Latest listings on Jobs Central recruitment page:
- Station Manager, Roebuck Plains – via Rimfire
- Assistant Stud Manager – Ticoba
- Mill Operator/Manager – Banchory Grazing
- General Manager Pastoral – via Lucas Group
- Meatworks Manager, NT – ILSC
- Head Stockperson, Inverway – Hancock Ag
- Senior Merchandise Sales, Moree – Delta Ag.
- Technical Business Development Manager, R&D – via evolve
- General Manager – Santa Gertrudis
- Livestock and Production Officer – AA Co
Click here to access these and other exciting jobs currently listed on Jobs Central.
ONE of the keys to retaining valuable employees is to hire the right resources in the first place.
While this sounds simple, it can often be more difficult than not to find someone that is not only properly qualified for the role but also fits into the work culture and works well with other team members.
In order to hire the right person for the job, employers will often need to look past candidates’ resumes and applications and learn more about them as an actual person.
This will give the employer a better chance at not only determining whether they have the right skills and experience for the role, but also whether they will fit into the business in the long run.
So what are the signs that employers can look for when making the next hire?
Qualities and potential
An employer should always have an idea of the person they want to fill a particular role; this can be done by constructing a list of qualities they would like their ideal candidate to possess.
This can include personality traits, work ethic, skills and experience required for the job.
Having an idea of the type of individual that you are seeking will make it easier to filter and find a suitable candidate during the actual hiring process.
Employers should also not underestimate the importance of personality; skills can be taught or acquired while personalities cannot.
Focus on potential rather than solely on skills and experience.
Ask the right questions
During the interview process, an employer will find out a lot more about a candidate by asking open-ended questions.
To find out how they might fit into the workplace culture, ask them what they enjoyed about their last workplace or how they stay motivated at work and outside of work.
Asking questions that relate both to work and their own personal interests will give the potential candidate the opportunity to speak more freely and give a better insight into their personality and communication skills.
Other questions that can help determine a person’s ambition include “where are you going to be in 10 years?” or “why do you work?”
Compare them with other staff
An employer should use their best employees as a guide for their ideal candidate; what qualities do they possess and what personality do they have?
While a business doesn’t need staff that are replicas of each other, it is likely that if a candidate that exhibits similarities to the top performing existing team members will also perform well.
An employer should also ensure at least a handful of existing staff members meet the candidate before hiring. This will allow them to see how they interact with potential colleagues as well as how they might fit into the business.
This way, an employer can also gather feedback and thoughts from staff about the suitability of the candidate when it’s time to make a decision.
No matter whether the business is a small family-scale enterprise with a single employee, or a feedlot employing 25 staff, it is always important to hire quality employees so that the business can run and grow.
Hiring the right person for the job can sometimes be difficult, however by looking past just skills and experience, and determining how they fit into the company culture, will make the process that little bit easier.
Source: Meat Processors Pty Ltd.