There is no quick fix to the skills crisis but the following tips can help you minimise the impact.
Expense Reduction Analysts specialist Brett Hay offers you ten things to factor into your recruitment planning:
1. Understand your business cycles Many small businesses experience seasonal fluctuations so casual and/or temporary staff can get you through the peaks without full time staff commitments.
2. Outsource to a specialist Agency
A good agency will take care of A recruitment for you. Recruitment firms will manage many aspects whilst engagement management specialists can help you with the particularrequirements involved in looking after your contract skills workforce. Services available through specialist agencies include advertising, searching rote viewing induction, payroll, migration, contract management and administration, alloying you to focus on your core business.
3. Recruit the Right Recruiter Take time to select the right agency as the industry has a high staff turnover. Find an account Mara who is a good listener, has a high level of integrity, a sense of urgency and good people skills.
4. Plan Ahead
Engage an agency that can assist in the strategic planning process to get you through the peaks ahead of schedule. Don't engage them at the last moment as this inhibits their ability to find you
5. Know what you want Be very specific with, the agency, Detail the list of roles you need to flit, provide a clear job description, complete with skill sets, competencies, and personality type.
6. Communicate your Company Culture
Finding the right technically qualified person is only half the Job, they have to fit in. Explain the elements of your culture to the agency so they rind you the right person.
7. Negotiate your Needs Agencies charge a fee for the service, based on the amount of work Do you want them to do the lot, ie: advertise, recruit, interview, induct, and payroll, or do you want to take a modular approach, and complete some tasks yourself? Discuss with the agency, ensuring they are flexible to your needs. Ask for the fee for both permanent part time as well as full time.
8. Ask about Add ons If after a while, you wish to transfer a casual employee to permanent, know the applicable fees payable. On the flip side, if the employee is unsuitable, ask about the conditions of replacement. For permanent staff, most agencies will recruit a replacement at no charge during the first three months. Should you wish to have the agency to simply payroll a staff member, make sure you request this service upfront before you appoint the agency.
9.Tool up with Technology
The recruitment industry can help automate part,, of your business. From electronic time sheeting and invoicing to job searches on the Internet, make sure your agency helps you gain the most benefit from doing it smart&, not harder.
10. Make the agency accountable Ask the agency for an activity report to show how they have saved your time and money by handling the process for you.
26-Nov-2007