Attracting + Recruiting Employees

The Tasmanian forest industry needs to not only replace its aging workforce, but also build a workforce for the future of new people with new skills.

Attracting and recruiting this future workforce may be challenging, but by focusing on best-practice, modern recruitment and diversity and inclusion in the workforce can provide opportunities.

Recruitment can be complex, from working out what the job is and the key skills required, to attracting candidates to the role, and then onboarding them into your workplace. Of course, recruitment professionals can provide expertise and services in this space, but there are a few key tips and tricks that can help make it easier for a small businesses.

There is a huge amount of information available, and this page provides links to some best practice attraction and recruitment information nationally and internationally.

List of steps for attracting and recruiting employees
What to do How to do it More information

1. Determine the skills needed for the job and write the job description

 It is important to be clear on skills, responsibilities, activities and qualifications for the role.

  • Be specific in your job title and in describing the role of the job.
  • Detail the core responsibilities and duties of the job.
  • Be clear on the day-to-day activities of the job which will help candidates determine if the job is right for them.
  • Make sure you are clear where the person fits into your business and who they will be reporting to.
  • Include the skills the person needs to have to do the job. These could be technical skills or soft skills such as communication.
  • Be concise and include the ‘minimum’ requirements as an extensive list of ‘nice-to-haves’ may deter potential candidates.

How to Write a Job Description | Indeed for Employers

Inclusive Language Checker is a free language checker designed to catch potentially offensive language choices.

A Guide to Preventing Discrimination in Recruitment from the Australian Human Rights Commission details legal obligations.

2. Write a great job advertisement
  • Keep your job advertisement simple, attractive and short.
  • Short attention spans and the use of mobile devices to means that job ads need to grab someone’s attention.
  • Many companies are moving away from very long job applications and requesting short and sharp written applications limited to a couple of pages plus a resume or a cover letter plus a resume.
  • Include contact details for discussion
  • A salary, or salary range, is importance in attracting the right applicants.
 Winning job ads-how to attract the best talent

5 simple things to include in your job add to boost applications

Make sure your job ad is complete with the job ad checklist

3. Use various forms of advertising
  • How you advertise is very dependent on the job and the industry.
  • Online advertising is essential on platforms such as SEEK, LinkedIn, company careers pages, social media platforms and any industry organisation newsletters or careers pages.
  • Organisations can use recruitment software packages that are integrated with SEEK and provide advice on best advertising practices.
 Friday Offcuts is a specialist forest products weekly newsletter with opportunities for advertising.

NRM Jobs is a niche job board for opportunities in NRM.

SEEK employer helps employers find the right person.

LinkedIn has a few platforms to assist with recruitment.

4. Short-list the top candidates
  • Short listing is identifying which candidates are best suited for the role.
  • Employers need to objectively determine the requirements a candidate must possess to make the short list.
  • These can include education, experience, skills, knowledge and personality traits or ‘right-fit’.
  • Create a simple scorecard with the requirements listed and the ability to score each candidate on those requirements.
  • Artificial intelligence can be used to complete this process if there are a large number of candidates or recruits.
  • Diversity and inclusion are important considerations in this process remember that some applications may not be in a traditional form but may be suited for the role.
 Indeed provides information on shortlisting candidates.

SEEK details steps to shorlisting candidates.

Employment Office provides a free shortlisting guide.

5. Interview the top candidates
  • A first-round screening process, done by phone call or video is becoming popular if there are a large number of candidates.
  • Most interviews last a minimum of 30 minutes.
  • Interview questions help you assess if the candidate is right for the job and for your business.
  • Interviews can include a mix of standard questions eg “what experience do have in xxx?” and behavioural based questions eg “tell me about a time when you xxx?”
  • Repect your candidate as they are also interviewing you!! Particularly in this tight labour market.
 SEEK How to Write Effective Interview Questions

Interview questions for employers

Australian Human Rights Commission has information on avoiding discrimination in interviews.

How to Conduct and Interview is a guide for employers.

6. Onboard the newly hired employees
  • Onboarding first starts with the employee being selected after interview and receiving their letter of offer.
  • Your new employee is then integrated into your organisation and provided with all of the information needed to make them familiar with the workplace, policies and culture.
  • Great onboarding can greatly increase employee retention.
  • Good onboarding can also increase engagement and decrease time for employee to be proficient in their role.
 New Employee Onboarding Process Flow

LinkedIn – Everything you need to know about candidate onboarding.

SEEK Avoiding Onboarding Mistakes

SEEK New Employee Checklist

Link/s [external]