Employers Careers Canada New Zealand Australia

For the employers looking at applicants these will include;what value has the potential employee brought to their last position and how will this add value to the position the candidate seeks with us, what are their future career aspirations,how do they interact with other people,do they communicate in a clear and concise manner,what achievements in their working life to date are they proud of,will they over promise and under deliver or vice versa,do they have a great attitude.

For the candidate considerations will include; will the employer contribute to the cost of relocation,quality of lifestyle moving to, geographical/climate conditions, the culture of potential employers organisation including average turnover of staff, future aspirations of a company, support in career advancement, training provisions, possible flexible hours arrangement, compensation, types of projects worked on, cost of living where relocating to, quality of schools, Universities, Technical Colleges.

These are but a few examples of what each party will be considering before finally entering into a working partnership.

The Engineering/Technical division of About Personnel would like to offer our assistance in helping your organization to target in on those candidates. After all, its what we do every day all day. We search for talent that adds value to an organization.

The days of placing an advert in the local, or national newspaper, including using a company or general web site are becoming less and less effective in attracting the best talent for an organization. With the changing market, then so must the approach for talent also change. What worked before does not work now.

A few countries have made positive adjustments to their respective immigration processes resulting in 'fast track' systems now being available to candidates via some employers, in those countries.

Subject to all required immigration documentation being in order employers in those countries can expect Work to Residence Visas's being issued within a time frame of 2 to 7 weeks, from date of candidates' application being submitted.

Consider this, there are in excess over 44,000 job sites available to post your job ad. Which one do you use hoping to attract the ‘right fit’ candidate?

Keep in mind that age generations look for their next job/career very differently from each other.

What is the bottom line cost to any organization to have positions unfilled, hoping that the right applicant may one day show up?

Very few organisations keep matrixes on lost business opportunities, due to staffing shortages.

A few tips on gaining the edge on your competition for star candidates:
When recruiting, bear in mind that personnel costs can typically account for 50 percent of an organization’s annual expenditure. We also recommend establishing a relationship with only one or two recruitment specialists.Keep the selected Agency in the loop with the recruiting assignment on a consistant basis. Look at possibly engaging the agency on a 'Retainer' or 'Assignment' basis. (this will of course give the search more 'horsepower' for obvious reasons).

Have your HR department work very closely as a partnership with the selected recruiting agency/consultant.Consider outsourcing some of the recruiting function (RPO), or all of it on a case by case basis.

Recognize that when you interview an excellent candidate, do not wait. If it is the right person for the job then make an offer. If you don’t your competition probably will.(How many times have we seen this happen).

Recognize in a tight labour market you may only get to see one candidate, the luxury of seeing 3 - 4 stars has long gone (you only get this gazing up into a clear night sky).

Recognize that it is now a candidates market. Most star candidates will have multiple job offers being made to them at some time.

Be prepared to make an offer that sets you apart from your competition.Never ever make an offer that would not even get your attention if you were on the other side of the table applying for the position.

Hire for attitude and train for skills.So the candidate may not have everything on your wish list, yet they have alot of what is required, a proven background in adding value to their employer,a willingness to learn and a great attitude.Go for the attitude every time.

One last note: Those companies that have an excellent 'settling in program' and induction process have a much higher probability of retaining their new employee/s for the long term.

We welcome your enquiry to discuss your current or future staffing requirements.