Linq HR - HR, Employee Relations and HR Tech Insights , Recruitment & Talent AcquisitionLinq HR - HR, Employee Relations and HR Tech Insights , Recruitment & Talent Acquisitionhttps://www.linqhr.com/blogs/recruitmentSun, 08 Nov 2026 10:41:30 +1100http://zoho.com/sites/<![CDATA[5 Tips on How to Stand Out as a Job Applicant]]>https://www.linqhr.com/blogs/post/5-tips-on-how-to-stand-out-as-a-job-applicantFive ways to stand out as a job applicant: tailor your resume, show what sets you apart, keep your profile current, network and prepare for interviews.]]>

In brief: Job applicants stand out by tailoring their resume and cover letter to each role, showcasing the skills and experiences that set them apart, maintaining a current LinkedIn profile, networking to reach the hidden job market of unadvertised roles, and preparing thoroughly for interviews. Personalised applications demonstrate genuine interest and are more likely to pass applicant tracking systems, according to Robert Half. These strategies can significantly improve prospects in a competitive job market.

In today's competitive job market, distinguishing yourself as a standout candidate is crucial for success. 

Here are five strategies to enhance your application and set yourself apart from the crowd.

1. Tailor Your Resume and Cover Letter

Whether writing fully yourself or using AI to assist, customising your resume and cover letter for each job application is essential. Highlight relevant skills and experiences that align with the job description. Personalised applications demonstrate genuine interest and understanding of the role, increasing your chances of securing an interview, and they are more likely to pass the applicant tracking systems most employers now use to screen resumes (Robert Half, 2026).

2. Showcase Your Unique Skills and Experiences

Identify what makes you unique and emphasise these attributes in your application. Whether it's a specialised skill or experience, these elements can differentiate you from other candidates. Showcasing individuality helps capture the attention of hiring managers.

3. Build a Strong and Consistent Online Presence

In the digital age, having a professional online presence is vital. Ensure your LinkedIn profile is up-to-date and reflects your career aspirations and achievements. SEEK advises keeping your profile updated even when you are not actively looking, because recruiters may pass over an out-of-date profile even when the candidate fits the role (SEEK, n.d.a).

4. Effective Networking

Networking remains probably the most powerful tool in the job search process. Attend industry events, join professional groups, and connect with individuals in your desired field. Networking is a key strategy for reaching the hidden job market of roles that are never advertised (University of Sydney, n.d.).

5. Prepare Thoroughly for Interviews

Preparation is key to a successful interview. Research the company, understand its culture, and be ready to discuss how you can contribute to its success. SEEK’s interview guide recommends researching the company and the role, revisiting your application and preparing examples for behavioural questions before the day (SEEK, n.d.b).

By implementing these strategies, you can significantly enhance your prospects in a competitive job market.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.

Further reading:Applicant Tracking Systems: Essential Tips for Job Seekers and The Role of Emotional Intelligence in the Job Application Process.


References

Robert Half (2026) How to write an ATS-friendly resume. Available at: https://www.roberthalf.com/au/en/insights/landing-job/how-to-write-an-ats-friendly-resume (Accessed: 5 November 2026).

SEEK (n.d.a) How having a professional profile can help you stand out. Available at: https://au.seek.com/career-advice/article/how-a-professional-profile-can-help-you-stand-out (Accessed: 5 November 2026).

SEEK (n.d.b) How to prepare for a job interview: a guide for success. Available at: https://au.seek.com/career-advice/article/how-to-prepare-for-a-job-interview (Accessed: 5 November 2026).

University of Sydney (n.d.) How to find a job: the hidden job market. Careers Centre. Available at: https://sydney.edu.au/careers/students/finding-jobs/how-to-find-a-job/hidden-job-market.html (Accessed: 5 November 2026).

]]>Thu, 23 Jan 2025 14:07:34 +1100<![CDATA[What is an Employer of Record (EOR)?]]>https://www.linqhr.com/blogs/post/what-is-an-employer-of-recordWhat an Employer of Record (EOR) is, how it handles payroll, tax and compliance on a client's behalf, and when it suits businesses entering new markets.]]>

In brief: An employer of record (EOR) is a third-party organisation that serves as the legal employer of a worker or group of workers on behalf of a client company. It allows businesses to hire overseas without establishing a local entity, taking on payroll, tax compliance, benefits administration and employment law obligations along with the associated legal liabilities. This lets companies test new markets and scale headcount up or down with reduced time, cost and regulatory risk.

 An Employer of Record (EOR) is basically a third party organisation that serves as the legal employer for a worker or group of workers, handling various employment responsibilities on behalf of a client company. 

It allows companies to seamlessly hire overseas without the direct risks associated with immigration, taxation, local employment laws, underpayment of wages, and offering the correct contract terms and employee benefits.

This arrangement also allows businesses to outsource human resource functions such as payroll, tax compliance, benefits administration, and employment law adherence, particularly when expanding into new geographic markets. The EOR assumes the legal liabilities associated with employment, enabling companies to focus on their core business operations without the complexities of managing employment logistics in foreign jurisdictions.

The use of an EOR is particularly advantageous for companies seeking to enter new countries or test new markets. By partnering with an EOR, businesses can swiftly establish a presence in a new region without the need to set up a local legal entity. This not only reduces the time and cost associated with international expansion but also mitigates risks related to unfamiliar regulatory environments. Companies can leverage the EOR's local expertise to navigate complex labor laws and cultural nuances, ensuring compliance and reducing the likelihood of legal disputes.

Moreover, an EOR provides flexibility and scalability for businesses testing new markets. Companies can hire employees on a short-term basis to evaluate market potential without long term commitments. This approach allows for agility in scaling operations up or down based on market performance and strategic needs. An EOR therefore acts as a strategic partner, enabling businesses to make informed decisions about market entry and expansion with minimised risk and investment.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.


Further reading:Ways to Outsource Human Resources (HR) Functions and Their Benefits and Labour Hire Lessons from BHP's Fair Work Commission Defeat.

]]>Fri, 17 Jan 2025 13:44:32 +1100<![CDATA[The Transformative Role of AI in Job Search and Recruitment]]>https://www.linqhr.com/blogs/post/the-transformative-role-of-ai-in-job-search-and-recruitmentHow AI is changing job search and recruitment, and why the Australian Human Rights Commission warns AI hiring tools carry bias and privacy risks.]]>

In brief: AI is transforming job search and recruitment by recommending roles to candidates based on their profiles, suggesting resume improvements, and automating resume screening and shortlisting for recruiters through AI-driven applicant tracking systems. AI does not remove bias by itself; the Australian Human Rights Commission warns that AI hiring tools carry fairness, privacy and discrimination risks and has published a compliance checklist for employers. Human judgement and experience remain essential to the best hiring decisions.

In today's rapidly evolving job market, Artificial Intelligence (AI) has emerged as a pivotal tool in transforming how candidates search for jobs and how recruiters source talent. 

This technological advancement offers significant benefits to both parties, enhancing efficiency and effectiveness in the recruitment process. This article looks at both sides.

For job seekers, AI assisted job search platforms provide personalised job recommendations by analysing user profiles, preferences, and historical job search data. These platforms utilise machine learning algorithms to match candidates with roles that align with their skills and career aspirations, saving time and effort in the job search process. Additionally, AI tools can assist candidates in optimising their resumes by suggesting improvements based on job descriptions and industry standards, thus increasing their chances of landing interviews.

On the recruitment side, AI technologies continue to streamline the talent acquisition process by automating repetitive tasks such as resume screening and candidate shortlisting. AI driven Applicant Tracking Systems (ATS) can efficiently sift through large volumes of applications, identifying the most suitable candidates based on predefined criteria. This reduces the time spent on manual screening. It does not remove bias by itself: the Australian Human Rights Commission warns that AI hiring tools can create fairness, privacy and discrimination risks, and has published a compliance checklist for employers that use them (Australian Human Rights Commission, 2024).

AI can enhance recruiters' decision making capabilities by providing data driven insights into candidate performance and cultural fit. Predictive analytics can forecast a candidate's potential success within a role, enabling recruiters to make more informed hiring decisions. By leveraging AI, recruiters can focus on strategic tasks such as engaging with candidates and building relationships, ultimately leading to a more effective recruitment strategy.

For LinkedIn users as an example, LinkedIn’s Recruiter 2024 release, announced in October 2023, lets recruiters describe the candidates they want in plain language instead of building Boolean searches, and aims to optimise the recruitment process by leveraging machine learning algorithms to analyse vast amounts of data. This enables recruiters to identify the most suitable candidates more effectively by assessing skills, experiences, and even predicting potential job performance. The platform's AI capabilities are designed to provide personalised job recommendations to candidates, enhancing their job search experience by aligning opportunities with their career aspirations and qualifications (McGlauflin and Abrams, 2023).

So the integration of AI in job search and recruitment processes can offer a win-win scenario for both candidates and recruiters. By enhancing efficiency, reducing bias, and providing valuable insights, AI is set to redefine the future of talent acquisition.  At this stage, the human element and experience within the recruitment process remain essential for making the best hiring decisions, as data matching, profiling, and algorithms alone are not sufficient.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.

Further reading:Applicant Tracking Systems: Essential Tips for Job Seekers and AI in Australian Workforce Management: Smarter, Not Faster.


References

Australian Human Rights Commission (2024) AI and recruitment compliance checklist. Sydney: AHRC, 1 January. Available at: https://humanrights.gov.au/resource-hub/technology-and-human-rights/ai-and-recruitment-compliance-checklist (Accessed: 5 November 2026).

McGlauflin, P. and Abrams, J. (2023) ‘LinkedIn unveils platform for recruiters that uses AI to find better candidates faster’, Fortune, 3 October. Available at: https://fortune.com/2023/10/03/linkedin-recruiter-generative-ai-candidate-search (Accessed: 5 November 2026).

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]]>Wed, 30 Oct 2024 08:27:16 +1100<![CDATA[Why Expats Return Home Early From Overseas Assignments]]>https://www.linqhr.com/blogs/post/unravelling-the-challenges-why-expats-return-home-early-from-overseas-assignmentsWhy international assignments fail early: cultural misalignment, lack of support and family pressures, with practical steps employers can take to improve success.]]>

In brief: Expatriates return home early from overseas assignments mainly because of cultural misalignment, inadequate professional support and family concerns such as a spouse's dissatisfaction or children's adjustment, drawing on Wilson (2024) in HR Leader. Organisations that provide thorough onboarding, language training and cultural orientation are more likely to see assignments succeed. Employers should take proactive measures, including continuous communication, mentorship programs and family support, to reduce the risk of early return.

HR Leader in their article Why Expats Return Home Early from Overseas Assignments point out some very relevant points for those considering an overseas assignment should consider. Having experienced numerous overseas assignments across the globe these points all resonate. Here is a summary of those points outlined by HR Leader (Wilson, 2024) in Failed assignments: why do so many expats come home early?:


In the fast-paced global business landscape, the allure of international assignments can be captivating for professionals seeking career growth. However, a significant number of expatriates find themselves returning home earlier than expected, prompting an exploration into the underlying reasons behind these failed assignments.


Understanding the Dynamics

International assignments often promise exciting opportunities for personal and professional development. However, a multitude of factors can contribute to their premature termination. The story sheds light on the various challenges faced by expats, unravelling the complexities that lead to their early return.


Cultural Misalignment

One prominent factor identified in the article is the struggle with cultural differences. Expatriates may encounter difficulties in adapting to a new cultural milieu, impacting their ability to integrate into both professional and social spheres. This misalignment can result in a sense of isolation, ultimately influencing the decision to cut short the assignment.


Professional Support and Integration

The level of professional support provided to expats plays a crucial role in their success overseas. Organisations that invest in comprehensive onboarding programs, language training, and cultural orientation are more likely to witness successful international assignments. The article emphasises the importance of proactive measures by employers to facilitate a smoother transition for their employees.


Family Considerations

Family dynamics are a pivotal factor in an expat's decision-making process. The story explores how family-related challenges, such as spousal dissatisfaction, children's adjustment issues, and overall family well-being, contribute to the premature termination of assignments. Employers are encouraged to address family concerns as part of their support structure.


Strategies for Success

While challenges are inevitable, the article concludes with insights on strategies that organisations can adopt to enhance the success of international assignments. This includes continuous communication, mentorship programs, and fostering a supportive work environment.


In summary, the story delves into the complex web of factors contributing to the early return of expatriates from overseas assignments. By understanding these challenges, employers can proactively implement measures to create an environment conducive to the success of international assignments, and potential assignees can anticipate the challenges which could be faced during an assignment.


Read the full article here and share with your HR/People department and anyone you know who may be considering an overseas assignment  https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early 


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.


Further reading:What Is an Employer of Record? and The High Costs of Neglecting a Proper Induction Program.


References

Wilson, N., 2024. Failed assignments: why do so many expats come home early? [online] HR Leader, 24 January. Available at: https://www.hrleader.com.au/business/25040-failed-assignments-why-do-so-many-expats-come-home-early

]]>Wed, 14 Feb 2024 09:52:42 +1100<![CDATA[Benefits of Writing a Position Description]]>https://www.linqhr.com/blogs/post/advantages-of-writing-a-position-descriptionWhy writing a position description matters: it defines the role, supports performance reviews, fair pay, dispute reduction and better recruitment outcomes.]]>

In brief: A position description outlines a role's reporting relationship, objectives, key responsibilities, required skills and expectations so that employer and employee agree on what the job involves. It clarifies how the role fits the organisation, provides a reference point for performance evaluation and development, supports fair and consistent pay and grading, reduces disputes as a neutral source of information, and underpins job advertisements and candidate assessment. Supervisors and employees should agree on the final document, particularly for remote workers.

 Writing a position description is an important step in defining roles and also in the hiring process. 

It’s a document that outlines the reporting relationship, objectives, key responsibilities, skills, and expectations of a specific role. 

It can help clarify the expectations of both employers and employees, and to select the most suitable candidates. 

Here are some advantages of writing a position description:

  • It helps to define the purpose and scope of the role, and how it fits into the organisation’s structure and goals. This can create motivation and alignment for the employee, and ensure that the activities and tasks necessary for the success of the business are covered by one role or another 1.
  • It provides a clear reference point for measuring and evaluating the employee’s performance, and identifying areas for improvement or development. It also forms the basis for appraisals, feedback, and recognition 1 2.
  • It enables a fair and consistent pay and grading system, based on the skills, experience, qualifications, and responsibilities required for the role 1 2.
  • It reduces the risk of disputes and conflicts, by providing a neutral and authoritative source of information about the role. It can also help to resolve any queries or issues that may arise during the employment relationship 1 3.
  • It facilitates the recruitment process, by providing a clear and concise overview of the role, and the ideal candidate profile. It can help to write effective job ads, design relevant interview questions, and assess candidates’ suitability 1 4.

It’s important for both the supervisor and employee to agree on the final position description. This is more so important when people are working remote.

Completing position descriptions for roles within your organisation can seem like a tedious or unnecessary task but overall they benefit employees with a clearer understanding of their role and provide structure for the employer. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

References



Further reading:7 Factors to Consider When Hiring External Recruiters and The High Costs of Neglecting Employee Induction.

]]>Fri, 06 Oct 2023 14:03:18 +1100<![CDATA[How to Survive and Accelerate out of a Tight Labour Market in Australia]]>https://www.linqhr.com/blogs/post/how-to-survive-and-accelerate-out-of-a-tight-labour-market-in-australiaEight practical ways to retain and develop staff when hiring is hard, from skills audits to faster offers, with a November 2026 labour market update.]]>

In brief: Employers can survive and accelerate out of a tight labour market by auditing existing workforce skills, developing staff internally rather than relying on external recruitment, speeding up hiring decisions, offering flexibility and alternative engagement models, reviewing bonus programs for key staff, and measuring and acting on engagement. Career-related reasons, including lack of development, are the leading cause of turnover, and risk is highest in the first year of employment. Keeping policies current and communicating openly complete the approach.

The labour market then and now

When this was written in January 2023 there was no hiding from the headlines that there was a general shortage of workers at most levels, with unemployment at 3.5% (Australian Bureau of Statistics, 2023).

This is particularly no surprise for those managing current open roles and who have been searching for sometime. 
Update (November 2026): The labour market has loosened since this was written. Unemployment was 3.5% in December 2022; by September 2026 it was 4.7%, job vacancies had fallen to 325,000, 31.2% below their May 2022 peak, and the share of occupations in national shortage had eased from 36% in 2023 to 27% in 2026 (Australian Bureau of Statistics, 2026a; 2026b; Jobs and Skills Australia, 2026). Even so, skill shortages persist in trades, health and care occupations, and the retention practices below remain relevant.

So how can you survive and accelerate out of a tight labour market? 

Eight tips to survive and accelerate

Here are a few tips and ideas which may help you not only survive but also accelerate out of a tight labour market in Australia:
  • Business wide skill check to plan future skill and job shortages. You may be surprised to find what skills exist in your employees which have been overlooked as they were initially hired for a particular role only.
  • Start ‘developing’ rather than continually ‘buying’ replacements from the labour market. Career-related reasons, including a lack of development opportunities, have been the leading category of employee turnover for 14 consecutive years in Work Institute’s US exit-interview data (Work Institute, 2025). Development can be as simple as wider exposure or a stretch assignment rather than expensive training programs.
  • When recruiting from the outside market, move quickly through your recruitment process to the offer stage, then provide a proper and thorough induction when the employee starts.
  • Introduce, if possible, a flexible working policy. You may not be comfortable with this but your competitors could be getting the pick of the limited applicants because they are offering work flexibility. Candidates are still hunting for workplaces which offer flexible work locations, and employees now have an expanded right to request flexible work and a right to disconnect outside working hours. To support them they need access to modern and reliable ICT. Don’t forget there are also different ways to engage employees including casual, part-time, contract, or through a labour hire agency, noting the casual employee-choice pathway and labour hire ‘same job, same pay’ rules that have applied since 2024 (Fair Work Ombudsman, 2026).
  • Introduce or adjust bonus programs, particularly around key staff, sales and operations.
  • Survey your workforce to assess levels of employee engagement (the glue that keeps employees from leaving), and commit to improvements from the survey outcome. Turnover risk is highest in the first year of employment, with as much as 40% of turnover occurring in that period (Work Institute, 2025), so induction and early development matter most.
  • Adjust your employment policies, procedures and practices in line with the plethora of recent and pending workplace rules changes. An opportunity to demonstrate to employees that you are actively managing  the workplace in line with the changing  legislative landscape.
  • Keep employees informed as to what is happening across your industry and how your business needs to perform. This can be through internal written or video updates, State of the Nation type addresses, or even site visits.

Development is the differentiator

Those companies which manage to provide development opportunities for their employees, who manage to retain their key talents, are able to provide some level of flexible work arrangements, increase the number of employees engaged with the business, manage ahead of the many workplace legislative changes, and keep employees informed, have the best chance to not only survive any labour shortage but accelerate out the other side. Easier said than done of course.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Don’t overcook your workforce planning and What is an employer of record?.


References

Australian Bureau of Statistics (2023) Labour Force, Australia, December 2022. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/dec-2022 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026a) Labour Force, Australia, September 2026. 15 October. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/sep-2026 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026b) Job Vacancies, Australia, August 2026. 1 October. Available at: https://www.abs.gov.au/statistics/labour/jobs/job-vacancies-australia/aug-2026 (Accessed: 6 November 2026).

Fair Work Ombudsman (2026) Casual conversion: new rules for changing from casual to full-time or part-time employment. Available at: https://www.fairwork.gov.au/about-us/workplace-laws/legislation-changes/closing-loopholes/casual-employment-changes/casual-conversion (Accessed: 6 November 2026).

Jobs and Skills Australia (2026) 2026 Occupation Shortage List: key findings report. October. Canberra: Jobs and Skills Australia. Available at: https://www.jobsandskills.gov.au/sites/default/files/2026-10/2026_osl_key_findings_report.pdf (Accessed: 6 November 2026).

Work Institute (2025) 2025 Retention Report: employee retention truths in today’s workplace. Franklin, TN: Work Institute. Available at: https://info.workinstitute.com/hubfs/2025%20Retention%20Report/2025%20Retention%20Report%20-%20Employee%20Retention%20Truths%20in%20Todays%20Workplace.pdf (Accessed: 6 November 2026).

]]>Tue, 31 Jan 2023 22:14:48 +1100<![CDATA[Why are my Employees Constantly being Headhunted?]]>https://www.linqhr.com/blogs/post/employee-leave-entitlements1Top performers keep getting headhunted? Seven questions on leadership, engagement, EVP, mobility and flexibility that help Australian employers retain staff.]]>

In brief: Employees are headhunted successfully when managers miss the warning signs, with the best performers often the first to resign. Seven areas determine whether staff accept an approach: leadership style, engagement, the employer value proposition, internal mobility, performance management, flexibility to work remotely, and genuine corporate social responsibility. Addressing these areas makes employees, particularly top talent, less likely to leave.

As a manager and leader of people you constantly have multiple things to focus on. 


It can be busy and distracting at the same time depending on your challenges and workload.


Your employees seem happy and performing okay. No real issues have been raised.


Then you are shocked when they start to resign. Particularly when your best employees leave first.


Seven questions to ask before your people leave

Here are a few questions to consider to prevent your employees from being tempted by a Headhunter;


Leadership Style

Are you approachable, do you set achievable targets, do you let employees bring their best selves to work? Do employees respect or just tolerate you as their leader?


Engagement

Is there a high level of employee engagement? This is the level of enthusiasm and connection employees have with the organisation. High levels of engagement make it difficult for employees to be headhunted as their commitment to stay is high.


Employer Value Proposition (EVP)

Your EVP is the culmination of all your company’s offerings in things such as compensation and career development, which balances out what an employee brings to you. Is your EVP in balance with employee expectations?


Mobility

Are employees able to transfer across the organisation in support of their career growth? Or do they have to leave to move ahead?


Performance

Is non-performance actively managed so that employee contributions are evenly distributed based on effort, skills and abilities?


Flexibility

Are employees who can effectively do their roles remotely allowed the opportunity and trusted to work away from the traditional workplace?


Corporate Social Responsibility (CSR)

Does your company operate in the best interests of society and the environment, and are its efforts genuine and visible?


Addressing these questions will help your employees be less tempted in moving when approached by a Headhunter. Particularly your best talent.


Further reading:The value of cultivating a positive employee experience and Business strategies involving employees.


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.


]]>Wed, 03 Aug 2022 13:52:25 +1000<![CDATA[7 Factors to Consider When Hiring External Recruiters]]>https://www.linqhr.com/blogs/post/7-factors-to-consider-when-hiring-external-recruitersSeven factors to check before hiring an external recruiter in Australia: experience, success rate, specialisation, process, ownership, adaptability and value.]]>

In brief: Seven factors to consider when hiring an external recruiter are recruiting experience, success rate, specialisation, recruitment process, process ownership, adaptability to candidate expectations, and guarantee and value. Success should be judged on measures such as time-to-hire, conversion rates, first-year attrition and hiring manager satisfaction, and candidates satisfied with their experience are 38% more likely to accept an offer, according to PageUp (2019). Fees, usually a percentage of starting remuneration, should be weighed against hiring directly or leaving the role unfilled.

The business landscape is competitive and companies continue to increasingly look for external recruiters to fill vacant positions. Going by the benefits of RPO, it’s easy to see why this is the case (Linq HR, 2021).


If you’re thinking of hiring an external recruiter to fill any of your open positions, then you should shortlist a number of them and evaluate their ability to recruit the kind of talents you need.


What to Look For When Hiring an External Recruiter


Choosing the right external recruiter comes down to a number of considerations. Here are 7 things you should check to determine their suitability.


1. Recruiting Experience


How long has the recruiter been in business? What experience and depth do the founders and their recruiting staff have?


Generally speaking, the more experienced a recruiter is, the more chance they have in delivering. The number of years alone is however not enough to make the right choice.


2. Success Rate


One of the strongest indicators of a recruiter’s ability to recruit the right talent is their previous success.


Success in recruiting can be assessed by analysing metrics such as time-to-hire, conversion rates, first year attrition rates, hiring manager satisfaction and candidate job satisfaction.


3. Recruiter Specialisation


In today’s competitive talent marketplace, your company's best choice may be to hire a specialist recruiter.


As an expert in their field, they understand the skills required, are up to date with trends and shifts in the market, and know what skills to test for during interviews. They are likely to operate deep rather than wide and know many candidates in their specialist field.


4. Recruitment Process


Your recruiter should be comfortable telling you where they source their candidates, how they identify the right talents, and how they interview them such as using a certified competency based interview approach.


Just ask why you should choose them and listen to their answer. You’ll be able to determine whether they can hire the skilled talent your business needs.


Selecting a recruiter who can identify candidates that don't necessarily fit the traditional brief perfectly but they know can be effective,  will not only constructively challenge the brief but also bring the widest diversity for consideration.


5. Recruitment Process Ownership


The right recruiter may be the one who understands your needs and takes full ownership of the recruitment process and its results. They have built their candidate pools, perfected the use of their sourcing channels, constantly improve their processes for efficiency, and keep all parties updated.


6. Adaptability


Since candidate expectations influence recruitment, you should consider working with a recruiter who can adapt accordingly.


Candidates who are satisfied with their candidate experience are 38% more likely to accept a job offer (PageUp, 2019). To get the right hires faster, partner with a recruiter who can create great candidate experiences.


7. Do They Provide a Guarantee and Offer Value?


Ask your recruiter how they deal with a situation where the hire they provided isn’t up to the task or isn’t a good culture fit.


Bad hiring decisions are costly, so the recruiter should have a solution, such as a replacement guarantee, to cover you in such a situation.

External recruiters mostly charge a percentage of starting remuneration so ensure the cost of using an external recruiter represents value compared to hiring from the market directly yourself, or against the loss of not having the role properly filled in time.


Conclusion


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.





Linq HR (2021) Top Five Reasons to Use a Recruitment Process Outsourcing (RPO) Provider. Available at: https://www.linqhr.com/blogs/post/top-five-reasons-to-use-a-recruitment-process-outsourcing-rpo-provider [Accessed 24 May 2021].


PageUp (2019) 7 Recruitment Trends for 2020. Available at: https://www.pageuppeople.com/resource/7-recruitment-trends-for-2020/ [Accessed 24 May 2021].


]]>Wed, 07 Jul 2021 13:19:00 +1000<![CDATA[Five Reasons to Use an RPO Provider for Recruitment]]>https://www.linqhr.com/blogs/post/top-five-reasons-to-use-a-recruitment-process-outsourcing-rpo-providerFive benefits of a Recruitment Process Outsourcing (RPO) provider: lower recruitment costs, scalability, consistent process, quality hires and employer brand.]]>

In brief: A recruitment process outsourcing (RPO) provider takes responsibility for all or selected recruiting processes, along with the systems, methods and reporting, so the business and HR can focus on core activities. The five reasons to use one are lower recruitment costs, scalability with clear delivery targets, a consistent and transparent process, better hiring quality with a broader talent pool, and a stronger employer brand. The average time to fill a vacancy is 36 days, according to SHRM's 2017 benchmarking report.

Finding the right skills for the company is a continuous and challenging task in today’s competitive business environment.


Using a Recruitment Process Outsourcing (RPO) provider enables the company to streamline talent acquisition while the company and Human Resources focuses on its core business.


An RPO provider can take responsibility over all or selected recruiting processes and systems, methodologies and reporting. They can often be found located and operating on company premises with the main focus on external hiring.


Here, we provide 5 main benefits of using an RPO provider for recruitment.


Reduction in Recruitment Costs

Besides the normal costs of recruitment there can be considerable costs associated with the time to fill vacant positions. The latest talent acquisition benchmarking report of Society for Human Resource Management (SHRM, 2017) indicated that average time to fill a vacancy is 36 days, which results in loss of productivity and efficiency during this time.


An RPO provider can address this challenge by streamlining the recruitment process using their expertise combined with detailed analysis of job specifications, job descriptions and competencies according to the requirements of the company (Bhakhar and Poonam, 2020).


An RPO provider properly engaged can decrease overall recruitment costs as their ultimate goal and focus on the time to hire, cost to hire, the quality of the candidates plus continually streamlining recruitment processes.


Scalability and Targets

An RPO can enable companies to upscale or downscale talent acquisition as well as collect and utilise data analytics leading to time and resource savings.


Companies with rapid growth rates can experience difficulty in forecasting their hiring needs and the agility of an RPO could ultimately deliver quality candidates and greater cost-effectiveness. These combined with the appropriate delivery targets in place for an RPO can help with measuring improvements and cost savings in recruitment delivery.

 

A Consistent and Foreseeable Talent Acquisition Process

Candidates can be disappointed when they are not aware of where they stand in the recruitment process. This can be the result of internal confusion or simply a lack of communication with candidates. Candidates expect clear communication and clear expectations from the company throughout the process. An effective RPO ensures to handle the complexities of the recruitment processes and maintain enough consistency and transparency to satisfy both the employer with reporting and candidates with hiring progress.


Increased Quality of Hiring and a Broader Talent Pool

Recruiting and retaining new employees in the long run requires finding the best fit between job candidates, company culture and the jobs they ultimately perform.


RPO’s often have a wide range of resources and broader talent pool of qualified and experienced candidates to seek and recruit the right fit for the company ensuring the efficiency and accuracy of the procedure (Greenberg, 2020).


An RPO can use various approaches including psychometric tests to assist in determining the candidates’ cultural fit for the company. Combined with their dedicated focus on the recruitment process including advertising, they can develop a wide pool of candidates and accurately narrow down a quality shortlist of candidates. The more approaches a company requires however will result in higher recruitment costs for the services to be conducted.


Enhanced Employment Brand

In the current business context, candidates are not only concerned about joining quality companies with higher salaries and benefits but also evaluate the flexibility, consistency of talent acquisition processes and the ratings earned in social media platforms.


RPO’s often utilise analytics, and social media (47% of company usage – SHRM, 2019) to enhance the brand image and reputation of the company which benefits to attract the potential candidates and to improve the credibility.


Ultimately, an RPO can benefit the company in the long-run by reducing costs, speedy recruitment, enhanced productivity, scalability, consistent hiring processes, and the best candidates possible.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

 

Further reading:7 Factors to Consider When Hiring External Recruiters and Top 3 Challenges Faced by HR Teams When Sourcing New Vendors.


References

Bhakhar, S. K. B. and Poonam (2020) Recruitment Process Outsourcing: A Literature Review. Journal of Advanced Science and Technology, 29(2). Available at: http://sersc.org/journals/index.php/IJAST/article/view/4271 [Accessed 12 October 2020].




Greenberg, A (2020) 15 Benefits of Using an RPO for a Small Business. Available at: https://www.contractrecruiter.com/benefits-rpo-small-business/ [Accessed 12 October 2020].


Society for Human Resource Management – SHRM (2019) Recruiting Is Tougher in 2019. Available at: https://www.shrm.org/topics-tools/news/talent-acquisition/recruiting-tougher-2019 [Accessed 12 October 2020].


Society for Human Resource Management – SHRM (2017) SHRM Customised Talent Acquisition Benchmarking Report. [pdf] Society for Human Resource Management. Available at:https://web.archive.org/web/20210318224217/https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf [Accessed 12 October 2020].
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