The Perfect Fit
Recruiting the right person can mean the difference between a happy, productive workplace and a conflicted, unproductive one.
CCER has put together a fantastic Step by Step guide to help you find your perfect fit.
We’re chronicling highlights of this guide in a four part series to help you ‘recruit right’.
Part One: Is Recruiting the Best Option?
This is a question many employers forget to ask themselves, but it’s an important one so we’re putting it front and centre. Are you recruiting because you really need a new employee or simply because a position has become vacant?
Before you fill the role, ask yourself if employing someone is the most effective option. It can be easy to fall into a pattern of automatically filling a vacancy because that’s what has always been done. And yet, a vacancy is actually a great opportunity to consider whether recruiting is the best option.
So before you decide to advertise, consider the following:
Can these duties be absorbed into other roles?
A vacancy, or request for a new role, can be a great opportunity to explore whether the duties of the position are working effectively. You may find these duties would be more appropriately performed by others within the organisation, and if so, it would make more sense to redistribute those tasks. This also allows you to direct savings from the role to other services that may provide a more tangible benefit
Can you afford the role?
Changes in funding or a reduced client base may mean that an organisation is simply not able to afford to replace a position, or create a new one. Always ensure you have the money available to fund the position before you advertise the role. Remember you need to set aside more than just the person’s salary. ‘On costs’ to cover superannuation, leave, workers compensation etc must also be factored in. These represent, on average, an additional 30% of the salary. You may also have ancillary costs such as a car, toll card, laptop, mobile phone which need to be taken into account.
If you find you don’t have the budget to recruit, but you still need the work performed, you might consider short term contracts instead of permanent offers or part-time instead of full-time. You may even decide not to advertise the position at all but instead absorb the duties or outsource the work.
Do you need the role?
If you find you don’t have the budget, or you are reviewing your services more generally, you may realise the vacancy is for duties that aren’t core to your business and/or its future direction.
If so, now is a good time to consider whether you should continue to perform that work. You may decide to stop the work altogether or outsource it. Outsourcing can be a cheaper and more effective option, particularly if the work is ad hoc. Ceasing this work may allow you to focus more resources on your core business, rather than being distracted with peripheral duties.
So, you’ve re-assessed the role, done the sums and decided you absolutely do need to hire someone. Great. Stay tuned for Part Two of our Recruiting Right series; Advertising the Role.
Can’t wait for the next edition? Click here to access the full Step by Step getting and started right away.