Your business is growing and it is time for you to hire a new employee. The on boarding process can be very time consuming and frustrating, which is why it is very important to select the right candidate from the beginning.
Selecting the right candidate is a two-stage process
The process involves shortlisting and assessing applicants to decide who should receive the job offer. When deciding which applicant to shortlist, it is helpful to draw up a list of criteria using the job specification and person profile. You can then assess and rate each applicant according to the standards set, or a simple scoring system can be used. A range of different methods can be used to assess candidates. General interviews and/or competency-based interviews are more systematic, and questions are created to target a specific skill. Alternatively, a role play/demonstration or a sample presentation could prove beneficial in assessing a candidate’s proficiency for jobs that require presenting skills. It is also noted that you should always assess the following when reviewing the applicants CV; succinct and concise text, specifically tailored to the job, demonstrates what value the applicant can add to the business.
It is also very important to complete reference checks with former employers or colleagues. Checks such as working with children or vulnerable adults checks, police checks, and fit to work checks may be necessary, depending on the job.
Now that you have chosen the right candidate, it is very important to make an offer of employment. Offers of employment should be made in writing, however, be aware that an oral offer of employment is as legally binding as a letter to the candidate.
No new employee should be engaged until you have established that the employee has a legal right to work in Australia. That legal right could be established by way of Australian or New Zealand citizenship, Australian permanent residency, or an appropriate visa. The visa status of a prospective employee can be easily checked through Visa Entitlement Verification Online (VEVO).
It is also very important that everything you say prior to engaging an employee is accurate. You as the employer can be held liable for misleading or deceptive conduct if the employer’s conduct has a substantial effect on the employee’s decision to enter into the contract.
The information contained in this post is current at the date of editing – 03 June 2024
