Why You Should Recruit In December

There is no doubt that recruiting in December can be tricky due to the Christmas season. However, we’ll share some information on why you should recruit in December. So you don’t put it off until the New Year, when you can start fresh. As commencing a recruitment campaign in December has many advantages over starting in January.

Top Five Benefits

  1. Cherry-pick the best candidates ahead of the competition
  2. Induct and train candidates so they are ready to hit the ground running in the New Year
  3. As other companies wind down it means candidates will have more flexibility to take time off to attend interviews
  4. There will be less competition, as most companies believe Christmas is a quiet time for recruitment
  5. When advertising, there is a high chance that your ad will be seen by the right candidates as job seekers are usually saturated with ads and this time of year means less competition and more visibility

Leverage Your Social Media

Social media use ramps up at this time of year due to online shopping, people sharing their Christmas selfies, family/friends getting in touch with each other to coordinate social gatherings, posting pictures of beach trips, etc. Utilising your social media correctly during this period means you will have more opportunity of connecting to the right candidates. Not only that, but it’s an excellent branding opportunity as well!

Post COVID-19 Recruitment

Some states such as Victoria, have been greatly impacted by Covid-19 restrictions. This has changed the recruitment scene for 2020 compared to what it looked like in 2019. With the employment landscape ever-changing, it is important to be prepared for what recruitment will look like for your organisation now. Such as flexible working hours, ability to work from home, training with new software such as Zoom, etc.

Feeling Busy But Need To Recruit?

If you are just too busy but still need to recruit in December, that is what The Recruitment Alternative is here for! With our affordable fixed pricing, we offer a low-cost recruitment solution that makes sense. Operating across Melbourne, Sydney, Perth, Brisbane, Adelaide, etc. our highly skilled consultants are ready to find the right fit for your organisation. Contact us on 1300 548 546 today to discuss how we can help save you money and time on your next recruitment campaign over this Christmas season.

Sydney’s Affordable Recruitment Solution

The RecruitmentAlternative is Sydney’s affordable recruitment agency. We recruit across all job categories at a fraction of existing prices. But why chose The Recruitment Alternative in Sydney? Here are just some reasons why you will enjoy working with us on your next recruitment campaign:

Outstanding Customer Service

Here at The Recruitment Alternative, we pride ourselves on our customer service. In fact, we conduct frequent quality control checks to ensure our levels are top notch! Our clients score us on average a 9 out of 10. Here is what Joe from Entegra had to say about our services:

“We were blown away at how good our consultant was. The best experience we have ever had with a recruitment company. We have more needs coming up and will be wanting to use you every time.”

Proven Methodologies

Recruiting staff can be incredibly time-consuming and stressful. It’s not uncommon for business owners to spend hours of manpower recruiting for one role. It is far more cost-effective to get us to do the groundwork for you. And you’ll save yourself a load of stress too! Hiring the wrong person can cost thousands of dollars and waste time. Let’s work together to help you save and we’ll recruit the right person for you.

Our partnership approach allows us to get to know the culture of your organisation. We will work closely with you to build a relationship of integrity, trust, and commitment. We offer flexible service levels that you can choose from to suit your business. Whatever you choose, you can be assured you are receiving the best service and best advice.

Affordable Solution

Many agencies will tell you what you want to hear and charge you through the nose. The Recruitment Alternative of Sydney is different! We offer affordable, honest recruitment solutions tailored to your needs. You no longer have to pay high recruitment fees to find a great candidate! We consistently source great candidates for its clients at budget prices.

Check out our low-cost recruitment fees:

  • AU$2495 plus GST for roles with remuneration under AU$100K
  • AU$2950 plus GST for roles between AU$100K and AU$150K (AU$150k inclusive)
  • AU$3850 plus GST for roles over AU$150k

Another great thing about The Recruitment Alternative is that we operate Australia andNew Zealand wide. We service Brisbane, Melbourne, Sydney, Adelaide, Perth, Auckland, Hamilton, Wellington, etc. We can offer you affordable recruitment solutions at a low-cost price point that makes sense. If you would like to find out more about our services contact us today on 1300 548 546.

Resume Writing Tips

The purpose of a resume is to help you secure an interview with a prospective employer or recruiter.  In this fast paced world we live in, employers and recruitment consultants often view hundreds of resumes. It’s important to showcase your expertise and suitability clearly.

Here are some resume writing tips to consider:


  • If you are applying for a variety of jobs in various fields such as administration, sales and accounts, consider having a different resume for each position.
  • Pick out the key duties and responsibilities from the job ad. If your experience is a match, be sure to highlight this.


  • List your education and previous employment information in reverse chronological order.
  • Check spacing between each section and each page.
  • If including information in Bold or Italic, ensure these are consistent throughout.
  • Include subheadings to separate the sections and have these clearly labelled.


  • Highlight relevant training, education, professional skills and even personal attributes.
  • Address gaps in your employment history.
  • Be sure to include any career breaks.

If you would like a sample format, you can download a copy of a Resume Template via the Job Seekers page on The Recruitment Alternative website.

Click the following link to be redirected: https://www.therecruitmentalternative.com.au/job-seekers/#

Merry Christmas! – December 2017

It’s that time of year again, already! I don’t know about you but I feel like Christmas has snuck up on us this year. Don’t be disheartened! Let’s embrace the holiday spirit, say Merry Christmas and put on our Santa hats ready to end December 2017 on a positive note. With only four weeks left of the year here are some tips from The Recruitment Alternative to get organised for a smooth transition into the New Year.

Spirit of Giving

With all the hustle and bustle have you let some of your client relationships slide? This is the perfect time of year to get into the Spirit of Giving and renew those valuable relationships you’ve work so hard to establish. Why not send a personalised Christmas card with a bottle of wine or some nice chocolates or a goodie basket? Reaffirm your working relationship and let your clients know you’re thinking of them.

Make a List and Check It Twice

Don’t just tie up all your loose ends and pack up your desk but plan for the New Year. Take advantage of this opportunity to evaluate where your company is at. Writing down your 2018 goals can help focus you when you return in the New Year. Can you explore new business avenues? Who can you see within your organisation that could learn a new skill? Take on a new task or be offered a new position? Where are your recruitment gaps? Take the time to plan out your recruitment a year ahead so that you’re not wasting time and can hit the ground running come January 2018.

A Christmas Carol

This is the perfect opportunity to sing your staff’s praises. Never underestimate the power of positive reinforcement! Rewarding good work will encourage happy staff. Staff who go above and beyond should have their efforts noticed and appreciated. Giving staff the impression that their contribution isn’t valued, will only produce unenthused clock watchers with little incentive or motivation to maintain high standards. Happy staff leads to the increased productivity and helps promote a good company culture.

Santa’s Helpers

Despite your best efforts you might not get through your workload before the holiday shutdown. If there’s too much to get through, call in some extra help. Bringing in some Christmas casuals or temps to help tie up those loose ends. It’s a simple solution to avoid extra stress! Contact an agency such as The Recruitment Alternative to handle this for you. The last thing you want to worry about is paying extra fees at the end of the year! We offer affordable recruitment solutions at a low-cost price point that makes sense. If you would like to find out more about our services contact us today on 1300 548 546.

Once you’re all organised and your 2018 plan in place, remember to enjoy some well deserved time off. Eat that extra bit of turkey with cranberry sauce, build a snow man out of sand at the beach, recharge your batteries and return to work fresh and ready for new ventures!

Merry Christmas to all from our friendly team at The Recruitment Alternative!

Recruitment Tips towards a productive workplace

Recruitment Tips towards a productive workplace. SME’s need to have all staff on board towards a productive workplace. A toxic employee can decrease staff morale. Productivity and the work environment can also be effected.

Recruitment Tips towards a productive workplace

Your organisation is only as strong as your weakest link. You may not have to remove the weakest link.  Rather you should identify any toxic employees and see if he or she is willing to improve. If there is no desire by the person to improve, then replacing the employee might need to be considered.

Recruitment Tips – Take a closer look at some signs to identify the weakest link in your project teams:

  1. You can never get a hold of the person by email or phone

Productivity is affected when you can’t keep in touch with your team.  You can’t maintain workflow progress when a team member doesn’t communicate.   Fortunately, there are several ways that communication processes can be enhanced. These include Video conferences, Email, Phone calls, Text messages, Conference calls, Scheduled meetings, Instant messaging

  1. Failure to show up to meetings

Meetings are an essential part of project updates. Whether the meetings are held via the Internet, phone, or in person, all team members should be present to report progress. It is at these meetings that new ideas are shared. However, when everyone isn’t present, this makes it difficult to determine the true progress of the team. So if you have a team member who constantly misses meetings, this is a good sign that he or she might be the weakest link.

It is at these meetings that new ideas will be brought to the table to speed up completion, but when everyone isn’t present, this makes it difficult to determine the true progress of the team. If you have a team member who constantly misses meetings, this is a good sign that he or she might be the weakest link.

  1. They show little interest in the project

This member will show up for every meeting, but when you see the look on their face, you know they have absolutely no interest in the project whatsoever. When this happens, there’s no need to get mad. Simply ask the person why he’s not interested. You may find that the person’s interest lies in another area, which could be of use on a different project you have going on. No one likes to be miserable, so make sure all team members are where they belong. If, however, you have a person who doesn’t seem interested regardless of the project you put him on, this might be a sign to let them go.

  1. They show up, but they’re always late

Showing up late is just about as bad as not showing up at all. There is a financial costs to repeating agenda items for late comers. This can add days, weeks or possibly even months to your project simply because you can’t keep everyone on the same page. It is paramount that all team members show up on time to each meeting. After a set number of warnings, you should consider replacing these weak links.

Knowing What to Do

When you identify your weakest link, this doesn’t mean you need to fire them from a project. Instead, you should see if they have any ideas on how they can improve thier efforts.

If you find that there is no willingness to improve, perhaps it’s best to look for a replacement. However, it is your job as a Leader to provide the guidance and support to get the project finished successfully and by its deadline. If you find your weakest link doesn’t improve after you have addressed the situation, find a different team member to ensure project success.

The Recruitment Alternative offer Recruitment Tips via our Blog and Web page. We have Recruitment Tips for Job Seekers and Interview Tips for Employers.

Finally,  Click here to contact us now or call 1300 548 546 to book a no obligation, free consultation for your companies’ recruitment needs today.


Recruitment Trick or Treat ?

Halloween is approaching, don’t let your new hire be a recruitment trick or treat lucky dip. As all employers quickly learn, there’s a world of difference between a new employee who’s correctly matched to their job and their organization, and recruiting one who is not.recruitment trick-or-treat

How do you find and match the right people to the right jobs?

By including, in your organisation’s people strategy, a well-structured recruiting program. So the key to successfully running such a program is to follow a recruiting process. Resist the temptation to omit steps, because shortcutting the process can short-change your results.

Here’s what you’ll need to do

1. Have accurate, current job descriptions.

Make sure you have an effective job description for each position in your company. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another. This may sound basic, but you’d be surprised at how many small companies fail to develop or maintain updated job descriptions.

2. Compile “Team member profiles”

It’s important to develop a “Team member profile” of the ideal employee for key positions in your company. This is critical to the execution of your organisations business plan. These might include such positions as team leaders, direct managers, and salespeople. The aim to be able to clearly identify any missing skills and attributes that you may have in your team. By using this information, you’ll be able to develop a profile to help you select the candidates most likely to succeed in any future vacancies.

3. Contact a Recruitment Agency that has a proven success record with small to medium sized business.

Recruitment agencies have more time than you do to contact potential candidates and screen their qualifications. They can also conduct pre-screening interviews and narrow down the pool to the best candidates available.

4. Draft the ad, describing the position and the key qualifications required.

Although some applicants will ignore these requirements and respond regardless, including this information will help you limit the number of unqualified applicants.

5. Post the ad in the mediums most likely to reach your potential job candidates.

Of course, the Internet has become the leading venue for posting job openings, but don’t overlook targeted industry publications and local business groups.

6. Schedule and conduct candidate interviews.

Once you’ve received a list of potential candidates, select candidates by matching the best applicant to the profiled job description. The “Team member profile” you created for each position will help you determine which behavioural traits are important. Use a consistent set of 10 or 12 questions to maintain a structured interview and offer a sound basis for comparing applicants.

7. Select the candidate.

Ensure to conduct at least two interviews with your top candidate(s). Sometimes personality issues don’t surface on the first interview. Plus, you want to make sure you have the right chemistry with the successful candidate.

8. Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews.

As a completed recruitment provider The Recruitment Alternative will conduct the reference check on behalf of their clients. If you are conducting this stage yourself visit our Employee page and check out our question Library link on questions that you could ask.

9. Make your offer to the candidate.

The information you collected during the interview process will provide you with important insights as to starting compensation levels and training needs.

Additional Recruitment trick or treat tips

So before you start the hiring process, determine your strategy. Make sure the successful candidate is a good fit with your company’s culture.

Do you understand your company’s culture? If need be, ask an outsider to assess the culture of your organisation. Your goal is to have a plan that will help you determine whether you have a the right person who will fit into your company’s culture.

Your goal is to have a plan that will help you determine whether you have the right person who will fit into your company’s culture.

In conclusion, your people strategy must include a recruiting and selection strategy that attracts and retains quality employees. So following a structured process will help you best match the right people to the right jobs. Recruitment trick or treat – No risk with The Recruitment Alternative.

The Recruitment Alternative – Low-Cost Recruitment Solutions for all size businesses throughout Australia.

Contact: 1300 548 546

Budget Recruitment Solutions – Construction

Budget Recruitment Solutions – Construction Managers

Budget Recruitment Solutions – The Recruitment Alternative low cost and multi-award winning recruitment agency. Offering budget recruitment solutions for all businesses across Australia.  We are currently recruiting for a wide range of construction management roles.

Did you know?

Budget Recruitment Solutions

  • The construction sector is a significant part of the Australian economy.
  • Construction employs over one million people
  • Construction jobs and projects account for 8% of the country’s GDP

As we all know the construction field is undergoing many changes.  With the industry going through a boom and an increase in migrating workers, it’s important to stay ahead of the game in this tough market.

Todays employers and recruitment agencies are always on the hunt for construction management staff. So potential candidates should be up to date with their skills and be able to demonstrate how they can add value to your business. With industry skill shortages the importance of retaining your trained qualified employees can make or break an SME. Check out our past Blogs for staff retention tips and hints.

Especially relevant- Recruitment agencies are looking for:

  • qualifications
  • relevant experience
  • how applicants have improved the bottom line for past employers.

It’s one thing to claim that you know how to forecast, project manage and quote for construction purposes, but quite another to demonstrate return on investment.

Therefore look for a construction manager who can:

  • Communicate clearly through the financial aspects of a project
  • Predict and project manage effectively
  • Lead contractors as well as his employees

The Recruitment Alternative recruit’s construction roles right across Australia both from tradespeople to project managers. Therefore if you’re looking to expand or replace a team member contact to our Recruitment Specialists. We look forward to working with you on your next project or campaign.

Current Job Seekers takes a look on our Job Board for roles across both Australia and New Zealand.

Budget Recruitment Solutions?  – Call today on 1300 548 546