SBrecruitment
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Keep It Contingent

GETTING THE BEST OUT OF YOUR CONTINGENT WORKFORCE More than ever businesses are finding that there are a number of benefits to having a contingent work force. Being able to quickly scale up or down as your business requires a service can provide great savings on a traditional work force model. However, keeping a good quality pool of freelancers, candidates, consultants (and the like) at hand for quick roll out requires preparation to ensure you are getting the best result. See our below tips for getting the most of out of your contingent workforce: Be prepared. Knowing there will be opportunities to use a contingent workforce is one thing, being ready for immediate roll out is another. To make this process as quick as possible we recommend having a good talent pool and network at hand, or a number of people that offer the same service just in case. This involves pre-screening for the type of workforce you need. Having a good database is key here because by doing a large part of the research and on boarding beforehand it will set you up for future successes. Keep in regular contact. Your contingent workforce is only as good as the care they are shown. Despite the casual nature of this type of employment there is still a great opportunity to create loyalty by treating them well. We recommend you keep..

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That Dress Code Isn't…

Dress Codes for the Modern Office Navigating this area of work can be a nightmare. When is it ok to show a little individuality and flair? When is it appropriate to conform and adopt a more traditional approach? The answer is it depends. (Not very helpful – we know!) Many workplaces are throwing out the rulebooks and allowing employees the freedom to be themselves at work, embracing diversity and potentially unlocking a more comfortable and more creative workforce. In the first instance it is best to approach HR and ask for your workplace’s policy on dress and grooming. Then you will (hopefully) have a clear set of guidelines. In lieu of anything concrete, or if your workplace is modernising and has gotten rid of a dress code altogether then following these tips should balance your personal style with office appropriate attire. Dress for your job type You may have all the flair and colour of a peacock in full display mode but if you are a lawyer it probably wouldn’t be appropriate to turn up to court in your boldest and brightest. Think about first impressions. People will judge a person’s professional ability in part based on their looks and whether they appear to fit the part. If you turned up for surgery and your Doctor was wearing thongs and boardies you might be a little confused. Think about the..

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The Power Of Emotional…

Emotional Intelligence (EQ) While not a new term, emotional intelligence is fast becoming a skill you SHOULD be working on. EQ, or emotional maturity used to equate to being stoic, cold, and unfeeling. Someone who could receive terrible news and not cry for example. Fortunately, this has changed recently. Fear not, EQ coming to the fore doesn’t mean that everyone starts bawling at every ad with a puppy in it. What it means is people are now encouraged to acknowledge their feelings instead of burying them. Studies have proven that people who are willing to acknowledge and accept their emotions conquer problems and setbacks faster and are better equipped to help others to do the same. Here are 3 simple ways to begin to improve your EQ right now: Self-awareness Grab a piece of blank paper and a pen. When you experience something negative how do you react? What are the physical symptoms of your anger? Or sadness? Or anxiety? Do you get hot? Does your face go red? Do you cry? Do you get frustrated and find it hard to communicate how you’re feeling and thinking? If you answered yes to any of these questions you are not alone. Examining how you react when you experience negative situations is the first step to changing your behaviour. Once you have examined how you currently react it’s time to write down..

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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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