Tania will show you how to hire awesome people without an expensive recruitment agency.
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YOU’LL LEARN:

- Is it worth to have a recruiting agency and how much do they charge
- What is the difference between “passive” and “active” candidates and how you can use that
- How you can grab the attention of applicants in your ad
- Why it is so important to gather critical information about a candidate upfront
- Is it good or bad to advertise the exact salary
- Why it is a good idea to have somebody to assist you in the interviews with candidates
- How to improve your interview skills and have “structured interviews” with candidates
- Is there a pay gap between males and females in New Zealand


TABLE OF CONTENTS:
00:59 – Mistake #1 – Not knowing the employment market
09:40 – Mistake #2 – Not being candidate centric
16:13 – Mistake #3 – Not assessing critical candidate information upfront
18:49 – BONUS TIP – Not evaluating candidates straight away
25:56 – Mistake #4 – Having a bias
32:52 – Mistake #5 – How to improve interviewing skills

TRANSCRIPTION:

Max: Hello, you are watching the replay of the live stream. Today we are talking about the Top-5 recruitment mistakes by small and medium-sized businesses. And we are starting right now.

My guest is Tania Howard, who is the director of Talent Seed, an alternative recruitment company that makes recruitment skills accessible to small and medium-sized businesses.

Talent Seed provides on-demand hiring experience and outsourced DIY recruitment.

She's been in the recruitment service for over 18 years across eight countries and multiple industries. How are you, Tanya?

Tania: Yeah, good, thank you, Max, good to see you.

Max: Is there anything else you would like to add about yourself?
Tania: Not really.

Max: Alright, then let’s get to a nitty-gritty. We are talking about the Top-5 recruiting mistakes that small businesses make. What do you think is the first one you would like to start with?

#1. NOT KNOWING THE EMPLOYMENT MARKET

Tania: The first one is small businesses often don’t know the market, so they just kind of throw the net out and they actually a little bit oblivious to what's on the market.

An example of that is not knowing if there is a surplus of candidates or if there is a shortage of candidates.

And the thing is your approach should change completely if you're going to have mass applications or if you’re going to get a handful.

So, therefore, they're going with an old-fashioned approach and end up finding the candidate that just doesn't match the current market.

And to give you a more precise idea. Currently, the unemployment rate is 4,5%. Now, there'll be some industries where it's substantially worse than that. So, if you're in one of those industries, you need to change your approach.

And the way you set up applications will be totally different. If you're going to go through a handful of CVs, you just ask them to e-mail them to you.

But if you are going to get a hundred applicants, you need a system, that's going to tell you, which ones you should read, and which ones you don't even bother reading.

There are lots of systems out there, the one I use most often is one called http://haystack.jobs/.

And I set up a little questionnaire, the questionnaire has things like “Are you legally entitled to work in New Zealand?”, “Do you have any health issues that could impact on your ability to perform the role?”, “Do you have a criminal history or anything pending?’ And immediately it might call out some candidates.

So you can make exactly the same questions for skills. So it says you are looking for – okay, just a role that we are recruiting for at the moment as a welder.


If you would like to learn other tips then read here: https://easyfreight.co.nz/blog/recruiting-mistakes-nz-importer-exporter/

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