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Recruitment of a HRO

How we recruited a Human Resources Officer for a family-run funeral director

Our client

Our client is one of WA's most respected and professional family funeral directors. They believe in providing a personalised and caring service to support families across all faiths and cultures.

  • Location - Perth, WA
  • Industry - funeral director
  • Size - 30 employees

We applied our three-phase service delivery model for this recruitment drive.

Video job advertisement

Social media algorithms favour videos over still content, so we create video advertisements for all vacancies to help source our candidates.

We take full advantage of this unique and highly effective form of candidate sourcing in order to reach the right candidate at the right time. 

We post our videos on Twitter, LinkedIn and Facebook. They are posted on these platforms 10-20 times, based on relevance. Our videos typically receive over 1,000 views within the first 24 hours.

HR Officer - Funeral

Job advertisement

We constantly refresh, rewrite and reformat our job advertisements to optimise the quality of applications received. Our approach is aggressive - we post around 20 advertisements for every permanent job. Advertisements are posted on:

  • Job boards - Seek, Adzuna, Glassdoor, Indeed and Jora
  • Social media - LinkedIn, Facebook and Twitter
  • 11 Recruitment's website

On average, our advertisements receive over 100 applications and perform well above the market benchmark for Seek, shown in this graph.

Human Resources Officer

  • Entry level position in the funeral industry, suitable for a recent University graduate
  • Located on the Northern side of the Perth CBD

The role

Administration duties for this role will include:

  • Welcoming visitors and assisting them with enquiries 
  • Preparing and distributing correspondence as required 
  • Maintaining the currency and accuracy of the filing system
  • Liaising with the HR Manager to prepare documentation 
  • Inputting HR related data into the CHRIS21 software system and producing relevant reports 
  • Assisting the Development Manager with staff training documentation 
  • Assistance with inductions and orientations 

Recruitment duties for this role will include:

  • Creating job advertisements and pre-screening candidates as required 
  • Setting interview times in consultation with the HR Manager 
  • Organising pre-employment medicals 
  • Producing accurate employment contracts 

WH&S duties for this role will include:

  • Managing workers compensation claim documentation 
  • Ensure workers compensation restrictions are advised to relevant parties 
  • Managing and following-up on hazard inspections - ensuring the HRM remains informed
  • Writing up accident/incident forms and ensuring parties are aware of relevant information 
  • Ensuring six monthly electrical and fire service inspections are attended to and that documentation is current and filed accordingly

About you

The successful candidate will need:

  • University qualification in HR, or a Cert IV qualification with 1-2 years' experience
  • Meticulous attention to detail 
  • The ability to work under pressure
About our client
For the past 130 years, our client has promised to provide quality funeral services to suit customer personal, cultural, and religious needs. This company offers compassion, solace, and sincere advice during the most impactful and difficult times in people’s lives.
They are now seeking an entry-level Human Resources Officer to work collaboratively with the Human Resources Manager, proactively and professionally providing assistance and support. This includes purposely reflecting the core values of the business by demonstrating professionalism and emotional intelligence whilst implementing administrative duties.

Assessment Matrix design

Our in-house designed, custom made software generates an Assessment Matrix, which is our blueprint for the recruitment process. Our process consists of screening, interviews, document verification, skills testing, personality profiling and reference checks.

Ticks indicate the point at which each criteria is addressed. More importance criteria are checked multiple times throughout the recruitment process.

Selection criteria

Screen

Interview

Docs.

Skill test

Profiling

Refs.

Education







HR / equivalent bachelor's degree

✓


✓




Experience







HR admin services

✓

✓




✓

Broad HR generalist - advantage

✓

✓




✓

High pressure situations

✓

✓




✓

Coaching / training - advantage

✓

✓




✓

On-boarding and recruitment

✓

✓




✓

Workplace health and safety

✓

✓




✓

Employment law understanding

✓

✓




✓

Australian industrial relations framework understanding

✓

✓




✓

Other







Microsoft Office - advanced

✓



✓



Spelling and grammar - excellent

✓



✓



Data entry - 95%




✓



Typing speed - 60WPM




✓



Full driver's licence - no demerits

✓

✓

✓



✓

Flexible working hours

✓

✓




✓

Presentable


✓




✓

Accept expected salary ($55k)

✓

✓




✓

Previous warning of termination?

✓

✓




✓

Will you pass a drug test?

✓

✓




✓

Behaviour







Dominance - 60%


✓



✓


Influence - 28%


✓



✓


Steadiness - 39%


✓



✓


Compliance - 69%


✓



✓


Forms signed







Health / police check



✓




Signed document - tell the truth



✓




Docs verified







Driver’s licence

✓


✓




Citizen AU / NZ or PR

✓


✓




DISC profiling

Similar to people, jobs have their own behavioural profile that is based on duties, environment and communication. We create a profile for every job vacancy, enabling us to match an applicant's behaviour against that of a specific role.

We use DISC, which examines the following attributes:

  • Dominance - accomplishing results, the bottom line, confidence
  • Influence - persuading others, openness, dependability
  • Steadiness - cooperation, sincerity, dependability
  • Compliance - quality, accuracy, expertise

DISC profile - Human Resources Officer

This is a role which requires an individual who is a patient and receptive person with a genuine interest in helping others. As there will be a requirement to coordinate others, the person will need to be capable of effectively communicating and following through on decisions.

Overall this position would best suit the type of person who is genuinely friendly towards others, steady, reliable and concerned about fellow workers welfare whilst being keen to help provide service. There is nonetheless an element of dynamism associated with the role such that the individual will have to respond to requirements within the bounds of the processes and constraints of their delegated authority.

read more...

The individual best suited to this role is likely to be a thoughtful and steady type of individual who thinks before acting and weighs up the pros and cons before taking action. The role should not expect the person to act impulsively nor achieve pressure deadlines as they will need the time to prepare. The subsequent result is likely to be improved efficiency.

The role requires an individual who is a team player, able to work well in a group-oriented situation, with the interest of the team at heart rather than their own personal gratification.

A key characteristic for this role is to have a person who is a cooperative team player and is process oriented, they will need to know what to do and when and how to do it. A person who does not have the innate urge to take over as leader, but is happy to be a member of the team and give credit where credit is due for the contribution of other members of the team.

The person needs to be happy for the support of management and colleagues and prefers to get the job done properly and thoroughly as per the processes. They will be inclined to specialise in a particular skill area.

There is an element of procedure attached to the role and the individual will have to be comfortable with conforming to some process. Despite this, however, there is scope within this role for the individual to exercise some degree of autonomy when dealing with the unexpected.

Additionally, the individual would need to have any eye for detail to help ensure due process is followed and ensure effective completed staff work.

HRO

Shortlisted candidates

Candidate A

Candidate B

Candidate C

Behavioural adaptation by candidates to match the job profile:

Candidate A

Candidate B

Candidate C

Results

Our aim is to produce a strong shortlist by sourcing widely. We measure every stage in our recruitment process to ensure we meet this key objective.

Our service comes with an extended 18-month replacement guarantee. This guarantee means our interests are mutually aligned - to recruit high achievers who will excel and stay.

Applications received

291

Interviewed by 11 Recruitment

21

Shortlisted

8

Interviewed by client

6

Hired

1

Feedback

"Highly recommended the team at 11 Recruitment.

Every part of my interactions with them has been first class.

Professional and committed, they offer a service unlike others.

Natasha Nel is an outstanding member of staff who offered great support and information when proceeding through the recruitment process. Thank you!"

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