1. Avoid costly recruitment mistakes.

Proven strategies to attract, assess, and hire the right talent while minimising hiring risks.

Imagine this - you’ve finally landed a new hire for a crucial role in your business. They seemed great on paper, the interview went well, and you were eager to get them started. But within months, you start noticing problems—missed deadlines, lack of engagement, and a disconnect with the team. You’re now faced with the difficult choice of either investing even more time and resources into training them or letting them go and starting the entire hiring process again.

For many small and medium-sized businesses (SMEs) in New Zealand, this is an all-too-common and costly cycle. Unlike larger organisations with HR teams dedicated to talent acquisition, SME owners often handle recruitment themselves—on top of running the business. The pressure to hire quickly, combined with limited recruitment expertise, can lead to hasty decisions that don’t align with long-term business needs.

Poor hiring choices don’t just affect productivity; they can impact team morale, customer relationships, and overall business growth. In New Zealand’s tight labour market, where skilled talent is highly sought after, SMEs need to take a strategic and intentional approach to recruitment.

The Solution – A Smarter Approach to Hiring

Rather than viewing recruitment as a one-off task to fill a vacancy, successful SMEs take a long-term, strategic approach to hiring. Here are key strategies to improve your recruitment process:

1. Define Your Ideal Candidate

Before you even post a job ad, take time to clearly define the role. Ask yourself:

• What specific skills and experience are essential for success in this role?

• What personal attributes will help them fit into your company culture?

• What challenges will they face, and what kind of mindset is best suited to overcoming them?

A well-crafted job description should go beyond a simple list of tasks. It should outline the purpose of the role, key performance expectations, and the type of person who will thrive in your business environment.

2. Advertise Where It Matters

Many SMEs default to posting job ads on Trade Me, Seek, or general job boards. While these are effective platforms, they may not always be the best place to find your ideal candidate. Consider:

• Niche job boards – Industry-specific platforms can help you attract professionals with specialised skills.

• Social media and LinkedIn – Many professionals in New Zealand are open to opportunities even when they’re not actively job hunting. LinkedIn, in particular, is a great tool for reaching passive candidates.

• Word-of-mouth and referrals – Encourage your existing employees or industry contacts to refer potential candidates. Often, the best hires come through trusted networks.

3. Create a Structured Hiring Process

A well-structured recruitment process ensures consistency and reduces the risk of hiring based on gut instinct alone. Your process might include:

• Phone screening – A short call to gauge the candidate’s enthusiasm, basic skills, and fit for the role.

• In-depth interview – Use a mix of competency-based questions and situational scenarios (e.g., “Tell me about a time you had to manage a difficult customer”).

• Practical assessments – A short task relevant to the role can help assess real-world skills. For example, if hiring a sales rep, ask them to prepare a short pitch for a product.

4. Hire for Attitude, Train for Skill

While skills and experience matter, attitude is often a stronger predictor of success. A candidate who is eager to learn, adaptable, and aligns with your company values may be a better long-term hire than someone who ticks every box on paper but lacks motivation or cultural fit.

Consider the following:

• Does this person demonstrate a strong work ethic and willingness to learn?

• How do they handle feedback and problem-solving scenarios?

• Are they aligned with your company’s mission and values?

5. Think Beyond the Immediate Role

Hiring is not just about filling a position—it’s about building a strong team that will drive your business forward. Ask yourself:

• Can this person grow with your company?

• Do they bring new ideas or perspectives that could add value?

• How will they contribute to your company culture?

Being transparent about career growth opportunities, training, and long-term expectations can help attract candidates who are genuinely interested in contributing to your business, rather than those just looking for their next pay check.

Reflective Scenario – What Would You Do?

You’re hiring for a sales role and have two candidates shortlisted:

• Candidate A has ten years of sales experience but seems disengaged and lacks enthusiasm about your business.

• Candidate B has only two years of experience but demonstrates a strong work ethic, enthusiasm, and a genuine interest in your company.

Who would you choose?

Using the strategies outlined above, you might realise that Candidate B, despite having less experience, has a growth mindset and a strong alignment with your company’s values. With proper training, they could become a high-performing, loyal employee, whereas Candidate A might struggle to integrate into your team and show little long-term commitment.

Golden Nugget - "Hire character. Train skill." – Peter Schutz, Former CEO of Porsche

A strong recruitment strategy isn’t just about filling a vacancy—it’s about making smart hiring decisions that will strengthen your business in the long run. Taking the time to recruit the right person can save you time, money, and stress while building a team that truly supports your company’s success.