[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_3,2_3″ _builder_version=”4.23″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ module_class=”table-contents” _builder_version=”4.23″ background_color=”#f3f2f6″ custom_padding=”25px||25px||true|false” sticky_position=”top” sticky_limit_bottom=”section” sticky_position_tablet=”top” sticky_position_phone=”none” sticky_position_last_edited=”on|desktop” border_radii=”on|24px|24px|24px|24px” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23″ text_font=”||||||||” global_colors_info=”{}” background__hover_enabled=”on|desktop”][\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Intro” _builder_version=”4.27.5″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
The hiring process can feel overwhelming. You have to create a job ad, review resumes, interview candidates, and decide who’s the right fit \u2014 all while running a small business. This also includes recruitment costs, which can range from $5,000 to $25,000. And it isn\u2019t a quick process either: it takes six to eight weeks on average to find and hire a candidate. But the process is worth it when you find the right employee<\/a> for your job vacancy.<\/p>\n Let\u2019s go through a simple guide on how to find the right candidate for your small business.<\/p>\n First, you need to look at your business branding and presence<\/a>. Do you have a website, career pages, or social media accounts? This is important because when advertising a job, you want to make a good impression on potential candidates. Good candidates look for a business they can trust, and the first step is to see what they are about and how they operate.<\/p>\n If you don\u2019t have an online presence, it will be hard to attract a large pool of candidates. So to shorten the time it takes to find the right candidates, take your business online<\/a> and start small, even with a Facebook or Instagram profile. After that, you can use your website and socials to let people know you\u2019re hiring.<\/p>\n A messy interview process is a huge red flag for potential job candidates. It makes your business look unprofessional, so even if you find someone great, why would they want to work for you? Instead, set a clear interview pathway and be transparent about the process, such as providing timelines (how long it will take) and outcomes (whether you are advancing to the next stage or going in another direction).<\/p>\n Here is a simple example of how the interview process should work.<\/p>\n Application > Screening > First interview > Assessment > Reference Check > Hire<\/strong><\/p>\n A clear hiring process saves time, provides structure, and gives you a template you can follow every time you hire a new role.<\/p>\n How you write a job ad determines what kind of candidates apply. A convoluted and messy job ad will not attract quality candidates. Instead, make a good impression and write a precise, clear summary of what the job is, what you\u2019re looking for, and why they should work for you.<\/p>\n [\/et_pb_text][et_pb_text disabled_on=”off|off|off” admin_label=”Scenario” _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#0a004a” background_color=”#eeecff” custom_margin=”30px||||false|false” custom_padding=”20px|30px|30px|30px|false|false” border_radii=”on|20px|20px|20px|20px” box_shadow_style=”preset2″ locked=”off” global_colors_info=”{}”]<\/p>\n Marty\u2019s Cafe<\/strong> About:<\/strong> The role\/responsibilities:<\/strong> Requirements:<\/strong><\/p>\n Why you\u2019ll love working at Marty\u2019s Cafe:<\/strong><\/p>\n How to apply:<\/strong> [\/et_pb_text][et_pb_text admin_label=”body” _builder_version=”4.27.5″ header_2_font_size=”32px” custom_margin=”||0px|||” header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Most job ads look something like this. Since candidates often go through hundreds of applications to find the right fit, make sure you get to the point and demonstrate that you’re a good place to work.<\/p>\n You probably want talented and smart candidates, since they make good workers \u2014 but this also means they lose interest quickly if your job ad is poorly written. To keep the candidate you want on the page, avoid these common mistakes:<\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.reckon.com\/au\/wp-content\/uploads\/2026\/02\/Job-advertisement-options.png” alt=”job advertisement options include, website and social promotion, local ads, job board platforms, employee referrals, and recruitment agencies” title_text=”Job Advertisement Options” align=”center” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_image][et_pb_text admin_label=”End” _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n After creating a well-written job ad, you need to get it out there. Taking the cheap route will increase the time it takes to hire an applicant. Instead, use a combination of the following to streamline the process and reach the best candidates:<\/p>\n When conducting interviews with job candidates, make sure that you are prepared.<\/p>\n Review the candidate’s CV<\/strong> Put at ease<\/strong> Prepare questions<\/strong> Identify ambitions<\/strong> Soft Skills<\/strong> Open to negotiation<\/strong> It can take a lot of time and effort to find the next candidate for a job vacancy. To limit bad hires and find the right candidate for your business, invest in your hiring process by:<\/p>\n With a solid process, you can reduce costs, shorten the time to fill job vacancies, and run your small business with fewer disruptions.<\/p>\n [\/et_pb_text][ba_social_share icon_bg=”#03002e” icon_padding=”10px|12px|10px|12px|true|true” layout=”classic” show_text=”off” btn_padding=”0px|0px|0px|0px|false|false” btn_bg_color=”RGBA(255,255,255,0)” _builder_version=”4.23″ _module_preset=”default” custom_margin=”50px||||false|false” custom_padding=”25px||||false|false” custom_css_before=” content: %22SHARE THIS%22;|| font-size: 16px;|| font-weight: 700;|| line-height: 22px;|| letter-spacing: 0em;|| text-align: center;|| color: #ff5447;|| margin-bottom: 10px;|| display: inline-flex;|| position: absolute;|| margin-top: 10px;” border_width_top_main=”1px” border_color_top_main=”#e4e4e4″ border_radii_icon=”on|5px|5px|5px|5px” global_colors_info=”{}” custom_css_before_last_edited=”off|desktop”][ba_social_share_child _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”facebook” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”linkedin” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”email” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Looking to find the right candidate for a job vacancy? Check out our hiring guide and learn how to find the right person for your small business.<\/p>\n","protected":false},"author":36,"featured_media":301337,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Changes to how casual employees can transition to permanent employment are coming this year. The new process adds an employee-driven element, where, depending on certain circumstances, a casual employee can notify their employer of their intention to move from casual to permanent employment.<\/p> This is a marked departure from the previous rules, which were entirely up to the employers. So, what does this new process look like, and what does it mean for small businesses?<\/p> Let\u2019s go through it.<\/p> The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p> Under the old rules in the National Employment Standard, a casual employee\u2019s employment status was entirely employer-driven. This meant that any conversation or initiation of a casual employee was through the employer's agreement or arrangement.<\/p> Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p> Under the employee choice pathway, casual employees can pursue permanent employment by notifying their employers of their intent to change from casual to permanent. The following criteria have to be met before notice can be given:<\/p> The changes have been in effect for medium-large businesses since 26 February 2025. Under the legislation, businesses with 15 or more employees must follow the employee choice pathway procedure.<\/p> The changes will come into effect on 26 August 2025 for small businesses (15 employees or fewer). Under the rules of casual employment, an employee may only notify their intent for permanent employment if they have been employed for more than 12 months.<\/p> The employee choice pathway is twofold: a notice of intent to transition from casual to permanent, and the response to that notice. While this may seem simple, a number of factors determine the outcome. First, before a notice can be made to move from casual to permanent, we must look at what defines casual employment status.<\/p> The legal definition of what constitutes casual employment can be found in the Fairwork Act 2009 (15A). This is a rather large document, so for all intents and purposes, casual employment can be simply defined like this:<\/p> If you are unsure about the definition of casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p> The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p> Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p> Imagine a bartender working casually for over 10 months at a large pub with more than 15 workers. This casual employee has been given more responsibilities in the last few months, including rostering other casuals. The employee has also noticed they work fixed, regular, rostered shifts. With this information and a desire for more security in their employment, they approach their employer with notice to transition from casual to permanent employment.<\/em><\/p><\/blockquote> In this example, the employee meets the requirements to give notice and pursue the casual choice pathway. After notice occurs, the employer is required to respond. Let\u2019s take a look.<\/p> Once an employer receives a notice from their employee, they have 21 days to respond. Before a response is made, the employer should consult with the employee about what changes the transition would make to their employment. This discussion should include:<\/p> After a consultation, the employer can accept or reject the notice of employment change.<\/p> When accepting a change, the employer needs to include what has been consulted previously and provide a new written employment agreement with their employee. The changes must immediately be implemented after the acceptance of employment status unless the employer and employee have agreed on a different commencement date.<\/p> When it comes to rejecting a notice, employers need a good reason. An employer can justify a rejection of the notice when either of the following circumstances apply:<\/p> Accepting or rejecting an employee's notice must be thoughtfully considered, whatever the circumstances, and communication should be clear and concise. If there is a disagreement, it may come down to both sides not effectively communicating. However, dispute resolution procedures are in place if the relationship is beyond solving in the workplace. It also should be noted that protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p> Any dispute must be resolved first in the workplace. However, if a dispute occurs due to a disagreement about an employee\u2019s employment status, there are a number of avenues that can be explored:<\/p> Unfortunately, if either of these doesn\u2019t remedy the situation, the matter may have to be resolved in court, arbitrated by the Federal Circuit Court.<\/p> As the changes on the pathway from casual to permanent employment are new, there will be a degree of awkwardness in implementation. What is essential is good communication and honesty when discussing an employee's future in your business. As the date for small businesses to follow the new rules is set for 26 August 2025, there is plenty of time to review your procedures for managing your staff<\/a>.<\/p> You may find that the new process has new opportunities for dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[343],"tags":[],"class_list":["post-301328","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"\nEstablish\/use business presence<\/h2>\n
A Clear Hiring Process<\/h2>\n
Nail ad copy<\/h2>\n
Example<\/h3>\n
Part-time waiter\/all rounder<\/h4>\n
Location:<\/strong> Marrickville, Sydney
Part-time<\/strong> (15-25 hours)
$32\/hr<\/strong><\/p>\n
Marty\u2019s Cafe is a relaxing, community-focused spot serving great coffee and breakfast in the heart of Marrickville. We are looking for a friendly and reliable all-rounder to join the team and serve our locals.<\/p>\n
You\u2019ll be working alongside other staff, where your duties include:<\/p>\n\n
\n
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To apply, attach your resume and a brief cover letter about yourself. For more about Marty\u2019s, check out our website at martyscafe.com.au.<\/p>\nJob ad copy red flags<\/h2>\n
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Getting your job advertisement out there<\/h2>\n
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Interview preparation and tips<\/h2>\n
Have the candidate’s resume on hand and read it before the interview. Highlight the experience and skills you want to discuss further.<\/p>\n
Interviews don\u2019t need to be an interrogation. A good interview is an organic conversation that involves a bit of back and forth. Introduce yourself and ask about the candidate, not just how they can work for you. Keep in mind that most candidates are nervous, which is a good thing: it means they care. If they appear bored, they might not want the role, which means they aren\u2019t right for your business.<\/p>\n
Set yourself up with open-ended questions that explore a candidate’s experience and skills. Don\u2019t just wing it: if you improvise too much, you can lose focus and miss out on important details. Take notes on whatever catches your interest, or write down your initial thoughts after the interview.<\/p>\n
Identify an applicant\u2019s motivation and goals by asking where they want to be in the next 2, 5, or 10 years. It can help you ascertain whether you have a short-term or long-term employee. If you find someone who could grow with your business<\/a>, that\u2019s even better.<\/p>\n
Technical ability is great, but soft skills such as organisation, strong communication, and relationship-building are also key for employees to work well within your business\u2019s culture.
Encourage applicants to ask questions about your company, and be honest when answering (within reason, of course).<\/p>\n
Don\u2019t lose out on a talented worker for a small amount of remuneration, but also be mindful of your limits. If you think you\u2019ve found the right candidate, see what you can do to bring them on board, and don\u2019t forget non-monetary incentives like flexible working arrangements.<\/p>\nHiring the next candidate for your business<\/h2>\n
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Key changes to casual employment rights<\/h2>
Who is affected by the employee choice pathway?<\/h2>
The process involved<\/h2>
Defining casual employment<\/h3>
Giving notice of employment change<\/h3>
Responding to a notice<\/h3>
Accepting or rejecting an employment change notice from an employee<\/h3>
What happens if there is an employment dispute?<\/h2>
The bottom line<\/h2>