Staff recruitment in uncertain times

By - , Build 190

With low unemployment figures, nailing employee recruitment is particularly challenging at present. That’s why understanding the power of the job advertisement and finding the right fit matters.

RECRUITING GOOD WORKERS has become increasingly difficult over the past few years, especially for small businesses across Aotearoa New Zealand. In some instances, building and construction employers have had to advertise multiple times to attract candidates.

Dealing with the new regulations

With borders reopening, there’s the added risk of Kiwis pursuing higher salaries and greener pastures in Australia. Australian employers know this and are advertising here for staff.

Meanwhile, Kiwi employers who want overseas workers will need to go through a new accreditation process that shows they meet minimum requirements and commitments. This is part of a tightening up of immigration rules to ensure that New Zealand gets the right skills to cover labour shortages and addresses exploitation of temporary migrant workers.

Accreditation will streamline the visa process for employers by reducing red tape in the future but could bring initial delays and stress due to the processing backlog and volume of people who were waiting for borders to open. It will even out in time.

Attracting good people

The good news is there are several things you can do to attract quality employees now and in the future.

Hire an HR professional

While a lot of building and construction recruiting is done via word of mouth, if you’re struggling to find staff and don’t have a human resources (HR) department it’s worth hiring an external HR professional as your HR and recruiting arm.

This is cheaper than long-term risks like personal grievances and poor team fit, which can result from simple recruitment errors or panic hiring in times of pressure.

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Advertise in several regions

If you want to conduct your own search, there are things to consider.

Presently, it’s a candidates’ market and the quality is down so it’s worth advertising in multiple regions, especially if your area is less populated and it’s hard to attract good applicants. This is where you can market the selling points of your region.

Think creatively about the job ad

Don’t underestimate the power of a job ad. It must be written in a way that talks to jobseekers and avoids getting bogged down in detail. Most people don’t fully read these ads. They just want to know what the job will offer, what opportunities there might be and why they should apply.

New Zealanders are modest and can be put off by ads for the perfect employee. Be realistic about your needs and use simple, creative terms that talk to them as human beings.

While writing the ad and later during interviews, consider what’s vital and what can be learned on the job. Skills are trainable, attitude and fit are not. A candidate who’s a great fit will align with your values and mesh well with the team.

Also consider what makes the role appealing – your culture, insurance, wellness programmes, work hours, cheaper regional housing, travel expenses and living costs if relevant.

As a small business, you may not be able to offer lavish perks. However, employees are increasingly placing more value on offers that show your business values its staff and moves with the times.

When interviewing

During interviews, you’re more likely to see candidates at their best if you make them feel comfortable.

Ask questions that are specific to the role and what the candidate offers. You’re trying to see how they’d fit. Also consider how you come across − why do a difficult interview if you promote yourselves as a relaxed, friendly workplace? It’s also worth introducing them to your team.

Interviews aren’t just about you assessing a candidate. They are also deciding whether your job and business are right for them.

Once you’ve decided who you want, you’ll need to move quickly so that they’re not snapped up elsewhere in the current market.

Don’t forget to thank the unsuccessful applicants. It shows respect and puts your company in a better light.

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Note

If you wish to discuss recruitment, contact your HR advisor or [email protected].

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Articles are correct at the time of publication but may have since become outdated.

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