Planning for successful staff recruitment with GREG PATERSON, Executive Director of the Real Estate Employers’ Federation of NSW (REEF).
An effective employer in the age of the ‘creative resume’ cannot simply skim a job application and have a one-sided conversation with a candidate. The agency owner generally needs to study the application, interview applicants (usually on more than one occasion), possibly conduct some testing and always verify references. These processes require time but it is time better spent at this point, than later when trying to remedy a selection error.
To assist agencies in preparing to recruit a new employee, the following plan of action should be undertaken:
(i) Write or review a Position Description (ii) Decide how you wish to advertise the vacancy (newspaper, internet etc.) (iii) Draft the job advertisement (iv) Short list candidates (v) Interview the best candidates (sometimes second interviews may be appropriate and necessary) (vi) Check references (vii) Select the successful candidate (viii) Prepare the Offer of Employment/ employment contract (ix) Notify unsuccessful applicants and (x) Induction of the new employee.
TIP: You should ensure that the selection criteria, job advertisement and interview questions are not discriminatory in any way.
Successful recruitment involves taking the time and effort to properly introduce the new employee to the job and the work environment. Upon commencement of an employee’s employment, the following require the prudent agency owner’s attention, either by law or for purposes of best practice.
Ensure the employee has received any applicable qualification (e.g. Certificate of Registration, driver’s licence) needed to perform his/her duties and is provided with a Position Description detailing the duties, responsibilities and performance expectations associated with the job.
Determine appropriate award coverage for the work performed by the employee and the proper classification under the award to establish the minimum rate of pay and conditions of employment.
Ensure you have obtained from the new employee, a signed contract of employment and, if applicable, a written agreement particularising commission/ bonus entitlements.
NSW employers should ensure that in accordance with the Real Estate Industry Award 2010, a written agreement is registered for sales and property/strata management classifications.
Provide the new employee with the following critical documents:
Copy of the Fair Work Information Statement; Access to a copy of the National Employment Standards and the industrial award that regulates the employee’s employment; A copy of your company Policy & Procedure Manual (sometimes referred to as an Employee Handbook). *Tax File Number Declaration form; *Choice of fund superannuation form; Where applicable, provide the employee with uniform, name tag, security keys and pass and/or entry codes. Any items should be recorded on the employee’s personnel file; *Banking Details form to allow for electronic processing of the employee’s pay. *these documents should be returned to the employer when completed by the new employee For sales and property/strata management employees, explain their CPD obligations.
Instruct the new employee in relation to the required duties and work expectations including confirming any KPIs contained in the Position Description. It can also include providing the employee with a copy of any “Performance Plan” that should be met during the probationary period.
Sign off on general induction issues including:
Start/finish times of work; Work, Health and Safety issues and processes; Introduction to other staff; Pay arrangements; Toilet facilities; Emergency procedures; Meal break facilities; Any reporting requirements.
TIP: New employees should provide you with signed receipt/acceptance of key workplace policies as explained and provided to them as part of the induction process.
REEF is a membership-based association which provides agency owners with advice, guidance and assistance associated with all employment matters. REEF can be contacted on (02) 9261 2666.