5 Steps to Hiring the Right Person..Everytime!

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Those professionals working for Not-for-Profit organisations, particularly in the community services sector would understand that huge budgets for recruitment are non-existent. So, attracting high calibre candidates can sometimes be a struggle. That’s where creativity in creating the employee value proposition comes in.


Our advice for employers in the Not-for-Profit sector is not to compete with the private sector to attract the best candidates, but to focus on what makes their organisation a great place to work instead.


For most employees, the social aspect of work and sense of comradery instilled within the organisational culture can be a crucial factor in determining if a workplace is great. The building of positive experiences and relationships on a daily basis are vital ingredients in the recipe for creating a great workplace. Therefore, key indicators of a great workplace can be evidenced in the actions and the behaviours of employees, particularly when they:


  • Trust the people they work for and with;
  • Have pride in what they do;
  • Enjoy their work.



These three aspects complement our Total Rewards Program mantra of:


“Stay, Say, Strive”


Stay: Engaged employees have a strong commitment to their organisation through their desire to participate in decision making

Say: Engaged employees constantly speak positively about the organisation and feel like their opinions are heard internally

Strive: Engaged employees put in extra work and are willing to go above and beyond expectations


Great Place to Work (2015) notes that:

‘Trust is the defining principle of great workplaces — created through management’s credibility, the respect with which employees feel they are treated, and the extent to which employees expect to be treated fairly. The degree of pride and levels of authentic connection and camaraderie employees feel with one another are additional essential components’.



So, how do you create and maintain employee engagement and how can this be used as a tool for recruiting?


We propose that there are four main areas that an organisation and its managers can increase employee engagement:


1.       Career Opportunities

Are an employee’s long-term career goals being met?

Do entry positions act as stepping stones to other roles once objectives are met?

Having a visible career path is a key motivator for staff and one that will ensure employees are engaged. Satisfied staff are more likely to be committed to the success of the organisation when they know that there will be individual and collective acknowledgements of their hard work.


2.       Training and Development

Do you invest in the skills and expertise of employees?

Regardless of the sector, investment into employees’ training and development will give staff confidence in knowing that they are valued by their employer.


“What if we train our staff and they leave? What if we don’t train our staff and they stay” is an old adage and one that rings true for employees, as well as employers. Investing in staff gives a great tick of approval to employees and demonstrates that the organisation values them.


3.        Work Arrangements

Do you allow for flexible work programs?

The nature of work in the 21st Century is very fluid and even if your organisation’s hours are 9-5, a degree of flexibility, or an ability to be flexible for major life events and changes, is seen as a great bonus.  Quick and easy access to accrued leave, offering study leave for approved courses, and giving access to unpaid leave are beneficial to staff juggling varied commitments.


4.       Making a difference

As an employer in the NFP services sector, it’s clear to you that what you do makes a difference, but how clear is it to the employee?  Do they come in direct contact with the people they help? Communicating this is crucial to ensure that you have a great workplace culture. Employees choosing to work in this sector want to see the results of their service through the stories of the people your organisation helps, not through annual reports and budgets!



How does your organisation ensure it is a great place to work?




Great Place to Work 2015, What is a Great Workplace? Accessed December 2014, http://www.greatplacetowork.com.au/our-approach/what-is-a-great-workplace



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