No matter where your business is located, hiring top talent is important, so you want an applicant tracking system (ATS) software solution that will streamline your recruitment process and take it to the next level. When you operate in Australia, however, there are a number of unique employment requirements and expectations that add complexity to your hiring.
When selecting an ATS software solution for your Australian business, make sure it helps with the following.
Link to Top Sources
The positioning of your job advertisement can improve its visibility to your candidate pool. While some sites like Indeed may be a universal resource for finding candidates, others like Seek are specific to Australia. Make sure that your ATS software links to these sources so that you’re always able to connect with the best in the industry.
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Confirm Legal Working Status
Before hiring a new employee, it’s the responsibility of each employer to confirm an individual’s legal working status. Permanent residents of Australia, Australian citizens, and New Zealand citizens can legally work in Australia. If a foreign citizen wishes to work in Australia, he or she must obtain the correct visa.
ATS software can help you with these checks and can save the documentation so it’s there if you need it.
Establish Employment Contracts
Employment contracts specify terms and conditions of employment and may be subject to scrutiny by both federal and local authorities. All employment contracts must meet the 10 minimum entitlements of the National Employment Standards (NES).
ATS software will provide templates and assistance with drafting your employment contracts. This will save your hiring managers’ time, while also helping to ensure that you comply with all applicable legislation.
Enterprise agreements are similar to employment contracts, but are more formal and binding, as they must be granted approval from the Fair Work Commission. ATS software can make it easier to draft and distribute enterprise agreements.
Since employment contracts are binding, many employers utilize a probationary period to test whether a candidate is a good match. If a probationary period will be in effect, the employer must let the candidate know prior to employment and must set clear standards regarding when the period will end and what it will take to continue employment after the probationary period. Employee entitlements must still be provided throughout the probationary period.
There are many factors that come into play when your company uses ATS software for recruitment. From the language used, to the style of your careers page, to the benefits and salary being offered for a position, every piece of your recruitment strategy may affect your results.
Hiring analytics can help you see what’s working and what isn’t. As you make changes to your recruitment process, you can see how those changes alter your time to hire, retention, and expenditures. Over time, you should see a boost to your productivity and your bottom line.