3 Tips to Create a Smooth Transition For a New Hire

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.

  1. 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.

  1. 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.

Rejecting candidates the right way

As recruiters, we often get asked by our clients when is the ideal time to send out a rejection notice.

Generally, most of us have a good sense within 30 seconds of reading an application or meeting a person, whether or not they would be the right person for the position.

Rejecting candidates is a double edged sword… You can be criticised for sending them ‘too’ soon and also for not sending unsuccessful candidates a notification at all. Although it is challenging to find the balance between being efficient and professional, we believe that the most courteous solution is waiting a couple of days before sending them.

Whatever your choice of medium, whether it be an automated email, personalised phone call or text message, sending any form of a rejection notice too soon after an interview often makes people feel defeated – making them feel that not enough consideration was made regarding their application and/or interview performance.

Allowing time however, between applications or meeting with the candidate and notifying them of their unsuccessful application ensures that the candidate feels that they have been considered for the position.

Another slightly less obvious reason to wait before rejecting unsuccessful candidates is on the recruiting side – you want to ensure that the person you’ve selected for your role is happy to proceed with your offer. You don’t want to burn your bridges too quickly with other candidates to then find out that your front runner has decided to not proceed.

At New Point Recruitment we have found that the best way to manage interactions with candidates and ensure the delivery of correct information is through the creation of a candidate response checklist. We start with a clear response to every single application, outlining our process and points of contact along their recruitment journey (even if it may be very short). The aim of this strategy is to ultimately lower confusion around the application process, minimise candidate frustrations and ensure communication is consistent for applicants.

If you would like to learn more about what we do, please contact with us to discuss this further.

Returning to Work… Soon. The New Challenges

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!

How to Get a Job Quickly on the Gold Coast

In the current economy you will have to act swiftly to pick up work. With people being displaced or being made redundant due to COVID-19 (Coronavirus) there is a large influx of jobseekers into the market all vying for the limited opportunities available. Make no mistake – it will be a challenge.

So, how do you find work?

You need to be across all channels such as LinkedIn, being active on job boards and scanning social media to see if companies are hiring. The good news is that companies are still hiring. Reach out to friends, family and your contacts to have them alert you of anything they see or hear.

How do I get a job on the Gold Coast?

Firstly, you need to do a few things. The most important thing is to drop any ego and take something that will pay the bills. So many people often worry about what others think. Who really cares if you end up doing taking a job that you last did when you were 17 such as stacking shelves at Coles or Woolworths? They are hiring at the moment for those exact roles, they pay money and you will feel good doing it – it could actually be a breath of fresh air from a high paying, high pressure management role you have been doing. It’s most likely only temporary so just do it. David, our Director, wrote a blog a few years ago about this exact scenario for himself: Have You Ever Had a Character Building Job?

The next thing you need to do is get your resume and application letters into order. At this moment in time, if someone asks you for your resume, you need to have it ready to send to them. It’s unacceptable to send it 2 days later when you’re scrambling to put one together – the other person did and they’ve been given the job.

As mentioned, reach out to your contacts, scan jobs boards, LinkedIn, social media and the news – that’s where the current opportunities are listed or discussed. We’ve seen a number of people on our LinkedIn feed with full lists of jobs in government, healthcare, supermarkets and telecommunications companies who are seeking large volumes of workers to  assist those businesses in the current situation.

The real question is how badly do you want or need a job and what type of job are you willing to do in order to make money and live comfortably? If you are really needing fast employment and are willing to drop the ego, put some preparation into your job search and reach out to people for help, then yes, you could find a job quickly. If you however, you are unwilling to drop these ideals then finding a job will be a challenge in the current environment. We’re not stating that you should deviate from your career, we’re saying that whilst hunting for your regular work, have a broad mind at other opportunities that are out there that will provide financial relief for you and your family.

It’s a crazy time in the world. We really wish the best for you to get back on your feet if you’ve been affected. We hoe that life returns to normal for everyone as soon as possible. Take care and stay safe!

5 top tips for overcoming rejection from interview

Being unsuccessful or rejected for anything never feels great. Whether it is the dreaded rejection letter, phone call or email; being rejected can severely dent your confidence especially if you have had several rejections in a short space of time.

As a candidate it is important to remember that this is not an uncommon experience for job seekers and that the right job for you could be just around the corner. By thinking objectively, actively asking for feedback, revaluating your career path and seeking external help, you will be able to best manage rejection and strategically work toward your career goals and future job prospects.

Our top 5 tips for overcoming rejection from interview includes:

Don’t take it personally

The first piece of advice for any unsuccessful candidate is to not take it personally. With a single job opening attracting hundreds of applications, even the most qualified individuals get rejected, with the probability of rejection higher than landing the job.

Whilst it can be a hard pill to swallow, you’ve been rejected for a reason. From our experience, a lot of hiring decisions from our clients have been based on the skills, experience and qualifications you have demonstrated to meet their objectives for the role. The role wasn’t created for you – they didn’t know of you at the time. An important factor is how you personally fit with the team and the people hiring – sometimes you just don’t click, that is just how things go sometimes.

By acknowledging the rejection, not dwelling on the situation and focusing on new opportunities, you will be able to maintain motivation and positivity whilst keeping the job search momentum at a maximum.

Ask for feedback from company / interviewer

Asking for feedback is a valuable tool that can be used to better understand why you have been unsuccessful in obtaining a specific role. Methods can include calling, email and face-to-face interaction dependent on the initial rejection delivery of the interviewer / company. Asking for feedback can provide several benefits including; improving future job search parameters, a heightened self-awareness, building rapport with the interviewer/recruiter, and most importantly providing closure, allowing you to move on to the next opportunity.

It’s really important to take all feedback objectively and understand that an organisation is looking for very specific candidate and that you are not going to be suitable for every role, organisation and/or industry that you apply for.

Personal evaluation

Aside from the feedback sought from the company / interviewer, it is important to personally evaluate your application and interview performance and reassess areas that could be improved. Through this process you might find that you need to work on your interview presence or upskill in specific areas to meet industry demand and outperform your competitors. By continually re-evaluating your application (resume, cover letter), interview manner and skills or qualifications, you will be able to put your best foot forward for future opportunities.

Redevelop your career path

Once you have asked for feedback and subsequently re-evaluated your application and interview performance, reassessing and developing your career path is a great way to ensure you achieve your specific career goals. By identifying your individual unique selling points (USP) you will be able to better market yourself during the job search phase and allow you to evaluate whether the career path you want is right for your specific skills, personality and strengths.

Seek help

If you are struggling with direction, or evaluating your current application, seeking help can be the best place to start. Depending on the challenges you’re facing, there area  number of avenues you can take including advice from a your friends and peers, all the way through to professional recruitment services and career coaching. Assessing your own situation is the best way to better understand the level of help needed to achieve career goals.

 

It is important to remember throughout your search that you may be only one application away from your dream job. Remaining motivated, confident and contactable throughout the job searching stage is essential to keep momentum flowing and to be that person.

At New Point Recruitment we’re always focussed on matching the most appropriate candidate to an organisation. If you would like to join our growing database and submit your resume for future job opportunities head to www.newpointrecruitment.com.au and register with us.

Protected: Is Personality & Psychometric Testing In Gold Coast Recruitment Needed?

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Personality / Psychometric Testing – Is it Needed?

I never believed in personality or psychometric tests, until I took one. I couldn’t understand how answering a series of multiple choice questions could determine my personality and character traits. So given my nature of being an explorer, I took a test to prove myself right.

To my surprise, my results were so well aligned to the point where it actually felt like someone had written out my character description. So if you’ve ever taken a personality test to find out whether you’re an introverted or extroverted type, you’re not alone. However, there’s a big difference between scrolling down your Facebook feed at home and clicking on a personality quiz than being asked to take one in the recruiting process to land your dream job.

It’s human nature to have the desire to better understand our characteristics and as individuals we love any opportunity to gain a deeper insight into our true self. We’re all too eager to find explanations as to why we act a particular way or why certain personal and workplace relationships didn’t work out. We’re in the tech savvy age where reaching for the phone and googling our star sign compatibility is an acceptable and logical way to better understand a situation. Which brings me to my next point, how acceptable is it for an employer to ask you to take a personality test after being interviewed for a job?

Why we do them and are they effective?

Personality tests have helped employers determine whether or not a candidate may fit the culture of their business as well as how they may perform in their designated role.  From our experience at New Point, we found that the accuracy of a personality test weighs heavily on the individual answering the questions – is it new for them or are they well-versed in knowing the responses required and can manipulate the results? In the recruitment process, a personality test can give the employer false reassurance that they’re hiring someone who has the right qualities for the job. We have found that a personality test will only be accurate if the candidate is truthful with their responses. We’ve manipulated our responses to deliver a different result and this could be the approach taken by a candidate, depending on what answer they feel the employer is looking for. We have found that a personality test will only show some level of accuracy if the candidate is truthful with their responses and in the right frame of mind to take the test. There is a certain level of self-awareness that is required of the candidate to be able to answer the test truthfully. In reality though, this can be a difficult process to face when put under the pressure of being shortlisted for a job. If the person genuinely want the role they shouldn’t feel fearful about their results. They should feel comfortable enough with who they are and know the value they can bring to the employer to answer the test truthfully. Altering your answers will leave you with a test result that doesn’t align with your characteristics and is often obvious to a recruiter. At New Point, we advise candidates to be truthful with their responses to ensure an accurate result.

What to choose or do you choose one at all?

There are a large number of personality / psychometric tests online to choose from. We have found that starting with a basic one such as 16Personalities which is free, is a good place to start. You be the judge and test it on yourself and your team (if they are willing), otherwise you can also delve into the deeper and paid tests such as Talent Dynamics, Keirsey and Myers-Briggs Type Indicator or Jung tests. Having stated this, all of those tests have been open to scientific criticism with no real evidence supporting them or any clear linkages to defined results in the workplace. Do you go on gut feel, demonstrated examples of what a candidate has done and reference checks? Is that enough to make you decide?

We would like to hear your feedback on this. In the meantime, if you would like to know more about these tests or would like to have us help you navigate through the recruitment process, please email us at gc@newpointrecruitment.com.au or call 1300558979.

Thanks for reading,

Sophie and David.

All I Want For Christmas Is…

Christmas time is commonly associated with drinking, socialising and loosening up for what many people call the ‘silly season’. Businesses tend to wind down and the office begins to clear out as the year comes to a close.  What many employers don’t know is that they could be missing out on some great talent by not recruiting in the lead up to this busy time of the year. A number of employers generally dismiss the idea of sourcing new staff at this time, rather leaving it to the beginning of the New Year. From our experience, we have found that this period can actually be the most valuable time to recruit. Are you still on the fence? We’ve put together the top three reasons that explain how hiring in the lead up to Christmas could positively impact your business, positioning you in front of your competitors.

New Year: New Career

On Instagram, the hashtag #newyearnewme has been shared on over 1.3 million posts. You’ve heard it before and we’re going to tell you again. There is nothing that stimulates change and the desire for a fresh start more than heading into the New Year. This means that the number of job seekers on the market will increase and employers who are ahead of the game will jump on this opportunity to recruit new talent. It’s this time of the year that people tend to reflect and reevaluate their current position, leading them to feel more open to the possibility of a career change. Entering the New Year in a new role could be the ultimate gift for a prospective candidate.

Less Competition for Talent

It is likely that your competitors will wind down recruiting efforts towards the end of the year however, from our experience; job seekers will still be in the market, giving you the opportunity to maximize your own recruiting efforts to attract talent. Employers are generally less motivated to make the effort to prioritise recruitment due to potential sales downturn (depending on industry), closures and staff holidays. Less competition will give you access to a wider variety of candidates seeking employment and recruiting now, will give you the opportunity to beat one of the most challenging aspects of recruitment – having access to great candidates.

People are thinking about money

For most people, Christmas is an expensive time of the year. The weight of juggling the cost of gifts, holidays, flights and entertainment can be overbearing, making people reexamine their financial position. Given the increase in workplace wellbeing strategies, a lot of people are making career choices based on an employer can offer them in addition to their remuneration package. Workplaces will often propose several perks alongside the salary, such as gym memberships, bonuses and healthcare services. These all contribute to the decision making process of employment and can drive individuals with money issues to explore their options and enter the New Year feeling more financially secure with a new role.

Executing a well-thought out and targeted recruitment strategy in the lead up to Christmas has the potential to attract top level talent to your business whilst your competitors are waiting for the New Year to come around. Our team at New Point have the experience to develop a solid campaign to help you win the recruitment game and strengthen your position in your market with quality staff that will help you grow. Call us on 1300558979 to get started now.

Finding a Balance Between Hiring for Skills and Company Culture

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.

Industry Specific Influencers are your new Marketing Tactic

It’s unquestionable that influencer marketing has had a powerful impact on relationship driven advertisement. We’ve watched as start-up businesses skyrocket into billion dollar enterprises through the use of influencer and celebrity endorsement. Having brand collaborations on social media from the likes of Kim Kardashian and Conor McGregor once embodied what successful influencer marketing looked like. However, more recently, consumers are looking to build genuine connections and while celebrity advertisement has an extensive reach, it lacks authenticity. The modern influencer takes action, not just selfies, they create their own brand image and voice that allows them to build authentic relationships with followers in their network. These influencers have created strong social media profiles within industries, finding their niche and demonstrating an expertise.

We’ve been watching this happen locally in the real estate, legal, marketing and advertising realm. In an effort to find out some more information, we reached out to some of these industry professionals to find out how building a social media presence has impacted their career and what gave them the initial push to create authentic contact. These professionals are likeable because they have a clear purpose, connecting on a more meaningful level with consumers by having a reason why. They’ve become a go-to person within an industry or area of expertise, stretching far beyond the target of just making sales. This has become a likeable and well recognised attribute noticed by employers. Influencers within industries are generating and developing business without the traditional outbound sales focus, instead, creating content and engagement on a personal level, raising the awareness of those around them to generate leads and referrals. Employers are no longer just looking for a candidate that meets a checklist of qualifications, they want creative and confident individuals who have marketed themselves well within the industry and have an established network of contacts to bring with them.

A strong social media presence is allowing industry professionals to build rapport and create valuable content for their audience before they have even met. These influencers are creating an identifiable presence across a range of social media platforms, giving current and prospective clients an insight into their personality traits, interests and values. This fresh approach of influencer marketing has been manifested by professionals on LinkedIn, Instagram, Facebook and Twitter. For industry professionals that are ahead of the game, they’re saturating the market across multiple platforms, leading to high engagement and a well-connected network.

What we found:

The biggest piece of advice I have acquired from speaking with and observing these influencers is that content is not just about you as an individual, it’s about the value-add of your network. Networking is about the relationships you create with like-minded individuals and social media provides industry professionals with a platform that allows them to share these experiences with others and take people along for the journey. In our current content driven digital age there is no doubt that industry professionals who are thriving within their niche are extremely attractive to employers, however, job opportunities and offers are not the end goal. What makes the modern professional influencer so unique and appealing is the transparent relationship they share with their employer. Not only do they create a strong personal brand image but they also become a spokesperson and representative for the company. To them, the term influencer is no longer associated with a selfie driven livelihood; it has become a way for those individuals to deliver valuable industry specific content and nurture relationships within their community. The content they deliver serves a purpose and communicates on a deeper level. it’s authentic and unedited, adding value to the audience.

When creating a business marketing strategy, we identify the company’s unique selling proposition (USP) to better understand what differentiates our service from competitors, more simply, why should prospective clients choose us?  Influencers within industries have developed a personal brand for themselves over time by maintaining reputation, image and relationships. Industry professionals who have successfully done this have identified their personal unique selling proposition. They have advertised themselves as a brand within their professional industry. From our research, we found that to market yourself well within an industry you must first and foremost know yourself. You must then identify with what makes you different, be genuine and tell your audience a story that is authentic to your personal brand. Don’t feel frightened or intimidated by a competitive marketplace, instead, take it as an opportunity to become the industry influencer who delivers meaningful, engaging and valuable content to your audience. I agree with Gary Vaynerchuk who has said that “not paying attention to your competitors will become your power.” Industry professional influencers possess the empowering mindset of focusing on their personal goals and growth, advising others to do the same.

The rapid growth of digital marketing has created a space for niche industry-specific influencers, proving to be a powerful tool for professionals. In the tech savvy age of filters and facetune, authentic content has never mattered more.

We would like to thank Lana Woltman, Tegan Boorman, Chris Hogan and Willow Sloane for taking the time to contribute to our research.