
The Creative Collective has also created roles especially for certain candidates.
“We had someone come in who had just returned from London. She’d been for several interviews and kept getting told she was too experienced. And even though she was overqualified for the role she interviewed for, we created a role especially for her,” Emma explains.
Ms Campbell says all too often, businesses are reactive rather than proactive.
“When you’re doing your annual strategic planning, set aside some time to consider recruitment. That way you know what you’re likely to need to advance, and you can build a pipeline of talent as you go about your normal networking activities.”
4. Get the right help
Businesses don’t have to go it alone. They can get help with everything to do with hiring and beyond from My Business Workplace. You'll find a range of templates for policies on social media and workplace bullying through to workplace health and safety help.
My Business also has in-depth information on everything recruitment, including extensive details about wages and awards.