Planning to Hire a New Employee

HUMAN RESOURCES
Planning To Hire A New Employee

Giving someone a job is never easy
Define what you want
Plan for it
A business cannot survive on fixed assets alone
Another very important resource – “people”
Staff turnover rates cause high costs
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1. Planning Employment

The reason for hiring:
A position become vacant
Planning for increased business
A new position has been created
Positions shouldn’t be created just because someone is available for employment
2. Is A New Position Needed?

Re-evaluate every task:
Is the position necessary?
Can the work be absorbed?
Can a lower paid employee perform the work?
Productivity from this position?
Will the position be value added?
3. Have You Reassessed Present Jobs?

What sort of person are you looking for?
4. What Is Required In The Job?

Should be written for every position
Summary of the tasks and responsibilities
5. Job Description/Specification

“Person specification”
“Person skills”?
Specific qualifications
6. What Sort Of Person Are You After? - What Is The Selection Criteria?

Advertising in newspapers and magazines
Referrals from other staff members
Referrals from relatives
TAFE Colleges
Employment Agencies
7. How Will You Seek Out a New Employee?

What has to be achieved?
Where will the employee work?
How will the employee’s performance be assessed?
What are the benchmarks?
Assessments made?
8. What Are The Objectives Of The Position?

You should be prepared for this question
9. Why Is There A Vacancy?

Immediate prospects?
Fit into the overall organisation?
Next logical move
Improve themselves or a “dead end” job?
Career training
10. What Are The Short Term/Long Term Career Paths For This Position?

This question could be asked by the applicant
The employer needs to have an answer prepared
11. Where Does The Position Fit In The Business’ Corporate Structure?

Judging the employee
Efficiency measures
How often are performance criteria measured?
Will the employee be informed?
What are the benchmarks?
When will the employee be expected to have achieved the required level of performance?
12. What Performance Criteria Measurement System Will Be Utilised For This Position?

List of qualifications
Certificate of Competency
13. What Qualifications Does An Applicant Require?

Already worked in a similar position?
General business experience enough?
Are you prepared to train the applicant?
14. Is Specific Experience Necessary?

Is the supervisor involved in the employment process?
15. To Whom Will This Position Report?

What induction programme will be necessary?
An induction process should be conducted for every position
Are there any specific requirements in the induction process for this position?
16. What Induction Programme Will Be Necessary?

Specific training for this position
17. What Training Programme Will Be Necessary?

Base salary
Bonus or incentive
Fringe benefit
Motor vehicle supplied
Value of the total package
18. What Will Be The Remuneration Package?

Do you have a policy?
19. Union Or Non Union?

Summary of normal working hours
Shifts
Overtime required to be worked?
Is there a Christmas shut-down?
Are there times during the year in which holidays cannot be taken?
20. Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken?

Good points about your organisation?
Vision of your organisation?
Where is it headed?
Unique competitive advantage?
21. What Are The Unique Benefits Of Working For Your Organisation?

Make sure someone is available
Remember top class applicants do have a choice
22. Who Will Conduct The Interviews?

Use a questionnaire for the job interview
Every applicant should be asked the same questions
Answers should be recorded
Have the questionnaire sheets ready prior to commencement of the interview
23. Questionnaire

Consultant can save considerable time
24. Advertise Or Retain A Consultant?

Appoint a liaison person
Follow up with the Consultant re:
advertisement
applications received
short list of applicants
interviews
25. Liaise With Consultant

Preparation of advertisement
Selection of media
Appropriate days
26. Who Will Organise The Advertisement?

That commence from the time an advertisement has been placed
27. Be Aware Of Legal Obligations Re Employment

Who will make the final decision?
Decide on the "decision maker" prior to the commencement of the interview process
Ensure the decision maker is available for the interviews
28. Who Will Make The Final Decision?

Don't allow delays to creep in to the employment process
If you are after first class employees - you must give them first class responses
Remember.... outstanding applicants do have a choice
28. Who Will Make The Final Decision? cont'd....

Part of a deliberate plan
Ensure that the business attracts the highest standard of person
29. Planning For Employment Is Important