Welcome to the Australian Lottery and Newsagents’ Association

The Australian Lottery and Newsagents’ Association (ALNA) is the peak industry body representing Australian newsagencies and lottery agents. There are 4000 individually owned and operated newsagencies in the country and together they make up Australia's largest retail and home delivery group.
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ALNA Membership

Through strength and size, the ALNA has the necessary means to achieve outcomes difficult to achieve by a single business.

For just $876 per annum*, your ALNA membership gives you access to industry representation, complimentary advice on industrial relations and leasing matters, discounts on insurance, access to accredited industry training courses, and so much more.

Click here for a membership form

*Membership prices vary by state. Membership fee is capped at $876 per annum.

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EXTRACT | Recruiting Christmas Casuals

In the lead up to Christmas, a retailer will start to plan their recruitment needs to cover this peak period, usually employing casuals, many whom would be placed on short-term contracts. This is a good time to start being proactive in recruitment and also the chance to revisit the process.

Recruiting employees in any business should be a proactive process, not a reactive one. Too often, retailers are short sighted when it comes to human resources, recruiting only when a team member leaves the business.

Lotteries and newsagencies come in all shapes and sizes; consequently with varying staffing levels. Those stores with a team of five or more staff should plan to be as proactive as possible when it comes to recruitment.


Before recruiting any new people, the owner should develop job descriptions for each role in the business. It is not enough to have people in the right positions; they need to know what they are doing. If an owner wants their newly hired team member - and existing staff - to succeed, they need to give them guidance. In business, staff are guided by the job descriptions they are given, which assigns roles, responsibilities and lines of authority for each employee.


John Stanley outlines in his book Setting Up Shop that once you "Have a clear picture of the type of person you are looking for before you begin interviewing. Once you have a vision. You advertise for that person".

Stanley provides a list of questions to help owners to develop the ideal profile for new recruits:

  • How many years, and type of, retail experience will the successful applicants have?
  • What will be their motivational drive?
  • What technical skills are essential?
  • What skills and abilities will be desirable?
  • What personal profile will they have?
  • What type of culture are you trying to create? Will the applicant fit in and be part of this culture?


Generally, most small business owners conduct one-on-one interviews after they have reviewed the applications.

The one-on-one interview is to learn more about the applicant's experience and for the owner to tell them personally about their expectations for the successful candidate. The main objective of the one-on-one interview is to explain to the applicant the goals, values and expectations of the role.

However, "hiring slow" does help to reduce the amount of errors in recruitment. This can be achieved by using an additional step in the face-to-face interview process: group interviews. The group interview allows you to see the applicant's character and how they engage with other people, which is very important in retail. The purpose is to discover personal qualities that would fit into your business.


After the owner decides upon the successful applicant(s), the final step is to conduct a phone reference check. The applicant's referees should be supplied either in their resume or application form.

Again the questions posed for the referee can be derived from Stanley's list of questions to develop the ideal profile for new recruits (see Placing a Job Advertisement).


It is equally important to notify all unsuccessful job applicants. This is because they will want to know if they need to continue with their job search. More importantly, these people can be future customers of the business, so it is imperative that the owner is professional throughout the entire recruitment process.

Notification can be done via phone or email.

This is an extract from the October issue of The Channel Magazine. CLICK HERE to subscribe today.

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