Recruit
Attracting applicants
Assesssing applicants
Queensland 's workforce is rapidly ageing and over the next decade 85 per cent of new labour force growth will be coming from people over the age of 45.
Ensure your business is better placed to attract more applicants from this group with an age-friendly recruitment strategy that includes:
- recruiting from within your own organisation first
- creating age-friendly job ads and placing them where older people will see them e.g. certain sections of the newspaper such as business or sport
- use phrases in your job ad like ‘people of all ages are encouraged to apply’, ‘we are an age-friendly organisation’
- promote retention strategies such as job share and phased retirement options
- if using a recruitment agency, instruct the agency to select on skills and ability, not age
- focusing on skills and abilities when assessing and selecting applicants instead of age
- recognising the value of prior experience and life experience
- developing an induction process that will make mature-age employees comfortable in their new job, such as overviewing the company’s flexible work options and retention plans as well as any other support available
- maintaining a relationship with unsuccessful applicants
Experience pays checklist (PDF, 49 KB)
A checklist to help you review your recruitment practices and ensure you recruit employees based on competence, not age
Recruiting, managing and developing your staff quiz
A quiz to help you learn more about recruiting, managing and developing your staff
Sample position survey (PDF, 73 KB)
A survey designed to help prepare a position description or survey
In the "war for talent" many businesses are finding it harder to attract the number or quality of applicants they need. Following are suggestions to help you define and attract the 'right person for the job'
At the end of the day most businesses will find themselves in the position where, rather than finding the 'perfect fit' they will need to find the best fit.
Attracting applicants (PDF, 57KB)
Suggestions to help you entice applicants
Job ads fact sheet (PDF, 126 KB)
Techniques to get your job ad noticed
Job description (PDF, 56 KB)
Ensure that your adverts appeal to the kind of people you would like to attract
Sample job ads (PDF, 759 KB)
Some examples of age-friendly job ads
Assessing the applicants to your job ad is a critical aspect of the recruitment process. It is important to approach each application with an open mind. The work environment is changing – you are now assessing applicants within a workforce that is experiencing skills and labour supply shortages. So you may need to change your previous attitudes and thought processes regarding job applicants.
How best to assess applicants should be considered right at the beginning of your recruitment process. You may need to incorporate information relating to assessment in the job description and/or the advertisement.
There are numerous ways to assess applicants depending on the nature of the job. Following is an overview of some interview and 'do-it-yourself' assessment techniques, as well as tips on maximising value from referee checks.
Screening and short listing (PDF, 56 KB)
Make sure that you select the right applicants for the job
Beyond short listing – the interview and do-it-yourself options (PDF, 55 KB)
Interview and other techniques to find the best fit
Sample interview questions (PDF, 59 KB)
Prepare appropriate interview questions to discover each applicant’s suitability
Improve your interview skills (PDF, 135 KB)
Develop effective interview skills to ensure a good outcome
Referee checks (PDF, 55 KB)
Ask referees the right questions
Applicant care (PDF, 58 KB)
Ensure that all applicants have a positive impression of, and attitude to, your company
Last updated 22 July 2008