Have You Hired The Wrong Person?

You have placed an ad, rushed through interviews and made an offer because you were rushed? And you have now come to learn that you have hired the wrong person for the job. When it comes to recruiting new team members, hiring managers can be either too busy or have an urgent requirement that means they need someone to start yesterday. Both situations can lead to hiring the wrong person and cause further delays. Here are some tips from The Recruitment Alternative to help next time you find yourself in this position:

1. Define The Role

Have a clear picture of what you are looking for both within a new candidate as well as the requirements of the position. Having a list to refer to can help keep you on track and provide an accurate description. This may be a great opportunity to review your previous requirements for the role. Are there any changes you can make? For example, you may have listed against a certain requirement as “must have experience in….”. It may turn out that if the candidate ticks all the other boxes you can train them in this area. Or they could have transferrable skills that would make them suitable.

2. Highlight Your Value

Candidates often look for a work-life balance and cultural feel of an organisation. We spend 8 hours a day or more at work so why not highlight your value to prospective employees. What sets you apart from the competition? What growth opportunities do you have available? You will attract top-quality talent and set the tone of your business from the get-go.

3. Interview Process

Just as much as candidates need to prepare for an interview, so do you. To avoid rushing into making the wrong decision plan the right questions, allow enough time to interview each candidate, tailor some questions to individual candidates especially if something jumps out on their resume and take some notes during the meeting to review during the decision making process.

4. Work With A Recruiter

Many organisations are so busy with daily operations finding the time to recruit is just another thing to add to the list. So why not engage the services of a recruitment agency? If you’re looking to add to your team and avoid hiring the wrong person, The Recruitment Alternative can help! We look at the whole picture to ensure they are not only technically sound but a cultural fit too. As a generalist multi-award winning recruitment agency, we offer affordable fixed price recruitment solutions. If you would like to find out more about our services contact us today on 1300 548 546.


SME Recruitment is a continuing challenge to get right. The job interview remains your key tool in assessing the candidate’s cultural fit. It is also the tool you can use to get to know your candidates on a more personal basis. The interview process helps other employees get to know the candidate.  The Recruitment Alternative will only give you the best candidates to go forward for a formal interview. Preparation is the key.SME Recruitment

Want job interview tips to help you select the most qualified employees? These tips will help you assess the skills, experience, and cultural fit of your potential employees. The job interview is a powerful factor in the employee selection process in most organizations. While it may not deserve all of the attention that it receives, the interview is still a powerful force in hiring.


  1. Have your questions ready – they should be written down and relevant to the position and the competencies required  – make notes.
  1. Tell candidates that you are going to take notes as they talk so that you will have accurate information to refer to later. It is important to record actual answers to questions as opposed to evaluative or conclusive comments. You may record observations of non-verbal signals as long as they are recorded factually and not as conclusions.
  1. Ensure you use the same technique with each candidate asking the same questions and recording their responses
  1. Ask questions about real life work situations and how they would or did handle them, and what the outcome and results were
  1. You may want to ask candidates to be prepared to perform a “work sample” test – to operate relevant machinery or to answer questions on paper.
  1. Try to have a second person with you during the interview as this will allow a second opinion when you compare notes at the end of the session
  1. Do not offer a candidate the role on the spot….always say that you will get back to the agency and they will be in touch.
  1. Allow yourself adequate time

The Recruitment Alternative have additional resources to help SME’s with the Interview process. Check out our web page for “great interview questions to ask the candidates”.

The Recruitment Alternative recruitment solutions extend to every city within Australia. Working in major cities near you in –  Sydney, Melbourne, Perth & NZ.

So whether you’re looking for a Junior Administrator or a Senior Accounts Manager The Recruitment Alternative can help you.

We want you to know “budget recruitment to suit your budget is our business!”

Finally,  Click here to contact us now or call 1300 546 546 for a quick response!

SME Recruitment Agencies

SME recruitment agencies like The Recruitment Alternative are a cost effective option for finding the right employee. Some say that agencies are just putting an ad online and fishing like the rest of us?SME recruitment

It’s a common misunderstanding that recruitment is just a case of putting an advert online or listing on a job board and hoping for a wave of applications. And, there was a time when this wasn’t far off the truth. But the work/skills shortages we keep being reminded of are actually quite real. SMR recruitment agencies have to be focused on the businesses that they are working for. A lot of the time employees of an SME have to multitask and wear more than one hat. The Recruitment Alternative have industry specialists who are trained to know the market, the candidate pool and the signs of a great potential employee.

With the increase in competition and a high number of available job boards, means you can advertise for as little as $280 online. But there are so many, which one should you choose? So, if you’re confused, just think how candidates feel! Don’t worry – It can still work. That ‘star’ candidate can sometimes hit your inbox, but shouldn’t sourcing always be about finding the best person for the job and not just the best person who happens to apply?

What next?

That’s where The Recruitment Alternative comes in. We have experienced Recruitment Consultants ready to source and match the best candidate for your job brief.

Some small business owners refuse to use recruitment agencies because of bad experiences – either as employers or candidates and we can empathise with this. Our advice is simple: Be selective.

Just like buying a new house or car, diligence is the key. Don’t be ‘sold to’, or dazzled by false promises. So, try to select a partner which fits your brand and that you can trust.

SME recruitment

The Recruitment Alternative is here to partner for the long term, through the good and the bad. We want to help you grow your business by delivering the very best talent the market has to offer.  Check out our testimonial page. We have new and old clients giving us praise every month on how well we have worked for them.

Our SME recruitment consultants will leave no stone unturned to find the perfect match. If they are out there we will be doing everything we can to source them.  Rest assured that even when we are unsuccessful is won’t be through lack of trying. However, we will always keep you informed of the progress.

Want to learn more about our services and good news stories?

Check out our web page or Contact us today.

The Recruitment Alternative – Your Low-Cost SME Recruitment Agency

Phone –  1300 548 546