{"id":22250,"date":"2026-02-09T22:55:16","date_gmt":"2026-02-09T22:55:16","guid":{"rendered":"https:\/\/nzsda.org.nz\/?p=22250"},"modified":"2026-02-11T03:47:17","modified_gmt":"2026-02-11T03:47:17","slug":"how-to-attract-the-right-person-when-hiring","status":"publish","type":"post","link":"https:\/\/nzsda.org.nz\/index.php\/2026\/02\/09\/how-to-attract-the-right-person-when-hiring\/","title":{"rendered":"How to Attract the Right Person When Hiring"},"content":{"rendered":"\t\t
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How to Attract the Right Person When Hiring<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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If you run a business, you\u2019ll already know that a bad hire costs more than an empty role.<\/p>

Between rework, missed deadlines, unhappy clients and your best people picking up the slack. Recruitment isn\u2019t about just attracting a person it\u2019s about getting the right person for the team.<\/p>

The good news? You don\u2019t need fancy HR systems to hire well. You just need clarity, honesty, and a repeatable process.<\/p>

BE CLEARER TO ATTRACT BETTER CANDIDATES<\/strong><\/p>

Most job ads fail because they\u2019re vague or unrealistic. Instead, focus on what good actually looks like. Before you advertise, ask:<\/p>

  • What does success look like in the first 3\u20136 months?<\/li>
  • Where does this role most often go wrong?<\/li>
  • What skills really matter on the tools or in production?<\/li><\/ul>

    \u00a0<\/p>

    Then write your ad around 5\u20137 outcomes, not a shopping list.<\/p>

    Example (installer):<\/strong><\/p>

    • Safe, tidy installs<\/li>
    • Accurate set-out<\/li>
    • Minimal call-backs<\/li>
    • Clear communication with clients and the office team<\/li><\/ul>

      \u00a0<\/p>

      Clear roles attract the right people and filter out the rest.<\/p>

      SHOW THE REAL JOB (THIS SAVES HEADACHES LATER)<\/strong><\/p>

      A realistic view of the role helps set expectations and reduce turnover within the initial 90 days:<\/p>

      • Photos or a short video of your workshop and install sites<\/li>
      • A brief \u201cday in the life\u201d<\/li>
      • Honest mention of early starts, PPE, deadlines, and physical work<\/li><\/ul>

        \u00a0<\/p>

        In the advert or in the recruitment process will help create a vision of what its like to work for you as a company.\u00a0 When reach interview stage, make sure that you walk the candidate through the workshop and introduce them to the team. It gives everyone a better feel for whether the fit is right.<\/p>

        STOP HIRING ON GUT FEEL \u2014 USE STRUCTURE<\/strong><\/p>

        A relaxed chat feels good, but it\u2019s a poor predictor of performance. A far better approach is to ask the same key questions of every candidate and creating a score like matrix so that you can compare each candidate fairly and consistently.<\/p>

        Remember to focus on real examples, not hypotheticals.<\/p>

        Examples: <\/strong><\/p>

        • \u201cTell me about a job that went wrong \u2014 what did you do?\u201d<\/li><\/ul>
          • \u201cHow do you check your quality before handing work on?\u201d<\/li>
          • \u201cWhat do you do when you don\u2019t know all the details for the job?\u201d<\/li><\/ul>

            \u00a0<\/p>

            WORK SAMPLES BEAT CVS EVERY TIME<\/strong><\/p>

            Seeing someone undertake a task tells you far more than hours \u00a0of talking.<\/p>

            Examples:<\/strong><\/p>

            • Installer marks out a mock install and talks through hazards<\/li>
            • Production staff apply vinyl or finish a panel<\/li>
            • Designers review artwork and flag build issues<\/li><\/ul>

              \u00a0<\/strong><\/p>

              HIRE FOR ATTITUDE AND STANDARDS (NOT JUST EXPERIENCE)<\/strong><\/p>

              The best hires usually share three things:<\/p>

              • Pride in quality and finish<\/strong> \u2013 they take ownership of their work, pay attention to detail, and understand that accuracy and presentation matter to both clients and the bottom line.<\/li>
              • Respect for safety and systems<\/strong> \u2013 they follow established processes, work safely on site and in the workshop, and understand that systems exist to prevent incidents, errors, and rework.<\/li>
              • Willingness to ask questions and learn<\/strong> \u2013 they\u2019re not afraid to say \u201cI don\u2019t know,\u201d seek clarification early, and continuously build their skills as materials, technology, and expectations change.<\/li><\/ul>

                Experience helps but attitude, standards, and coachability are what protect your business long term. Attitude and standards protect your margins.<\/p>

                In brief, if you want better hires:<\/p>

                • Be clear on outcomes<\/li>
                • Show the real job<\/li>
                • Use structured interviews<\/li>
                • Test real work<\/li>
                • Move quickly and communicate clearly<\/li><\/ul>

                  \u00a0<\/p>

                  Good recruitment isn\u2019t about luck. It\u2019s about making the right choice obvious.<\/p>

                  Need a hand with your next hire?<\/strong><\/p>

                  If you\u2019re recruiting or know you need to but keep putting it off, let us help you make the right choice obvious. Contact the team today at hello@networkhr.co.nz<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

                  If you run a business, you\u2019ll already know that a bad hire costs more than an empty role.<\/p>\n

                  Between rework, missed deadlines, unhappy clients and your best people picking up the slack. Recruitment isn\u2019t about just attracting a person it\u2019s about getting the right person for the team.<\/p>\n

                  The good news? You don\u2019t need fancy HR systems to hire well. You just need clarity, honesty, and a repeatable process.<\/p>\n","protected":false},"author":2,"featured_media":22252,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[25],"tags":[],"class_list":["post-22250","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-advice"],"_links":{"self":[{"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/posts\/22250","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/comments?post=22250"}],"version-history":[{"count":4,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/posts\/22250\/revisions"}],"predecessor-version":[{"id":22255,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/posts\/22250\/revisions\/22255"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/media\/22252"}],"wp:attachment":[{"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/media?parent=22250"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/categories?post=22250"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nzsda.org.nz\/index.php\/wp-json\/wp\/v2\/tags?post=22250"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}