Finding the right staff for your business isn’t always as easy as you’d like it to be. Whether it’s a lack of experience, not enough qualifications or simply the wrong attitude, there are many reasons you might reject candidates. So how do you get access to the right candidates for your roles? Let’s take a look at three ways that could help you to attract more suitable candidates.
If you’ve been struggling to find staff, you’ve probably already explored the idea of hiring a recruiter. But we don’t mean any old recruiter. In order to find candidates who are genuinely suitable, you should take your time to look for a recruiter that is right for your business.
When using a recruiter, you need someone who understands the role inside out. Remember, the recruitment company you use to fill one role may not be the same company you use to fill the next one. For example, if you need to hire an IT specialist, you would go to a recruitment firm specialising in the IT industry. But that same IT recruitment firm would struggle to fill a HR Manager position or an Executive Assistant.
Taking the time to select the right recruiter will save you time, money and significantly increase the quality of the candidates you receive.
Include Candidates With Disabilities
Disabilities, like job titles, come in all sorts of shapes and sizes. So why not con consider candidates with disabilities for some of your positions? If you’re not sure where to start, you can always connect with an employment service provider in Australia for guidance. They will be able to help you to find the right candidates for each role as well as advise you on any applicable laws or regulations. They can also help with any workplace modifications and mentoring required.
Another benefit to hiring someone through an eligible employment service is that you could also be eligible for government funding. So you could get a fantastic candidate and save money at the same time!
Consider Refugees and Migrants
Many employers dismiss brilliant candidates because they have no local experience. Whether it’s a Civil Engineer from Pakistan or an IT Project Manager from Namibia, experience in a different country is still experience. It’s important to remember that just because the qualification doesn’t have the same name, it doesn’t mean that they don’t have the knowledge or experience required to do the job. Naturally, there may be some differences and a bit of a learning curve, but those are short term issues with perfectly manageable solutions.
Of course, proficiency in the language is crucial to some roles, and in certain industries and sectors, having the exact Australian qualification may be a legal issue, but in general, you could be missing out on perfectly good candidate by dismissing them because they have no local or Australian experience.
Again, there are employment service providers out there who specialise in helping migrants and refugees to find work. They even help provide access to vocational training and English programs to help candidates get up to speed before starting new jobs. So next time you receive a CV full of foreign experience, take some time to read through it and understand their previous duties and qualifications. They may actually end up being the perfect fit for your business.
Recruiting can be a time consuming and difficult task but with the right help, it can be a whole lot easier. If you’ve been struggling to find the right candidates, it is time to ask for assistance. Just make sure that you do your research and select a company that specialises in what you’re looking for. Don’t be afraid to think outside the box a little and consider candidates from various countries as well as candidates with disabilities. The more open minded you are about finding the right candidate, the more likely you are to actually find them!