What s involved when you re recruiting a new worker

Transcription

1 What s involved when you re recruiting a new worker Presenters: Gracia Kusuma and Danica Leys What this webinar will cover Realisation stage recognising the need for staff, determining qualifications and type of employment. Recruiting stage advertising the position and the interview process. Formalisation stage offering employment, finalising contracts, induction and probationary periods. 1

2 Realisation Stage Recognise the need for recruiting a new employee Conduct an on farm analysis Termination/resignation Conduct a job analysis Need to understand the position, job demand and skills; Engage a contractor or employ a worker? Will the dynamics of position change? If so take these elements into consideration before hiring; Is the work available temporarily, seasonally or permanently? Create a job description; Remuneration / employment package; Reporting structure. Realisation Stage Employment vs Contracting Employment Workers take no commercial risks. A worker is individually engaged. Paid based on hours worked. Employers need to make superannuation payments and maintain workers comp. insurance. Workers save employees entitlements (e.g. Leave). Workers have little say when and how work is to be done. Employers provide tools. Contracting Contractors run their own business and take commercial risks. Contractors may delegate to their employees. Contractors have an ABN and invoices clients. They are paid an all up rate based on invoices. Contractors have no employment entitlement. Contractors can negotiate how and when work is to performed. Contractor provides their own tools 2

3 Realisation Stage Employment types: Full-time; Part-time; Casual; Traineeships/Apprentices; Seasonal workers (casuals or fixed term contractors) Realisation Stage Create a job description: Responsibilities and duties; Skills; Abilities; Knowledge; Accountabilities Reporting line Education and qualifications; Work experience; Personal skills team work, punctuality, initiative. 3

4 First step in the recruitment stage is to advertise the position. Advertisement mediums: Local and rural newspaper; Noticeboards; Recruitment agency; Word of mouth; and Internet. 4

5 Useful links: Internet Free Jobsearch.gov.au Harvest Trail Program Gumtree.com.au Paid Seek.com.au Jobs.com.au agbizcareers.com.au Agcareers.com Mycareers.com.au Careerone.com.au Paper advertisements The Land Advertise in your local paper Tips for effective advertising: Job title; Snap shot about the business; Describe the role and location; Skills and qualifications that are necessary; What attributes are you looking for and what attributes should the successful applicant possess; Benefits (if applicable); Contact number and cut off date. 5

6 Issues to avoid in job advertisements: Gender; Age; Marital status; Ethnicity; Beliefs. Farm Manager Sample XYZ Pty Ltd is seeking to engage a full-time Farm Manager to assume responsibility for its dairying operations in [insert town] NSW. XYZ is a large and successful business that operates close to 700 cows and uses advanced technology systems and processes. In this position you will report to the Managing Director and will involve the following responsibilities and duties: - Management of day to day farm operations; - Management of staff; - Financial and strategic management and planning. The successful applicant shall possess the following characteristics: - Strong communicator and problem solver; - Strategic thinking and ability to work in a team; - At least X years experience in the industry. An attractive remuneration package is available for the successful candidate. For further information contact [insert name] on [insert number]. Written applications should be forwarded to [insert ]. Applications close on [insert date]. 6

7 Example of Bad advertisement: Couple or Single to work on Dairy Farm. This is a volunteer position however a small wage is paid for the right canidates. Assess applications Short list applicants; Call successful applicants to arrange a date and time for an interview; Request the applicants to bring copies of qualifications, certificates or other relevant documentation if applicable. 7

8 Foreign Workers Working holiday and skilled migration visas: Working holiday (subclass 417), Long Stay temporary (subclass 457), Regional Sponsored Migration Scheme (subclass 187), Labour Agreements Visa option comparison Visa Entitlement Verification Online Satinder Pasricha (DIAC Outreach Officer) Phone INTERVIEW PROCESS 8

9 What should the interview achieve? Confirm and expand on the applicants resume; Assess the applicants future performance; Evaluate if they have the knowledge required; Clarify reasons of gaps in work history (if applicable); Capture the applicants strengths and weaknesses; What can the applicant contribute to the business. Be prepared to answers questions relating to the job and have information available. Preparation for an interview Organise an interviewer(s); Have relevant questions ready; Behavioural and employment related questions; Take notes during the interview. 9

10 Types of interview questions: Open ended questions; Behavioural questions inquiry the candidates previous experience where he or she has displayed specific behaviours, e.g. Team work, initiative or leadership; Situational questions Ask the candidate how he or she will handle or behave in a hypothetical situation. Sample questions to possibly ask: Can you tell me about yourself and your work experience. Describe a time when you had to work with a difficult person in a team environment. Give an example when you have been proactive and shown initiative in resolving an issue. Explain how you would go about in maintaining high calving rates? 10

11 AVOID DISCRIMINATION SUBJECT DO NOT ASK YOU MAY ASK Gender/Sex Are you male or female? None Sexual preference Are you gay? None Residence Do you own or rent? What is your present address? Who do you live with? Who is your next of kin in case of emergency? National Origin Are you from Asian/ethnic/aboriginal descent? What is the nationality of your parents? What languages do you speak or write fluently? (Do not ask unless it is strictly job-related and then all candidates must be asked the same question) Age How old are you? Can you provide documentation that proves your age for legal requirements? Race/Colour What is your race? None HIV/AIDS Have you got any infectious diseases or None are under treatment for a disease? Arrests & Convictions (Probity) Have you ever been arrested? Have you ever been convicted of a crime? Have you ever been charged with any crime? (A conviction itself does not constitute an automatic bar to employment, it will be considered on an individual basis) Marital status/family status What is your marital status? None Do you have any children? (An employer may ask if candidates have any commitments or responsibilities preventing them from meeting attendance requirements, or if they anticipate lengthy work absences. May sure that if you ask this of one applicant, you ask this question to all applicants) Pregnancy Are you pregnant? None Medical records Have you ever had an major operation? None Have you had an accident at work before? Trade union activity Are you a member of the union? None Disabilities Are you disabled? Are you capable of performing the essential functions of this position, with or without reasonable modifications? Religion What religious affiliation or denomination are you? None What church do you belong to? What religious holidays do you observe? (If you wish to know if applicants are available to work the Saturday or Sunday shifts, ask if they are available to work on Saturdays or Sundays if it is required) 11

12 Reference checks: Request short listed candidates to provide references, generally 2 references as a guideline; Prepare set questions to ask the applicants reference; Call each reference to verify the applicants interview responses and employment history. Formalisation Stage JOB OFFER 1. After deciding on the right person, it is time to make an offer; 2. Make an initial phone call to the successful applicant and make a job offer; 3. Advise other applicants that they were unsuccessful; 4. Follow up any offer with formal written offer of employment; 5. Finalise contracts and other documentation Agree upon the hours of work, salary and additional inclusions (vehicle, accommodation, electricity etc) Outline the probationary period. 12

13 Formalisation Stage INDUCTION Policies; Safety procedures; Work procedures; Induction checklist. NSW Farmers can provide written employment documentation for Industrial Relations Essentials members Formalisation Stage Documents to be provided to new employees: Superannuation form; Fair Work Information Statement; Final contract / IFA / position description; Tax Declaration Form; Induction manual; Copies of workplace policies. Reminder Workers Compensation Arrange for workers compensation insurance if your total wage is likely to exceed $7,500 in the year. 13

14 Formalisation Stage Documents to receive from employees: Tax File Number (TFN); Superannuation fund (if any); Certificates of qualifications; Bank account details; Employee s details. Small Business Superannuation Clearing House 14

15 Formalisation Stage Hours Timesheets if necessary Payslips RECORD KEEPING Record the employees gross and net wage Leave Record the dates employees take leave (personal/carer s, annual and compassionate leave) Superannuation contributions Probationary period Termed as minimum engagement period; It is 6 months, or 12 months for businesses with less than 15 employees; Conduct a regular appraisal of the employees performance to ensure the employee is the right person for the job; 1 week notice is to be given for termination within the minimum engagement period. 15

16 How the IR Team can help The NSW Farmers Industrial Relations team can assist individual members via: Individual phone assistance; Advise on award coverage and wages Drafting templates; Individual and collective representation; and Much more... NSW Farmers Association ABN PO Box 459 St Leonards NSW 1590 Level 6,35 Chandos Street St Leonards NSW 2065 Member Service Centre T F W. 16