The pre-employment stage of the recruitment process involves issues such as identification of a need for a particular worker, sourcing potential workers to meet that need (through advertising or other various means), interviewing and short-listing.

The actual offer of employment is covered under Employment Contracts.

Recruitment today is about finding someone for a ‘role’ rather than a ‘job’; specificity is what everyone is looking for in a potential employee. With skills and talent shortages rife in Australia, the pressure is on businesses to attract the right kinds of applicants. For more information on drafting recruitment and selection policies for business, see Notes on Recruitment and Selection Policy. 

Certain positions may not be able to be filled by Australian locals, which is why many recruiters source potential employees from all around the globe. While worthwhile, recruiting abroad can be a complicated process with businesses facing visa and legal requirements, extra costs and language barriers. To ensure your business does not miss a thing when recruiting overseas see our Overseas Employees Checklist.

Interviews remain an integral part of the recruitment process, despite being highly exposed to biases (see: What is a Legal Interview Question?). There are various techniques and approaches to interview questions that can significantly improve the chances of finding that ideal employee. Check out these Interview Techniques to see how your business can improve its interviewing techniques.