Employers seeking to recruit staff face a number of challenges and/or problems such as: difficulties in both attracting and retaining staff; the cost of recruitment; ensuring that the right people are recruited first time round; and recruiting particular types of employees.
It is vital for businesses to regularly evaluate their recruiting and retaining processes to ensure they get the best out of them. To boost your knowledge on recruiting and retaining staff take a look at our webinars, presentations, checklists, articles and reference tools.
Businesses should consider focusing on the three most popular interventions for improving staff retention: better induction processes, improved employee communication and better selection techniques.
Organisational brand can also be a positive retention factor.
In terms of attracting staff, employers would benefit from investing in their reputation or their employee brand. An organisation with a bad reputation can repel good potential candidates.
The cost of recruitment
The direct costs associated with recruitment are:
- costs of advertising the vacancy
- fees paid to recruitment agencies
- fees paid to consultants.
The indirect costs associated with recruitment are:
- loss of productivity from other employees filling in for vacant position
- in-house hiring costs
- training/induction costs for new employee
- loss of productivity in early stages of employment: new employee.
For figures refer to
Recruiting-costs in this section.
Recruiting employees
Skills shortages and talent shortages mean recruitment is getting harder in Australia. Recruitment is moving away from speed and efficiency towards measuring the quality of the people hired. This shift allows recruiters more of a chance to get it right the first time, and reduce high employee turnover.
Right now hirers are preferring candidate experience over qualifications.
The three main priorities for recruiters over the next three to five years will be: candidate experience, hiring process efficiency and use of effective talent recruitment tools.
The other priority areas include: internal mobility, adapting to and embracing new technology, improving employer branding and cost reduction.
To find what makes a good graduate recruit refer to
Graduate recruitment in this section.