How to HIRE, TRAIN

& DEVELOP your employees

HIRINGWho are you looking for?

When looking for new employees, it’s important to consider both personality & skill.

Take a look at the team and the skills you already have – this will help form an idea of the type of person you’re

looking for and what gaps you should try and fill.

Setting a criteria of the employee’s duties and responsibilities will allow you to sort through

resumes quickly and efficiently by matching their experience and skills with the exact job

requirements.

HIRINGWho are you looking for?

The company culture and the type of person you’re looking for will determine the channels you advertise through.

It’s important to ‘fish where the fish are’, so bear in mind that creative occupations such as writing and photography will

vary greatly to business-oriented jobs. Research a range of jobseeker platforms and go find your fish!

HIRINGWhere & how to advertise?

When writing the job application, ensure it embodies the company’s tone of voice. Expectations and requirements of both the job and application process should be clearly stated, and you should have a process for letting candidates know they weren’t successful.

HIRINGWhere & how to advertise?

The interview process can be quite daunting for both interviewer and interviewee.

Being prepared with a set of questions will ensure the interview runs smoothly

and you exude organisation and professionalism.

HIRINGHow to conduct the interview

Interview questions should be concise and constructed to garner the most information from the employee.

The questions should be applicable to the role requirements as to determine whether the interviewee possesses the necessary skills for the job.

HIRINGHow to conduct the interview

HIRINGHow to conduct the interview

The interview process will also determine if the interviewee is a

cultural fit for the company.

Ensure that the interview is peppered with personal anecdotes that give the employee a chance to showcase their personality.

Make them feel comfortable by introducing them to other staff members and showing them staff amenities such as the kitchen and

bathroom.

Sharing insider tips with them, e.g. the best café for lunch nearby, will make them feel part of the team and create a sense of trust.

TRAININGThe first day

You can be assured that your new employee will be nervous

on their first day of the job.

As an employer, being organised for your employee’s first day ensures the day will run smoothly for both of you.

It may be helpful to have a checklist to keep you on track.

Their equipment, desk and uniform should be set up prior to their arrival and they should have a list of tasks to

see them through their first day.

TRAININGThe first day

The first few weeks are crucial in creating good work practices and ensuring your new employee

understands what is expected of them.

Employers need to explain tasks thoroughly to employees and should be available to answer

questions.

Ensure you are approachable - you want your employee to ask questions and do the task correctly

rather than make mistakes that could have been avoided with guidance.

TRAININGThe early days

Having daily tasks will get your employee into a routine that will

eventually become a habit.

Leaving them to work independently also gives you time to complete your own tasks and

makes them feel trusted.

TRAININGThe early days

Employees need to be developed and trained if they are to feel like valued members of the company.

A good manager will take a tailored approach to staff development, learning the strengths and weaknesses of their employees and

developing a training program in accordance with their individual needs.

Although this may be time-consuming, it leads to high staff retention rates as well as increased employee productivity.

TRAININGDeveloping staff

Employers should have a task development schedule for their employees.

Starting them off with repetitive tasks is a good way to introduce them to the basic workload required of them, but this schedule should grow and expand in accordance with their skillset and their ability to take on new projects.

TRAININGDeveloping staff

It is the role of the employer to ensure their staff feel comfortable and

supported in the workplace.

Employers should be available to answer both work and non-work

related questions posed by staff and need to be approachable.

A good employer will find a balance between being a ‘friend’

and a manager.

ONGOING SUPPORT & DEVELOPMENTEveryday workplace support

Having defined tasks, clear expectations and protocols creates a structure of expectations for

employees.

Such expectations give them a purpose to their work and helps to create a defined company

culture.

ONGOING SUPPORT & DEVELOPMENTEveryday workplace support

The higher your employee retention rate the better your company culture,

workplace productivity and brand image.

Retain your employees by creating an environment they enjoy being a part of.

This can be achieved through extra-curricular workplace activities, having

clear expectations and practicing a flat-line management strategy where people

feel equally valued.

ONGOING SUPPORT & DEVELOPMENTRetaining the right employees

Offering incentives creates healthy competition and gets the best out of your employees.

Incentives should be achievable and created to reward those that go above and beyond

their duties.

Create incentives that are suited to all types of employees. For example, try motivating those

who struggle to meet deadlines with time based incentives.

ONGOING SUPPORT & DEVELOPMENTRetaining the right employees

When dealing with employee contention, whether it be personal or work-related, it is imperative that both sides of the story are heard and evaluated before any type of action is taken.

Employees need to feel that they have been heard before management intervenes.

Create set structures in relation to crisis management and make them available and known to employees. This ensures the issue

remains controlled and manageable.

ONGOING SUPPORT & DEVELOPMENTDealing with crisis and issues

Communication is key.

Employers should keep both parties informed through the resolution process

and offer one-on-one communication efforts to prevent misunderstanding and

rumour mongering.

ONGOING SUPPORT & DEVELOPMENTDealing with crisis and issues

Work satisfaction should extend beyond 9-5. Creating a company culture that employees want to be part of is a huge part of ongoing

employee support.

ONGOING SUPPORT & DEVELOPMENTExtra-curricular

Organising office events (such as Melbourne Cup celebrations), celebrating staff birthdays and going for Friday work drinks are all

proven examples of creating a strong company culture.

Having employees that trust one another, as well as their employer, leads to greater productivity through cooperation and

collaboration.

As an employer, try and remember personal details about your staff. This shows that you listen to what they say and that you

have an interest in them as a person rather than just an employee.

ONGOING SUPPORT & DEVELOPMENTExtra-curricular