Recruitment

Recruitment: five tips for securing quality staff in a shrinking pool of resources

Latest announcements on Jobs Central’s recruitment page:

  • Agricultural journalist – Grain Central and Beef Central
  • Pilots / Station Hands x 2 – Hancock Agriculture
  • Positions for the 2022 season – Hancock Agriculture
  • Food Truck Driver, Yambinya – JBS Southern
  • Planning and Transportation Manager – via Rimfire Resources
  • Strategic investment and BDM – via Rimfire Resources
  • Feeder and Plant Operator, Killara – Seniors
  • Breeding coordinator, JBS Sud
  • Management Consultant – via Rimfire Resources
  • Feedlot Manager, Olinda Park – Gibson Grazing
  • Farm Manager, Yattendon – Mann Pastoral
  • Director, Central Queensland – via RCS
  • Pen Rider / Cattle Driver – Wanderribby Feedlot
  • Administration Manager – via Rimfire Resources
  • Non-executive directors – via agricultural appointments
  • Senior Inventory Request Planner – Adams Food Group
  • Maintenance Supervisor, Gunnee – Hancock Agriculture

Click here to access these and other exciting jobs currently listed on Jobs Central.

HIRING the best people for any business is never easy, especially when there is a small pool to choose from with the particular skills required.

However, some food companies seem to drive quality over and over again, and so can your business, with proven tools and a solid game plan.

With a shrinking labor pool in many regional and rural areas of Australia over the past 20 years, hiring today has changed. Gone are the days of receiving hundreds or even dozens of resumes qualified for job offers.

It is quickly becoming an employee market in many fields, which means fewer candidates asking for better job offers.

Here are five tips for making great dates when the candidate pool seems slim.

Understand why you need to recruit new people

Is it to keep pace with the growth of the business or is it because of staff turnover?

Growth is a good problem to have, while turnover means you should be doing better at retention. Your number one recruiting strategy should make it a point to keep the right people. Retaining your best employees is the key to avoiding bad hires.

Worse than losing good people is replacing them with new, unskilled, unqualified employees who may be the “best” you can find. Instead of forcing employees to change jobs for a raise or promotion, make your best employees stay the same way a new employee would join the team.

Sell ​​the strengths of your culture

Do you provide a workplace where people want to work?

People, especially the best candidates, want to be immersed in a great culture. They want to be impressed, attracted and appreciated. While you certainly don’t want to oversell your business – no matter how small – you want to be seen as a place where existing employees are content to stay and enjoy their work.

Can you offer more open communication, better functioning teams, more flexible hours, paid time off, relocation packages or other incentives to recruit and keep the best people? Plus, the way you go about hiring says a lot about your business culture. This applies to both a small family business with one employee and a large commercial enterprise with a staff of 30.

It is important that you have the right people to conduct the interviews and that they know how to conduct the interviews.

Cast a wider net

Today’s employers need to be even more creative to broaden their search for talent. Posting to online job boards like Jobs Central is a good start, but often the best people already have a job and may or may not actively seek out new opportunities.

These days you might have to look for the right people, even if they aren’t looking for you – sometimes referred to as a ‘headhunt’. Networks, social media, business groups, professional associations, and even existing employees can provide leads to great people you may be able to recruit.

Would you respond to a boring, poorly written job description?

Spend quality time on your job descriptions and public posts.

In today’s world, we all admit running out of time and simply copying and pasting old job postings. Many job postings are weak, not well thought out, and tell applicants nothing about the company they would work for. A great job posting contains well-crafted job descriptions, company presentations, and honest expectations. It is also essential to keep them short – less than a page.

act quickly

Great people won’t be waiting for you. Nothing is more perishable than a hot rental.

The traditional hiring process is often an abyss where applications disappear and are never heard again. This will not work well for employers in an employee market.

Applicants aren’t wooed if they can’t find out what’s going on with the hiring process, or if it takes forever to go through this process, they’re ignored. If they fit the criteria and the culture and you don’t have the ability to get them started right away, invite the candidate to company days or spend a day in the office to get a vibe.

If they wish, they will wait – finally, the employer will take back control.

Source: Meat Processors Pty Ltd


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