What is your recruitment alphabet?

Applicant Tracking System

It is important to set up an effective ATS so that you can stay on track of your various recruitment processes and their various stages. It is essentially a central place for you to manage and have transparency around your recruitment process. Some large names in this product line include Workable, SmartRecruiters, and JobScience.

Business Strategy

Identifying the short, mid and longterm goals of your business, (i.e. planning your business lifecycle) will help you highlight the various stages of recruitment that you want to hit in terms of both numbers (the size of your company) and the nature of your employment strategy (who you want to hire, when you want to hire them and why).

Contract type

Your employees may require different types of contracts, depending on the nature of their work. Understand the various types of contracts and employment types that are available in Australia so that you can ensure you are providing the correct type of employment entitlements to your staff. Not doing so leads you open to potential legal ramifications.


How is your business structured in terms of its staff? Will all employees fit within particular teams or will you have some who jump around different teams? If so, how is this managed so that they enjoy the same benefits that come from belonging to a team? Consider looking at examples like Spotify’s squad framework for managing different departments in their business.

Employee Value Proposition

Your EVP is how you attract great talent. An Employee Value Proposition states the benefits and rewards that come from working for your company, whether they be social and cultural or in relation to the individual’s career and financial goals. Defining a clear EVP should be part of your goals to effectively reward your staff and establish your business as a highly desired environment within your industry. You may consider developing different EVPs depending on the type of role you require.


Fixed-term contracts and Full-time equivalent are two terms you definitely need to get your head around as these form the basis for your above consideration for the types of contracts your want to offer potential employees, based on your business goals and the nature of any given role.

Graduate programme

A fantastic way to grow your business and forge strong long term connections with employees can be through creating a graduate programme in your business. This is not an excuse to pay less or build your company on those with little experience. Having a business made up of just graduates and a few managers is a sure sign of a mismanaged company. A graduate programme should be structured to both teach and draw from the expertise of graduates. Make sure you establish a solid framework of support for your graduates (i.e. a mentorship programme) and to highlight clear career pathways for graduates in order to ensure you get the best out of them.

HR Software

Beyond an Applicant Tracking System, there is a range of software that may benefit your HR efforts, including those that manage holiday entitlements, staff appraisals, employee management (overseeing an employee’s experience and growth within a company), finances and more. There is a fine line between having too many project management systems on the go at any one time, and can actually hinder productivity within a company, and slowing yourself down by not utilising what is available for businesses.

Interview process

This is an obvious choice for ‘I’ but actually choosing how you want to conduct your interviews is one of the most important decisions to make in recruitment. No one style of interview suits all businesses nor all applicant and role types. Explore the variety of ways you can both filter your applications and then how you conduct interviews. Does the role require an applicant to display some specific practical knowledge, such as coding? If so, they will likely need to go through a practical exercise to demonstrate both their experience and their approach to problem-solving.

Job description

Your job description is not just important in attracting strong talent to your business but it is one of the most powerful pieces of regular branding and advertising that you have. Do not underestimate how powerful a job description can be in either attracting great talent or hindering your ability to find it. In the end, the influences the quality of minds working to grow your business, so make sure that your descriptions are produced with the guidance or leadership of a copywriter, whether internal or external (preferably internal as they know your business).

Key criteria

What is the key criteria for each role? This is sometimes referred to as knowledge, skills and abilities. Make sure you advertise roles with key criteria clearly stated. This helps applicants tailor their messaging to speak to your role, which helps you identify whether they meet your requirements.

Lateral transfer

Your business and your employees may benefit from the occasional rearrangement of certain roles within the company to better utilise individuals’ skills and strengths. Be aware of how best to communicate this movement so it is not seen as detrimental but an improvement to an individuals’ career goals. The best way to do this is to work with them in this process to see if it is something they are interested in.

Master Vendor

A Master Vendor can be a recruitment company that handles the entirety of your recruitment processes, from data analysis and strategy right through to recruitment.


A key part of any successful HR professionals arsenal is their networking prowess and experience. Networking can be key to finding and retaining talent for your client or your business as it involves the development of long term connections that can be drawn on immediately or even years later. Here are some tips on how to network as a small business.


Key to the success of your business is the effective onboarding of new employees. This means how you structure and manage the introduction of new employees to your business. Create an established process for onboarding, including the handover of key materials such as an employee handbook and any other concern that a new employee may have, from those specific to their role right through to whether their seat and desk height align with their body shape.

Passive candidates

Passive candidates apply to your networking processes as they are individuals who are not necessarily actively looking for work and must therefore either be headhunted or be placed in a system to monitor their suitability for future roles.


What qualifications are necessary for any given role, and to what extent do qualifications drive your employment process? Modern business has become somewhat fixated on the qualifications of an individual, which can hinder employment processes, discourage talented applicants and keep you from finding a great fit for your business. Be aware of whether your qualification requirements suit the level of the role (is it entry level? If so, can their qualifications be less specific?).

Retention strategy

Modern businesses struggle to fight attrition, regardless of how much growth they offer employees. It has become more common for individuals to seek various experiences in their career, which is why you need to develop a strategy that can offer employees the most diversity as possible in terms of experiences and exposure to knew skills and knowledge.

Salary negotiations

Don’t be afraid of salary negotiations. Being open to these communicates that you will be a flexible and supportive employer to your applicants. Be transparent from as early as possible in relation to your salary expectations. If possible, place these expectations in your job description, as it will help you find the right candidate faster.

Talent pool

This is the raw collection of applications you may have for any given role advertised. There is software that is available to help you quickly identify those applications that address key criteria mentioned in your job description. Only use this if you expect significant numbers of applications and do not have the resources to go through all applications, as this software can potentially hide talented applicants.

Unconscious bias

This has become an extremely important aspect of evaluating your recruitment processes. Unconscious bias involves judging candidates based on attributes that they have no control over, such as sex, gender, race, physical ability etc. It can be hard to self-identify unconscious bias, so explore ways in which you can strengthen your awareness of how this may be influencing your recruitment processes.


Does your role require appropriate vetting practices, such as a Working With Children Check? Make sure these vetting processes are transparent and clear to potential applicants so that it does not slow down your recruitment process.


Your recruitment workflow involves producing a structured flowchart to visualise and set out standard recruitment processes. There is software available to easily map out the structure of your recruitment flowchart and incorporate this into your Applicant Tracking System.


That may be fudging the word a bit, but experience may be more important than any qualifications that a candidate possesses. As part of your planning for an interview, establish how you will evaluate and test the experience of a candidate. This relates to both the interview and reference checks.


A recruitment yield indicates the success of your recruitment efforts. A yield ratio will indicate the ratio of candidates that were put through to the next round, signifying to what extent things like your job description or advertising channels worked in finding appropriate candidates.


Zeal can be assessed on both sides, whether from the candidate or from yourself as the interviewer. How much ‘zeal’ or enthusiasm and passion you bring to every single interview will influence how candidates perform and how successful you are at finding the best fit for your client or business.


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