Recruitment

Summary:

It is important that when attracting, recruiting and training talent that we do so in a systemised manner
This system outlines processes and procedures related to the hiring process for practioners, however can be adapted for other roles (eg. admin)
Steps in this system should not overule critical thinking and common sense. Each scenario will be slightly different and we should respect that applicants may need different responses that are out of protocol

Attracting

We want to take the approach of "always hiring" and always be on the look out for a new team member who may be a good fit for our team. below is a list of strategies we should be employing throughout the year and within our advertising period

Regular talent attracting actions

Posting about our workplace

Let potential hires see their workplace, team and clients. This allows people to filter "would I want to work here?"

Sharing resources regularly

Done through many mediums such as Linkedin, in person, webinars, etc. This shows AUTHORITY in our clinical space, people want to join a space they can learn and grow in

A good example is when we have students who learn from us and can see the potential for their professional growth

Advertising

Seek, social media, email and connections (eg. uni's)

Advertising Process

When ready to hire we need to follow the following steps

Review previous job ad and make adjustments (eg. dates, type of role, who we're looking for, etc.)
Add job to "join our team" page
Post a "preview" of job ad from website to e-mail, Facebook, instagram and Linkedin. Have the whole team like/share post to increase reach and engagement
Create formal SEEK ad
Share job ad to same platforms with SEEK link
Post 12-14day reminder
Post 3-5 day reminder "last chance to apply"

Applicant Review Process

Recruitment Flowchart

Upon receiving application via email

Send email (see scripts) to acknowledge application
Perform an initial screen of applicants with a resume and social media check
Create shortlist of applicants by cut off date

From shortlist

From shortlist, phone to discuss their interest in the position and if appropriate, arrange an interview time with director
send email confirming interview date, time and location

Holding interviews

Create a top 3 successful applicants
Check referees via phone call
Offer trial observation with top 3 candidates
Choose successful candidate

Approaching successful candidate

Contact via phone to congratulate and extend offer of employment to candidate
Once verbally accepted offer, send rejection email to other candidates
Send letter of engagement to candidate which includes - - CONTRACT
- POSITION DESCRIPTION
- TEAM MEMBER DETAILS FORM

Copy of MASTER - Recruitment Hub (Recruitment Immersion)

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