Organisations need to re-think their approach to recruitment if they want to attract and retain the best staff. In this article, we outline key changes to the standard “Recruitment Operating Model” that can be made to improve candidate recruitment and onboarding. We have broken this down into Pre- and Post-Start Date phases, as these activities are usually carried out by different teams. PRE-START PHASE: 1. Streamline Your Process Many recruitment processes are so long that they deter candidates. To overcome this, walk through each step from a candidate’s perspective. Ask if the process enhances your company profile and if any actions are redundant so they can be eliminated. To cut recruitment time, consider short video screenings with three to five key questions to efficiently create your short list for face-to-face interviews. 2. Empower your Talent Teams Equip talent teams for success with a good Applicant Tracking System (ATS). This will help find the best talent and build better relationships and candidate pipelines. Having the right tools at their disposal helps your talent team hone in on the right applications and streamline the resume review process. 3. Reassess Background Checks Background checks that are overbearing and slow will undermine your goodwill with candidates. Walk through these checks from their perspective to identify questions and checks that might deter candidates from proceeding. POST-START DATE: 4. The Right Working Model These days, working models will usually be a blend of office-based and work from home options. Giving your staff the opportunity to work out what works best for them is a powerful motivator for staff loyalty. Work with nominated champions from each department to create a set of guidelines and a model that is best suited to the organisation’s needs. Ensure you get the right balance between meetings, collaboration, and quiet time for strategic thinking and innovation. A ‘You Choose’ approach allows employees to select their preferred option from the model as part of the Value Proposition they bring to the company. Provide the tools and support for office, hybrid, or remote work, and foster regular team and individual checkpoints to ensure people feel connected and supported. 5. Dedicated Onboarding Organisations often struggle to have the right technology in place for new starters from day one. This can make for an unwelcoming start as they scramble to come up to speed without the technology they need. Streamline the process as much as possible and assign a dedicated team to ensure that office, hybrid, and remote workers are onboarded and feel welcomed from the get-go. This will show that you are investing in them beyond just filling a position. 6. Connection Building Leaders should connect with team members from the outset and be cognizant of the working model, whether it is remote, office, or hybrid. In each case, you need to establish an operating rhythm that ensures staff feel connected. This shows you care for their wellbeing wherever they are working. 7. Training Invest in training for hybrid teams so your leaders can navigate the vagaries of modern work practices. Your managers need to have the skills to foster collaboration, connectiveness, and success across diverse work environments. Draw on the experiences of leaders who have successfully led remote teams in the past. 8. Career Development Employees can be concerned that remote working is career-limiting due to proximity bias, where those who are visible in the office are more likely to progress. Be sure your performance management process is fair and equitable, regardless of work location. 9. Upskill Leaders in Current Legislation Educate your leaders on current legislation, particularly Work Health and Safety (WHS) and hybrid work rules. Highlight their obligations to provide a safe place for work that extends beyond the office premises. Take Aways Use video for first stage interviews. Streamline your recruitment from a candidate perspective. Set up computer equipment on day one. Co-create working models to suit everyone’s needs. Mitigate career concerns about working from home. CONCLUSION Optimising your recruitment model needs to address pre- and post-start date activities. A seamless employee-centric process, with ongoing support and flexibility, will give you a head start in the talent acquisition marketplace. To find out more, email Alan Herrity , Director, Momentum Search and Selection.

As we advance through our careers, job hunting for executive roles presents ever more unique challenges. The pyramid shape of most organisations means the number of roles at higher levels decreases as the seniority of those positions increases. At the same time, the number of potential applicants grows as everyone is forced into an ever-narrower funnel. In addition, organisations often err on the side of caution and hire internally, further reducing the options for external candidates who have no access to this hidden job market.

The recruitment sector has been faced with many challenges over the past few years, and none of us can shy…

While the demand for highly skilled Digital & Tech professionals keeps increasing, the supply of toptalent in Australia has, for several different reasons, remained the same for quite some time. This means competition is fierce, and that companies need to go revamp their Employer Value Proposition to stay ahead.

As companies strive to digitise their operations, skilled digital leaders are in high demand. Finding the right candidate to drive your digital strategy is crucial. So what should you look for in the hiring process? Let’s look at the five most important traits to look for when you’re searching for your next CDO, CTO or CIO.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.

Earlier this year we posted a blog Beyond the Pandemic, The Future of Work. This is a follow up with our observations over the past few months. I have been speaking with many organisations’ Senior leaders and Executives over the last few months and have noticed some common themes.