Recruitment is about showcasing your business as an employer of choice, while  at the same time as attracting the best possible candidates.   A position description outlining the key selection criteria, skills, qualifications and competencies required will be developed.   This is also important as a base from which you can reward, develop and appraise staff,  and performance manage them where necessary. We will manage the messages your business wishes to give about itself and the role being recruited to, throughout the process.  We will also manage the transition and induction into the new role of your new employee following commencement.

The foundation for this service is a commitment to, not only your business but the region, in attracting, retaining, and developing talent to support our social and economic growth into the future.  This includes:

  • Candidate management during the search process – developing a relationship;
  • High touch support for the successful candidate;
  • High touch support for your business to ensure a successful and smooth transition.

We are so committed to delivering quality services and offer all our clients a recruitment guarantee.

We undertake a comprehensive review of your HR environment. We will:

  • Review your current workplace employment contracts, policy and procedures, retention and development over the last five years (or as required);
  • Determine the current level of risk and make recommendations to mitigate risk,.

The use of comprehensive employment contracts, position descriptions, a policies and procedures manual, and incorporating simple and straightforward best practice guidelines and codes provided by the Fair Work Ombudsman can significantly mitigate your risk and can provide evidence of compliance if claims are subsequently made against your business.

Workforce planning is the process of ensuring your business has the right people, with the right skills, in the right jobs, at the right time, over the life of your business.

Developing a workforce plan involves the following:

  • Looking at where you’ve previously sourced employees and where you might source them in the future;
  • Determining the skills and competencies you currently have in your business, what skills and competencies you are going to need into the future, and determining gaps that may need to be filled through recruitment and/or development;
  • Determining the opportunities and constraints within which your business operates. Thinking nationally (skills shortages, aging population, training opportunities/subsidies etc.), regionally (intensity of competition, availability of skilled or potentially skilled workers, location as both attraction and detraction, benefits of the NBN etc.), and locally (your business plan, specific succession planning needs etc.);
  • Regularly reviewing and updating your plan – your Workforce Plan is a living document, as the assumptions and business needs will change over time.

Following the risk assessment process and as part of the development of your Workforce plan, we will develop, in close consultation with you and your staff, a simple but comprehensive staff appraisal process, including development, recognition and reward, and performance management elements.

Effective, proactive succession planning leaves your organisation well prepared for expansion; the loss of a key employee; filling a new, much needed job; employee promotions; and organisational redesign for opportunities.

Succession planning is about ensuring that employees are recruited and developed to fill each key role within your business or organisation. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles.

Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As your organisation expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand, ready and waiting, to fill new roles.

For small businesses, while nobody likes to think about it, it’s inevitable that one day you will leave your business. Whether you decide to sell up, retire or have to leave due to health reasons, it’s important that you plan for that day. A succession, or exit plan outlines who will take over your business when you leave.  A good succession plan enables a smooth transition with less likelihood of disruption to operations. By planning your exit well in advance you can maximise the value of your business and enable it to meet future needs.

Make sure your succession plan is attainable – set a realistic timetable and measurable milestones along the way and stick to them.