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EMPLOYERS - RECRUITMENT AND INDUCTION LESS THE HEADACHES

8 Memory joggers

1. Advertise for the person who'll fit into your type of workplace eg:
   Functions-Coordinator
   "Are you interested in growing your career with a fast-paced go-ahead business team in a top-level resort? or
   Book-keeper
   "Do you thrive on getting those figures exactly right and knowing everything is filed correctly and well looked after?" The XYZ Tax Team loves to look after our clients accounts and we're looking for just the right person to do just that."
   
2. Provide a job description for applicants listing what the person is responsible to achieve or complete, so the level of capability and experience is clear eg:
   "Prioritizes and completes several reception communication tasks at the same time (such as 3 incoming calls, a person booking in at the counter and a person waiting to be attended to).
   
3. When choosing the applicant have at least 2 people interviewing with a checklist of questions to:
   a. Clearly ask the same questions of each person and score the answers
   b. Notice the personal characteristics and behavior of the person
   c. Notice what the applicant sees is a priority d. Get a better picture of the experience and skills
   e. See if you/the staff could work well with the person and visa versa
   f. See where there may be gaps of skills and experience
   
4. Once you decide who you will recruit provide them with a "letter of offer", outlining the terms of the employment - wage, amount, any particulars regarding holidays, other particulars, start date, time and who to report to.
   
5. On the first day:
   a. Provide a written plan of what the first day /week will include
   b. Allow time to go through the general work area and meet the team
   c. Provide an induction pack, even if brief, with position details, any requirements, any forms to be signed, read etc
   d. Set up the pay system
   e. Show the person where they are to work and what they will be doing
   f. Do a skills check (audit) on their current skills and see where there might be a training/coaching need. Checklists related to the position are useful for this.
   
6. Set up a skills development plan with the person for any areas not yet up to the standard of the business and for areas you want them to develop in
   
7. Keep communicating, provide feedback and update the plan
   
8. Celebrate the successful achievements of your new recruit

Recruitment and induction is an investment in your future.

"Yesterday is not ours to recover, but tomorrow is ours to win or lose."Lyndon B Johnson