Get instant access to this user friendly Hiring Manager recruitment training and support program!

Hot benefits…

• $47.42 + GST per month subscription
• Cancel anytime
• Step-by-step blueprint on how to recruit from job vacancy brief to induction stage.
• Includes recruitment tips, tricks and template that help get to where you want, save time and money!
• Desktop recruitment/project management software to efficiently manage your recruitment campaign

Background…

Did you know major global skill shortages are widely anticipated by industry experts? Prior to the global recession, some predicted America would face a resource shortfall of around 10 million jobs by 2010.

The timeframe may be altered but in the not too distant future, this will affect the New Zealand labour market too. We’re likely to see more recruitment drives from offshore multinationals luring our talent to ‘greener fields’, leading to a greater ’brain drain’ and an increase in migration. New Zealand’s workforce is also changing rapidly as Generation Y enters the workforce and employee expectations change. New industries – such as the green industry revolution will create new job types and require new skill sets.And the increasing number of Baby Boomers exiting the workforce will leave a significant skill gap.

Over a decade in the recruitment industry has given me an in-depth understanding of the challenges Hiring Managers face. When I first set up Chilli Factor recruitment services, I responded to three of these challenges – limitations of time, budget and recruitment skills, by creating an unbundled recruitment solution.

For several years Chilli Factor focused solely on helping Hiring Managers recruit Receptionists to General Managers across a broad range of industries. Our placement fees were extremely competitive, ranging from $1,000 to $3,000 based on our time-based recruitment formula.

The unbundled recruitment support model was highly successful for our clients – leaders in the construction, utilities, communications, FMCG, PR, media and manufacturing industries.

We first were introduced to the Chilli Factor at a time when we were extremely busy. We manage our recruitment in house and only go to Recruitment Consultants if we are unable to fill a role ourselves. Chilli Factor initially appealed as an extension of our own resource. However it quickly became clear that they would offer more than that – Kirsten, and her wealth of experience, offered timely advice and feedback (including corrective) that assisted us in becoming more efficient and effective. Kirsten and the team are part of our business – we can trust them. In addition it is an extremely cost effective alternative to the external providers!
Angela Neely, Human Resources Coach

It is refreshing to find a business partner that provides rigor of process, experience and great methodologies while at the same time offering a truly customised approach. The best of both worlds. The Chilli Factor provides a culture of “freshness” that energises those who deal with them while providing the solution, we as the customer need, rather than a pre set service that the supplier wishes to sell.
Marc Fisk, Head of Human Resource, Metrowater

After a few years I was ready to take on the next challenge that was to solve what I now believe to be the biggest obstacle hiring managers face.
The one issue that if Hiring Managers were to overcome – everything else would systematically fall into place.

Have you experienced any of these frustrations?

• Can’t find the right candidate
• Can’t attract the right candidates
• New hire is not the right fit
• Dissatisfied with new employee’s performance
• New employees unhappy in new job. It’s not what they expected!
• A lot of extra time spent managing staff
• High turnover of staff
• Recruitment budgets blown

You’re not alone if you have.

The BIG obstacle…

Over the years I’ve noticed many Hiring Managers recruit straight from the job vacancy position description. This is often the main piece of information given to recruitment agencies to recruit from. Yet this is only part of the job vacancy job brief. A bunch of important detail is overlooked!

This ultimately results in –

I found I was addressing this more and more.  So I created the Clear Job Expectations step-by-step guide to overcome this obstacle.

The clear job expectations guide helps you to:

1. Understand the job specification.
2. Clarify what the candidates is require to do achieve the company, department and job goals.
3. Understand what experience is essential to do the job and what skills can be learned.
4. This may help when considering candidates who may not necessarily have all the relevant experience, but who show potential – an important consideration in today’s market.
5. Create advertising that reaches the target audience.
6. Create a reference point for reviewing and matching candidate applications.
7. Create screening and interview questions.
8. Select the most appropriate assessments.
9. Transition and retain new employees.
10. Conduct effective performance reviews.
11. Save time and money, minimise recruitment challenges, and increase your decision-making ability.

Everything comes back to clear job expectations!

OMG – awesome
I own an SME business with 6 full time staff and 500 contractors, I utilised Chilli Factor’s Clear Job Expectation guide to assist me in constructing a new GM position in my business. I was expecting a couple of ideas and a template, what I got was so much more! Chilli Factor has provided me with not only a comprehensive guide on how to construct this new position but has also given me ideas on how to address the team and show my new GM the bigger picture. There are hot tips in the manual that are constructive and creative, enabling you to think outside the square.
Even if you have put together a large number of job briefs you will find this invaluable – highly recommend!
Rebecca Purdy, Product Placement

Next, I decided to make Hiring Managers recruitment tasks even easier, and even lighter on the wallet, by offering all the guides, activities and templates required to recruit successfully from job vacancy requirement to induction stage..

It’s a POWERFUL program…

The DIY Recruitment Toolkit contains everything Hiring Managers require to complete (or delegate parts of) the recruitment process. You may choose to read a recruitment process guide, and delegate the work to a staff member or third party. If you understand what you are delegating it puts you in a stronger position to manage the work and achieve desired results partly because you know what questions to ask. A big part of recruitment is about asking ‘the right’ questions. We teach this in the system including providing proven questionnaires.

The DIY Recruitment Toolkit consists of…

6 Modules covering…

• Identifying the Staffing Need
• Sourcing Candidates
• Candidate Selection
• Offer
• Induction
• Systems and Workflow

14+ Guides on how to…

• Manage the employee resignation and exit interview process.
• Create a clearly defined job vacancy brief / application to hire.
• Create clear job expectations.
• Maximise your compelling offer to match employee value expectations.
• Manage your recruitment advertising campaigns.
• Create a compelling job advertisement.
• Pre-qualify applicants.
• Interview candidates.
• Facilitate assessments and background checks.
• Make the decision to hire and manage the offer.
• Close your job vacancy recruitment campaign.
• Create and manage a 90-day induction program.
• Efficiently manage your systems, information and workflow.

30+ ready to go recruitment templates including… 

• Employee exit interview questionnaire
• Job vacancy brief
• Employee value viewpoint questionnaire
• Email templates
• Candidate profile brief
• Advertising campaign brief
• Phone screening questionnaire
• Screening scripts
• Interview questionnaire
• Application form
• Reference check form
• New hire form
• Induction templates

+ Bonus resources including…

The HR and Employment Support Guide
The Hiring Manager’s essential reference guide! Includes insights into the employment laws, HR resources and information about pre-employment checks.

The Compelling Offer Ideas Guide
If you are struggling to attract top performers – this guide is rich with ideas on how to maximise your employee value proposition.

Job Vacancy Management Software
Not only do you have access to the complete comprehensive recruitment knowledgebase, you also receive – exclusive recruitment desktop software to manage your job applications, workflow and recruitment budget!

Features include:

• Step-by-step user-friendly software manual.
• Automised analysis report, displaying applicant, status, advertising, time to hire, cost to hire statistics.
• Customisable recruitment workflow process.
• Advertising register.
• Time register.
• Candidate register.
• Candidate Tracking Screen.
• Comments/Contact record.
• Four printable analysis reports: Campaign summary, Advertising, Time and Candidate status.

JVMS gives you a quick and clear snapshot of your recruitment campaign’s status showing your workflow and opex data all on one screen.

40 hours worth of training!

Included in the DIY Recruitment Toolkit is 40 hours worth of recruitment training in the form of recruitment guides. Our customers use the recruitment guides for `just-in-time’ training – meaning `learn what you need to know when you require it’, and as a refresher reference guide.

The training content alone took 1,000 man-hours approx to create. To create the same you could expect this to cost you:

1. Created by your company: 1,000 hrs x $60 = $60,000
2. Created by a third party: 1,000 hrs x $120 = $120,000

Development of online system is also expensive requiring technology, initial set up time and the ongoing cost of site administration and maintenance.

Realistically you’re looking at $200,000+ to create a similar program.

Getting started is as simple as logging on…

• The DIY recruitment toolkit is located on a state of the art online platform.
• Members have a unique password to access the program.
• It’s quick and easy to locate your resources.
• Easy to follow recruitment processes.

We find Chilli Factors online recruitment resource a valuable tool that provides us with the recruitment guides and templates we need to quickly and easily complete our part of the recruitment process. Having the system online means we can easily locate the guides and templates we need quickly.
Nicola Deason, Co-owner, jones the grocer New Zealand

It’s the New Way To Recruit

I covered at the beginning of this page the impending skill crisis.  The DIY recruitment toolkit combats skill shortage by helping to bring recruitment skills in-house so you know what skills are really needed, and how to find and retain talent in an increasingly competitive market!

The DIY Recruitment Toolkit provides the starting point to take back some ownership and develop stronger recruitment skills in-house to ensure your business’s sustainability and growth.

Unless your Hiring Manager’s know how to define their job requirement, whom their target market is and how to reach out and communicate with them, you’ll be looking at very expensive alternatives.

In New Zealand, recruitment agency fees are typically 15 – 22% of the candidate’s first year basic remuneration package. In comparison, several years ago it was typically 12 – 17%. Get ready for this to climb over the next few years as the cost increases for agencies to source candidates in the skill short market. It’s supply and demand 101!

Research tells us overseas recruitment agency placement fees are typically 20 – 30% – capped at 40%! We are bound to follow suit.

For some, this may be money well spent. But what if the incumbent leaves within 18 months? This is not uncommon in today’s workforce where employee loyalty (especially Gen Ys) is based on “what’s in it for me?” Will you be able to afford to recruit several roles a year?

In-house recruitment…

Given the increasing challenges and costs, it seems prudent to invest in in-house recruitment practices. The time to build in-house recruitment knowledge, systems and processes may seem both time-consuming and expensive, and this is a major factor why recruitment is outsourced to agencies. We’ve heard the argument “It’s easier to just write the cheque and get someone else to do it.” It might be quicker and easier but it doesn’t necessarily mean you get the best the result. Instead, consider the ROI in-house recruitment practices can produce, such as decreased time and cost to hire; increased ability to attract and retain top performers; and increased staff productivity and performance.

Recruitment campaign activities are often reactively processed by Hiring Managers because of lack of recruitment skills and knowledge and lack of time. Many do not treat recruitment as a business project as it should be.

Recruitment is not just about filling your job vacancy. It involves spending time understanding why your position exists, defining clear job expectations, understanding and connecting with your target market, maximizing your compelling offer, managing a best practice candidate selection process, making the right hire decision, skillfully transitioning new hires into the business workplace and always understanding your employee needs and expectations.

3 basic steps to get you started:

• Create and implement a consistent company-wide recruitment process.
• Provide all Hiring Managers with basic recruitment training.
• Unbundle your recruitment process and engage third party assistance only where you need it. This will slash your third party recruitment expenditure.

The DIY Recruitment Toolkit helps you to do this, and much more! It provides you with the necessary training to develop recruitment expertise, PLUS the templates and systems required to complete each recruitment stage from resignation of an existing employee to the induction of a new employee.

Well done. What an excellent resource! I can se this being very useful for small businesses and/or large businesses without any HR recruitment support.
Marc Fisk, Head of Corporate Services, Metrowater

Amazing Offer…

Access to the DIY Recruitment Toolkit is yours for only $47.72* plus GST per month. * per Hiring Manager. You can cancel at any time, no questions asked.