Hiring great office support/admin staff isn’t always easy. They are the behind the scenes lynch-pins that help things run smoothly and hiring the best talent can make a world of difference in your daily operation.
But how do you attract the best talent here? Talent that meshes within your culture and helps it develop further?
In this short video, our Client Services Manager and lead of our Office Support Recruitment division, discusses 3 simple tips you can use to ensure you attract the top 1% candidate cohort when looking to hire great office support staff.
For more information or to see if we can help, visit www.kingstonhumancapital.com.au
Hi, I’m Katie. Recently I have sat down with Brisbane’s top administrative and business support candidates that are currently in the market. And they expressed to me the most important things that they are looking for whilst searching for that role.
There were three things that topped their list. The first is salary and benefits.
I’m sure this comes as no surprise to you, however, if you want to secure top talent it’s important to consider going just above the market rate. This will help you stand out in front of your competitors. If you can’t pay above market rate, perhaps you need to consider some other things that you can offer the candidates.
That brings me to my second point, the second is non-traditional or non-monetary benefits. These are really important, particularly if you can not go above that market rate. It’s important to consider a wide range of options. One thing that we’ve seen work really well with our clients is actually offering a personal L & D budget for each employee.
What this does is actually empowers the employee to get approval for something that they have a real interest in, go out into the marketplace, learn it, bring it back, and actually teach their peers within 30 days of completing that course.
We have seen outstanding success with our clients and we know that a lot of organisations actually in-build those budgets. So, empower your candidates or your employees to utilise this to the benefit of your company.
The third thing, which is really crucial and a lot of people already have it, it’s culture. It’s such a pop word and it’s always thrown around. It looks, it feels, and it sounds different for every organisation. I encourage you to really think about this.
Find out what your DNA is, what your vision is, and what your mission is and really play that out. But ensure that you market it to the candidates that are coming. Some of the ways our clients have found this most successful have been including marketing material about their culture and values on their website or even as a part of the interview discussion.
The most effective though has been meeting colleagues throughout the interview process.
If I can help you with any emerging candidate needs, please contact me at firstname.lastname@example.org.
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