Recruiting new staff on the Gold Coast can be a challenge, especially in our current market.

There are many benefits in outsourcing your recruitment process to a recruitment agency instead of taking this task on for yourself.

New Point Recruitment has been operating in the Gold Coast marketplace for over 12 years now and from our experience, we have seen a lot of change as well as being at the forefront of adopting new search methods to source highly skilled talent for our clients’ businesses. The challenge we have seen from our clients is that they are just too busy doing what they do to have to drop everything and focus on a recruitment campaign. Instead they turn to us as the local industry professionals to shortlist and present candidates for them to select from.

We have summed up some of the benefits of outsourcing the process to a recruitment agency, instead of in-house hiring:

Market knowledge

Recruiters have current market knowledge (we know the Gold Coast job market very well). We have direct insights into roles that are in high demand, what the candidate pool is currently like, knowledge of current salary / pay rates, hiring processes and current trends in attracting those in our market. Your Recruiter can be a powerful ally in helping your company attract the best talent; not only do we know the market, we also have built relationships with candidates that have become part of our network in the Gold Coast market to be able to present to our clients.

Access to skilled candidates

Recruiters have pre-existing relationships with active and passive candidates in the local market. Our role is to build and nurture relationships with job seekers and expand our network so that we have a database to refer to when we receive an enquiry for a vacancy from an employer.  Using a range of platforms we can either advertise for new candidates to receive inbound enquiries for your role, reach out to candidates through our network that we are already aware of, or conduct a specific search (often referred to as headhunting) for talent to meet a specialised need for our clients.

Higher retention rate

Another major positive of using a recruitment agency instead of in-house hiring is the potential to increase your retention rate of new hires. As we are specialists in recruitment, we use a defined methodology in our search and selection process to screen out candidates that may not be the right fit. From our experience, we have often spoken with new clients that turned to using our services due to not being the expert themselves in hiring – they’ve had repeated failures from hiring the wrong people or by just not being able to find the right person and hiring to just fill the gap, hoping the person would work out. Using a Recruiter can help minimise the risk of hiring the wrong person for the role –  a really good Recruiter will focus on culture fit as well as doing the appropriate background checks to ensure that the person is a strong match technically and from a team fit with the focus on long term retention of the new hire. Most agencies also offer a guarantee period, meaning that if a new hire doesn’t stay for the guaranteed period (usually 3 months), the agency will replace the person without additional costs.

Save time and costs
Finally, using a recruitment agency will most definitely save you time and also have the benefit of being cost effective for your company. Whilst there is a focus on the fee that an agency charges, when weighed up against the cost benefit to securing a skilled candidate for your company and the process involved to do so, it can be quite an attractive proposition. The hiring process can end up being an expensive activity for any organisation. Think of the costs of advertising, the use of internal resources (think of everyone involved, the time taken and the hourly rates for all of those people), screening of resumes, interviews with multiple candidates, reference and background checks through to offers and final negotiations; there’s a lot involved by the time you’ve secured a new hire, that is, if you were successful in doing so! A Recruiter will manage all of that process for you, effectively, this is what you are paying them to do – seek out and deliver people that match your criteria – you only become involved when necessary for final interviews and any questions/decisions that pop up during the recruitment process.

There are many benefits in using a recruitment agency and the above that we’ve outlined are a few really good examples of how we can help you source great people for your company. If you are contemplating using a recruiter for an upcoming hire or would like to know about the current marketplace, please visit our contact page and reach out to us to talk further about how we can help you.

When recruiting a new employee, there is a lot of time, resources and organisation that goes into creating a smooth transition into the company. This transitional process from candidate to employee is known as onboarding and is one of the most important components within the recruitment process.

An article published by the Harvard Business Review found that more than 33% of new hires start searching for a new role within the first 6 months and 23% actually leave their job within the first year! To ensure that you as an employer don’t add to these statistics, there are ways that you can minimise your level of risk during that period.

Here are our 3 top tips to making sure your new employees’ first weeks run as smooth as possible:

1. Start onboarding ahead of time

Keep in mind that the employee experience commences before their first official start date and first impressions count. Our recommendation is to create an orientation pack as well as processes around bringing new staff on board. The pack can be forwarded to the new recruit prior to their commencement date, to familiarise themselves with company policies, procedures, expectations and current systems.  By providing new employees with this information prior to their first day, you will be able to effectively communicate important company information, expectations and requirements, helping to familiarise themselves with the company and minimising confusion when they do commence with you.

2. Ensure that new recruits have all the necessary tools they need to succeed

This step seems pretty self-explanatory however you’d be surprised to know that a lot of new employees turn up on their first day without even a desk set up for them. Setting up a checklist for new starters is essential. It should include all necessary tools such as computers and access, phones, stationery, keys/cards, desks, any special requirements, vehicles if included and any other tools for the person to effectively work in their role as well as a location and furniture. By having this in place prior to the commencement date, it will ensure that the new starter feels that adequate effort was made for their arrival. Other items could include; staff directory, contact list, reporting schedules, emergency protocols and a person organised to undertake a short orientation and introduction on their behalf to the team. It goes without saying that, having this in place, will make the first day welcoming to the new recruit.

3. Set aside time for new hires to meet other colleagues

We consider this step to be one of the most important. The first day and week of your new employee can go very quickly, making it all the more important to set aside time for the new hire to meet with their team, manager and other key staff members to get acquainted with reporting lines and support staff. These initial interactions could be as simple as a team meeting and / or lunch or could be in the form of assigning a buddy / mentor from the same team. For companies that are still working remotely, this activity can still be done by setting aside time for Zoom / online meetings. Through this process, your new recruit will feel part of the team as well as understanding the culture better and building some early bonds with their colleagues.

The first day, week and month on the job can make or break a new employee’s impression of your company and the people within it. By implementing onboarding processes and creating an engaging experience right from the start, you will create a more welcoming environment, build engagement and create ‘buy in’ from your new recruit. Set up and done well, it will become the easiest process you can undertake to ensure a longer tenure of the new recruit. It will also give you the employer, satisfaction that you have done what you can to ensure that every new employee has the tools, information and support to excel within the business.

If you need assistance with understanding or setting up onboarding processes, please speak to our consultants who would be more than happy to discuss this further.

I was speaking with a Lawyer the other day about how everything has changed in the employment landscape at the moment, and not just that, more so about how a lot of things moving forward are likely to change.

The interesting thing is that a lot of people are working from home, both employers and employees, with the occasional stint of being in the office when needed. At first it was a bit of a novelty, then time dragged on. Some people loved working from home and the ‘freedom’ it brings whereas others have really been hit mentally – they miss the interaction with their peers.

This brings me to two primary things that I (giving my two cents) can see happening in the months ahead:

1. Flexibility in Working Conditions – Some employees are going to ask for flexible working arrangements. They proved they can work from home and be productive (in some cases even more productive), then why can’t they do that from home when we return to regular work? There are arguments for and against this – what makes a team, how are people going to truly interact and retain the culture / vibe of the office if they aren’t here? Does Zoom / Skype / FaceTime / WhatsApp compensate for being ‘part of the team’ when we all return? Do you really feel that having a Zoom meeting with 5 ‘work from home’ people and 25 staff in the office works for team morale? If you let one person and not another does that really work? If you have 20+ employees, a large office space that you pay rent on and expect people to fill, does that also hit you as an employer? Lots of questions to ask. I think the deciding factor is – what is the market going to do – what will your competitors do to make a more attractive workplace for your employee to consider, and do you want a hybrid structure with your workforce?
2. Cultural change – This brings me to the next thing – culture. We’ve been practicing social distancing. Have you walked through the shops lately and noticed people intentionally walking away from you? You may have unknowingly been doing it yourself. Imagine a lunch room now and all the people in the kitchen making coffees and lunch, what germs are in that fridge now (that were always there) that you’re now worrying about? Will you sit together again and have a laugh? Rick was so funny during our Zoom meetings but do I really want to stand at his desk and chat? I don’t know where he’s been! What about birthdays and events, the things that brought teams together to have a moment away from the daily routine to laugh and share a moment in person? I really feel that the HR Managers and Business Owners / Managers need to look at how they will reintegrate staff as well as their plans to conduct team building activities, otherwise I feel there could be a real change that happens culturally in the workplace.

Really, it’s up to you and your team to consider the options. There genuinely is a lot of opportunity to mix things up a bit, within reason.

Maybe you can have a flexible workforce and rotate your team to have a work from home day fortnightly, weekly or even monthly whilst retaining your team culture. I think it’s going to come down to people caring about each other and supporting the return to work activities we’ll all be undertaking.

Take care and stay safe!

Your ideal workplace will have a team that embodies the company’s culture whilst also having a set of skills that allows them to succeed and grow within their role. From our experience in the market, we have often seen employers prioritising talent over cultural fit, whereas recent studies indicate that ignoring cultural fit when hiring can have a detrimental impact on your business. We understand that finding the right balance isn’t an easy task for employers and hiring new staff can be one of the most challenging and time consuming processes.

Skill vs Cultural Fit

In business, it can be difficult to differentiate the importance of a candidate’s skill set in comparison to how that individual will fit into your company culture. Both components are extremely important and essential if you want longevity from your staff. There have been several discussions surrounding this topic and arguments that would challenge whether one weighs a heaver importance than the other.

Every workplace culture is different, team dynamics change and employers need to be aware that the needs of candidates are also changing. When technical expertise and talent is limited in the market, employers tend to overlook cultural fit and hire solely based on the candidate’s skill set. Whilst this may fix a short term problem, it’s likely to have a negative impact on your workplace in the future. Potential candidates will have attributes that are essential for the role, such as experience in a similar position or degree qualifications. They will also possess skills that can be taught, such as writing, math and specific technical skills. These are classified as hard skills and whilst they are highly valuable when selecting a person, they won’t contribute to your company’s culture. The skills that will determine whether or not an employee will be an ideal fit for the company can’t be taught. These are creativity, self-awareness and interpersonal communication skills. You can’t train an employee to get along with their colleagues, they must already possess inherent qualities that align with the values of your business, workplace culture and team. Having the ability to differentiate hard skills from soft skills with allow you to make a distinction between a candidate’s talents and personal values. Employees will feel more comfortable when their values are aligned with others in the workplace, contributing to a positive company culture. A candidate who doesn’t have the skill set but has the motivation and drive to learn could positively impact your workplace culture.

Building a positive company culture

It has never been more beneficial for employers to understand what values and principles align with their business. Understanding the culture and key beliefs of your business will have a positive impact on the relationship you have with your team and your clients. Culture is the voice and character of your business; building this to be a positive voice will improve staff productivity and retention and will improve the overall wellbeing of your team.

When speaking with clients that have created a great place to work, they stated that nurturing the relationships they have with their team and creating a safe space that encourages transparency and drives performance, have led to that “winning” feeling. Leaders that they have hired possessed an optimistic and collaborative approach when managing staff and were always be open to suggestions both from the executive and from those they were managing. They also found that incentivising staff and being clear on expectations as well as the goals of the company gave much more focus and a common purpose to align to. Outwardly, this also assists them in recruiting staff; their reputation for being a great place to work is seen through social media and other channels, meaning candidates become aware of the company and are more willing to approach them for opportunities to join the team. When the culture of your business is communicated clearly you will attract candidates with similar values, resulting in greater alignment and longevity from your staff.

How a recruiter can help

At New Point, we value workplace culture and sourcing well-vetted candidates that fit your team as well as having the skills and experience to perform well in the role. With our experience in the market and access to an extensive network of potential candidates, we have the ability to reach out to people that you aren’t aware of that we know will fit your team and enhance your business. The hiring process differentiates for each business and we can guide you in formulating a great job spec as well as identifying your culture and what makes your company a place that people want to come and do great work. This will ensure you reach the best talent and are presented with the highest calibre of candidates. If you would like to find out how we do this, please call us on 1300 558 979.

Thanks for reading,

Sophie and David.

How a wellbeing strategy can benefit your workplace.

Following on from our previous article surrounding the topic of mental health, we have outlined the key areas necessary for implementing a sustainable wellbeing strategy in your workplace. Managing the wellbeing of staff includes monitoring workplace culture, staff remuneration and a healthy work-life balance.

Wellbeing strategy

In the past, people have only associated wellbeing as a physical concept. Employers have covered the costs for staff training, gym memberships, nutritious snacks and even yoga classes for employees. However, more recently, wellbeing in the workplace stems far beyond just a physical notion. It’s an overall understanding of an individual’s mental, physical and emotional wellbeing. Implementing a wellbeing strategy will benefit your workplace and enable you to better understand the needs of your employees. Several factors contribute to the wellbeing of staff, such as culture, support and career progression. Ensure you’re proactive in the day to day productivity of your team and get to know them on a personal level. This will help you pick up on any behavioural changes from your staff, such as disinterest, disengagement or mood swings. Talk to your employees privately as well as in a team environment, make mental health an open topic for discussion. Investing in a wellbeing strategy will boost employee productivity and retention for your business. Every workplace culture is unique so it’s advantageous that you take a tailored approach that will be beneficial and appeal to your employees.

Improve team communication – You want your staff to feel as though they are part of a team. Isolation can be a huge contributor to mental health, group activities and tasks are a great way to improve team communication.

Identify the needs – When you can identify the needs of your employees you can better understand what changes and strategies need to be made. You can get valuable information from employees through staff meetings, performance reviews and general feedback.

Flexible work hours – If an employee is noticeably struggling to get to and from work, offer flexible hours or a work from home alternative.

Guest speakers on mental health – Having a seminar during work hours about mental health will generate conversation.

Mental health day – Staff shouldn’t feel hesitant about taking a mental health day. The goal is not to get out of work; it’s to heal your mind so you can return back to work more energised and relaxed. Be transparent with your team by letting them know that you support this notion.

Talk about mental health

Mental health should be a topic open for discussion in all aspects of life, especially in the workplace. The stigma associated around mental health can make employees feel afraid to talk to their boss and co-workers. They often feel afraid of losing their job and damaging relationships. By encouraging employees to be transparent about their personal issues facing mental health you will create a culture of acceptance. An employee who feels as though they can be open and honest is more likely to perform at work over an employee who feels stressed and isolated.

Prioritising mental health and wellbeing at the heart of your workplace will create a culture that is transparent and accepting. There are several values you can communicate and demonstrate to employees that will generate cultural awareness. By expressing inclusivity, encouragement and trustworthiness in the workplace it’s more likely employees will view it as a safe place. Showing emotion is not a weakness, be transparent about letting your team know that you care and can offer support. Create a culture where staff can feel comfortable about sharing their struggles facing mental health with fellow co-workers.

As employers and employees, we can do better to remove the negative stigma associated with mental health in the workplace. Strive towards creating a workplace that is accommodating and willing to help. It’s time we learnt how to talk about mental health.

Thanks for reading,

Sophie and David.