Ask a mentor – hiring and recruiting

The information in our Ask a mentor article series is designed to help businesses better understand some fundamentals on each topic. It is not designed as a comprehensive resource or toolkit.

Choosing the right person for the right position is integral to the success of any business. A new employee should not only be able to fit cohesively within a team but should also enhance the business by bringing in new skills and abilities.

A well-planned recruitment process includes:

  • understanding the business needs
  • compiling position descriptions
  • identifying the selection criteria
  • shortlisting
  • interviewing
  • undertaking reference checks
  • onboarding.

Learn more about hiring and recruiting from our Mentoring for Growth (M4G) mentors:

Watch our hiring and recruiting panel webinar where business experts from the Mentoring for Growth program provide information, tips and resources to help you in the hiring and recruitment process.

Bronwyn Reid—M4G mentor since 2019

Bronwyn Reid (M4G mentor since 2019)

Bronwyn's top 3 tips for businesses who are starting the hiring and recruitment process

  1. Get your business systems sorted so you are not trying to do your job, and the job of the new hire.
  2. If you are competing with a current high paying industry, demonstrate the lifestyle advantages of working with your business.
  3. Search for local employees if you are regional.
    • Not interviewing properly.
    • Not reference checking.
    • Taking the first reasonable applicant that turns up.

  • Be a purpose-led business, and make sure your website, marketing materials and job advertisements reflect that.

Connect with Bronwyn on LinkedIn.

Clayton Menyweather—M4G mentor since 2021

Clayton Menyweather (M4G mentor since 2021)

Clayton's top 3 tips for businesses who are starting the hiring and recruitment process

  1. Build a brand that people want to work for.
  2. Make the workplace fun.
  3. Keep staff accountable.

  • It is really hard at the moment. Spread the word on Facebook jobs pages. Get the reach.

  • Hiring too quickly!

  • Be patient, and see if the potential employees have done their research—how much do they know about your business?

Connect with Clayton on LinkedIn.

Shane Brann—M4G mentor since 2022

Shane Brann (M4G mentor since 2022)

Shane's top 3 tips for businesses who are starting the hiring and recruitment process

  1. Attitude is as important as skills.
  2. Be consistent, use an interview template for each role, ask each candidate the same questions.
  3. Make sure the job advertisement is clear about the role and don't be afraid to advertise the package amount.
    • For longer term employment, employing a skill over an attitude is a mistake.
    • Poor interview technique is as bad for the employer as it is for the potential employee. Be punctual, organised and professional.

  • Attitude is everything. The Queensland Government provides fantastic tips and support around recruiting trainees and apprentices—use them!

  • Don't discard how you feel about a candidate in an interview. This person is going to be working with you, hopefully for years to come. If you or any member of the interview panel don't feel the candidate is right, factor this into the final decision.

Connect with Shane on LinkedIn.

Steve Sandor—M4G mentor since 2020

Steve Sandor (M4G mentor since 2020)

Steve's top 3 tips for hiring and recruiting

Be clear on who you are trying to help. Before you worry about logos, websites or social media, get really clear on who your ideal client is.

  1. Check inside the business before you post the job ad.
  2. Assess skills by asking the candidate to solve a real scenario.
  3. Be prepared to accept lower skills suitability provided the attitude is teachable.
    • Assuming external is automatically safer than internal.
    • You will find one person to do multiple jobs.
    • Using traditional forms of interviewing. Think about what they have done, not what they would do. Pay them for a report, before you hire them.
    • Before you compete for candidates you don't know, look after the ones you have.
    • Your job ad needs to be an invitation where the candidate feels they will be able to contribute.
    • Reply to every enquiry and make sure your recruiter has this policy. It's your brand at risk.
    • Get good at asking behavioural based interview questions.
    • Be clear on what behaviours you are looking for, not just their skill set.
    • Demonstrate you have a real career development plan for the role, but that it comes with their commitment.

Connect with Steve on LinkedIn.

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