When you first open your new business, chances are you’ll need to hire support staff to help with the day-to-day operations. These workers are not limited to just HR managers and receptionists; there are many different roles you can advertise for within your organisation. From administrative assistants to hiring coordinators, these employees assist with general office tasks and support other staff members as needed. To successfully recruit support staff for your business, it’s important that you know which job titles your business needs, what kind of person you want to hire, and what kind of advertisement will reach the type of person you’re looking for. Here is everything you need to know about advertising administration roles so you can find the right candidate quickly and cost-effectively.
When advertising an administration role, it’s important to have a detailed job description. This will give potential candidates a better idea of the duties they would be performing on the job and what type of skills they would need to have. It’s also helpful when you’re trying to find someone who is qualified for the position and may not otherwise know about it. Once you’ve written your job description, make sure that it aligns with your company values and goals. To begin, you will need to understand the question; what does an administration person do? If you’re unsure of how to answer this question, head over to Hiring people and check out their guide, which will help you to define administration responsibilities for your job description.
When you’re looking to advertise roles in administration, you’ll want to post on the right job boards. There are many different websites out there that allow potential employees to look for and apply for jobs. To find the best site for your needs, take some time to research the different sites that offer administrative jobs. Some of these sites are better than others because they have more traffic or higher rankings. When posting on these job boards, make sure you include all the details about your position, the administrative responsibilities, and your company.
You can find out a lot about a candidate’s skill levels by administering an interview assessment. There are online assessments that provide instant results, or you can use assessment tools provided by your HR department free of charge. These tools will help you determine the strengths and weaknesses of each candidate in order to make a well-informed decision.
The first step in the recruitment process is to assess the soft skills of a candidate. An effective way to do this is by asking questions that align with the skill set of the role. For example, if you’re hiring an office assistant, you can ask them about their customer service experience and their ability to work under pressure or quickly. You should also consider how well they get along with others in a team dynamic. The point is to ask questions that will help you find out which type of person would be best for your organisation and which people would not fit into your company culture.
