March 24, 2025
Hiring can feel like a never-ending game of chance.
Put up a job ad, cross your fingers, and hope the right person shows up. But high-performing companies don’t leave recruitment to luck - they follow a structured, proven process that gets results.
The good news? You don’t need a big HR department to hire well. With a few smart moves, any SME can attract, assess, and secure the best people. Here's how...
List of Services
-
Get Clear on What (and Who) You NeedList Item 1
Too many businesses rush to hire without truly understanding the role. High-performing companies do it differently—they start by defining success.
Before you post anything, ask:
- What will this person be responsible for in three, six, and twelve months?
- What skills are absolutely essential, and what can be learned?
- What kind of personality and values fit your team?
Once you have answers, write a clear, concise job description. Cut the fluff - skip “must be a team player” and focus on what really matters.
Make it easy for the right candidates to see themselves in the role.
-
Don’t Just Post a Job Ad - Go Find the Right PeopleList Item 2
The best people aren’t always job hunting. High-performing companies know this, so they proactively search for talent rather than waiting for applications.
Try this:
- Ask your network for recommendations. Great hires often come through trusted connections.
- Use LinkedIn to find and message people with the right skills.
- Post the job where your ideal candidates hang out—Seek, Mahi Recruitment, Māori & Pacific Jobs, and industry forums.
- Tell a story on social media. Highlight what makes your company a great place to work.
Hiring isn’t about casting the widest net - it’s about being in the right place for the right people.
-
Shortlist Fast and FairlyList Item 3
Sorting through CVs can be painful, but a simple process makes it easier.
- First cut: Remove anyone who doesn’t meet the absolute must-haves.
- Phone screen: A quick 15-minute call to check salary expectations, interest level, and cultural fit.
- Final shortlist: Pick the top three to five candidates for in-depth interviews.
The best candidates won’t wait around, so move quickly.
-
Interview Smarter, Not HarderList Item 4
Interviews often feel like a guessing game. High-performing companies use structure to remove bias and guesswork.
A few tricks:
- Ask every candidate the same core questions. This keeps things fair.
- Use the STAR method - ask for real examples (Situation, Task, Action, Result).
- Take notes and score answers so you compare candidates objectively.
If you’re hiring on “gut feel,” you’re probably making avoidable mistakes. Use data, not just intuition.
-
Double-Check Before You Commit
Before you extend an offer, take a step back. The wrong hire will cost you more than an extra day of due diligence.
Here’s what to check:
- References: Call previous managers, not just friends.
- Right-to-work and background checks: Make sure they can legally work in New Zealand.
- Salary alignment: Confirm expectations match before making an offer.
High-performing companies don’t skip these steps. Neither should you.
-
Make an Offer They Can’t Refuse
Good candidates have options. If you want them to choose you, make the offer process seamless.
- Move fast - don’t drag things out.
- Be clear on salary, benefits, and start dates.
- Call them personally - don’t just send an email.
Make them feel wanted. People don’t just accept jobs; they accept leaders, teams, and opportunities.
Final Thoughts: A Smarter Way to Hire
Hiring doesn’t have to be stressful. By following a simple, structured process, you can attract great people, make better hiring decisions, and build a strong, engaged team.
- Get clear on the role before hiring.
- Use multiple sourcing methods - not just job ads.
- Shortlist quickly to avoid losing top candidates.
- Run structured interviews to remove bias.
- Check references and background details before offering.
- Move fast on offers and onboard effectively.
If you want to make recruitment easier for your business, let’s talk. Visit
www.onsidenz.co.nz or reach out to Dale Clareburt to find out how we can help.
Dale Clareburt, Director OnsideNZ
Email: Dale@onsidenz.co.nz or Book an Appointment