For many people, talking about money with strangers can be difficult or even embarrassing at the best of times. But when it comes to job interviews, salary is something that’s difficult to ignore.
So for roles where the salary isn’t set by the government, what’s the best way to address ‘the elephant in the room’ and have the money talk with potential recruits?
COVID-19 social distancing restrictions have fundamentally changed the way we work, live and interact with one another. The pandemic has also transformed how HR professionals plan and conduct recruitment activities.
Whether you’ve been actively recruiting through the last few months or not, remote recruitment will continue to be an essential skill for HR and recruitment professionals into the future.
So after months of remote recuiting, what lessons have you learned to help your NFP recruit and evaluate candidates remotely for the future? Here are a few of the best we’ve collected.
How do potential candidates feel about your organisation?
Your job ad is an introduction not just to a job, but to your organisation too. And if you want jobseekers to feel good about the work you do after reading your job ad, nothing beats video.
There are many NFPs out there creating fantastic recruitment videos — take a look at our favourites.
What do you tell unsuccessful job applicants? If you’re like most organisations, the answer is probably: nothing. You might not even be emailing them to let them know they’re unsuccessful.
But consider that many of the candidates that you’re rejecting could be potential candidates for similar roles in the future! Communicating well with candidates through every step of the recruitment process will not only help your organisation’s “employer brand”, it can lead to higher quality applicants in the long term.
Here are five things to consider to make giving unsuccessful candidates feedback an easy and valuable process.
– Sponsored Content – By Paul Molony, Business Engagement Manager at JobAdder There is a growing trend amid recruiters to focus on the candidate experience during the hiring process. After all, recruitment is your chance to make a first impression to potential employees. So, what do you need to do to ensure you create a […]
When Trent Innes took the helm as managing director of accounting software company Xero Australia four years ago, their team numbered just 40. Now the company has grown to 400 employees and shows no sign of slowing down. For Innes, hiring for the right attitude is critical to the success of the organisation. So, how does he do it?
Finding the right person for your organisation can be tough at the best of times.
But when the position’s field of expertise sits outside your own remit – like a tech role – finding the right match can feel insurmountable.
So what do you do when you need to hire a tech person – but no one in your organisation has the right expertise to guide the recruitment process?
As the general manager at abrs, the social enterprise venture of Barnardos Australia (Australia’s only charity-owned recruitment agency) and head of all internal recruitment at Barnardos, Nardia Munt is skilled in the art of hiring people across a broad spectrum of specialisations.
What happens when you take the feedback of clients, carers and community, and use this to inform the way you recruit your staff?
It may sound fraught with challenges, but this approach is how primary health service organisation Star Health has structured its entire recruitment strategy, and to great effect.
Struggling to get the number or quality of applications for your latest jobs? Have you considered whether your “employer brand” – the sum-total of how potential employees see your organisation – could be the problem?
Mark Puncher, founder and CEO of Employer Branding Australia works with organisations to present themselves to candidates in the most authentic way, and says it’s critical to approach candidates with a different message than one you might present to the public, to donors or to clients.
Could you be missing out on a heap of incredible applicants for your jobs, just because people aren’t clicking through to your job ads?