Monthly Archives: March 2019

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Skeleton Staff Set Goals

MAKING THE MOST OF THE HOLIDAY PERIOD WITH YOUR SKELETON STAFF While many businesses use the holiday period as a time to shut down, others stay open and operate on Skeleton staff in a corporate environment. While for many this can be an excuse lay back, and work less the reality is it is a great time to get that extra work done. It is important to make sure your staff have clear directions about what they are doing so you can make the most out the quiet period and ensure your bottom line is not suffering during the holidays. Use the time to clean up. Do you have folders full of old files, out dated marketing collateral or promo gear gathering dust? You can use the time to declutter or task staff on with completing these tasks. Look after your workers. Does the majority of your business going away mean a few people are left with a very large amount of work to do? Make sure they are going to make it through ok and you won’t risk losing them during your relaxation period. Have a plan in place. If things get busy, or there is an emergency situation do your holiday staff know what to do and who to contact? Have plans in place and run meetings to ensure your business and your staff stay safe at all..

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House Values & Employment…

There is an interesting link between rises in housing values and growth in employment. SB Recruitment explores why Australian’s have seen this trend across the states, and some of the causes. It is no surprise that people need stable jobs to pay mortgages and own homes - one usually relies on the other. While lower interest rates often encourage market purchasing, when the employment market is unstable people are less likely to purchase homes and for the economy to see a rise in the housing market. As the job market grows people usually have higher levels of income and confidence, which positively benefits the community in a number of ways. This is turn can lead to a higher numbers of buyers and also renovators, and then pushing housing prices up. This was so clearly demonstrated in the mining boom in the early 2000’s. Job creation and wage growth outweighed interest rates and there was a significant increase in property prices in regional areas of Australia, such as Gladstone, Townsville and Mackay. We can also see from the property booms in Melbourne and Sydney from 2015 where the employment market has followed suit, both Sydney and Melbourne have continued to produce the largest proportion of jobs. Regions nearest to these two cities have noticeably improved in terms of employment. Many researchers have criticised the close relationship between increased job opportunities and..

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Look Inside The Box

INTERNAL MOVEMENTS WITHIN A COMPANY So often when an organisation has a need for a new hire they look externally to fill the position through traditional sourcing methods. Whether the role has become available because someone is leaving, or the business has grown and there is a need for more resources, the first course of action for most organisations is often to advertise externally. However, looking internally to fill a position is a great place to start before posting a job ad up, because often the talent you require is already working for you in some capacity, and there are so many efficiencies to be gained by hiring internally. There are many benefits to an internal movement, rather than a traditional external hiring model, these include: Cultural fit. One of the hardest parts of recruiting is ensuring that culturally the person that you hire is a good fit for the organisation. Who is perfect on paper may not mesh well with the team, and there are only so many ways to test this before they are hired, and certainly no guarantees. Whereas when you internally promote or move someone sideways within an organisation you already know how they fit with the company ethos and morale, and in some ways don’t have to worry about this factor when trying to fill the position, as it becomes a lot more of a..

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Planning & Preparation

Key things to know about a company before the interview There are 4 things that you need to know before your interview. Knowing these things will let you know whether you are a good fit for the company before you walk in. (If you do your research and it turns out you don’t think you are a good fit – that’s a whole different story), but if you decide you are – you need to know: What do they do? Fundamental question, maybe to the point of “are you kidding me?”, but hear us out! You may be interviewing for an accounting position - but you need to know the ins and outs of what the company does. It isn’t uncommon for questions to be asked during an interview, such as “What is your understanding of what this organisation does?” and if you don’t have the right answer it doesn’t look good. Companies want to hire people who are knowledgeable and passionate about what they do. You aren’t just interviewing for an accounting position, you’re interviewing for a role within the bigger picture. You need to know what that is.   Why do they do it? Along with the what is the why. It is imperative that you check out their “about” page. Knowing what is driving a company to do what they do is key to coming across as..

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The Impact Of Retention

Staff Retention…..Often one of the most overlooked areas in business! I think it’s fair to say that many people reading this article would have seen at some stage in their life, top talent leaving an organisation and taking their skills, work ethic and outstanding personal qualities elsewhere.  You might have even been that person that jumped ship.  At one stage an organisation might have provided you with all you were seeking in a role but as your time with them progressed, they started to miss the mark. Perhaps the ethics of the organisation didn’t match up to your ethics? Perhaps you wanted to study a Degree, but the company didn’t support staff with external studies?  Or it may have been as simple as you slogging your guts out daily, working long hours and not even receiving a ‘thank you’ for your efforts. Staff retention is often one of the most overlooked areas of an organisation. Big business realises the financial costs to an organisation when top talent leaves but often they’re the very culprit that falls short when it comes to implementing retention strategies (and implementing them well). Research constantly shows that retaining top talent in your business is instrumental in customer satisfaction, staff morale and even higher sales. The Australian Human Resources Institute compiles a report every few years which is in relation to Turnover and Retention. Their reports were..

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It Starts At The…

Video Interviews…..Tips for Hiring Managers Video interviews are becoming a common stage of the interview process for organisations, particularly for the first stage process or for interstate applicants.  These interviews can take one of two different formats.  One format is via a recorded interview in which the candidate answers questions asked of them and you then watch their recording at a later date OR you might be involved in a video interview where both the interviewer and candidate are both active participants.  The video interview is generally the first connection top talent will have with an organisation so you as a Hiring Manager, need to be presenting yourself and the company in the best possible manner.  So how do you, as a Hiring Manager, ensure you’re getting the best out of the video interview and the candidate on the other side of the screen? Preparation: Check your connection: There’s nothing worse than trying to conduct a video interview and the connection keeps dropping out or their face is frozen on the screen, but you can hear them talking in the background. Ensure the internet connection in the meeting room you’ve chosen is strong and consistent. Ensure your webcam is set up in a good location.  You want your candidate to mainly see you on the screen and not people walking past the meeting room in the background. If you’re in..

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1 Year = 365…

One of the many great things about a new year is the possibilities that lay ahead, and the opportunities to learn from the past year. The face of recruitment has changed dramatically over the past decade, and 2018 saw a number of trends spike. As we ramp up for a busy year, we have put together a list of some of the most popular and predicted recruitment trends for 2019, to help your organisation grow and succeed. The candidate is leading the way. In previous years we have seen organisations recruit who they want/need based on demand, but as we head into 2019 it is clear to see that we are now working in a candidate driven market where they hold the power. Organisations are being scrutinised on culture, salary, work/life balance perks and career growth, now more than ever. It is worth the effort to ask yourself the questions... How does your organisation compare to competitors? If you were looking for the job, would you pick your company, or could you be improving your offering to potential clients? Are you unsure? The candidate “experience” is forming your company’s reputation in the market place as an employer throughout the whole recruitment process.It is all about how you market. Organisations abound are reaping the rewards of investing in strategic marketing campaigns to recruit the talent they want both through recruitment and..

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Social Media, Stay Down…

Digital media, and specifically social media is fast becoming one of the most popular and successful ways to source candidates. By developing your social media recruitment strategy, you can save time, money and resources on recruitment, and often times gain access to top candidates that aren’t actively looking for new work. Social media sourcing has many benefits. You can be targeted, specific and speak to the audience you desire at a much lower cost than traditional media such as newspaper. No longer do you need to pay for expensive paper adverts in weekend papers to get access to top talent. During the mining boom in Australia a number of large mining companies recruited through targeted Facebook and LinkedIn campaigns directly aimed at recruiting women to work the mines, and the face of digital recruitment (and mining) has changed rapidly ever since. So how can you use social media to recruit? Pick who you would like to talk to. LinkedIn and Facebook have many free and paid ways to source candidates. You can set up paid campaigns where you can directly inbox, or appear in ideal candidates’ newsfeeds. Promote your culture from within. By creating an employee culture in your business that is brag worthy, your employees can be your best advertisements. Great induction packs, and employee benefit days are all examples of the types of posts that are appearing on..

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Variety Is The Spice…

Workplace Diversity – Hot Topic in Business Today….But Why?? With a business world which is constantly changing, organisations are finally seeing the value that a Diverse Workplace can bring and are adopting policies to ensure they keep at the forefront of this important topic. While we’ve all been talking about it for a number of years, it seems big business is suddenly on board and they’re doing what they can to drive this policy through their organisations. Before you all say ‘there she goes again, burning her bra’ Workplace Diversity stretches much further than the gender debate! Diversity in the workforce isn’t just about a certain number of females on a Board or the number of male nurses working in the health system but a workplace which brings together, not only all genders, but people of different sexual orientation, race, educational background, political views, age, ethnic groups etc. So what are the advantages of a Diverse Workplace and why do innovative businesses see it as such an important part of their future? Reputation:  A Diverse workforce provides a business with a great reputation with its employees, suppliers, potential clients and the market as a whole. It assists an organization in showing to the world its ethics and values. Innovation: You couldn’t create a more creative environment if you tried. With a variety of different backgrounds, life experiences and views, ideas..

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Relax, Take A Breath

  Workplace stress & the effects … Everyone knows what stress is and we’ve all experienced it at some stage in our lives. Whether it’s at work, at home, due to a change in lifestyle, job hunting or juggling studies & work, it’s a natural part of life. The issue is though, when stress is ongoing, it can become a major problem. So, what’s work related stress and what are the major issues associated with it?? According to Wikipedia, Workplace stress ‘often stems from unexpected responsibilities and pressures that do not align with a person's knowledge, skills, or expectations, inhibiting one's ability to cope. Occupational stress can increase when workers do not feel supported by supervisors or colleagues or feel as if they have little control over work processes’. Stress in the workplace can be due to many factors; long work hours, high workload, bullying, harassment, restructures, working environment etc. This stress not only effects the individual but the work environment as a whole. Individuals who are experiencing stress in the workplace can experience a wide range of negative effects ranging from psychological issues such as depression/anxiety, physical conditions such as headaches/fatigue/heart disease, issues with concentration & memory loss, they may experience a breakdown in a personal relationship and they can turn to substance abuse. An organisation can also experience a number of negative effects on both the company and..

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