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?
Reference checking can sometimes seem like a final box-ticking exercise before you hire the person you’ve already decided is the best candidate.
But taking the time to do your due diligence is, in fact, a non-negotiable part of recruitment. And it’s an easy thing to get wrong, exposing your team or whole organisation to potentially toxic employees – or worse.
So how do you make the most of your reference checks?
That’s something David Meere knows intimately. As the National Manager – Talent and Attraction at for-purpose organisation Life Without Barriers, Meere has many years of experience with conducting reference checks – from the best questions to ask to red flags to watch out for and everything in between.
In the last five years, more than 17 per cent of new jobs created in Australia have been in regional areas. At the same time regional job vacancies have grown by 20 per cent since the beginning of last year, compared to a 10 per cent rise in cities. Despite strong jobs growth in regional […]
A great fundraiser is (almost literally!) worth their weight in gold. That’s also why they’re notoriously difficult to recruit.
From face-to-face fundraisers to corporate partnership managers and every job in between, many NFPs rely heavily on the donations and grants brought in by their fundraisers.
So what can your organisation do to get on the front foot when it comes to hiring great staff in this field where demand far outstrips supply of experienced staff?