{"id":276573,"date":"2021-11-05T02:35:38","date_gmt":"2021-11-04T15:35:38","guid":{"rendered":"https:\/\/content.easyweddings.com\/au\/pro-education\/short-staffed-heres-some-tips-to-get-you-hiring-again\/"},"modified":"2021-11-05T02:35:38","modified_gmt":"2021-11-04T15:35:38","slug":"short-staffed-heres-some-tips-to-get-you-hiring-again","status":"publish","type":"au-pro-education","link":"https:\/\/www.easyweddings.com.au\/pro-education\/short-staffed-heres-some-tips-to-get-you-hiring-again\/","title":{"rendered":"Short-Staffed? Here’s Some Tips To Get You Hiring Again"},"content":{"rendered":"

As COVID restrictions have eased around the world, hospitality and retail business owners have found it difficult to replace staff that left during the pandemic. <\/span>With demand for weddings rapidly increasing, the last thing you want is to be short-staffed or worse, unable to take on new bookings due to a staff shortage.<\/span><\/h3>\n

\"Tips<\/p>\n

Here are some tips from Easy Weddings staff to help you get back to full strength:<\/span><\/h4>\n

Finding Staff<\/h2>\n

First things first, you have to know how to get the word out to the right places and in the right way. Major job sites like <\/span>Seek<\/span><\/a>, <\/span>Indeed<\/span><\/a> or hospitality-focused sites like <\/span>Scout <\/span><\/a>or apps like <\/span>Zapid Hire<\/span><\/a> are helpful but here are some tried and true methods you should consider.<\/span><\/p>\n

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  1. Connect with local universities, TAFES or training centres.<\/strong> For example, in Melbourne, venues or suppliers or restaurants could go to William Angliss and have a session with the class to explain what they do.\u00a0<\/span><\/li>\n
  2. Consider holding an Open Day-style event and let parents know about it through local Facebook community groups.<\/strong> Doing an Open Day by yourself or with other local employers can really help, particularly for those entry-level roles to give people a sense of the company culture and what they\u2019d be doing on any given day. You can incorporate fun games like a plate carrying challenge or serving drinks plus it gives you a chance to see them in action before offering them a job.<\/span><\/li>\n
  3. And Year 12s are about to finish up.<\/strong> Gap years are often on hold and even university doesn\u2019t start for many months so If you have any entry-level positions, get in contact with your local schools\u2019 career advisors to see if they can let Year 12s know about your opportunities.<\/span><\/li>\n<\/ol>\n

    Attracting Talent<\/h2>\n

    Convincing staff to get away from their homes and mix with large crowds after such a long lockdown is a big ask. Here are some incentives to offer to help staff make that transition just a little easier.\u00a0<\/span><\/p>\n

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    1. Offer a rolling roster so staff.<\/strong> A lot of staff leave the hospitality industry as they often work long hours on Friday, Saturday and Sunday every weekend. A rolling roster can be a bit incentive knowing that they will consistently get a Saturday or Sunday off every second week.<\/span><\/li>\n
    2. Offer on-the-job incentives. <\/strong>A free meal or coffee can go a long way. Make sure your hiring prospects know if they’re likely to get\u00a0a meal included when working an event or free coffee for working breakfast shifts.<\/span><\/li>\n
    3. Offer salaries that are competitive or slightly more than other major employers.<\/strong> As a guide, McDonald\u2019s Australia currently pays entry-level staff $16.47 an hour.\u00a0<\/span><\/li>\n
    4. Offer job security and a plan upfront in the event of any future lockdowns or restrictions.\u00a0<\/strong><\/li>\n
    5. Outline progression opportunities.<\/strong> Getting staff to join for an entry-level position can be a challenge but showing them there’s room to grow can help them commit for the long-term. Make sure you have concrete plans in place which might include offering to pay for their RSA or barista training or include some professional development opportunities in sales or marketing.<\/span><\/li>\n<\/ol>\n

      The Hiring Process<\/h2>\n

      Once you\u2019ve got people looking at your job ad, it\u2019s time to make the hiring process as clean and simple as possible. Here are some tips:<\/span><\/p>\n

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      1. Value attitude, willingness to learn and cultural fit over experience.<\/strong> If you currently require a minimum of two years experience for a sales role, change that to a willingness to learn or a strong work ethic. You’re more likely to find success with someone who is organised, enthusiastic and has a genuine passion for the industry rather than someone who is just after their next job.<\/span><\/li>\n
      2. Try alternatives to the resume and interview style \u2014 particularly for entry-level positions.<\/strong> Video interviews or even recorded video resumes have become much more popular for Gen Z than having to submit a formal resume or have a sit-down interview. Ask employees to film themselves doing a mock customer interaction or what their ideal wedding would be and why rather than the formal interview.<\/span><\/li>\n
      3. Offer referral awards.<\/strong> Once staff have joined, offer rewards for referring their friends or family members to join the staff as well.<\/span><\/li>\n<\/ol>\n

        Have a read of some stories from Australia and around the world about the staff shortage and some novel approaches to hiring.<\/span><\/p>\n