Linq HR - HR, Employee Relations and HR Tech Insights #RecruitmentLinq HR - HR, Employee Relations and HR Tech Insights #Recruitmenthttps://www.linqhr.com/blogs/tag/recruitmentMon, 09 Nov 2026 02:10:56 +1100http://zoho.com/sites/<![CDATA[Applicant Tracking Systems: Essential Tips for Job Seekers]]>https://www.linqhr.com/blogs/post/what-applicants-need-to-know-about-applicant-tracking-systemsHow Applicant Tracking Systems screen resumes, and practical tips for job seekers: keywords, simple formatting, file type, tailoring and a skills section.]]>

In brief: Applicant tracking systems (ATS) are software that employers use to sort, screen and rank candidates based on their resumes. Applicants should draw relevant keywords from the job description without stuffing them, use a clean layout with standard fonts and bullet points, submit the file type requested (many systems prefer Word over PDF), tailor the resume to each role and include a precise skills section. Overloaded keywords, ignored job descriptions and complex formatting are the main pitfalls.

In today's competitive job market, understanding Applicant Tracking Systems (ATS) is crucial for job seekers aiming to maximise their chances of landing a new role. ATS are software applications that assist employers in managing recruitment processes by sorting, screening, and ranking candidates based on their resumes. While these systems streamline hiring for employers, they can be a hurdle for applicants who are unaware of how they operate. Robert Half Australia advises using the job advertisement’s own terms, keeping formatting simple and including a dedicated skills section (Robert Half, 2026).

Tips for Maximising Success

1. Keyword Optimisation: ATS rely heavily on keywords to filter resumes. Carefully read the job description and incorporate relevant keywords and phrases. Focus on skills, qualifications, and experience that the employer is seeking and which align with your background. However, avoid keyword stuffing as it can make your resume appear unnatural.

2. Use a Simple Format: Fancy graphics, images, and complex layouts can confuse ATS, which often leads to important information being overlooked. Stick to a clean, straightforward format with standard fonts like Arial or Times New Roman. Use bullet points to list achievements and responsibilities.

3. Correct File Type: Many ATS prefer resumes in Word (.doc or .docx) format over PDF. Ensure you follow the application instructions regarding file types to prevent your resume from being discarded.

4. Customise Each Application: Tailor your resume for each job application. This increases the likelihood that the ATS will recognise you as a suitable match for the position. Highlight relevant experience and adjust your keywords to align with the specific job description.

5. Include a Skills Section: A dedicated skills section can help the ATS quickly identify your qualifications. Be precise and include both hard and soft skills relevant to the job.

Potential Pitfalls to Avoid

1. Overloading with Keywords: While keywords are essential, overloading your resume can lead to rejection. Aim for a balanced approach that reflects your genuine experience.

2. Ignoring Job Descriptions: Failing to customise your resume for each job can result in missing out on critical keywords, decreasing your chances of being shortlisted.

3. Complex Formatting: As previously mentioned, ATS can struggle with intricate designs. Stick to simplicity to ensure your resume is parsed correctly,  ie. key parts are identified.

Understanding and navigating ATS can significantly enhance your job search strategy. By optimising your resume with relevant keywords about your experience, adhering to a simple format, and customising each application, you can improve your chances of making it through the initial screening process and securing an interview.

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

Further reading:5 Tips on How to Stand Out as a Job Applicant and The Role of Emotional Intelligence in the Job Application Process.


References

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

]]>Wed, 03 Jul 2024 10:47:52 +1000<![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[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].


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