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BUSINESS
Recruitment Is
a two-way process
We tend to think always
that recruitment is all
about the employer finding
the right person for
the job. And while that is
certainly the employer’s
top priority, the applicants
equally are deciding where
and for whom they want
to work.
If you are applying for
a position, you must do
your homework. This will
include checking out the
prospective employer
through their website or
word of mouth, how they
advertise, etc. If you really
want to be in sports
physiotherapy, make sure
you’ve checked whether
this is a significant part of
their work or not.
Send off a CV that you have read
and checked thoroughly. Include a
covering letter addressing the skills and
competencies sought and impressing
the employer that you are the right
person for the role. CVs without a
covering letter, or with errors or that
appear generic and not personalised
to the role sought, will not impress an
employer that you genuinely want the
job. It can be worthwhile delivering
your application in person. That way
you get a chance to see the practice
and gain some first impressions.
When your impressive application
results in shortlisting and being invited
to an interview, it’s time for more
preparation. Know where the practice
is and be sure you can get there on
time. You may be asked to start by
telling a little about yourself – don’t
waffle and ramble. Decide what
you’ll say and keep your introduction
succinct. You may be asked behavourial
questions, for example “Tell us about
a time when you …”. In this scenario
the employer is wanting examples of
how you have dealt with or reacted in
given situations. Past behaviour is an
indicator of future performance. You
may be asked about your strengths and
weaknesses. Don’t be afraid to disclose
a weakness. We all have them, and to
say you don’t is unrealistic. Having a
weakness won’t eliminate you as an
applicant. And think about one or two
questions you want to ask. Do not use
the opportunity to ask what you’ll be
paid. Discussions about salary come
later when you are offered the job.
Good recruitment practices on
the part of both the prospective
employer and the prospective
employee will give greater
surety of a lasting, fulfilling
employment relationship.
The interview process is your opportunity
to assess fully if with this employer
and practice is where you want to be,
just as it is the employer’s chance to
assess if you are right for them.
When you are offered the role, you
must now be given an employment
agreement to consider. You should
either be told, or receive a covering
letter advising, that you have the right
to seek independent advice on the
employment agreement. Take time to
read the agreement carefully and to
seek advice from someone you trust
before you sign it.
If you negotiate a change to the
employment agreement, the employer
must give you a fresh updated copy for
signing, and the employer will retain
on your file all copies of employment
agreements, even the draft ones. This
is a legal requirement.
The final agreement may include a trial
period. This is permitted under law. A
trial period of up to 90 days again gives
both parties the opportunity to be certain
you are the right person for the
role and that you will be happy working
in this practice and for this employer.
Make sure the employer gives you the
employment agreement ahead of time
and that you sign your employment
agreement before commencing work.
Good recruitment practices on the
part of both the prospective employer
and the prospective employee will give
greater surety of a lasting, fulfilling
employment relationship.
Joanne Lentfer
Business Manager
Physiotherapy Business : NZPPA
22 | PHYSIO MATTERS AUGUST 2011