Processes, systems and tech only go as far as the people running them. Employees do the work, build the product, deliver the service. They’re the lifeblood of our businesses.
When you’re growing, as we currently are here at Maxim, having enough people, and the right people, on board to deal with an increased workload is as crucial as having a cold one when the sun’s out!
But according to recent recruitment trend research, over half (53%) of SMEs in Australia report a lack of skilled or qualified applicants as their primary hiring challenge.
So, what can you do to find skilled, qualified staff these days?
Not just hiring staff, but ‘good’ staff
Let’s start by saying, the challenge isn’t simply about hiring staff; you want good people. Not only those who are qualified and right for the job in terms of cultural fit and attitude, but who are reliable, honest and accountable.
We’ve all seen what happens when you hire too quickly. You end up with someone who looks great on paper, nails the interview, and then spends half their day doing the bare minimum, while the rest of the team picks up the slack.
Beyond the frustration, a bad hire is expensive. Factor in recruitment costs, lost productivity, the time spent managing underperformance and then starting the whole process again – and it seriously adds up.
The difference with good people is that they show up, take ownership and care about the work – not just the pay. And when things get busy or go sideways (they always will!), they step up rather than step back.
Sometimes it’s not about lacklustre performance. Someone can be talented, hardworking and a genuinely great person, but simply not the right fit for your business, your team, or where you’re at right now. A great candidate for someone else isn’t always a great candidate for you.
Luckily, with the right recruitment process, you can dramatically improve your chances of finding them.
At Maxim, we say we’re the good people helping good people succeed. So, we’re all about hiring good people!
Finding and hiring good staff
What do you need to do to find these good people?
First, ask yourself whether hiring is actually the answer. Sometimes the real problem isn’t headcount, it’s inefficient processes, unclear roles or a structure that isn’t working. Before you commit to a new hire, take an honest look at whether the issue can be solved another way.
See also: Mastering the art of resource planning
If hiring is the right move, make sure you have the budget before you post any ads. This includes not just salary, but also super, leave entitlements, equipment and training. A new hire costs more than most small businesses account for. As a rough rule, you typically need to add between 1.2 and 1.5 times the salary.
See also: Wage setting: working out salary levels for your business
Once the money side is sorted, it’s time to get clear on what you actually need. What will this person do on a day-to-day basis? Do you need a specialist, or someone more flexible who can shift between tasks as the business grows and changes?
Define the role really well before you go to market. It sounds obvious, but a lot of hiring mistakes begin here.
Once applications come in, take your time with the screening and interview process. A good interview is a conversation rather than a checklist.
Here are some questions you could ask a quality candidate:
- Tell me about a time you made a mistake at work. What did you do?
- What does a really busy or stressful week look like for you, and how do you manage it?
- Tell me about something you improved in a previous role without being asked.
- What do you do when you’re stuck, and your manager isn’t available?
- What kind of environment brings out your best work?
- Tell me about a time you disagreed with someone at work. How did you handle it?
- What would your last manager say is your biggest weakness?
- What would make you stay somewhere long-term?
Good questions lead to good answers. The more you learn about each applicant’s experience, skills and attitude, the better your decision will be, and the less likely you are to find yourself back at square one three months later.
Don’t wait until you’re desperate
One of the biggest hiring mistakes business owners make is only looking for staff when they urgently need them. Hiring under pressure means cutting corners – and that’s when poor decisions happen.
Here’s how to get ahead of it:
- Build a pipeline before you need one – Don’t just tap into job seekers. Stay in touch with people who impressed you, even if the timing wasn’t right. Let your network know you’re always open to meeting good people. Keep a short list.
- Market your culture –Your values, the way you treat your team, the kind of workplace you’ve built – these things travel. Share them on your website, your socials, and even in how you write your job ads. A strong reputation as a good place to work is one of the best recruitment tools you have.
- Consider working with a recruiter or HR specialist –If hiring isn’t your strength or you don’t have the time to do it well, it’s money well spent. A good one will help you find the right person faster, not just fill a role.
What if you can’t find the right candidates?
In a tough market, the usual approach, which is post a job ad and wait, often isn’t enough. If you’re not getting the applicants you need, it’s time to think differently.
- Widen your search –Don’t rely on one job board for your job advertisements. Post on LinkedIn, tap into industry groups, use your socials. We’ve found that some of the best hires come from places you wouldn’t expect.
- Ask your own team – Your best people often know other good people. A referral from a trusted employee is one of the most reliable ways to find someone who’ll fit.
- Revisit past applicants –Bob or Lisa, who wasn’t quite right 12 months ago, might be exactly what you need now. Keep your records and don’t be afraid to reach back out.
- Look for potential, not just experience – In a tight market, the perfect candidate on paper may not exist, or may already be taken. Sometimes the best hire is someone earlier in their career who’s hungry, a fast learner and a great cultural fit. You can train skills, but you can’t train attitude.
- Make your offer competitive – In a candidate’s market, people have options. Salary matters, but so does flexibility, culture and the opportunity to grow. Be clear about what makes your business a great place to work.
- Move fast – Good potential candidates don’t stay available long. If your hiring process drags on, you’ll lose them to someone who moved more quickly.
- Consider contractors or part-time –If a full-timer isn’t available right now, a contractor or part-time hire can bridge the gap while you keep looking and sometimes turns into something more permanent.
According to Seek, 65% of Australians would choose work-life balance over higher pay. Other sources are now placing stability and security as key factors.
Hiring isn’t the end of the challenge
Cards on the table: finding and hiring the right, qualified staff is only half the job. So many businesses hire well but then lose people early on because of poor onboarding, or they feel a lack of support in the early days.
Here are some quick tips to get it right:
- Have everything set up and ready on day one: laptop, login, desk. First impressions count.
- Assign a go-to staff member they can ask questions without feeling like a burden.
- Check in regularly in the first 90 days, not just at the formal review.
- Be clear on expectations early: what does success look like in the first 30, 60, 90 days?
- Properly introduce them to the team, don’t just sit them down and hope for the best.
- Make sure they understand the culture, not just the job description.
- Ask for their feedback on how they’re settling in; it shows you care and flags issues early.
See also: New hire not returned their super form choice form? What to do
Once probation is over, make sure the support continues and that your workplace culture and benefits match what was promised.
Strategy (not just job ads!) secures good employees
Finding good people can seem challenging, but with the right strategy, it becomes a heck of a lot easier.
Kick off by asking, do we need a new hire, and can we afford it? Once you’ve done that, a strong process and a proactive approach will help you find and pin down these good ones to help support your business growth.
