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A lot of organisations make the mistake when they're advertising a role of doing it all
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about the qualifications and skills needed, whereas candidates are looking at what's in
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it for me. So you really need to try and focus on those benefits and supports and perks that
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you can offer. Same with your job descriptions you know, sometimes they're just too full of
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company policy and not enough about what people will be doing on a daily basis so
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they can read a job description and have no idea of what actually they're going to be involved in
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doing so make your job descriptions and with your adverts really clear. I think also another thing
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that I would recommend is avoid putting lengthy key selection criteria in your adverts I would
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say hold off on your key selection criteria until you get to a stage two, just so you can
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attract more candidates in in that way and then you can then narrow that down further.
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That candidates are looking for benefits over and above working conditions that were
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previously, such as career progression, team and management support, and structured supervision.
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So be very vocal about your benefits when you do your recruitment, both in your advertising and
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also in your interviews. One organisation that I work closely with has experienced markets where
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there's been a lack of talent previously or it's just this thinning availability,
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and some of the things that he puts into his adverts and his campaigns when he's reaching
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out is the salary packaging obviously but also that all the benefits of that if there's a meals
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and entertainment packaging as well. Any additional days off, your annual leave,
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and your leave loading, additional paid Christmas leave, if you have that, if it's a permanent job
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or a contract job it's a permanent job definitely be speaking about that. Flexibility you know,
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that used to be a real benefit but nowadays so many people work from home and I think also in
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some ways it's an additional benefit to be able to go into an office or to go on site, but talk
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about that and find out what your workforce is wanting and then be able to show your flexibility
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when you're attracting people in. So if there is somebody that really wants to be on site, doesn't
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want to work from home all the time, really make that as a benefit essentially. Additional personal
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leave, family and domestic violence leave really important to talk about that, compassionate leave,
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paid parental leave as well, really you know voice that if it's an option that you have. I
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think in terms of attraction, clear advertising, focusing on the benefits and the information
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detailed in the positions and aligning your EVP and offering as an employer
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and keeping that consistent through all stages of the recruitment process,
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and aligning that with what people are looking for effectively out in the market.
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We've been utilising all of the tools that we've got available for us. The Family Violence job
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portal has been great, really really good, a really relevant and specific place to put
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positions in front of those who are specifically looking for that sort of work and using other
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proactive search, tools such as Seek Talent search the AirCV function on the Family Violence jobs
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portal, considering previous applicants and using the networks, having you know your staff on site
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and on the floor promoting this opportunity to their networks to their colleagues, is a
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great opportunity and you'll often find the most successful and the simplest and some of the most
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effective recruitment campaigns or new starters are those who have been referred by current staff.
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And we also run a process, assessment process, I mean specifically with graduates and new additions
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to the workforce, that focused and aligned a little bit more with the core responsibilities
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of the roles, to identify those who can do the position rather than looking at those who have
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previous experience doing that position if that makes sense. If you've got a good candidate you
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need to move on them, so when you're actually putting out a vacancy there make sure that you
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speak to all the right people in your organisation so you know who would be on an interview panel,
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what is your process going to be, don't make the candidates jump through hoops at
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those first stages, get back to candidates in a timely manner that is so important.
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If you like the sound of somebody, get in there and arrange an interview.
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