Building Your First Team - How To Find Your People

Starting a business involves several exciting milestones – a new office, designing a website, and even making your first sale. Finding the right people to pioneer your team can be one of your biggest challenges though, so here are our top tips to help you overcome this hurdle – and find the talent you need to help make your business a success.

1. Engage with a Recruitment Agency
Leading recruitment agencies can help you streamline the entire recruitment process – advertising, interviews, reference checks, plus much more. Leaving the business owner free to leverage all of their services, while avoiding costly and time-consuming hiring mistakes.

Working with a professional recruitment partner can help you up the stakes on finding the ideal candidate in a much shorter time period.

2. Go Online
Use an online job posting site and even your own website to let others know you are on the hunt for top talent. Some online platforms even let you post an advertisement for free – so do your research and keep in mind the type of candidates you’re interested in.

3. Try Social Media Recruitment
Aside from going online, take advantage of the various social media channels as well.

In a survey published in 2016, it found that 67% of job seekers use Facebook, while 35% use Twitter. LinkedIn remains popular too – both for active and passive jobseekers.

4. Referrals and Networks
Lastly, another great way to find qualified candidates is to network with other business owners and influencers. They may be able to recommend qualified people who are looking for a job or seeking new career opportunities.

Choosing Your First Employees

Once you start receiving CVs or applications, start your short list. Here are some helpful tips to help build your pool of talent - 

  • Find out how interested and passionate an applicant is about your product or service. Choose candidates who show passion - they will be the ones willing to learn the ins and outs of your product or service.
  • Choose diverse candidates. Building a new team is a perfect opportunity to create a positive mindset – one that can efficiently manage business processes, so think about recruiting a team of diverse minds, people who have the capacity challenge.
  • Focus on the candidates’ potentials. Since your business is new, you may find it difficult to attract well-experienced employees. As such, it is best to look into the motivation of your applicants and gauge their desire to be part of your team.
  • Take your time. Lastly, your first employees have important roles to play in the growth and success of your company. So, spend as much time as you can to ensure you hire the right pioneer employees.

Your first employees will help set the tone for your business. They will also lay the foundation for the operations and future success of your company. Rarely, do things go wrong when you spend the time thoughtfully build your team!


David Mackenzie
A recruitment professional with over twenty years’ experience in the field and a record of entrepreneurial accomplishment, David is Managing Director and Head of HR at Mackenzie Jones.

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Using Social Media as a Recruiting Tool to Attract Millennials


The importance of social media in the recruitment world is ever increasing and a report by Adweek discovered that almost 92% of all recruiters now use social media to source the best candidates for their job vacancies.

Building and populating a talent pool via social media can be a great way for you to jump the skills gap and interview and recruit quality candidates. Unfortunately, this is easier said than done.

Luckily we live in the digital age and social media has eased up the talent acquisition process. This online space has made it much easier for recruiters and to attract and engage good candidates as well as making better candidate matches with their job vacancies.

Social media comes in handy when it comes to identifying skilled professionals in the field and creating a connection. Here are 4 ways to create a better recruitment process and build a better talent pool through the use of social media:

1. Target the Right Platform to Create a Quality Talent Pool

Focusing your searches on the correct social platform/social networks can make all the difference between an endless search for the right candidates and a well-built talent pipeline. You can also opt to use cloud-based recruitment software to better manage the talent pool.

An instance, Healthcare professionals are more likely to be chatting about new medical regulations on LinkedIn whereas graphic designers are much more likely to focus their time on visual-focused social media platforms like Tumblr and Pinterest.

It is best to do your research and find out where your target candidate audience spend most of their online time, so you can focus more of your efforts on the correct outlets according to your candidate requirement.

2. Build Your Brand Presence and Authority on Online Platforms

Most of the tech-savvy millennial generation search for their information online so if you want to source the best job candidates then you need to harness social media to effectively display your company’s corporate values and job vacancies.
It is best to first create an active online presence first and establish your authority in your respective field. Try and keep your customer’s and potential employees in mind when building your online social media presence.

What your brand represents has become more important now than ever before. Most millennials out there are looking for an emotional connection which means that they want to work for the right company without compromising on their beliefs and ethical values.

You can create a social media presence and use it to depict your company beliefs and ethical values in the best possible light.

3. Arrange Live Recruitment Sessions on Social Media to Hire Talent from Different Locations

Social media platforms provide an opportunity for you to recruit new employees through live sessions online. Screening employees has never been easier due to the possibilities that social media offers when interviews and testing are concerned.

All you have to do is type out a message to your candidates and wait for them to switch on their cameras and start conducting your interview. There is no need for travelling, complicated appointment times or even recruitment offices.

4. Use Your Social Media Platform to Post Job Ads

Once you have established your company’s social media presence and authority, you can start posting your jobs ads on your social media platform which will get candidates to visit your career site, but make sure that your site is both computer and mobile friendly as most job applicants scroll through job openings through their phones.

You can also further go on to add testimonials of current employees as well as getting employees referrals, you can take help of your current employees to do this.

The benefits of using social media in your recruitment process is a part of an ongoing revolution in human resources. So, use it with a good strategy to get the most out of it!

Author Bio: Kelly Barcelos is a progressive digital marketing manager specialising in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.

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5 Tips For Successful Small Business Recruitment

Small businesses face a number of challenges with recruitment, and often, it’s business owners - people like you - who are expected to have quick and sustainable solutions.
While there are rarely overnight solutions to grand problems, there are easy-to-implement tactics which can radically improve your recruitment processes.

It starts with understanding the challenges faced by Australian candidates.

Global recruitment firm Robert Half recently revealed a long list of frustrations experienced by jobseekers, including slow feedback about their application, delayed decision-making and poor communication from prospective employers.

The research also revealed that 47% of jobseekers apply for ten or more roles at the same time. Around 73% regularly receive multiple job offers, and 38% “often” or “always” get more than one offer. As the proof is in the pudding, it’s time to improve your recruitment strategy and secure your next top talent.

Here are five tips for successful small business recruitment:


For small business recruitment, networks are everything. It’s critical to foster existing relationships and build new connections with potential candidates from your industry. Be present at sector events, get active in online forums, offer rewards for staff referrals, and use any available tools to help you grow a pool of relevant and engaged candidates.

Communicate regularly with this audience of potential candidates, providing them with information—perhaps in the form of a monthly e-newsletter—on why you’re a competitive and attractive employer. Send them updates about your employee perks and professional development initiatives, and of course, any available roles you have going. Word of mouth and reputation still play a substantial role in attracting top talent to organisations, so ensure your small business is visible to relevant jobseekers ready to seize their next opportunity.


A sure-fire way to recruit and retain top talent is to offer employees unique working experiences. As a small business, you may not have a gym on site or be able to provide daily lunches, but you can still make your organisation a sought-after and competitive workplace for the most capable candidates. Perhaps you offer flexible work arrangements and the ability to buy extra leave? Maybe it’s your renowned mentoring program that’s appealing to talent in your industry? And don’t forget about regular access to senior leaders in a small business like yours!

Remember: making your organisation attractive to top talent needn’t cost an arm and a leg. Great employee initiatives are about respecting and engaging people, and ensuring candidates in the job market know about that. Get creative with what you can offer at your small business to inspire the best people to apply.


This is your one-stop shop for relevant candidates. It’s as simple as the name suggests, providing a platform where business owners can browse for suitable candidates based on their unique and growing recruitment needs. After selecting candidates, business owners have the option of contacting the agency to set-up a meeting with them. It’s that simple.

Whether you need a finance manager with SAP skills or an IT consultant from Queensland, this browsing tool cuts through to help small businesses surface the most relevant and suitable candidates from all across Australia. You can also search by technical expertise, language skills and years of experience to find the perfect candidate for your small business. Candidates are usually already vetted by the agency and are awaiting the next exciting step in their career journey.


Social media can significantly improve the efficacy and reach of your small business recruitment strategy. It provides a platform to talk generally about your organisational values, about your projects and most importantly for business owners, about your people, and your rationale and success in securing the best. Through social media functionality such as tagging, short-form content and direct messaging, you can communicate with candidates and industry leaders in a straightforward and highly personalised way. Don’t delay—now is the time to commit to using social media to support effective recruitment at your small business.


As business owners, you’ll always be required to be resourceful and to adapt to change. To best handle change and ensure you retain and inspire the best people while doing so, you’ll find yourself on a perpetual journey of discovery and learning. Seek out innovative and improved ways to manage your recruitment strategy at every turn. Read widely, attend industry events, undertake courses and see how other HR managers are handling challenges at their small businesses. While not always the easiest part of your job, this can certainly be one of the most rewarding.

Follow these tips to ensure your small business invests smartly in its people and workplace. Because it’s time for a brilliant, stress-free recruitment strategy.
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Should you Sacrifice your Salary for Benefits?


This new research published in the 2018 Robert Half Salary Guide highlights the shift and increasing value that Australians are placing on benefits such as flexible working arrangements.

At the top of list is flexibility, with almost half (47%) willing to accept a lower salary in return for flexible working hours. Other preferred benefits include the option to work from home (40%), increased holiday allowance (37%), medical benefits (36%) and travel allowances such as company cars and fuel expenses (31%).

Andrew Brushfield, Director of Robert Half Australia said: “While salary is a prime motivator and the main incentive of a remuneration package, it is one component. Flexibility is increasingly becoming one of the most in-demand workplace benefits and Australians are actively seeking out job opportunities that not only satisfy their monetary ambitions but also their lifestyle needs, such as flexible working hours, the ability to work from home or additional holidays.”

Top 5 benefits for which Australian workers would be willing to accept a lower salary*

  • Flexible working hours
  • Option to work from home
  • Increased holiday allowance
  • Travel allowance
  • Medical benefits

“In a market characterised by slow wage growth, Australian companies might not be in a position to award pay rises or higher starting salaries,” said Brushfield. “In such cases, employees should consider negotiating for benefits other than more pay, such as training and professional development opportunities or more leave.”

“Employers are fast realising these non-monetary benefits help to build a satisfied, motivated, productive and loyal workforce. In a candidate-short employment market, Australian companies benefit from diversifying their incentives offerings beyond the purely financial aspect in order to attract and retain high-calibre professionals,” concluded Brushfield.

While salaries are often perceived to be the most important element in the remuneration package, hiring managers would be wise to remember that a competitive and attractive remuneration policy consists of more than just pay.

With relatively slow wage growth in Australia, non-monetary incentives such as flexibility and recognition are important initiatives to consider, particularly in a competitive recruitment market where staff turnover can prove to be costly to the company bottom line.

*Source: Independent survey commissioned by Robert Half among 160 CIOs in Australia

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