As a workforce management solution, we often recruit for various roles for our clients. Recruiting can be a time-consuming task and we know small businesses never have enough time! Small business owners tend to hire only when they already desperately need someone to complete the work, which means little-to-no planning, rushed decisions and messy inductions. Here’s some of the common issues we see:

  1. Where’s the position description?

Ideally, each new job ad should be written, based on a documented position description. Position descriptions cover all the relevant details and expectations of a role, which makes the job ad more accurate for the attributes you want to recruit for.

  1. Ad-hoc interviews.

Each interview should be conducted in the same way, with generally, the same questions. You may need to alter questions slightly to reflect the current employment status (for example, asking about why they left their previous role, as opposed to why they are considering leaving their current role). Consistency in interviews helps to create a level playing field for all applicants.

  1. Not completing a reference check.

You may think that applicants will only add referees to their resume who will speak glowing praise of them, however, we have found this to not always be the case. A reference check will help you to understand better how an applicant performed in their previous roles and how they related to others.

  1. Failing to consider internal candidates.

For smaller businesses, this may not be an option, but for medium to larger sized businesses, recruiting from within the organisation may be a real option that hasn’t been properly considered. Recruiting internally can save time and resources, plus it can be a great part of a business succession plan.

  1. Rushing the hiring process.

Often, when we ask when a client needs a new recruit, they respond with ‘yesterday’. Although there is often a sense of urgency when it comes to hiring a new employee, particularly if someone has unexpectedly left the business, it can lead to hiring the ‘wrong’ person, simply because they are available. Recruiting, training and managing a new employee is an expensive investment; so rushing this process is generally not a great use of resources.


For employers who aren’t confident in managing these processes themselves, talk to us about our workforce management solutions. We’ve got a wide range of employment solutions to suit many businesses.


Don’t forget, this is general information only and doesn’t take your business circumstances into account.