Why Onboarding is a Critical Step in Your Recruitment Process

Write the position description.
Post job advertisement.
Phone screen.
Hold interviews.
Complete reference checks.
Present job offer.
Confirm acceptance.

Your recruitment process is complete, right?

Not necessarily!

The onboarding of your new employee is a critical part of the process, and often the least considered when it comes to recruitment. There is often stress, and time pressure involved in finding a new employee often accompanied by a huge sigh of relief when the ideal candidate agrees to start next Monday.

When you feel comfortable that the task is complete at this point in the recruitment process, onboarding of the new employee can become haphazard at best, and completely unprofessional, at worst. Ideally, you should create a clear picture of what onboarding requirements are for each role you recruit for, set clear expectations regarding this with the new employee, and then deliver before and during the initial days at the workplace. Replacing an employee can be expensive (effectively costing up to 3 months of their annual wage in some cases), so a poor onboarding process can cost you more than just time.

A successful onboarding process will vary between businesses and may have additional elements depending on the level of the role.

Key areas that should always be managed well include:

1. Contracts – A written contract of employment, clearly setting out the terms agreed in the job offer should be provided to the employee before they commence work. They should formally accept the position, on the signing of this document.

2. Induction – Ensure the new employee is formally inducted into the workplace on the first day, before they start work. This is important for safety reasons, and because it sets a simple foundation for ‘this is what’s expected around here’. It should also answer their questions about where to go to the bathroom and where to make a coffee, for example.

3. Plan – Create a simple calendar to map out the new employee’s first week. Allocate time to introducing them to their colleagues as well as training them in your systems and processes.

4. Greet – Welcome them enthusiastically. It can be as simple as a welcome card signed by the rest of the team, a morning tea, or an invitation out to lunch. These gestures show that you’re happy you’ve made the investment in them and contributes to a positive work culture.

5. Follow up – Check in with the new employee at the end of their first day and at the end of the first week (and regularly thereafter), to assess the job fit, and that expectations are being met for both you and your new employee.


A successful onboarding experience will start the relationship off on the right foot, and reduces confusion for a new employee. This is great for company culture, reflects well on the management of the company, and highlights issues quickly, so that they can be addressed. A new employee is more likely to be successful in their role when there’s a robust onboarding process implemented. It isn’t just something for HR to look after, but an integral part of the recruitment process.

We wish you all the best for upcoming recruitment campaigns in 2018. Call our office on 1300 558 979 to discuss the right recruitment package to source your next team member.

5 Ideas to Attract the Best Talent to Your Business

In the race to attract and retain the greatest talent, it’s easy to assume that if you pay enough, you’ll always get the best person for the job. Wrong! An attractive salary is a driver to get good applicants through your door, however your business needs to stand out from the crowd. A new employee is an investment in your business, so to attract the best, we’ve outlined 5 tips you can implement before your next hire.

1. Share Your Vision, Mission and Goals on your website.

This strategy helps you to find people who really engage with what your company wants to achieve. When an employee’s values match that of the company they work for; great things can happen.

2. Offer the opportunity to work from home.

This could be as little as once a fortnight; or every day, depending on the type of role. It doesn’t work for everyone, but if people aren’t required to work at a specific place and given some flexibility in working conditions, the role can be promoted to a far larger network. Your perfect employee may live further than 30 minutes from your office and could be weighing up whether to apply or not, having this flexibility may just be the sweetener that secures them.

3. Create a workplace culture that others will want to be a part of.

It doesn’t mean you need to bring in bean bags and introduce a table tennis table, but it does mean investing in the people in your workplace in a meaningful way. A great way is to share happy snaps of your team and memorable events on your business social media channels, so that prospective employees can see what it’s like to be part of your workplace culture

4. Be unique.

What is the one point of difference between your business and all the other businesses in your local area? Promote that uniqueness throughout your recruitment process and social media. Don’t forget, your business is also being assessed by candidates considering their next move.

5. Don’t rush the process.

Your recruitment process should be robust and tailored for each role within your business. If you can avoid it, don’t just hire someone to ‘fill the gap’. Working with a professional recruiting firm can make this step a breeze.

If you’re a business situated in the Gold Coast or Tweed regions and need a hand with recruiting, feel free to call our team on 1300 558 979. We’ve got a range of recruitment packages to suit your business and we’re available to help all through the Christmas and New Year season.

Why Hiring in December Will be Your Best Decision This Year

The old rules about hiring new employees should be thrown out the window when it comes to hiring in December. There are so many great reasons to hire your newest team member through the silly season; don’t let a date in the calendar hold you back from taking the next step to finding your perfect new employee.


1. Everyone else is waiting until January.
While hiring managers are holding back, you get the opportunity to interview candidates your competitors will be scrambling over, come January. Plus, you’ll get the opportunity to meet some really dedicated job seekers, who haven’t given up their new career aspirations, simply because it’s December.


2. They’re a contributing member of the team for the new year.
When January is suddenly February, and then March and you’re only just getting your new employee inducted, because the beginning of the year is always so busy, you’ll be wishing you’d started recruiting now. Each year seems to fly by, faster and faster! Most clients we recruit for, want to start someone ‘yesterday!’ It’s rarely any different come January.


3. It’s party time!
December is renowned for Christmas party celebrations and recognition and rewards for jobs well done. If your company really gets into the spirit of the season, what better way is there to welcome someone to the team, than with a party? Their fellow team members are likely to be a little more giving and forgiving in December, compared to the inevitable, busy catch up time that occurs for businesses the following month.


4. You can better plan for 2018.
If your recruit has specialist skills you didn’t realise you’ve always needed; having them on-boarded before you start on your 2018 strategy means a better thought-out plan, utilizing their expertise to guide your strategy.


5. Flexibility with interviews
At this time of year, with events and Gold Coast social calendars full, it’s possible your dream candidate will have a better, or less noticeable excuse to take time off for your interview. The balance of maintaining an existing role, whilst looking for a new one, is always challenging, so hirers may also have to be flexible to meet prospective candidates.


If you’re still not sure that hiring in December is right for you, get in touch with us on 1300 558 979, and have a chat with David about your recruiting plans for 2018; you may be able to start someone sooner than you think!

How to Win That Job – 7 Simple Ways

Whether you’re a seasoned job seeker, or a newly graduated year 12 student (congratulations!), there are many steps available to increase the chances of winning your next role. This week, we’ll start with the basics everyone should follow, before you get to an interview. These little tricks make all the difference at the outset of the recruitment process, and in the process, help you to WIN THAT JOB!

  1. Determine the jobs you want to apply for and create personalised criteria to match. Use keywords from the position vacant ad within your resume. I.e. if the job requires a hardworking, team player; find a place for that within your application (assuming it’s true!)
  2. Personalise the cover letter for each role. It’s frustrating to read an introduction that says, ‘I’d love to work as a plumber.’ when the position applied for, is as a carpenter. Extra points for addressing the cover letter to the appropriate person
  3. Spell check, spell check, spell check. Unless you’re submitting a video application, which may happen occasionally, your resume is the first introduction to ‘you’. A busy recruiter won’t always forgive spelling mistakes because you’re a nice person…odds are, they don’t know you and are looking for reasons to reduce their pile of resumes. Don’t let poor grammar get in your way either. Don’t ever submit a resume that says you have great attention to detail, and then confuse there, their and they’re!
  4. Address any gaps in your employment history. If you were a stay-at-home mum, own it! You have used a wealth of skills in that role. If you’ve had time off for other reasons, such as sickness, address it briefly, but don’t over-elaborate. If it was due to unemployment, mention any community involvement, volunteering or education you completed during that time
  5. Unless you’ve left high school in the last 5 years, don’t include your after-school job/s, unless it’s extremely relevant to the role you’re applying for. The same rule applies for roles you held 25+ years ago
  6. Make LinkedIn your best friend. Ensure your profile is engaging, with details of all your work experience and education. Use the platform to ask for recommendations from previous employers, colleagues and mentors. You can add your LinkedIn profile to your resume to encourage recruiters to check it out
  7. Ensure your contact information is up to date. If you’ve moved, change your address. Applications are often rejected because of perceived travel time issues. To ensure your application makes it through the email server and into an Inbox, review your email address; fluffybunnyz@hotmail.com is hard to take seriously

Extra Tip!
When you do land an interview, ask who you’ll be meeting with. A quick search of LinkedIn or Google, can help you to find out more about the interviewer, so they’ll feel less like a stranger, when you start answering all their tricky questions. It may also help you build rapport prior to the interview by connecting with them or seeing groups that they follow. Every little bit helps!

Never Fall in Love!

I recall having an Executive vying for a $200k role a few years ago. We were down to the last three, he was a stand-out and the CEO was honed in on him well above the other candidates. He won the role, was offered and declined – he just wanted to meet the CEO (in an attempt to build his network) and win the job (for his ego). His intention was never to take it, and of course we will remember his name forever for all the wrong reasons!

Falling in love

You know that moment when you interview everyone and there is a clear winner? The other two candidates aren’t even in the same ballpark, and you just want to close it out and get the person over the line. It happens quite often, even to us. I remember one of my clients saying to me once ‘I never fall in love anymore’ – we were having a difficult time recruiting for her and she had been burned by a few ‘ex-lovers’ (top candidates) before. Her broken heart made her see everyone on the same playing field now which really made it difficult to sell the strong ones!

Putting all your eggs in the one basket

Maybe she’s right though. How often do we put people up on a pedestal only to be let down? We’ve often spoken to new clients that had given up during the recruitment process due to losing candidates. At the end of the day they have other functions of the business to manage and having to restart the process or go back to the hundred or more applications and start again doesn’t seem like a viable option. A lot of it does come down to falling in love. You see a heap of applications, one stands out and then the others fall in and around that applicant. Historically, you stop the screening process, move to interview, and the person does a killer interview but then never proceeds due to another offer or just declines with no reason. You don’t want to fall into this position!

How to win

There are a number of tactics to ensure that you can bring the best people into your team and business:

  • Have a good value proposition around your role and the company – the more attractive your role and the company are, the greater the chance of attracting good people
  • If you are a smaller business that doesn’t have a big network to draw candidates from and are solely relying on advertising, keep the job post open for the entire period you have paid for. SEEK is 30 days, keep it open for the 30. You may find the ideal candidate on day 3 but you should build a pool of candidates in the background in case that person does not take the offer – you need a fallback plan – keep screening them all
  • Don’t fall in love! There may be a stand-out candidate but take the blinkers off and look at others that may have skills you could use in the business. The stand-out serves the current function but the hidden ones may actually be the better pick that takes you to the next level
  • Outsource it to a specialist that understands how to attract candidates, has a wider net to cast and also has retention strategies to keep a candidate interested in the role during the process
  • Act swiftly – the good ones do get snapped up quickly. A drawn out process can mean calling to offer the successful candidate, only to find they have already taken another role

If you need any further information or would like to find out more about how we can help your business, please call us on 1300 558 979. We are always happy to discuss how we can help you achieve your recruitment goals.

No Smokers Please!

Is it discriminatory to request that we screen out smokers when hiring a new employee for our client or is it just a workplace right that other non-smokers should have in their place of work? Knowing the dangers of smoking and second hand smoke, could it even be considered as a Workplace Health and Safety issue and your duty of care to not bring that into a workplace?

Ask a smoker if it would be discriminatory to not hire them based on the fact that they smoked and the answer would be YES!

Ask a non-smoker if they felt that a smoker could pose a potential health risk or do they just hate the smell around them and the answer will most likely also be YES!

Ask a customer of that company and it could be a mixed result, however, if the customer is a non-smoker, it could influence their decision to deal with the salesperson or receptionist, resulting in lost sales that you will never be aware of.

Whilst I have a personal preference that I will keep to myself, the nature of this blog is to help you if you are a smoker and looking for your next opportunity.

The smoke free workplace

A lot of companies that we know have already moved or are moving to a ‘smoke free’ environment and look for people that fit that prospect. They are also introducing ‘no smoking in company uniform’ policies as it could be considered a detriment to their brand and also affect their staff and workplace. There is also a Government link dedicated to this initiative to incorporate into the workplace. It’s not necessarily the issue about people taking smoke breaks throughout the day, it’s actually about the person returning to the office after their smoke wreaking of cigarettes that actually disrupts their colleagues. Potentially, if you are in customer facing roles, it may even turn off the customers themselves. Employers don’t want to disrupt their staff and even more so, don’t want to turn off someone that is paying them money. Whilst we are not going to delve into the legalities of all of this, the bottom line is that if you are a smoker and your dream company or role pops up and the company doesn’t want that as part of their environment, you need to be aware of this and change something about you to help you win and retain the job.

Self – Awareness

If you wake up at 6am and have a smoke and your interview is at 9am, it is potentially still on your breath, on your clothes or on your person – this is just a fact and if picked up, may ruin your chance of getting a great job. You may have nailed the interview and stand-by to await the call that never comes. Only to call and get some lame feedback that they went with someone that ‘had more’ experience’ or that ‘it was such a tough decision but we went with another candidate’. The real reason will never be known however being in our unique position as a recruiter behind the scenes, we often know what went wrong. Quite often we get feedback from employers that a candidate attended an interview and did well however they had a smoke sometime beforehand (and sometimes just before) going into their interview. “we had to air the office out’ and ‘the place just smelled afterwards’ are real words of feedback that we have received from our clients. To non-smokers (especially if it’s the hiring manager) it can be a massive turn-off so we always come back to the old saying of ‘first impressions count’. What a lot of smokers may not realise is that a lot of non-smokers are really sensitive to the smell of cigarettes – their radar pops up immediately. Not many people have the guts to tell you, so you need to understand this to improve your potential of being hired.

What can you do about it?

From a non-smoker’s perspective, the short answer of course is not to smoke but the reality is that you have a personal choice to do it or not – this isn’t our call. My personal advice is that if you have an interview lined up, do some research about the company and even do a drive or walk by during their lunch or morning tea times to see if there are staff having a smoke outside – this may sound silly but is it not worth investing your future on it? The big one though is holding off having a smoke before your interview and doing your best to secure the role first – it could easily be the difference between winning the job and not. If you win it, go in your first day with the intention of not smoking and see what occurs throughout the day. If it is accepted throughout the day, then it’s all good, if not, you may have to work around it and adjust when and where you do smoke. You put a lot of effort into winning the role, the best you can do for yourself and your family is to retain it by adjusting what you do.

We wish you all the best and if you would like to discuss this further, we are always open to having a chat about improving your chances at interview and working towards a great career. You can call our office on 1300 558 979 to talk further.

Our Entire Team Can Earn Monthly Bonuses

Well isn’t that an interesting concept. Think about this for a moment – imagine your entire staff being incentivised to add value to the business? Your receptionist earning bonuses, your admin and accounts teams as well as the HR and IT teams? The sales team are still in place and out there creating new business however, internally, there is an equally important functional team that is also focused on bringing in business and adding value well beyond their “normal” role.

The big change:

This was quite a unique company I was working with however the same principle can be applied to all businesses – it’s a matter of being creative, training your team and opening their eyes to the opportunity. It does not have to be flat out sales, there are many ways of bringing in business that can suit even the most introverted person. For this company there were teething issues at first – some came on board straight away, some hated the idea and eventually, a large proportion came around and became advocates of the idea and even more so, advocates of the company. They also improved their earning potential, learned about what the company actually did and gained an interest in where they worked.

Incentivising your staff:

Of course incentivised staff are not a new concept. We see it all the time with sales, BDM’s  Account Managers and the management team. What we don’t see often is those working in functional roles being incentivised. Some have KPI’s and eligibility for annual bonuses however, they are generally paid an annual wage with no opportunity to better that throughout the year. Basically they are seen as a necessity to get through the administrative tasks of the business to enable it to function – they are very important but at the end of the day, they have a ceiling to what each functional role is worth in the market. Imagine the retention and ‘buy in’ you would get by giving staff the opportunity to earn more, be rewarded for their efforts and feel part of the greater team. It’s not always an easy thing to implement and some employees may freak out when they hear of it so be careful and calculated in how you approach it!

It’s not just about the money, but it does have its place:

It is a fair bet to say that if you asked any of your team members across functional roles (admin, accounts, HR, IT for example) if they would like to improve their financial situation, there would be a very high percentage that would say Yes. Again, there is a ceiling in the market to what people can earn in a large range of roles and therefore people sometimes feel stuck. Think of the reasons you are given when staff leave – I’m bored, the other company was offering more money, etc etc. A motivated, incentivised and rewarded person just doesn’t have the opportunity to feel that way – they are too busy being part of something, improving their situation and learning. Not only does it add value to the company but it adds value to your people and could also improve retention. Your people are picking up new skills, being engaged with the business and their customers and getting the pat on the back that we all crave. It’s worked very well for one business that we know, maybe it could work for yours.

If you would like to discuss in detail what this company did to improve their business, feel free to call us on 1300 558 979 to see how it could be implemented in your business.

There Are No Good People Out There!

It’s funny how many times I hear this in my travels. Going back one step, I was at a business breakfast, did the usual introduction, and upon hearing that I am in recruitment, the person’s first response was “There are no good people out there”. Normally I give a “I’m not really into you” kind of smile and move on but I thought I would probe further. The speaker at the event was a 3 out of 10 on a good day and this person had sparked my interest so I pressed on and engaged.

So… what’s wrong with the market? I asked…

‘They’re all slackers’. Cool, that’s a great explanation I thought. We got into a discussion about all the wrongs that had been committed over the years and I gave him a hug (more of a pat on the back) and talked it through. It’s amazing what you find out when you really want to discover some of the facts that have shaped a person’s perception. I won’t bore you with the conversation – here are some facts:

  • He hasn’t recruited in a while as he doesn’t like taking on staff – they all do the wrong thing remember?
  • He’s also a bit angry because he has to work later (due to a lack of staff) – tied up in day to day, the business is also not growing as a result
  • In 2011 he was burned by a person that took too much sick leave – he was still holding onto this
  • Another employee ‘screwed up’ their accounts system
  • After advertising a year ago, he couldn’t find anyone good to fill the role and the girl he did like, turned them down (I wonder why?) so he just left it

Perception can really make it hard for you

I’ll leave it for you to decide on whether he’s right or wrong. The fact is that employees are going to make mistakes, some are going to take advantage of you  and/or the company, and quite a few are actually going to do the right thing and add value. Of course we all shape what we are looking for and also not wanting from past events. the problem occurs when you start putting people in a box. I’ve heard heaps of silly things in my time including:

  • No more Michaels – we actually got down to a name ban once!
  • No more older people
  • No young ones they’re just on Facebook all the time
  • Quite a few others that I will just stay away from

At the end of the day, these are all stereotypes and perceptions based on false data. It’s far more productive to forget about or learn from  past hires and focus on the role you need filled and what the right person will do for the company. Being open to a range of potential employees that sit outside what you had thought and can also become a real epiphany when explained what this person can do for you. We have successfully converted candidates for clients that would never have selected them if they had done the recruit themselves. They have added value and helped grow their businesses. Our role at New Point is to help you and to also provide options that you wouldn’t normally consider. Call our office on 1300558979 to have a chat about how we can make a difference to your recruitment process and your outcomes.

How does a new office and an extra $50,000 sound?

As a rookie recruiter back in my early years, I recall interviewing a guy for an interesting role in a high profile company that was undergoing expansion. Through all of our eyes (client, myself and the candidate) it offered growth, recognition and most importantly the culture he was looking for. He was excited, was offered $150k for the role which was fair for what it was, and accepted it. 2 weeks prior to starting he pulled out – the company he was working for and really hated, offered him an extra $50,000 and promised a new office locally, which he took.

What’s More Important – The Opportunity or The Starting Salary?

An extra $50,000 per year is nothing to sneeze at for most people – I don’t blame the guy for taking it – family came first for him and he had to do what’s right at the time. The problem was, when I followed him up not too long after, he was working away in a new company – he had left anyway. When I met up with him he had worked up a smile saying that he was happy in the new role and that the other guys hadn’t really come through for him – he got the extra money (7 months’ worth), the office had been delayed, but in the end, he was still working with the same people. On the other hand, the person we placed in our role was kicking goals and she really enjoyed the team and the interesting projects she was working on. One took the opportunity and the other took the money and left anyway.

What happens?

It’s the burning question that an employer would love to know about the candidate in front of them. Are they in front of me because it’s a great opportunity or are they just after the money? A large number of candidates just apply for a job which is fine  – as a recruiter we often hear things like “It was just an admin job. I’ve applied for heaps – which one’s this again?”

Some people desperately need the work, others apply for the role as it may improve their financial situation and some are just focused on escaping the madhouse that is their current job. Then there are others who look at the role on offer, see that it aligns with what they are looking for and actually research the company to see if it has the possibility of offering a career and learning new skills – they have a longer term, bigger picture strategy. I had a candidate that I placed as a CEO recently that took close to a $100k pay cut as the opportunity and huge expansion of their network was too good to refuse. When they finish their tenure, they will be well known in their region and have a heap of opportunity before them, just as their predecessor has right now.

What do you do?

As a candidate, it is a good idea to work out what’s important – work culture, career growth and the monetary rewards that go with it or just the chance to get more money? It’s a personal thing as we are all at different stages of our wants and needs. You also have to sell that story or vision when you are attending interviews and the best way to sell it is to be convinced yourself.

For yourself as an employer, you have to work out that what you are offering is attractive – is your company attractive, do you have a good work culture, do you pay fairly, do you offer further training or room to grow and also the ability for a person to earn more? How do you package that up to appeal to potential employees in the market? We all have to sell something compelling but it also has to be true so that people take the offer and stay with you. These are things that we focus on to help you attract the right person. When you need the help or would like to have a chat about how we do this, feel free to call us on 1300 558 979.


Yes, it’s 2017 and We Really Want to Help You Get That Job!

I got asked for my fax number the other day so that I could receive a resume – I just went blank for a moment. It was really interesting. Being a polite guy (and valuing that everyone is a customer) I asked if they were able to email it to me however, in the end, it was mailed to our PO Box and missed the cut off date. When you are in the job market and competing against others that are tech savvy, you need to come up to date in 2017 – really quickly or you may just miss out!

Some interesting observations (the not so great stuff):

Things that we have found from our experience this year alone include:

  • At least 5% of applications have no phone contact details on them
  • A further 5-10% at least have old or incorrect phone numbers
  • People are using old photos on their CV (I really wish I looked a lot younger too but i just don’t!)
  • Some photos look like they were taken by a 0.3 megapixel camera – C’mon, you aren’t really a Lego man!
  • When asked to submit a cover letter, close to a staggering 70% of people don’t do it
  • From the remaining 30% that submit a letter (thank you) barely half addressed the actual job ad
  •  Self awareness has dropped a bit – Be aware of how you present for interview not just your clothes but how you come across. Aggressive behaviours don’t generally make us feel like putting you forward to our client!

The good stuff (how you can do it better):

If you plan out your job hunting strategy, it will pan out for you in a positive way. The great news is that some job seekers are doing everything right, applying for the role or approaching us with the right tools and techniques, being interviewed, put forward to our clients and winning the role. We’ve placed a lot of great people into new careers this year and with a bit of work, we hope that you can be successful through our agency too! Here’s what you need to do:

  • Check and correct all the contact details on your resume (actually, make sure you have a resume first) – we want to call you!
  • Have a resume that is clean and easy to read. Some of the best candidates that we have placed had a very basic looking resume with the right information on it – it does not need to be flashy
  • If you choose to have a photo on your resume, don’t rush it. Dress up and get a professional head shot by someone else – not a selfie. Don’t crop a photo from a nightclub – it makes it look like you cropped a photo from a nightclub
  • Do a cover letter regardless of what anyone says – a really easy formula is to address it, attention it to the right person, state the role you are applying for, then state in bullet point form your skills in relation to the actual job ad. It can be more formal and include further information however, just doing this alone puts you above 70% of other applicants – it shows you actually read the ad
  • Have a good and honest friend give you feedback about how you present – are you naturally aggressive, too passive, talk over others, don’t listen or come across as an ‘expert’ (even though you are not). If done properly, you may find an area for self-development that can not only get you selected, but change your career prospects forever. A bit of self-awareness is an awesome thing sometimes

When we see your application come through and you stand out, we speak on the phone and you sound welcoming and easy to talk to, chances are we will be asking you to come in for interview. We want you to be that person. Remember, it’s 2017, your competition is up to date, aware of what is happening in the marketplace and are acting competitively. You need to be doing this too!

We hope this helps and if you need assistance (or know someone that does), please call or pass our details on. Our office is open weekdays and you can call us on 1300 558 979.