Latest listings on Jobs Central recruitment page:
- Station Manager – Isis Downs (CPC)
- Outstation Manager – Brunchilly (S.Kidman&Co)
- Operations Overseer – Angus breeding operation
- National Sales Manager (Feed Central)
- Territory Manager – Sheep & Cattle Products (Elanco)
- Market Analyst (WA Dept of Agriculture & Food)
- General Manager – Processing (Australian Meat Industry Council)
- Electrician, Fitter & Turner (Bindaree Beef)
- Southern Technical Manager (Meat Inspectors Pty Ltd)
- Administration Officer (Australian Livestock & Property Agents’ Assn)
- Manager – Grassdale feedlot (Mort & Co)
Click here to access these and other exciting meat and livestock supply chain jobs currently listed on Jobs Central.
IF you are anything like most others, you’d like to think that most people are upfront and honest during the job-filling process.
When you are recruiting a new employee, sometimes (but not often) you may need to ‘keep on your toes’, as not all candidates may be entirely truthful in their responses.
When we discuss recruitment and untruthfulness, we don’t really mean ‘slight exaggeration.’
Of course, all candidates will be wanting to show themselves in their best light, as they should.
But lies or distortions are more serious, like claiming a fictitious previous role or level of seniority, or a bogus qualification.
What can you do to ensure an applicant is being truthful?
Ensuring candidates are providing genuine information starts early in the recruitment process and applications should be reviewed thoroughly.
During the interview:
If you feel things just don’t add up, question and probe deeper in a respectful and polite way. This includes querying why candidates have left their previous role should their reason just not sound right.
If you are concerned about a role they say they have held, ask the candidate to walk you through a day in that role and how they handled certain situations.
If you think an applicant is overstating their previous salary, check salary websites and benchmark similar roles.
Ask for clarification on key points listed in work history. For example, what does “Working 2015 to 2016 for a particular employer” really mean? It could be December 2015 to January 2016, two full years, or something else.
Conduct tests for proficiency. For example, if you need someone with strong literacy or computer skills, after the interview ask them to write down a comprehensive answer to a question or discuss a topic, or add an entry into an Excel file. It can be surprising how many resumes or applications have been written by people other than the applicant.
After the interview:
If a candidate is shortlisted, check and verify everything, including employers, qualifications and credentials.
Check referees and their contact details on their company website or on LinkedIn before you call. Checking referees will ensure you aren’t talking to someone’s flatmate on the other end of the phone.
Check Social Media and LinkedIn.
Recruiting, hiring and training a new employee can be time-consuming, but getting it right is vital. Remember that the majority of applicants are truthful – just don’t get caught by the occasional candidate who is trying to ‘pull the wool over your eyes’.
Source: Agcareers.com Australia