There are important things to consider before and during your search, so follow the steps listed below to ensure you offer the job to the best candidate.
Step 1: Recruit for the right role
- Think about what tasks need to be done on your farm, and what staff you need to achieve this.
- Confirm your budget covers the desired number and roles of employees.
- Decide what role/s you need to recruit for and download the standard job description (see tips below). You may want to edit or add some responsibilities to this job description, depending on your farm and system.
Step 2: Advertise the role
- Decide what type of advertising you will use.
- Write an advertisement.
Step 3: Phone screen applicants
- Make a time with each applicant for a phone call.
- Use the phone screening questionnaire (see tips and resources) to find out more about applicants and their reasons for applying. Too often this step is overlooked or done poorly - so take the time to do this well to ensure you later only spend time interviewing the best candidates.
- Create a shortlist of 3-5 candidates.
Step 4: Application forms
- Send your shortlist an application form (see tips and resources) and ask them to return it to you.
Step 5: Interview process
Step 6: Check references
- Check the references of any applicants you are particularly interested in.
- Print and follow the reference checking questionnaire (see tips and resources) as a guide for each call. Remember, you can only contact the nominated referees.
Step 7: Select the right person
- Decide which person, if any, is right for your role by reviewing all that you have learned about your preferred applicants.
Step 8: Make a job offer
- Consider your budget and decide what terms and conditions you will offer.
- Make any necessary edits to the original employment agreement and present it, along with an offer letter to the successful applicant (see tips and resources). Remember they must be allowed time to seek independent advice before signing. Be prepared for the applicant to come back and negotiate terms and conditions.
- Contact those who were not successful, once your successful candidate has accepted the role.
- Remember, you must talk through and sign the employment agreement and job description with your employee before they start work - even 5 minutes after starting has been held by the courts to be too late and may make any trial period invalid. (Note: the employee must also be ‘new’ - meaning they have never worked for you before, even on a casual basis – for any trial period to be valid).