Interview Tips and Tricks

How can organisations better support middle managers?

Wed, 12 Jun 2024 23:40:14 GMT

Middle managers are arguably the backbone of any organisation. But the job can be a tough one. Here’s how HR can help.

Middle managers are working in increasingly hybrid workforces , often geographically dispersed and requiring more flexibility than ever before. Amid a cost-of-living crisis, social and political challenges , and the long-tail mental health impacts of the pandemic, employees are coming to work seeking support for personal issues from their managers.

Middle managers are also expected to do more with less, such as boosting productivity in organisations battling employee shortages and wellbeing issues. It’s a lot to contend with on top of making it through their own workloads.

The unrelenting pressure of working in middle management led Paul Farina towards unhealthy over-working habits . He spent a decade in the cosmetics and retail sectors in Australia and the UK, managing teams and clients across various time zones.

Working around the clock was common.

He would barely get home from a long day in the office when his boss would call, asking for a debrief from the day. Rather than speak up and admit it was too much, Farina handled the pressure by working harder and longer, and turned to alcohol to cope with the stress.

“When you’re in middle management, you’ve always got a boss needing monthly and quarterly budgets to be hit, projects to be met by deadline and things to be completed within budget, and all that pressure gets funnelled down to you,” he says.

“I needed to take those directives and deliver on them while simultaneously plugging gaps and vacancies, all the while toeing the company line even when things were less than perfect in the field.”

This dynamic meant he was constantly looking for ways to appease others, often taking work off his team and doing it himself.

“There’s an emotional side to working in middle management as well, which comes from this feeling of being emotionally isolated and not being able to share that with anyone.

“You feel like you’re being held hostage by your staff as well because you don’t want to lose them, which leads to isolation. If I didn’t have a couple of buddies in the trenches with me that I could trust, I would have been in a lot of trouble. We’ve all got to pay the mortgage, and, at the time, I wasn’t in a situation to just up and quit.”

Eventually, Farina did quit, navigating his way into a role where he now counsels others in middle management. Looking back, he admits he didn’t have the education or strategic thinking to deal with the pressure.

“I had nothing in my toolkit at the time. I should have been more assertive, and I should have held senior staff coming at me with constant demands to account. I should have learned to say ‘no’.

“I don’t recall saying ‘no’ to anything or anyone, which means I was constantly appeasing staff and external stakeholders.”

He believes the pressure on middle managers was amplified during the pandemic years.

“Budgets are down and organisational hierarchies have become even flatter. Middle managers are carrying a lot of that load.

“When you get under the hood, most organisations have a lot fewer people in them than you might assume.”

Middle managers are feeling the strain on their mental health

The complex work of middle management is all taking a toll on this cohort’s mental health . Not surprisingly, more than half of middle managers (53 per cent) are feeling stressed or burned out and 46 per cent are experiencing anxiety, according to the Indeed 2023 Workplace Wellbeing Report .

Middle managers also feel neglected and lack essential leadership, communication and people management skills, found research by the Australian Institute of Management and Monash University.

It indicated that middle managers are therefore significantly underperforming despite their key role in corporate ranks. But this doesn’t necessarily reflect a lack of capability.

Many haven’t been adequately trained to deal with these added pressures, or don’t have the bandwidth to respond appropriately to the competing pressures put upon them.

“We need to acknowledge that individual contributors promoted to middle management don’t come automatically equipped with the management skills needed to thrive in their role.” – Kade Brown, Workforce Solutions Director, RMIT Online

Reducing friction points for managers

Bolstering middle managers’ capabilities needs to be a key priority for organisations.

Effective middle managers are able to reduce friction points at work, accelerate action and help an organisation work towards its goals.

The challenge of balancing the fiscal needs of a business, managing cost and maximising profits means there is a huge under-investment in leadership capabilities, says Lorraine Farah FCPHR, Director of Leaning Forward.

She wants to see organisations drag middle managers out of the weeds of work where they are often overworked and under-resourced.

“Senior leaders underestimate the impact their [managers] have throughout their organisation,” she says. “The shadow they cast by the behaviours they demonstrate impacts not only engagement, but, importantly, all aspects of delivery of the business outcomes.”

Coupled with this, managers and leaders often deprioritise development and training in their already over-committed roles and seem unwilling to find time to upskill, she says.

As well as time constraints, she lists three main issues holding middle managers back from utilising their full potential:

A lack of commitment from leaders to prioritise managers’ development as a core capability.
Structurally, the span of control of middle managers often sees them stretched too thin. They have too many direct reports, combined with complex processes, leaving them burnt out just trying to get the job done.
Managers aren’t usually rewarded for being a good manager. It may be acknowledged, yet it’s not always encouraged nor rewarded in a way that delivering on business results is. Managers will focus on what is measured and rewarded, and make choices on which work to prioritise when pressed for time.

Farah wants to see commitment at an executive level to consistent, non-negotiable leadership development for middle managers.

For example, providing access to leadership development topics right in the moments they need it most – such as how to conduct performance reviews, manage conflict , create space for innovation, seek and provide feedback , etc., in addition to established leadership programs.

This just-in-time training approach helps keep learning highly relevant for middle managers, so they are able to bake it into their workflow rather than viewing their upskilling as separate to their work or as an addition to their to-do list.

Research from McKinsey & Company shows that companies that invest in their human capital yield more consistent earnings through times of crisis. In fact, organisations with effective middle managers in the top quartile produced up to 21 times greater total shareholder returns than others in lower quartiles, according to 11 measured management practices used to define an organisation’s health.

“The correlation between trust and the relationship between employees and their direct manager is strong and leads to better outcomes,” says Farah.

How technological development will impact middle managers

While the role of middle managers will continue to evolve with technological advances, it’s unlikely the layer will disappear entirely, says executive coach Smita Das Jain.

However, the specific responsibilities of middle managers will evolve alongside the adoption of technology as routine tasks and administrative duties are automated .

“Organisations [should] stop and take stock, and adopt technology to automate many of the tasks middle managers perform, such as training, employee performance, generating reports and making decisions,” says Jain.

This frees up time for middle managers to focus on higher-level strategic planning and decision-making, she says.

Rethinking traditional managerial roles

As organisations shift and become more complex, middle managers may become more vital than ever, says Murat Tarakci, Professor of Innovation Strategy at the Rotterdam School of Management, Erasmus University.

He cites findings that attribute 22 to 30 per cent gains in productivity and innovation to effective middle management. In a separate academic paper he recently published, he illustrates the challenges middle managers face by quoting one middle manager at phone company Nokia admitting: “We knew the iPhone was coming out about a year in advance. We had pretty good specifications for it. The CEO forwarded the email to his subordinates, writing ‘Please take action on this’. Yet, middle managers folded, and opted to sugar-coat the stalled process, causing Nokia to lose the competitive battle for smartphones.”

“Middle managers are constantly coping with, adapting to, or even resisting contradictory demands and pressures,” says Tarakci in his paper.

“As new technologies emerge, rivals flood one’s turf and customer preferences reposition… these shifts require rapid and effective organisational responses to adapt to an ever-changing environment,” says Tarakci.

While changes in the business landscape often necessitate extra support for middle managers, the simple elements of work can also create friction points. For example, an excessive number of direct reports can overwhelm managers, hindering their ability to provide adequate coaching and guidance, says Kade Brown, Workforce Solutions Director at RMIT Online.

“Conversely, too few direct reports may indicate inefficiencies or questionable promotions, leading to underutilisation of managerial talent,” he says.

Empowering managers to focus on the right tasks is critical, he says. This involves identifying and streamlining low-value bureaucratic activities, leveraging automation and outsourcing where applicable.

“By reducing administrative burdens, middle managers can allocate more time and energy towards fostering a supportive environment, nurturing talent and addressing the needs of their teams,” says Brown.

“We need to acknowledge that individual contributors promoted to middle management don’t come automatically equipped with the management skills needed to thrive in their role. They require intentional and targeted upskilling in three key areas: business acumen, structured problem-solving and people leadership.”

As such, middle manager upskilling initiatives shouldn’t focus just on theory, but on embedded practice and behaviour change.

“It’s imperative to design or procure upskilling solutions that enable managers to integrate new skills seamlessly into their current world of work,” says Brown.

This strategic realignment enables managers to focus on driving impact and promoting a culture of engagement and growth within the organisation.

“The pace of change, disruption and transformation in the world of work isn’t going to decelerate any time soon,” says Brown.

To alleviate the cognitive load on middle managers, the best thing we can do is to equip them with the tools and skills they need to cope with this new reality.

This article was first published in the April/May 2024 edition of HRM Magazine.

Source: https://www.hrmonline.com.au/culture-leadership/how-can-organisations-support-middle-managers/

Unlocking Leadership Excellence: The Power of Executive Coaching.

Wed, 12 Jun 2024 23:40:11 GMT

Introduction: What Is Executive Coaching?

Executive coaching is a development process that involves a series of one-on-one interactions between a coach and a client , who is typically a manager or executive in an organization. The goal of executive coaching is to equip individuals with the knowledge and opportunities they need to develop themselves and improve their performance.

Executive coaches work with clients to understand their current competencies , see how they’re perceived by others, and focus on identifying and clarifying current goals as well as the appropriate action steps. They provide a safe, structured, and trustworthy environment in which to offer support for the individual.

Executive coaching is action-based , focusing on altering a client’s thinking and encouraging tangible work and behavior changes. It can be used at any stage of a leader or manager’s career to help maximize their potential .

The process typically involves assessment, feedback and development, and planning and implementation stages . It can help improve a variety of areas, including time management, identifying priorities, driving strategy, maximizing critical thinking, and defining a powerful vision for the business .

In Ontology of Value, we offer executive coaching and we believe that working with us will bring you hundredfold returns!

Types of Executive Coaching.

Executive coaching services come in various forms, each designed to address specific needs and situations. Here are some of the main types:

Performance Coaching Services: This traditional form of coaching is often brought in by senior managers and HR to enhance the performance of individuals or teams.
Executive Coaching Services: This type of coaching is specifically for top management, such as CEOs, CFOs, and Presidents . It focuses on updating their skillsets in specific areas that can have a long-term impact on the organization.
Leadership Coaching Services: Leadership coaches work with individuals to improve their ability to lead and manage others effectively .
Career Coaching Services: Career coaches help individuals identify their passions, strengths, and limitations , and then map out a strategy for a successful career change or advancement.
First 100-Days Coaching Services: This type of coaching is designed to support leaders in their first 100 days in a new role , helping them to navigate the transition and establish effective leadership practices.
Small Group Coaching Services: This form of coaching involves working with small groups to enhance team performance and dynamics.
Large Group Coaching Services: Large group coaching is used to address issues and enhance performance at a larger scale within the organization .
Strategic Coaching Services: Strategic coaches work with top executives in defining the long-term direction and putting together a long-term strategic plan .
Therapeutic/Emotionally Curative Coaching Services: This type of coaching focuses on addressing emotional challenges that may be impacting an executive’s performance.
Integrated Coaching Services: Integrated coaching embeds coaching sessions into a leadership development program , reaffirming and reinforcing lessons learned in leadership training.
Team Coaching Services: Team coaching focuses on improving the performance and dynamics of a team within the organization.
Virtual Coaching Services: Virtual coaching is conducted online , providing flexibility and accessibility for the coachee.

Each type of executive coaching has its unique benefits and is used based on the specific needs and goals of the individual or team.

How To Find an Excellent Executive Coach?

Don’t look at the pricing but at the experience and testimonials. Finding an excellent executive coach involves several steps and considerations. Here are some key points to guide you through the process:

Understand the Coach’s Niche and Area of Expertise: It’s important to ensure that the coach has expertise in your industry and understands the unique challenges you face . A coach who specializes in your field will be more equipped to provide relevant advice and strategies.
Check the Coach’s Experience and Credentials: Look at the coach’s background , their coaching experience, and their success stories. Check their credentials and whether they have kept their knowledge up to date.
Consider the Coach’s Approach and Style: Every coach has a unique style and approach to coaching . Some may be more directive, providing specific advice and strategies, while others may be more facilitative, helping you to find your own solutions. It’s important to find a coach whose style aligns with your needs and preferences.
Look for Key Qualities: Good executive coaches possess certain qualities such as emotional intelligence, excellent communication skills, professionalism, and a personalized approach . They should be good listeners, able to provide constructive feedback, and committed to helping you achieve your goals.
Ask for Recommendations: You can ask your trusted colleagues and peers for recommendations . They may have worked with a coach in the past and can provide valuable insights.
Schedule a Chemistry Session: Before deciding on a coach, it’s a good idea to have a “chemistry session” or initial consultation . This will give you a chance to see if you feel comfortable with the coach and if their approach aligns with your needs.
Check for Accreditation: Ensure the coach is accredited by a recognized body . This ensures they have met certain standards of competence and professionalism.
Consider the Coach’s Commitment to Continuous Learning: The best coaches are those who are committed to their own continuous learning and development . They stay on top of the latest trends and best practices in their field.
Evaluate the Coach’s Success Stories: L ook at the coach’s past success stories and testimonials . This can give you an idea of their effectiveness and the results they have helped others achieve.
Ensure Confidentiality: Confidentiality is crucial in a coaching relationship . Make sure the coach has a clear confidentiality policy.

Remember, the best coach for you is one who understands your unique needs, challenges, and goals , and who can provide the support and guidance you need to achieve them.

Examples of Famous People Who Work With Executive Coaches.

Several famous individuals across various fields have worked with executive coaches to enhance their skills, leadership abilities, and overall performance. Here are some examples:

Eric Schmidt, Former Google CEO, was coached by Bill Campbell .
Bill Gates, Founder of Microsoft, also received coaching from Bill Campbell .
Oprah Winfrey, renowned media executive and talk show host, has employed the help of a coach .
Richard Branson, Founder of Virgin Group, was coached by Mark C. Thompson .
Bill Clinton, Former US President, was coached by Anthony Robbins .
Brian C. Cornell, CEO of Target Corp., was coached by Marshall Goldsmith .
Marc Benioff, Founder & CEO of Salesforce, has also worked with an executive coach .
Steve Jobs, Co-founder and CEO of Apple, had a coach during his tenure .
Sheryl Sandberg, COO of Facebook, has had business coaching .
Jeff Bezos, Founder of Amazon, has also worked with a coach .
Barack Obama, Former US President, worked with John Mattone, one of the top executive coaches in the world .

These individuals recognized the value of executive coaching services in their personal and professional development, demonstrating that even those at the top of their fields can benefit from the guidance and insight provided by a skilled coach.

Source: https://ontologyofvalue.com/unlocking-leadership-excellence-the-power-of-executive-coaching-2/

The Role of Emotional Intelligence Tools in the Digital Workplace

Wed, 12 Jun 2024 23:40:10 GMT

The dynamics of workplace communication are rapidly changing. The shift towards remote and hybrid work models has made clear and empathetic communication more crucial than ever. Digital platforms, while convenient, often strip away the nuances of personal interaction, leading to misunderstandings and conflicts in the workplace .

Recognizing the need to address these challenges, emotional intelligence tools are being developed to bridge the gap between digital and emotional clarity.

Table of Contents

What is Emotional Intelligence?

According to SHRM , (in the context of HR) “Emotional intelligence is about using an HR leaders’ emotional awareness to understand employee demands and concerns, make decisions, and develop interpersonal relationships. HR professionals need emotional intelligence to handle diverse employees in an organization daily.”

It encompasses several key skills:

Self-awareness: Recognizing one’s own emotions and how they affect thoughts and behavior.
Self-regulation: Managing or redirecting one’s disruptive emotions and impulses and adapting to changing circumstances.
Social awareness: Understanding the emotions, needs, and concerns of other people, picking up on emotional cues, and recognizing power dynamics in a group or organization.
Relationship management: Developing and maintaining good relationships, communicating clearly, inspiring and influencing others, working well in a team, and managing conflict.

Emotional intelligence is crucial for effective interaction and communication. It can help both leaders and employees navigate the social complexities of the workplace as well as lead and motivate others.

Types of Emotional Intelligence Tools

Emotional intelligence tools are methods, techniques, or technologies designed to enhance the understanding and application of emotional intelligence. These tools can be used for various purposes, such as assessment, improvement, and application of emotional intelligence in daily interactions. Here are a few categories of these tools:

1. Assessment Tools for Emotional Intelligence

Assessment tools such as the Emotional Capital Report (ECR) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) are designed to evaluate an individual’s emotional intelligence (EQ) across various dimensions.

These tools focus on assessment, distinguishing them from technologies aimed at real-time interaction or communication adjustment.

How does it work?

Questionnaire-Based Assessment: These tools utilize comprehensive questionnaires that explore different facets of EQ, such as self-awareness, empathy, and relationship management.
Scoring and Analysis: Responses to these questionnaires are systematically analyzed to provide scores that reflect various aspects of emotional intelligence. This process involves sophisticated algorithms that interpret the answers to quantify emotional competencies.
Feedback and Insights: The outcome of these assessments is a detailed feedback report that outlines an individual’s emotional profile, highlighting strengths and pinpointing areas that need enhancement. This feedback is instrumental for personal development, allowing individuals to focus on specific emotional skills that require attention.

2. Real-time Feedback Tools for Emotional Intelligence

Technologies that provide immediate feedback on the emotional content of communications. For example, software that analyzes text for emotional tone and suggests modifications to improve clarity and reduce potential misunderstandings in digital communication.

The necessity of such tools stems from the increasing reliance on digital communication in the workplace. As noted by Manos Saratsis , founder of a startup specializing in this technology, digital workplaces often face the challenge of ensuring that the intent behind messages is accurately conveyed and understood. Misinterpretations can lead to conflicts, which not only disrupt individual relationships but also the overall organizational atmosphere.

These tools tackle several critical issues:

Emotional Tone Analysis: They analyze the emotional undertones in communications, helping to prevent misunderstandings.
Real-Time Feedback: They provide suggestions to modify tones or words before messages are sent, fostering a proactive approach to conflict resolution.
Positive Work Environment: By ensuring communications are clear and empathetic, they support HR in building a cohesive work environment.
Conflict Prevention: By identifying potential issues early, HR can intervene before problems escalate.

How does it work?

The functionality of emotional intelligence tools revolves around the analysis of textual communication, such as emails or instant messages. Using sophisticated algorithms, these tools assess the emotional content of messages and provide instant feedback to the sender. For example, if a message is deemed to have an unintentionally harsh tone, the tool can suggest modifications to soften the language before the message is sent.

Manos stated that one practical application of these tools in HR operations involved a client who used the technology to detect harsh tones in team emails. This early intervention led to a reduction in conflicts and significantly improved the team’s communication dynamics.

Challenges and Future Directions for EI tools

According to Forbes , AI-powered tools like Receptiviti, Affectiva, and Humu can significantly enhance leaders’ emotional intelligence by providing insights into the emotional states of team members through analysis of communication patterns, facial expressions, and behavioral cues.

However, it’s crucial for leaders to use these tools ethically, respecting privacy and ensuring transparency, and to remember that while these technologies can support the development of emotional intelligence and other soft skills, they should complement rather than replace human interaction and empathy in leadership practices.

By using EI tools, organizations can equip their leaders and employees with the means to better understand and manage their emotions as well as those of others. This can lead to improved decision-making, conflict resolution, and overall workplace harmony.

Looking ahead, the thoughtful integration of emotional intelligence tools will be crucial in developing leaders who can navigate the complexities of the modern digital workplace, fostering environments where every member can thrive.

Source: https://www.springworks.in/blog/role-of-emotional-intelligence-tools/

The Value of Personalization Within the Workplace

Wed, 12 Jun 2024 23:40:07 GMT

According to research, the average American will spend one-third of their life at work. This equates to a grand total of 90,000 hours throughout their lifetime. Given this considerable time investment it only follows that their work environment should be a place where they feel comfortable and at home.

Breaking up the stale monotony of uniform cubicles and standardized setups by introducing elements of personalization such as family photos or children’s paintings, can help to make the workplace a more inviting and enjoyable place for employees. This can lead to greater job satisfaction, higher levels of motivation, and ultimately, greater productivity.

In this article, we will take a closer look at the value that personalization in the workplace can offer to employees and their organizations, by exploring its benefits in various aspects of the work realm.

Increases Comfort and Productivity

Several factors can affect productivity in the workplace . Being in an environment that is free from distractions and offers a conducive setting from which to work is essential. Another important element that influences productivity at work is comfort.

The connection between productivity and comfort has been established with studies such as this one supporting the claim that office comfort can affect productivity. Comfort can be achieved in tangible ways such as the provision of ergonomic furniture tailored to meet the needs of certain employees or personal touches that make the working day a more enjoyable experience.

This might include personal effects such as indoor plants to introduce an element of nature to a workstation and relieve stress or decorative features like artwork to inspire creativity and engender an overall feeling of comfort and well-being at work.

Engenders a Sense of Belonging

Many employers today understand the value of creating an office environment that feels welcoming and collaborative for staff members. This trend has been highlighted in a case study published by the Harvard Business Review , which reports many large employers including Google, Microsoft, IBM and Facebook are investing millions of dollars in redesigning their workspaces by replacing sterile cubicles and standard private offices with larger open-plan spaces.

By encouraging their employees to personalize their workplaces with personal artifacts such as colorful drawings, pictures, and other decorative elements, many of the employers found it helped to foster a greater sense of belonging and place identity.

Organizations can follow this lead by providing their employees with customized design features to personalize their workspace such as kiss cut stickers or customizable desk accessories. In doing so, employers can help to foster a greater sense of cohesion and belonging within their organizations which can improve team dynamics and interpersonal relationships.

Enhances Well-Being

The relationship one has with their work environment can have a significant bearing on their mental and emotional well-being. Several studies have been conducted in this area highlighting the effect that different office layouts can have on employee well-being and performance.

One study published in the Journal of Environmental Psychology examined the relationship between architectural privacy and emotional exhaustion in the workplace. The results found that employees who perceived their work environments to be low on privacy experienced higher levels of emotional exhaustion, compared to employees working in more private settings such as those with opaque or enclosed walls and doors.

Interestingly, the study revealed that personalization of their workspace acted as a moderator for employees, helping to mitigate the negative effects of low levels of experienced privacy on emotional exhaustion. It was noted that personal effects such as children’s artwork, photos, posters and comic strips can help to create a workspace that can contribute to an employee’s positive cognitive and affective states.

This enables them to feel a greater sense of control and ownership over their workspace, helping to counter the adverse effects of a lack of privacy. Personalization can be particularly beneficial for helping employees in open-plan spaces to feel a greater sense of mental and emotional wellbeing at work.

Encourages Self-Expression

Most standardized office templates can leave much to the imagination. Allowing employees to curate a workstation that fosters self-expression and individuality can inspire them to be more creative and innovative at work.

When employees are encouraged to express themselves and their personalities in this way, their employers can also foster a more inclusive work space that recognizes and celebrates each employee’s unique interests and background, helping to create a more supportive and collaborative work culture.

Whether it’s adding vibrant artwork to their walls, placing personal mementos on their work stations or rearranging furniture to suit their workflow, personalization can encourage employees to feel more relaxed in their office environment, allowing them to be their true selves and contribute to their roles in a more authentic and valued way.

With benefits ranging from increased productivity to a greater sense of belonging and emotional wellbeing, the value of personalization extends far beyond the satisfaction it offers to its employees, bringing a number of rewards to the organization as a whole.

Source: https://gethppy.com/employeerecognition/the-value-of-personalization-within-the-workplace#google_vignette

Remote work: 3 pros and 3 cons

Fri, 07 Jun 2024 00:25:32 GMT

Remote work is here to stay. Consider this expert advice as you develop your organization’s strategy.

By Ali Greene

April 21, 2023 | 4 min read

As a remote worker since 2014, I learned how to work remotely before most of the rest of the world did. Through trial and error and a lot of time, I improved my ability to set asynchronous expectations, form lasting bonds with colleagues I saw in person only once a year, and make internal decisions about distributed team structures and meeting formats.

I’ve experienced firsthand the benefits and challenges of operating remotely, such as hiring top talent from a global talent pool, leveraging the creative tensions that come with diverse perspectives, and boosting employee retention (which was likely due to the joy of designing work around your life rather than vice versa).

Being aware of remote work’s promises and pitfalls will help you, as a business IT leader, create new strategies and processes to optimize your team’s own remote experience.

Let’s dive into the pros and cons of remote work that tech leaders should never ignore:

Benefits of remote work

1. Access to a global IT talent pool

When your workforce isn’t tied to a local office, you can hire anyone, anywhere. Hiring globally increases the chances you’ll find the best person for the role while simultaneously adding to the diversity within your team.

With the right inclusion practices, a diverse, fully distributed team will create an environment of learning and shared perspectives, fuel innovation across the board, and expand your organization’s time-zone coverage and knowledge in different markets.

2. Highly engaged and motivated employees

When you embrace the flexibility that comes with a remote culture, you put the onus of work on the individual. This autonomy and trust allow employees to prioritize the things in life they value, which, in turn, motivates them to put their best foot forward at work.

[ Also read Remote work: 5 tips to maximize productivity . ]

Employee priorities might include picking up kids from school, caring for aging parents, spending time outside on a particularly sunny day, or managing chronic pain, which are all real examples I’ve heard from remote employees.

Additionally, this level of increased flexibility means your employees can choose when and where they work best, improving the quality of their output and the value they add to your company.

3. A culture of transparency

When your team is solely connected through their laptops, it’s imperative that the work is easy to find through digital means.

Having clear tools—or a “digital house”—will help people navigate your IT strategy easily. Building strong documentation practices —a must-have in any remote environment—enables knowledge sharing and creates a culture of transparency by default. This will save your employees time when accessing needed information and support successful decision-making within the company at large.

Disadvantages of remote work

1. Complicated pay strategies

One downside of a global team is the issue of global pay, which has become a hot-button issue in IT. As a tech leader, you need to analyze the tax and compliance requirements in the areas you do business and determine if you’ll adopt a local or global pay structure for your employees and contractors. For example, if you’re headquartered in the United States, will you offer U.S.-based pay?

Communicate the reason behind your decision and explain the role it plays in your business strategy.

[ Also read 5 tips for pay transparency in IT ]

2. Persistent remote work myths

There’s plenty of negativity about the perceived consequences of remote work: isolation, lack of productivity, too many hours worked, and more. I’ve heard it all.

The reality is that these things are possible in both remote settings and brick-and-mortar offices. It’s up to managers to create work environments that allow employees to thrive. Blaming remote work is a lazy excuse that doesn’t address the root causes of the issues teams are facing.

Instead, dispel these myths and help your employees learn the skills they need to be successful in their roles while cultivating a culture of trust and autonomy.

Implementing Gratuity: A Comprehensive Guide for Organizations [+ Free Template]

Fri, 07 Jun 2024 00:25:20 GMT

Gratuity is a key part of employee benefits. It shows an organization’s commitment to its workers. It serves as a form of financial security for employees after their tenure with the company. Adding gratuity ensures compliance with labor laws. It also fosters goodwill and loyalty among employees.

In this article, we will discuss the steps organizations can take. These steps will help them to effectively add gratuity to their workplace.

Understand Gratuity Laws

Before adding gratuity, you must learn the labor laws and regulations related to it in your area. These laws may vary from country to country or even within different states or regions. Consult legal experts or labor authorities to ensure compliance with the relevant regulations.

Define Gratuity Policy

Develop a clear gratuity policy. It should outline who is eligible, how to calculate it, the vesting period, and other key details. Clearly communicate this policy to all employees to avoid any misunderstandings in the future. The policy should be fair, transparent, and aligned with the organization’s values and financial capabilities.

Determine Eligibility Criteria

Determine the eligibility criteria for gratuity, such as minimum tenure of service, employment status (permanent, temporary, or contractual), and conditions for forfeiture (e.g., termination for misconduct). Ensure that the criteria are applied consistently and fairly across all employees.

Calculate Gratuity Amount

Establish a method for calculating the gratuity amount based on the employee’s length of service and last drawn salary. Most organizations use a formula prescribed by labor laws or industry standards to calculate gratuity. The formula typically considers the number of years of service and the employee’s basic salary or wages.

Set Up Gratuity Fund

Create a separate gratuity fund or reserve fund to set aside funds for future gratuity payments. This fund can be managed internally by the organization or deposited with an approved insurance provider or financial institution. Regularly contribute to this fund to ensure its adequacy and sustainability.

Communicate with Employees

Clearly communicate the gratuity policy, eligibility criteria, calculation method, and other relevant details to all employees. Provide them with written documentation of the policy and address any questions or concerns they may have. Transparency and open communication are key to fostering trust and confidence among employees.

Automate Gratuity Calculation

Consider using automated payroll software or HR management systems to streamline the gratuity calculation process. These tools can accurately calculate gratuity amounts based on predefined parameters, reducing the risk of errors and ensuring compliance with the policy.

Implementing gratuity at your organization requires careful planning, compliance with labor laws, and effective communication with employees.

Creating a Gratuity Policy for Your Organization

Establishing a gratuity policy not only ensures compliance with labor laws but also enhances employee satisfaction and loyalty. Here’s a comprehensive guide to help you create a gratuity policy at your organization:

Research Legal Requirements

Begin by researching the legal requirements regarding gratuity in your jurisdiction. Understand the applicable labor laws, regulations, and guidelines set forth by government authorities. Consult legal experts or labor advisors to ensure compliance with statutory obligations.

Define Eligibility Criteria

Determine the eligibility criteria for gratuity entitlement. Typically, eligibility is based on the employee’s tenure of service, with a minimum threshold set by law. Decide if gratuity will apply to all employees. Or, limit it to certain kinds, like permanent, full-time employees.

Calculate Gratuity Formula

Establish a clear formula for calculating gratuity payouts. The formula often considers factors such as the employee’s length of service and last drawn salary. You can adopt a formula prescribed by labor laws or customize it based on industry standards and organizational preferences.

Set Vesting Period

Determine the vesting period, which is the minimum duration of service required for an employee to become eligible for gratuity. Commonly, this period ranges from one to five years, depending on legal requirements and organizational policies.

Communicate Policy Details

Create a full gratuity policy document. It should outline the eligibility rules, how to calculate payments, the vesting period, and the payment terms. Ensure clarity and transparency in communicating the policy to employees through employee handbooks, intranet portals, or formal communication channels.

Establish Gratuity Fund

Create a dedicated gratuity fund to set aside funds for future gratuity payments. Decide whether the organization will manage the fund internally or invest it with an authorized financial institution or insurance provider. Regularly contribute to the fund to ensure its adequacy and sustainability.

Implement Administrative Procedures

Define administrative procedures for managing gratuity-related processes, including record-keeping, documentation, and disbursement of gratuity payments. Establish protocols for calculating gratuity amounts, updating employee records, and handling employee queries or disputes.

Review and Update Policy

Regularly review and update the gratuity policy to align with changes in labor laws, organizational requirements, and market trends. Conduct periodic audits of the gratuity fund to assess its financial health and adequacy. Solicit feedback from employees to identify areas for improvement.

Seek Legal Review

Before finalizing the gratuity policy, seek legal review to ensure compliance with relevant regulations and mitigate legal risks. Address any legal concerns or ambiguities identified during the review process to safeguard the organization’s interests.

Roll Out and Train Employees

Roll out the gratuity policy to all employees. Also, train HR personnel, managers, and employees on policy details. This includes eligibility, calculation, and grievance procedures.

By following these steps and customizing the gratuity policy to suit your organization’s needs, you can create a robust framework for managing gratuity benefits effectively and fostering a culture of employee well-being and retention.

BONUS: Check out our Gratuity Policy Template Here

Source: https://www.springworks.in/blog/gratuity-policy/

5 Quick Reasons That Make Gen Z Difficult To Work With

Fri, 07 Jun 2024 00:25:12 GMT

Among so many professionals, a new tide of leaders is reshaping the workplace. They come up with a fresh outlook and a completely new approach to work. Gen Z, or Generation Z, is a socially concise, educated, and diverse generation. By 2025, Gen Z will constitute 27% of the global workplace.

It will happen because of their great technology knowledge, unique values, and exceptional dedication to offering the best solution. But what is wrong with Gen Z? Why are companies not hiring them? Are there any ways to motivate these workers?

Let’s understand the answer to these questions.

What is the biggest challenge faced by this generation of workers?

Gen Z workers, or digital natives, are workers born between the mid-1990s and early 2000s. The Internet and technology are important aspects of their lives. They are adaptable, versatile, and progressive-minded.

But what is the biggest problem Gen Z faces?

What makes Gen Z difficult to work with is their high demands and distinct characteristics.
Even though they value social responsibility, their mindset differs from the older generation’s.
One of the main Gen Z problems is that they seek more opportunities and prioritize financial security.
Gen Z workers are unhappy with the stagnant salaries and unrewarding job functions.
They want to progress with technology and value learning new skills.
Some workers even complain of not having stable mental health at their workplace. 28% of this generation’s workers reported struggling with mental health problems.

What are the problems with Gen Z workers?

Gen Z employees are different from the older generation in several ways. For example, 25% of them are more likely to work in multiple jobs. But why do companies not want to hire Gen Z workers? Let’s hear that out!

Communication preferences
One of the main problems with Gen Z in the workplace is their communication preferences. They prefer instant video conferencing and messaging over traditional phone calls or emails. These workers also value prompt responses and real-time communication and avoid outdated communication channels.
Expectation of work-life balance
Unlike previous generations, Gen Z workers want to balance their work and personal lives. They do not want to mix these two and seek flexibility in their working schedule. So, they prefer remote work nowadays . It offers them flexible working hours, reducing their stress level and help them avoid office politics.
Traditional work culture
One of the main generation Z challenges is that they do not want to work in a traditional work culture. They have different perspectives and prefer a more collaborative environment. The workers pay more attention to equal contributions and active participation. They prefer companies that value experimentation and innovation.
Thirst for swift results
The thirst for an immediate outcome has become one of the main problems with Gen Z in the workplace. They prefer quick results and become frustrated with delayed assignments. They want a streamlined workflow within the organization . It helps them meet their expectations of productivity and efficiency.
Mentorship gaps
Even after their technological proficiency, they crave mentorship from experienced professionals. They want the right guide who can help in their professional growth. The workers prefer experts who can offer relevant career advice. However, companies’ mentorship gaps create a problem for them when continuing their work.

What motivates Gen Z in the workplace?

Now that you know what is the biggest problem Gen Z faces in their workplace. It is time to know what motivates them to work for an organization.

Proper work-life balance
Gen Zs value flexible work arrangements, so they love to work with benefits like convenient schedules and remote work options. 77% of Gen Z workers reported preferring work-life balance when considering job opportunities, which can improve their mental health, satisfaction, and productivity.
Promoting diversity and inclusion
Gen Zs value diversity and inclusion in the workplace. They seek environments where they can feel valued and respected. The workers prefer companies that promote innovation, creativity, and different ideas.
Instant feedback and recognition
The Gen Z workers want recognition and regular feedback for their contributions. So, they give more value to the employers who give on-time feedback. They want their companies to acknowledge their achievements and celebrate milestones. It motivates the workers at their workplace.
Collaborative engagement
The Gen Zs thrive in collaborative work environments . They want to team up with people in their organization and share ideas. They value working towards common goals and collective problem-solving. This further can create a more supportive work culture and foster innovation.
Usage of technology
Gen Z prefers companies with technology-driven environments. So, companies must have the advanced tools and technologies to motivate these workers to work. This fuels their efficiency and productivity . With this, they can stay competitive as well.

Final thoughts

Gen Z workers are the future of the workforce, but recruiting them is difficult. They have different behaviors, challenges, and expectations, making it tough for companies to retain these talents.

However, companies can overcome these difficulties if they know what motivates these workers. You can integrate a hiring software, Jobsoid, to speed up your hiring process and recruit the best Gen Z workers for your company.

Source: https://www.jobsoid.com/5-quick-reasons-that-make-gen-z-difficult-to-work-with/

5 recruitment buzzwords and what they mean

Fri, 07 Jun 2024 00:25:07 GMT

Recruitment is constantly changing. The job market has been inundated with various trends and buzzwords that reflect the newest workplace trends and the shifting of employees’ mindsets.

In this article, we’ll discuss the five most common recruitment buzzwords, their meaning, how they started, and their impact on recruitment.

Quiet Hiring

What does it mean?

According to Gartner , quiet hiring is a recruitment practice where organizations employ additional skill sets without actually hiring new workers. It addresses business needs by assigning employees new responsibilities. It is conducted unofficially and discreetly, involving only a few applicants or employees. The company may also recruit temporary employees to do specific work.

When did it start?

The quiet hiring trend appeared in early 2023 to address the massive layoffs by US companies to cut costs in anticipation of a recession. Many companies reduce expenses using their existing workforce or contractors to perform essential functions.

One of the most notable companies that used this recruitment technique was Google .

Its quiet hiring strategy taps its workforce to search and interview external candidates. For each role, 5 to 6 Google employees create a hiring committee to screen and evaluate applicants based on five key criteria. 2 of these criteria are internal references and employee testimonials, which makes it difficult for candidates without internal connections to get a job in Google.

Examples of quiet hiring

Employees are given a new set of responsibilities without promotion or salary increase
Company provides customized learning development programs in preparation for extra tasks or project
Company asks you to perform activities outside your job description
Company makes promises to hire new full-time employees to take the additional workload but instead does not do any recruitment, and recruits temporary workers

Impact on recruitment

Reduced costs - employers can save on recruitment expenses by tapping only on their existing employees to bring in new candidates. Moreover, they can only hire temporary workers instead of full-time employees
Address skills gap - companies may hire contract workers to resolve the missing competency in the workforce
Limited candidate pool - the company can only reach a certain number of applicants due to employee referrals, which may hurt the company’s diversity and inclusion or create a failure to comply with anti-discrimination laws

The Great Resignation

What does it mean?

The Great Resignation is described as the massive resignation phenomenon that is happening across the globe, despite strong labor demand and low unemployment conditions post-pandemic.

When did it start?

Texas A&M University professor Anthony Klotz coined the term on May 2021, when millions of people quit their jobs.

Covid-19 prompted the Great Resignation, where many employees left their companies. However, this phenomenon is not just because of the pandemic but a continuation of the developing trend of people leaving their jobs for the past 10 years. The main causes cited were wage stagnation amid the growing costs of living, lack of career development opportunities, inadequate benefits, inflexible work policies, and chronic job dissatisfaction.

Examples of the great resignation

USA - in the Job Openings and Labor Turnover Survey , approximately 50.5 million people left their companies in 2022, an increase from 47.8 million in 2021.
Australia - According to PWC’s 2021 report What Workers Want: How to Win the War on Talent, around 61% of Australians who have left their companies in the past year are looking to resign from their current employers in the next 12 months.
In the UK - an estimated 442,000 resignations occurred in the second quarter of 2022, while 365,000 people left their jobs in the third quarter of last year.
Germany - according to IFO Institute survey , a third of German companies are struggling due to the lack of skilled workers as they saw their top employees leave.

Impact on recruitment

As candidates’ preferences and priorities evolve, recruiters face difficulties attracting and retaining high-quality applicants to meet business needs. Events like this should prompt HR and employers to review recruitment strategies to keep up with these labor market changes.

To address the Great Resignation, employers must improve their salaries and benefits packages. Rising costs and the demand for remote work should prod organizations to offer salaries that reflect the job market. Another point to address would be the introduction of remote/hybrid work policies that allow employees to have a work-life balance. Learning and development opportunities must also be available to support employees’ career growth goals, so they don’t resign and search for another employer.

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Quiet quitting

What does it mean?

Quiet quitting means performing only the job's minimum requirements. Employees put only the necessary work and effort into completing tasks. Rather than resign, they would rather stick to what’s in the job description and set strict boundaries to avoid working long hours.

It is a pushback from previous generations' usual ‘work hard’ ethic. Quiet quitting is linked to employee burnout and disengagement. According to a Deloitte study, Gen Z employees prioritize work-life balance. So by quitting quietly, these employees can go home and leave work behind to pursue non-work-related activities.

When did it start?

Quiet hitting was introduced by career coach and employment influencer Brian Creely . He used the phrase when speaking about an Insider article about how employees are ‘coasting’ at work. It became viral on Tiktok, in particular with Gen Z workers.

The term became popular during the Great Resignation, sparked by the labor rights movement in the USA. Many employees started contemplating their work, pay, and how they were treated inside the workplace. Low pay, feeling disrespected, and lack of career advancement were the main causes for Americans to quit their jobs in 2021, as per a Pew Research Center survey.

Examples of quiet quitting

Coming to work late or leaving early
Having too many breaks or extended breaks
Taking too many absences more than once
Not attending meetings or not speaking during meetings unless addressed directly
Drop in productivity levels
Rejecting tasks not covered outside job description
Reduced contribution to team projects
Not responding to emails after working hours and weekends
Not volunteering to additional work, responsibilities or leadership roles
Avoiding social events at work or missing team building activities
Lack of enthusiasm or passion at work

Impact on recruitment

You need to fine-tune your recruitment process to attract high-quality candidates that can become committed and highly-engaged employees to reduce the likelihood of quiet quitters in your organization:

1. Write accurate job descriptions

Make sure that the duties and responsibilities in your job description reflect the daily realities of the role. A mismatch between the job description and what’s happening daily can cause employees disillusionment and dissatisfaction. Ultimately, it can lead to quiet quitting behavior.

2. Hire for culture fit

More than skills, hiring people who are considered a good culture-fit for your company is also important. New employees who fit into your culture are more likely to be productive, enthusiastic, and excel in their roles. They find purpose in their positions and won’t limit themselves to perform within their job description. They seek more responsibilities because they want to grow their careers in the organization.

3. Improve company culture

Quiet quitting won’t show in the organization during the early stages of the employee’s tenure. It shows as the employee works and experiences the workplace culture. To understand how your employees feel about your culture, check out employer review sites like Glassdoor. Review the comments so you can take action to improve your recruitment and employee engagement strategies accordingly.

Data-driven Recruitment

What does it mean?

Data-driven recruiting refers to the use of data and analytics to improve the overall recruiting process.

When did it start?

Data-driven recruiting has been evolving over time with the increasing availability of technology and data. It can be traced back to the late 1990s and early 2000s when companies began using ATS and online job boards to collect and analyze recruitment data.

During this time, companies started recognizing the value of gathering and analyzing data on applicant sourcing, candidate qualifications, and recruitment metrics to make more informed hiring decisions. The use of data in recruiting further expanded with the rise of social media platforms and professional networking sites.

In recent years, technological advancements and the increasing availability of big data and machine learning have accelerated the adoption of data-driven recruiting .

Modern recruitment platforms and ATS now integrate analytics features, enabling recruiters to measure the effectiveness of their sourcing strategies, optimize candidate screening processes, and make data-backed decisions throughout the hiring pipeline.

Overall, data-driven recruiting has evolved over time and continues to develop as organizations recognize its potential to enhance efficiency, reduce bias, and improve the quality of hires.

Examples of data-driven recruiting

Resume screening - use software that analyzes resumes and assigns scores based on experience, skills, and education
Skills assessment – Scores from tests and examinations that measure the applicants’ skills, competencies, and personality traits
Job interviews – scores candidate’s responses to job interview questions related to work experience, interpersonal skills, and cultural fit

Impact on recruitment

Using a data-driven approach to recruitment will help you improve your overall recruitment strategy like

To speed up the hiring process, you focus on speed-related KPIs like time to fill , and time to productivity of candidates
To cut down on recruitment costs, you analyze cost-related metrics like cost per hire or job advertising performance
To ensure employee retention, concentrate on quality-related metrics like quality of hire, new hire turnover, and new hire retention rate

Diversity Recruiting

What does it mean?

Diversity recruiting refers to attracting, sourcing, and hiring individuals from diverse backgrounds, including but not limited to race, ethnicity, gender, age, sexual orientation, disability, and cultural or socioeconomic backgrounds. It aims to ensure that the workforce reflects the diversity present in society and promotes equal opportunity and inclusion within organizations.

When did it start?

Diversity recruiting emerged as a response to historical and ongoing inequalities and underrepresentation in the workforce. No specific date or moment marks the beginning of diversity recruiting. It can be traced back to the civil and social justice movements that fought for equal rights and opportunities for marginalized groups.

However, diversity recruiting as a deliberate strategy to actively seek out and attract candidates from diverse backgrounds gained prominence in the 1980s and 1990s. Since then, diversity recruiting has expanded, covering gender, age, sexual orientation, disability, and socioeconomic background. It has become an integral part of talent acquisition strategies for many organizations, driven by both ethical considerations and the recognition that diverse teams lead to better innovation, problem-solving, and organizational performance.

Examples of diversity recruiting

Writing inclusive job descriptions - crafting job descriptions and ads that use inclusive language and emphasize the organization's commitment to diversity and inclusion.
Building diverse interview panels: building interview panels consists of individuals from diverse backgrounds who can assess candidates fairly and from a variety of perspectives.
Participate in career fairs and networking events dedicated to diverse talent - meet and interview a large pool of applicants from various backgrounds

Impact on recruitment

Reach more candidates -diversity recruiting expands the pool of potential applicants, which increases the chances of finding qualified candidates with a more diverse range of expertise and experiences
Stronger employer brand and reputation - candidates from diverse backgrounds and underrepresented groups are more likely to be attracted to companies that promote DEI.
Compliance with legal and ethical requirements - organizations will comply with legal requirements related to equal employment opportunity and anti-discrimination laws.

Why should recruiters pay attention to these buzzwords?

Recruitment buzzwords often reflect larger trends and changes in the job market, which can provide valuable insights for recruiters and employers. Here's how they can help understand what to focus on to attract top candidates and foster engaged employees:

Buzzwords indicate the emerging practices and expectations in the job markets so recruiters can align their recruitment strategies to remain competitive and appealing to top candidates
Buzzwords mirror the changing preferences of job seekers so recruiters can adapt their policies, benefits, and work arrangements to better suit candidates' needs
Buzzwords can influence the employer's brand perception so by incorporating these terms into their employer branding efforts, they can effectively communicate their employer value proposition to potential candidates.

Conclusion

Whether it's a one-time event or something more long-term and permanent, HR professionals should keep up with the latest information about careers and recruiting.

While recruitment buzzwords should be taken into the proper context and with an understanding of their real meaning, incorporating them into your recruitment efforts can be a valuable strategy for staying relevant, attracting top talent, and demonstrating industry knowledge.

Source: https://recruitee.com/articles/recruitment-buzzwords

Make Sure Your Company’s Reskilling Efforts Pay Off

Fri, 07 Jun 2024 00:25:06 GMT

As automation and AI increasingly take hold in the corporate world, many companies are increasing their investments in skill-building of all kinds: upskilling, reskilling, and even “outskilling” – where employers train employees who are being laid off to help them get their next job. Some of these investments help workers adopt new tools to speed up parts of their jobs. Others aim to fill open jobs within the company, addressing the paradox wherein automation and AI cause jobs to disappear from one part of the company but also cause a shortage of skilled labor elsewhere.

The coronavirus pandemic has driven companies to increase these investments, as the underlying forces of automation, AI, and digitalization have accelerated.

And yet, the way companies measure the impact of these investments remains fuzzy. In a global survey of learning and development (L&D) professionals, LinkedIn found that the majority of measures used to assess the impact of training programs are soft metrics, like completion rates, satisfaction scores, and employee feedback. Comparatively few respondents used harder metrics, such as increases in employee retention, productivity, or revenue.

CEOs and CFOs should demand better measures, particularly as the amount of money at stake continues to increase. A recent report from the World Economic Forum and PwC found an effective investment in closing the skills gap could boost GDP by $6.5 trillion by 2030.

Here are four measures that, taken together, can inform a comprehensive scorecard to measure the return on investment of skill-building programs.

Read the full article on Harvard Business Review .

Learn more about our enterprise programs .

Source: https://emeritus.org/blog/make-sure-your-companys-reskilling-efforts-pay-off/

A manager’s guide to promotion announcements that get people excited

Fri, 07 Jun 2024 00:25:03 GMT

When you’ve decided to promote someone, you assume the hard part’s over. All you’ve got to do now is tell everyone. Simple, right?

Announcing a promotion is about more than just sharing news — it can be a great way to get employees excited and boost their morale. But to do that successfully, you’ll have to inform people promptly and keep your tone professional while kindling your team’s interest.

Ensure your announcement ticks all those boxes by reading this promotion announcement guide. It breaks down how to deliver the news, what information to share, and key best practices. We’ve also included examples to give you a head start.

What is a promotion announcement?

A promotion announcement is a statement about an employee’s new role and responsibilities. Typically, managers make promotion announcements after the employee has accepted the position, but before its start date.

Promotion announcements can be made in person or with written statements, like emails or posts in messaging platforms like Slack or Microsoft

Teams . The delivery method often depends on company size and whether it has a significant amount of remote workers.

What is the purpose of a promotion announcement?

Promotion announcements have two main purposes — to recognize the promoted employee’s success and to keep the rest of the organization informed.

But there are additional benefits: Done right, promotion announcements show people what to aim for and boost their motivation. Businesses can also use promotion announcements to raise employee engagement and reinforce the company culture. Studies show that, on average, staff who receive recognition for their achievements are four times more engaged than those who don’t.
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Leapsome’s promotion management tool increases trust, retention, and your promotion-ready talent base.

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How to announce a promotion

A great promotion announcement is an ideal way to conclude a successful employee promotion . To determine the best way to share your news, consider the context and tailor your announcement accordingly. Here’s a list of some of the most common ways to announce a promotion and the situations they work well for:

During a meeting — A promotion announcement can be a short agenda point during a routine meeting, whether online or in person. But this option is best-suited to smaller companies with regular meetings involving all employees.
On your company’s messaging platform — If you’re an organization with a significant amount of remote or hybrid workers, your whole team might not be able to meet regularly due to time zones. In that case, a Slack or Microsoft Teams message in your core team channel might be the best option.
In an email — To deliver promotion news to a bigger group of people, large companies often opt for email announcements. Emails also allow you to include clients or external partners who need to know about the staffing update.
Via your company newsletter — Since most newsletters follow a fixed publishing schedule, they work best to complement an earlier announcement. By announcing the promotion on several channels, you can get the news to everyone promptly and in a way that works for them.
On your company website or social media pages — Online posts are an effective way of sharing promotion news with people outside your company, like potential customers and job seekers who admire your people-first attitude. Sometimes employees also announce their promotions on sites like LinkedIn, so you can engage with or share their posts to show your support.
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The ideal channel for a promotion announcement depends on the size of your company and whether your employees work remotely

What to include in a promotion announcement

When spreading the word about a new promotion, respect people’s time by keeping your message brief. But don’t leave out the following details:

Congratulations

Promotion news should come across as congratulatory, not just another update. Communicate how happy management is to welcome the employee to their new role. You want your people to see that you recognize their colleagues’ achievements and appreciate their hard work.

This acknowledgment doesn’t have to be long and should be included toward the beginning of your announcement. For instance, say, “We’re delighted to announce that…” or “Please join us in congratulating…”.

Employee introduction

Depending on the size of your company, some staff members may be unfamiliar with the employee you’ve promoted. So, include their full name, previous job title, and how long they’ve worked with the company.

Employee achievements & career story

When you introduce the employee getting promoted, dedicate a sentence or two to their success at your organization. You can also acknowledge their education and previous work experience if it’s relevant. This information provides context for the employee’s promotion if there were other internal candidates for the role.

New position & responsibilities

Let team members know what the promoted employee will do in their new position and how the personnel change will affect the organization. Specify the employee’s new role and responsibilities. You’ll also want to mention who will take over their previous position and whether the promoted employee will move to a new department or company branch.

Start date

Be clear about the promoted employee’s start date and give your team a firm timeline for internal changes. If anyone has questions, this gives them a chance to reach out to management beforehand.

Invite your team to congratulate the employee

Encouraging peer recognition reinforces a culture of continuous feedback and praise within your organization. So, make the end of your promotion announcement a call for congratulations.

If you’re announcing the promotion in an email, team members won’t be able to congratulate their colleague in person or comment on a post. In that case, suggest how they can send their well-wishes — this reduces awkwardness in situations where people want to reach out but aren’t sure how.

And if you already have an established employee rewards and recognition program , it’ll guide your team in giving recognition and celebrating successes like these. For example, platforms like Leapsome have a virtual praise wall where colleagues can leave each other praise about professional achievements like promotions.

Tips for a great promotion announcement

There’s more to an excellent promotion announcement than the words you share. Here are some best practices to make sure your announcement goes smoothly:

1. Set your team’s expectations

Your organization’s promotion decisions shouldn’t come as a surprise. Employees should feel informed about their career progress and opportunities due to regular performance reviews and the compensation review process . If team members expect unrealistic promotions, you need to review your internal processes or communications.

Determine objective promotion criteria and state them clearly in your promotion policy . Employees can refer to these documents if they’re unsure why someone else got a promotion or want to research professional development opportunities for themselves.

Taking these steps means you can reduce resentment around employee promotions and ensure they’re celebratory, motivating occasions.

2. Inform close team members ahead of time

The employee you’re promoting has established a rapport with department colleagues. They may even be friends.

Even if close team members tend to support their coworker’s promotion, don’t blindside them with the news. They may need time to process the internal changes and get their questions answered. Employees may have mixed emotions if their promoted colleague leaves the department or becomes their new manager.

Consider sharing promotion news with close team members in a private setting. That way, they can process the sadness of losing a colleague or the stress about their team dynamic changing without the added pressure of other staff members being present.
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Informing close team members about their colleague’s promotion before sending out an announcement email will make the process go more smoothly

3. Mix up your announcements with personal details

Avoid making the same promotion announcement over and over again. Otherwise, your congratulations may sound generic and insincere, damping employee morale.

The best promotion announcements are brief, so focus on adding specific details about the employee to show your appreciation for their contributions to the company. You could reference one of their best success stories and its impact on your organization.

4. Make the announcements a consistent length & format

Minor differences between promotion announcements are inevitable, but you should keep them as consistent as possible. Don’t send a 50-word email for one announcement and write five paragraphs for another. Employees will pick up on the discrepancies and feel overlooked if they get less fanfare for their achievement than a colleague.

You can include announcements in your promotion policy and use templates like those provided below to align your announcements.

5. Encourage employees to reach out with questions

Promotion announcements provoke different reactions in people. Some employees might feel stressed about the changes and question how new dynamics could affect their work. It’s best to prompt people to approach you with their concerns rather than letting them fester.

Other employees may feel motivated by their colleague’s success and want to know how they can get the same results. This is a great chance to arrange a one-on-one meeting with them and revisit their career development path .

And some internal candidates may still question why they didn’t get the promotion. Support disappointed employees by gently reinforcing why they didn’t get the role, suggesting further steps to get promoted in the future, and offering mental health resources.

6. Ensure the promoted employee’s details are correct

Before you release your promotion announcement, ask the promoted employee to check it. This gives them a chance to correct mistakes like dates, name, or pronouns — information that’s essential to get right.

7. Time your announcements carefully

After you’ve promoted an employee, don’t wait too long to announce it, or the news will spread around the company before you get the chance. Making your announcement promptly will ensure everyone has the correct version of events rather than relying on word of mouth.

But choose when you share promotion news wisely. If you’re a larger company, promotions may be biweekly or even weekly events. In that case, you can announce them on Monday mornings to energize your people. In a smaller organization, promotions may be more infrequent and eventful. You’d be better off announcing the promotion on a Friday afternoon to allow your team to reflect on and discuss the news after work. Bonus: You’ll end the week on a celebratory note.

Promotion announcement examples

If you’re new to writing promotion announcement emails and posts, you might not know how to begin. Here are some examples to show you what they can look like:

Promotion announcement email

Subject line: Upcoming promotion

Dear [company name] team,

We’re pleased to announce the well-deserved promotion of Jamie Smith to the role of regional manager.

Jamie has been working with us in the sales department at the Easton branch for the past eight years. We’ve cheered for Jamie and her team as they smashed their sales targets and achieved high customer satisfaction ratings. We were especially impressed when Jamie introduced new customer solutions last year, which helped us renew a contract with a large client.

Starting on February 10, Jamie will transfer to the Weston branch to oversee all sales departments. Jude Finch will take over her role at Easton. Everything’s set up for a smooth transition, but please contact me if you have any questions.

We’re sure you’re just as excited for Jamie as we are. So, please join us in congratulating Jamie and wishing her continued success on the [company name] Slack channel.

Best regards,

Mel Jones

Promotion announcement post

�� Exciting promotion news! ��

We’re thrilled to announce that @Evan Garcia is moving to the Weston branch as our new customer service manager!

Congratulations Evan!

Evan started working for the customer retention department in 2019. They’ve impressed us with their high retention rates and customer success stories ever since.

Evan will take over the customer service manager role from @Bobby Blake, who’s retiring next month. I’m sure the transition will be smooth, but please DM me if you have any questions.

Let’s give Evan a big congratulation on their promotion!
‍

�� Promotion announcement tip:
‍ Let managers know when you post an announcement on social media or your company messaging app. They can start the thread of congratulations with their comments or messages, and the rest of the team will follow their lead.

Create strong promotion processes with Leapsome

The key to successful promotion announcements is a strong promotion process. Without a fair, consistent, and transparent system, employees may doubt or question your decisions. Then, your promotion announcements will generate more anxiety than excitement among your team — no matter how carefully you plan them.

Leapsome’s promotion management platform lets you streamline your company’s promotion processes. You can create reusable templates and automate your workflow to ensure consistent promotion decisions. That way, you can provide context and details about internal promotions and make their announcements an occasion for recognition and celebration.
‍

�� Wondering how to develop a promotion process that builds trust?

Leapsome streamlines your workflow to help managers make objective, data-led promotion decisions.

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FAQs about promotion announcements

How do you announce an internal promotion?

You can announce an internal promotion in person or online. For small organizations, you can share the news during a regular team meeting. In a larger organization, it’s probably not realistic to meet with all your employees simultaneously, so you can announce promotions via email, a professional messaging app like Slack , or your company website.

Should promotions be announced?

Promotion announcements celebrate your people’s achievements and keep the entire team informed. When management shares news about decisions like promotions and explains the processes and reasons behind them, it encourages transparency across the organization.

How do you announce a promotion in an email?

You can announce a promotion in an email by including the following information:

A congratulatory message
An introduction to the employee who’s getting promoted
Their achievements and career story
Their new position and the responsibilities it entails
The start date of the new position
A call for other employees to join you in congratulating the promoted employee

When should a promotion announcement be sent?

You should send promotion announcements promptly, but exactly when depends on your organization type. If you have a small organization and promotions aren’t a regular occurrence, schedule the announcement toward the end of the day or the working week, so employees can discuss and process the news after work. In large organizations, promotions may be more commonplace, and you can schedule the announcement toward the start of the week to energize your employees with positive, motivational news.

Source: https://www.leapsome.com/blog/promotion-announcement

The Best Parts of Your Culture Aren't Scaling — Yet

Wed, 29 May 2024 23:36:47 GMT

Culture matters. But does it? Really?

On the one hand, culture is happening all the time, with or without your permission. It’s the language we use, the way we treat people and how we get work done.

On the other hand , only one in five employees strongly agree they feel connected to their organization’s culture . In a typical organization, some get it, but many do not. And it’s unlikely to have any impact on their daily work, let alone improve outcomes that matter to leaders.

An intentional culture can drive outcomes -- if leaders take the following ideas to heart:

1. Start with a strengths-based approach to culture.

The good news is that most organizations already have pockets of a working culture. They just need a process for scaling it up. Great culture begins in certain departments or teams -- often those that are more engaged and with above-average performance.

How do we know this? When people strongly agree they feel connected to their organization’s culture, they are more likely to be engaged, recommend their organization to others, feel responsibility for quality, and feel they have the agility to meet customer and marketplace change.

Leaders who can identify those one in five employees -- who are connected to the culture and passionate about the company’s products and customers -- have already identified the ideal future state of their organization. Rather than asking the most disengaged people how they feel about the organization’s culture, study your best teams. Which teams exemplify the best version of your culture? How do they see the organization? When and where do they see culture influencing the decisions they make?

It’s only by fully understanding their high-performing teams that leaders can take the next step: taking the best version of their culture and making it consistent throughout the organization, from one in five to three in five.

2. Identify when your cultural values work against you.

Every organization has core values that express positive aspirations: Quality. Safety. Customer. Integrity. Teamwork. But cultural values are also specific to your organization. Each institution or business brings its values to life in a unique way that constitutes its identity: Treating each other like family. Taking pride in every detail. Never leaving a teammate behind.

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Not surprisingly, leaders want these values to inspire people. So, they often present them in a positive light. But leaders should also consider the “dark side” of cultural values. Every cultural value has the potential to get in the way of an organization’s best version of itself.

A culture of teamwork can lead to coercion. (“You want to be a team player, right?”)
A culture of quality can deter people from innovating or redefining what quality means in a new marketplace.
A customer-focused culture can promote unfair treatment of employees if pleasing the customer means giving employees responsibilities based on factors outside of their competence.
A culture of collaboration can slow decision-making.

The bottom line is that values are not good by default. Every leader should model and celebrate their values at their best and coach toward development when their values harm the health of the organization.

3. Remember that culture is what’s observable.

Culture is about words, actions, habits, decisions and behaviors. In other words, it’s visible. You notice the culture when you enter a retail space, a factory floor or an office.

Leaders should step away from the desk to see their cultural values in action. And if they don’t see them in action, they need to coach their culture in two important ways:

Lead rituals . Rituals are a powerful way to bond teams around expected behaviors. If team members get lost, they can return to the ritual as an anchor of cultural identity.
Lead recognition . Recognition is a primary lever for leaders to reinforce culture . When a leader’s words don’t match the vision statement on the wall, people will inevitably follow the leader. Leaders need to embody what they want everyone else to do.

Gallup data suggest that most organizations have yet to tap into the power of their culture. But the few that make culture central to business success set themselves apart from the competition. They start with their organization’s existing strengths, coach that culture toward health and away from toxicity, and reinforce their culture continually through expectations, rituals and recognition for excellence. That’s a culture that matters -- one that drives real-world outcomes and organizational success.

Source: https://www.gallup.com/workplace/643244/best-parts-culture-aren-scaling-yet.aspx

Unlocking the Power of True Skills-Based Hiring: A Comprehensive Guide

Wed, 29 May 2024 23:36:38 GMT

When it comes to implementing skills-based hiring, there’s a clear gap between promise and practice. Although pre-employment skills assessments have proven to be a revolutionary approach to recruiting top talent, on closer inspection, not many companies have actually adopted it. Safe to say, true skills-based hiring might not be as popular as you think.

Truthfully, this practice is vital for ensuring effective recruitment, but it can be a challenge to execute without adequate guidance. So, tag along as we explore the importance of true skills-based hiring and explain how you can apply it to modern recruitment.

The Illusion of Change in Skill-Based Hiring

Given the effectiveness of skill-based hiring in modern recruitment, it’s easy to think that every company must have adopted it by now. However, this isn’t the case. In fact, many companies today claim to use skill-based hiring but still focus on degrees and unproven experience over skill in their recruitment processes.

According to a 2017 study by Harvard Business School, Accenture, and Grad of Life, employers prioritized degrees due to their search for higher talent quality. Ultimately, the study found that this prioritization caused degree inflation as most of the applicants didn’t meet the degree requirements. So, although they had the necessary skills for the post, the lack of a degree put the candidates at a disadvantage.

Not to mention, with only 4 out of 10 Americans aged 25 and above having a degree, experience-based hiring can be a gamble. Fortunately, true skill-based hiring can provide a solution to both the companies and their candidates.

Focusing on skill over experience or degrees in recruitment eradicates the risk of low performance. It also empowers you to make hiring decisions based on what candidates can do rather than what they “should” be able to do, thus taking the guesswork out of hiring.

Although skill-based recruitment is beneficial, you can only harness its potential if you put it into practice. This means you must measure candidates’ skills using skill-based assessments and online and physical skill screening tools. And if the role demands a degree or some form of experience, you can add that as a secondary requirement.

The Importance of Skill Validation

It can be tempting to hire a candidate solely based on their “impressive” resume. However, with how easily candidates can lie on their resumes, basing your hiring decision on it might do more harm than good. Plus, there’s no accessible evidence of their skills or experience, so you’d hire based on inferred skills and intuition. Unfortunately, inferred skills don’t prove a candidate’s fit for a role and, as such, are quite risky.

Skill validation removes the need for intuition when hiring and replaces it with proof of capacity. This means you can see how skilled the candidate is and assess whether their skills match the role. You can also test for time management, problem-solving, communication, and job-specific skills—all of which a resume can’t guarantee.

Below are some reasons why skill validation is important during hiring:

It ensures competency
It prevents you from spending extra due to bad hires
It provides a fair basis for hiring
It encourages diversity and inclusion in the workplace, thus breeding innovation
It saves time since you don’t have to screen hundreds of resumes

Best Practices for True Skills-Based Hiring in Modern Recruitment

A common misconception is that dropping degree requirements equates to adopting a skill-based hiring model. While this is a step in the right direction, removing degree or experience requirements isn’t enough. You must also adopt some skill-based hiring practices that make the process streamlined and reliable.

To this end, here are some best practices for implementing true skill-based hiring:

1. Utilize skill assessments

Evidently, skill assessments are a core part of skill-based hiring. These tests evaluate candidates’ skills using role-relevant questions and real-world scenarios to measure how they’d perform in a role.

Skill assessments are classified into various groups depending on the type of skills they assess. For example, technical assessments evaluate skills specific to the role, such as data analyst skills tests for data analysts. Other tests evaluate hard skills like risk management, basic computer skills, and soft skills like communication.

To ensure your tests are more effective and valid, you should invest in a skill-testing platform like Vervoe. This platform has an extensive library of skill tests. Consequently, you can combine tests to build pre-employment assessments and harness all the platform’s features to optimize your hiring.

2. Keep up with skill-based hiring trends

Over time, new business recruitment needs arise. But along with these problems come new ways to solve them. This causes increased hiring efficiency, accuracy, and, ultimately, success. To this effect, it is paramount that you keep up with pre-employment screening trends as they evolve.

Staying updated with these trends ensures you’re always informed about newer, more effective hiring methods. This means you can align your business with new screening laws, tools, and technologies for skill-based hiring, which in turn improves the quality of your recruitment efforts.

3. Prioritize diversity and inclusion in your recruitment

Now, more than ever, there is a rising demand for innovation and creativity among companies. Diversity hiring achieves this and also helps build company culture, which, in turn, makes room for employee retention.

Diversity and inclusion in the workplace essentially mean having a company structure comprising employees of different races, backgrounds, and personalities. An inclusive work environment allows your company to have varying perspectives and ideas, leading to better decision-making.

With this in mind, you must encourage workplace diversity and inclusion through your hiring practices. One way to do this is by applying pre-employment assessments that don’t discriminate based on race or background. Another way of achieving this diversity is by implementing compliance regulations that ensure fair recruitment, such as the Equal Employment Opportunity Commission (EEOC) regulations.

In doing so, you ensure your recruitment processes are candidate-friendly, bias-free, and reliable.

How to Implement True Skills-Based Hiring in Your Recruitment

True skills-based hiring doesn’t stop at changing your job description . In fact, that’s only the beginning. In reality, skill-based hiring includes comprehensive skill assessments, skill-based interviews, and much more.

Let’s explore how to implement true skill-based hiring in your recruitment process.

Step 1: Identify the skills required for the role

The first step after deciding to hire a new employee is to identify the skills required for the role. This is crucial before writing your job description because it sets the blueprint for your entire recruitment process. Identifying the skills required for the role lets you know which skills to test and makes it easier to locate the perfect candidate.

To begin, conduct a job analysis and weigh the responsibilities of the role. You can also consult with employees in similar roles and review industry standards for the role.

Step 2: Develop a skill-based job description

Once you’ve outlined the skills required for the open role, you can proceed to write your job description . While doing this, focus on the skills you’ve outlined from the job analysis.

If the role requires some extra technical knowledge certified by a degree, you can add it as an application requirement. Additionally, always ensure your job description is straightforward, easy to understand, and informative.

Step 3: Administer a skill assessment

Once you’ve developed and posted your job description, applications will roll in. At this point, you should administer a skill assessment. Administering a pre-employment screening test lets you focus on further screening the candidates that meet your company’s requirements. This prevents you from spending time screening numerous resumes.

However, before administering your skill assessment, you should consider the assessment platform and type you use. To this end, using a reliable and efficient testing platform such as Vervoe is always advisable. To a large extent, this determines how successful your screening process will be.

Vervoe uses AI-powered skills testing to help companies make excellent hiring decisions.

Our comprehensive tests and screening tools empower you to hire right each time by evaluating candidates using a skills-based approach. By combining the results of your job analysis with Vervoe, you can say goodbye to bad hires and hello to fast and efficient recruitment.

Step 4: Implement skill-based structured interviews

Interviews are a core part of skill-based hiring, and they are used to familiarize the HR manager with the candidate. During interviews, you can evaluate the candidate’s communication skills, personality, and professionalism. As a result, you can accurately picture them in the open role and predict how they’d handle it.

Implementing structured interviews in your skill-based hiring demands that you prepare before the process. So, you must outline all the skills you want to assess during the interviews and then curate questions under each skill. This ensures you make optimum use of the interview duration to assess the candidate without interruption.

Furthermore, if you’re conducting video interviews , always ensure your office is set up before getting on the call with the candidate. Ensure that lighting, sound, and the internet are set for the interview. Also, make sure you have a backup plan to handle any technical hiccups immediately. For example, you can have an additional Wi-Fi device or an external microphone on standby during the interview.

Step 5: Compare the results and make your decision

Once you’ve assessed all the candidates for the open role, you must compile and compare their screening results. Doing this lets you find candidates who meet your company’s standards and possess all the necessary skills.

Pre-employment assessment platforms like Vervoe can simplify this task by helping you rank candidates according to their performance. This platform notes each candidate’s strengths and weaknesses and presents them to you through analytics. As such, it provides you with all the data you need to make an informed hiring decision. Once you’ve decided, you can send the job offers and onboard the new hires.

Transform Your Recruitment With Skill-Based Hiring

At its core, skill-based hiring evaluates candidates’ skills. This focus on skill validation makes it a more accurate recruitment method than resume screening . Skill-based hiring ensures workplace productivity, creativity, and efficiency, which are crucial to company success.

So, are you eager to hop on the train of true skill-based hiring today? Schedule a demo with Vervoe , and let’s show you how to uncover the true potential of your candidates!

Source: https://vervoe.com/unlocking-the-power-of-true-skills-based-hiring-a-comprehensive-guide/

Why Trust Is Fundamental to AI Success in the Workplace

Wed, 29 May 2024 23:36:34 GMT

In today’s workplace, employees are more likely to embrace the integration of artificial intelligence tools if organizations prioritize trust, transparency, and open communication.

Artificial intelligence (AI) is becoming an indispensable part of the modern workplace, revolutionizing the way we work and offering significant benefits, such as efficiency, automation, and more. However, many workers are uncertain about whether it will help or hurt their jobs.

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A recent Gallup survey of more than 18,000 workers revealed that 53% of workers say they don’t feel prepared to work with AI, while just three in 10 think that AI can be beneficial to their work.

As business leaders feel the increasing pressure to implement AI, establishing trust and understanding of how AI affects their workflows with employees is crucial to fully embrace its potential across an organization.

Recent insights from a global UKG study underscores a critical revelation: If organizations prioritize transparency around AI’s impact on workflow and usage, three out of four employees say they would accept, and get excited about, the integration of AI into their roles.

Trust is the foundation of modern workplaces

Michael C. Bush , CEO of Great Place To Work, a global authority on workplace culture, stresses the pivotal role in AI has in binding employees and organizations together. More than an abstract concept, he says, trust is necessary for an environment where everyone feels valued and heard.

The same goes for AI implementation.

“If I could create a backdrop for the world right now, I’d spell out the word trust as large as I could,” says Bush. “That’s what the conversation around AI and workplace dynamics is all about. Employees must understand how AI affects their workflows to fully embrace its potential, and this culture of trust must extend to building confidence in AI systems.”

Companies, such as Adobe, stand out among the Fortune 100 Best Companies to Work For because of their employee-centric approaches to AI. Adobe actively involves employees in the testing of new capabilities powered by Firefly, its family of generative AI models.

Prior to the beta launch of Firefly, the company conducted a voluntary employee session addressing the ethical aspects of generative AI, attracting thousands of attendees and showcasing substantial employee interest and investment in issues surrounding responsible AI innovation.

Adobe has also emphasized a commitment to transparency internally and across the industry in a few ways, first of which was cofounding the Content Authenticity Initiative to help combat the threat of misinformation by driving adoption for Content Credentials—essentially a “nutrition label” for digital content. In addition, the company established AI Ethics Principles to guide thoughtful deployment of AI in its products, as well as its AI Ethics Committee and Review Board made up of employees from diverse professional backgrounds and life experiences.

The company is also engaging with industry leaders, organizations, and policymakers around the world to promote responsible AI regulations to better manage AI-related risks—such as the spread of misinformation, harmful deepfakes, and biases—to individuals, organizations, and society.

“Trust comes down to transparency, empathy, and reliability,” says Allie K. Miller , former global head of machine learning for startups and venture capital at AWS. “And longevity is built into trust.”

Building the framework for transparency

UKG itself is committed to making AI accessible to all employees over the long term. The company initiated a cross-functional curriculum with nine learning paths, encouraging all employees to engage in AI training. This emphasis on training aims to bridge the gap between those who already know and leverage AI and those at risk of being replaced by it.

“We want to make sure all our employees get to know how to use these tools and feel comfortable with them,” says Hugo Sarrazin , chief product and technology officer at UKG. “Then, they can define their own AI journeys.”

Additionally, UKG established an AI governance group, including members from various departments, and organized a generative AI hackathon for the entire company, during which employees were encouraged to use existing AI tools for creative purposes. This hackathon served as a teaching moment, allowing employees to explore and apply AI in their respective roles, from HR to tech support.

The intention is to expand AI access beyond specialized groups, making it part of a collective learning and innovation culture within the organization.

Such an inclusive approach emphasizes that AI can empower employees across different functions, help build confidence in AI systems, and disseminate crucial insights about which use cases and applications work and which don’t.

To support these initiatives, the company created a new UKG Great Place To Work Hub , which leverages AI to guide HR leaders on behaviors and best practices to create great workplace cultures, integrates decades of benchmarks and Trust Index survey results with UKG Pro human capital management (HCM) data . Through open conversation around these empowering insights, HR leaders can decisively shape workplace cultures anchored in trust.

“There are all sorts of signals that exist inside an organization,” says Sarrazin. “If we can use that data as an element to inform decision-making while engaging our employees to be part of the solution, we can do some great stuff with that data.”

With 75% of employees reporting that they would be more accepting about AI if their companies were more forthcoming about how they are using AI, greater transparency and collaboration seems to be the way to increased trust between employees and their companies.

“When employees trust the intentions behind AI, they are more likely to embrace and collaborate with it. Companies on our list have worked very hard to have a high trust level with their employees,” says Bush. “Change can make people fear the unknown, but they won’t panic about their job safety and financial security if the foundation of trust already exists. Instead, they’ll want to learn more.”

Source: https://www.greatplacetowork.com/resources/blog/why-trust-is-fundamental-to-ai-success-in-the-workplace

6 Lead Generation Tips to Find Talents on Social Media

Wed, 29 May 2024 23:36:27 GMT

Recruitment on social media is becoming more popular than ever. Here’s how you can find the top talent for your business on social networks.

Table of Contents

Talent acquisition can happen on many online and offline platforms, and there’s no denying that creating an omnichannel strategy is probably the best way to maximize lead generation. But when it comes to attracting the best of the best, you have to spend time and resources mastering individual recruitment channels and lanes.

One of these is social media, given that all the leading platforms continue to grow in popularity across the globe every year. From the non-professional platforms like Instagram and TikTok to the specialized, professional ones like LinkedIn, you can find some of the most talented job-seekers on these networks.

The problem is, however, creating a social media strategy that will generate interest and buzz, drive talent to your business, and help you recruit the best of the best.

Let’s put that in the proper perspective and share the top lead generation tips that you can use to find and recruit talent on social media.

Top Benefits of Social Media Talent Acquisition

If you’re already posting your job openings on your site and across many online job boards, you might ask yourself, why should I bother with social media recruitment? Well, there are several key benefits to this approach.

Segmentation and Personalization

Social media recruitment allows your team to get very granular with their approach, both in terms of posting and outreach–and communication in general. Depending on the positions you have open, you can run specialized posting campaigns and target the right demographic. Extensive knowledge of algorithms of social media, such as the Instagram algorithm , is extremely helpful.

This lets you boost engagement from the right audience types and personalize your messaging.

Put Yourself in Front of Your Audience

Social media is just another way to expand your talent pool, giving you more candidates to choose from while opening the door to a worldwide talent demographic.

The more social networks you’re present on, the wider the pool becomes, potentially granting you access to the people you would have otherwise missed entirely.

Find Out More About Your Prospects

Social media recruitment tends to fill in those gaps you’d typically find in resumes and applications in general. Reaching out to people on social media allows you to get to know them better and ascertain their culture and potential fit for your organization.

Less Recruitment Spend but Faster Acquisition

Brand building on social media is a powerful way to cut recruiting times and expenses because powerful brands attract candidates organically. What’s more, the top talent will feel more inclined to apply if they get to familiarize themselves with your brand and culture beforehand.

Now that you understand the benefits let’s move into the best practices you can use to dominate social media talent acquisition.

6 Tips to Find Talents on Social Media

1. Understand Different Social Channels

Without a doubt, you can use all of the social networks out there to find talented employees. It comes down to the resources you can devote to these networks and your brand’s identity and focus points.

For example, some brands can’t compete on non-professional networks simply because they operate in highly professional and culturally regulated industries. In other words, you might jeopardize your brand’s reputation if you try to advertise a job position for your law firm with a TikTok dance.

With that in mind, it’s important to choose the social networks that fit your brand and your industry and then follow up with market research to narrow down your approach. Find out where your ideal candidates reside online and what networks they interact with the most.

Know your brand’s voice and personality, and use your brand’s style guide to ensure consistency across all professional and non-professional platforms. This will be key, and we’ll talk more about branding in a bit.

2. Develop an Effective Outreach Strategy

You can divide social media recruiting into three categories:

Organic posting
Job ads
Direct outreach

Organic posting is all about leveraging existing profiles in your organization to create and share posts on open positions. On the other hand, you also need to post professional job ads on LinkedIn in the Jobs section to gain visibility and tie your job posting to the platform.

But what about outreach?

Outreach messaging is one of the best ways to engage with prospects directly and get in touch with your ideal candidates before your competitors snatch them up. You can conduct outreach at scale as a part of LinkedIn automation , but it’s essential to personalize your messages and make them relevant to the specific talent groups you’re after.

You can use automation on LinkedIn to connect with the right people quickly and then follow up the invite with a personal opener to engage them and spark their interest. After that, you can follow up on the platform, or if they’ve already shared your email address with you, you can go into more detail via email.

3. Build a Talent-Focused Value Proposition

Speaking of personalization, whether you’re reaching out via direct messaging or creating recruitment-focused posts, you have to think about your brand’s unique value proposition (UVP).

This is not your customer-centric UVP but your UVP as an employer. Always remember that top talent out there are not just looking for a paycheck. Things like culture and fit, benefits and perks, and specific internal processes and policies, are at the top of their list of priorities when selecting potential employers.

But this is a good thing–it allows you to connect with your ideal applicants by letting them get to know your company, your culture, and the perks you offer.

Speaking of which, these are the things you should always start with when creating posts and job descriptions on social networks. Instead of focusing primarily on the role and its responsibilities or what you’re looking to get, focus on what your brand is about and what you have to offer as an organization.

This way, you will capture their attention faster and retain their attention throughout the post until they get to the part about what you’re looking for.

4. Expand Your Reach through Influencers

Influencers can be valuable tools for customer acquisition and retention, as well as brand building and reputation management.

But have you ever considered using influencers to boost your recruitment strategy on social media? The fact of the matter is that both macro and micro influencers can help you expand your reach and build up your employer brand as well as promote open roles more efficiently.

Macro influencers, or influencers with more than 100k followers, are generally good for all-purpose brand building, but they’re usually more expensive, and their audience is typically less engaged. This means that their CTAs might not lead to more clicks and traffic on your job posts.

On the other hand, micro-influencers are people with a following between 10k and 100k, making their reach weaker overall but their engagement higher. Micro-influencers tend to have a more active and devoted following, people who share their posts and interact with them regularly, which increases the chance that they’ll follow the influencer’s advice.

5. Create Steps for Your Follow-Up Strategy

When it comes to communicating with the best prospects on and off social media, you need to have a clear follow-up strategy in place.

This is important because you don’t want different team members to overlap with their messaging and because you want to move the prospects between communication channels. After all, you don’t want the communication to stay on the platform where they can see other job ads or get interested in one of your competitors.

With that in mind, you should find their email address as quickly as possible so that you can suggest moving your conversation there. You can use one of many robust email finder tools to bypass this completely and immediately follow up via email after they’ve responded to your initial message.

This is also great for those cold leads when people are just not checking their social inboxes or are apprehensive about talking to an unknown brand representative on socials. You’ll find this happening on professional networks like LinkedIn, where it’s best to approach people via email immediately, if possible.

6. Focus on Personal and Corporate Branding

On a final note, make sure that you’re devoting time to building your employer brand, as well as the personal brands of the decision-makers in your organization.

The top talent in any industry will not only want to connect with your corporate brand and do their research on it, but they’ll also want to get to know the people behind it. What’s more, building up the personal brands of your higher-ups is a great way to kick-start a personal outreach strategy.

This means you can send connection requests and cold messages to your ideal candidates from your CEO’s profile, for example, immediately giving weight to the message. Use this tactic to improve your open rates and boost engagement from your ideal prospects.

Over to You

Social media recruitment is one of the best ways to expand your brand’s reach, build engagement and buzz, and reach out to talented job-seekers worldwide. That said, it takes careful planning and consideration to create a winning talent acquisition strategy on all of your relevant channels.

Be sure to use these tips to leverage the full potential of social networks for talent recruitment and start bringing the right people to your brand in 2024 and beyond.

Source: https://grabjobs.co/recruitment-platform/tips-to-find-talent-on-social-media/

Why Employee Retention Is Important for Business Success

Wed, 29 May 2024 23:36:23 GMT

In today’s world, finding the right talent isn’t easy, and as many as 75% of companies struggle with recruitment.

People have a huge amount of options these days, especially with the increasing popularity of remote work. Because of this, it’s important to hold on to good employees when you get them. This isn’t always easy, but ensuring your employees want to stay with your company will be incredibly beneficial for your business.

In this guide, we’ll go over some of the key reasons why employee retention is important. Keep reading for more.

Lower Costs

All businesses try to keep operational costs down, and employee retention is ideal for this. Recruitment can take a lot of time and money , and this goes beyond just hiring. Processes like advertising, interviewing, onboarding, training, and more can all add to the costs.

Keeping employee turnover to a minimum will reduce recruitment expenses. Experienced employees will also typically be more productive and engaged than new ones. The results fully trained workers produce will be superior in almost all cases.

Improved Morale

Employee morale can have a huge impact on what your business can achieve. If workers are constantly coming in and going out, morale is likely to drop.

This can be especially true if you don’t have suitable replacements lined up whenever someone leaves. When there are staff shortages, those who remain may end up having to take on heavier workloads. This will grate on them, reducing their morale and making them more likely to leave themselves.

Experienced Employees

When an employee leaves, it’s not just manpower you lose. The training, experience, and skills they have will go with them. While new hires might have some of these under their belt, it will rarely be the same.

On top of this, any relationships that they’ve built during their time at your company will be lost. All of this loss can reduce the potential you have to provide value to your customers.

If you lose senior employees and top performers, there can also be knock-on effects throughout your organisation. This can impact other workers, so retaining senior employees is always in your best interest.

Recruitment and Training Efficiency

When you take on new employees, you must specify certain requirements. This will typically relate to their skills and experience to ensure they can do the job you’re hiring them for.

With every hire, however, some degree of training will be needed. If you have another experienced employee training any new hires, they won’t be able to focus entirely on their own job role. Working on employee retention can help with this issue.

It’s often a good approach to recruiting internally. Current employees already understand the workings of your company and the rest of your team know who they are and how they work. This can help you save thousands of dollars by making things more efficient.

Increased Productivity

Productivity will directly impact the profits your business can make, and a high turnover rate will reduce productivity significantly. Even after completing their training, a new hire will typically take one to two years to reach the same level of productivity as an existing employee. During this time, you simply won’t be getting the same output.

Additionally, new hires will need time to form relationships with their other employees and customers. The better your employee retention is, the less of an issue this will be. It will result in more productive employees and better relationships both within your workforce and with your customers.

Better Customer Experience

Better relationships aren’t the only way customers will benefit as they’ll also get a better customer experience. How customers perceive your brand will be a huge driving factor in your overall business success. As such, you want them to have the best possible experience from their first interaction to after-sale support.

New employees might be a bit slower or might not have the best approach when interacting with customers. This can damage the overall customer experience and lead to more negative opinions.

When customers have bad experiences, there’s a chance they’ll mention it to their friends/families, or even post about it online. Reviews are very important, so you don’t want to end up with a lot of people talking about your business in a negative light.

Improved Corporate Culture

Company culture comes from the preferences, perceptions, and behaviors of everyone who works for your company. This is vital for effective recruitment, as up to 86% of job seekers say that company culture is somewhat or very important.

If your company is known to have a less-than-ideal culture, many potential job seekers will turn away. Additionally, current employees will be far more likely to leave if they’re not happy with the culture as it is.

The culture comes from both how you choose to manage the company as well as the people who currently work there. If new hires walk into a good environment, they’ll then exude this from themselves, helping to support a culture that more people are happy with.

Better Employee Experience

Every employee will have their own interactions with your company from the day they apply until the day they leave. This will be based on their leaders, colleagues, and the organization as a whole.

Providing a positive employee experience is one of the best ways to make people want to work for your company. While there are factors affecting the employee experience that you can’t control, there are others you can. Make improvements where possible to make it easier to attract talent and retain employees.

Why Employee Retention Is Important

When looking at why employee retention is important, the overarching idea is that it will help your company produce the best results. Keeping employees will save time and money while allowing you to provide a better experience to your customers. A lot of job seekers these days are interested in remote working, so implementing this can help significantly with employee retention.

Bradford Jacobs specialises in attracting and bringing in the best talent regardless of geographic location. We operate in more than 180 countries and have over 20 years of experience. Take a look at our services page to find out more about how we can help your organisation today.

Source: https://bradfordjacobs.com/blog/why-employee-retention-is-important-for-business-success/

What Is Social Listening? How to Act on What You Hear

Wed, 29 May 2024 23:36:21 GMT

If you're in a creative business and have ever created content, you know how important it is. But you probably also know sometimes dry spells and failures come with content.

Every business wants to read our audiences’ minds to understand their pain points, needs and meet their expectations with relevant solutions. But how do we do that?

Enter social listening .

While it's not entirely possible to find out all about your audience, social listening gets you very close to what resonates with them. It helps you improve your content, refresh ideas, and provide high-quality solutions to all your customers' challenges.

What is social listening?

Social listening is a two-way process to understand the conversation surrounding your brand online. This includes collecting and analyzing data from all the different channels that talk about your brand, including websites, social media networks, online forums, and more.

This simple awareness technique helps you understand your customers’ problems and what you can do to resolve them. You can think of it as a research process about your target audience and how they perceive your brand.

Why is social listening important?

Social listening gives your content the edge it needs to succeed. It helps you understand your audience better. Here are some of the reasons why social listening is important:

It helps you lose confirmation bias. Social listening dispels a predefined idea of your brand. Real customers talk about it online and most likely share their honest opinion.
Helps create happy customers. If you don't interact with your customers, can you really know if they’re happy or facing problems? Social listening provides customer feedback, which is paramount in building a good customer experience .
Gives you new content ideas. Content creation is tricky, but it’s one of the crucial pillars for your brand’s growth. As you grow, your audiences and their priorities can change. If you practice social listening, you can develop new products or services, provide useful content, and solve your audience's problems. You can further repurpose this content via social media, podcasts, videos, and more to get the most of it.
Puts down fires before they happen. You can stop a predictable crisis and address it promptly to maintain your brand’s image with social listening.

6 social listening strategies

As our daily lives shift online, consumers interact more with well-known or established brands because they trust that they offer the right product or service. Developing a comprehensive and actionable social listening strategy is key to building potential customer relations and customer trust.

Here are six social listening strategies to get you started.

1. Monitor competitor content

Keeping an eye on your competitors is just as important as monitoring your brand. That way, you'll know how to adapt to new business moves, spot content gaps, and create relevant content. Analyzing your competitors' content will help you identify unaddressed or poorly addressed user problems and guide your social listening strategy toward understanding how your product or service can be a potential solution for them.

2. Have one-on-one customer conversations

Personalized conversations are common in the user experience (UX) community, but other sectors overlook them. A personal conversation with your customers can help you identify their pain points and offer solutions. Set up a routine call with your customers if you have the right resources. Ask them about their experience with your offerings and how you can improve them.

3. Read your brand’s reviews online

If you read a negative review about your brand, does it make sense to respond and participate in such conversations, or is it better to ignore them and move on?

Many companies ask for reviews but rarely tackle or respond to them. Your customers are people, and they understand mistakes happen. When you stand by your mistakes and offer better solutions, they appreciate your approach and may return to you.

4. Engage in meaningful conversations

Social media is no longer a one-way channel. You can now use it to talk to your customers, answer questions, and respond to comments.

Your social media content can trigger reactions, comments, reposts, or even viral trends. This gives you more insight into your target audience – what works and what doesn't. You can use this information when creating new content, advertisements, and publications.

5. Answer customer questions

Not sure what kind of content to create? Just think of it as an answer to your audience's questions.

Proactively listening to your audience’s problems can help you generate plenty of ideas for new content. You can do this through one-on-one customer conversations. You can also answer them through your blogs, social media platforms, and websites.

For example, if someone wants to learn how to pack a bike for international shipping, it’d be beneficial for readers to have a guide explaining how to do the job. While this isn't always conversion-oriented, it can be informative and educational.

6. Track online forums and answer questions

Traditional advertisements no longer work for most of the customers. For example, someone looking for consolidated shipment may turn to alternative channels like online forums to find unbiased information about the process and may find a suitable service offering consolidated shipment. This may include complaining about a product that doesn't work or raving about a product they love.

Keep an eye on these pages to know your audience’s preferences.

Channels like Reddit and Quora allow your customers to express their opinions. If you monitor and filter out the relevant conversations, you can interact with your target audience, address their concerns, and offer solutions.

Social listening vs. social monitoring – what’s the difference?

Although considered similar, social listening and social monitoring differ significantly. Social listening focuses on “what is being said,” while social monitoring focuses on “who is saying it and how often”.

Social monitoring focuses on:

Social data and what to derive from it
How often your brand is mentioned on forums or social media
Whether people link to your social media accounts or your website

This is usually done through social media monitoring software to track and gather all relevant information through various online channels.

Social listening focuses on your target audience’s questions and issues to help you get insights from the data collected via social monitoring. Social monitoring enables you to capture the buzz around your brand, whereas social listening helps you understand the reason behind that buzz.

To sum it up, some of the main differences between the two are:

Social listening

Social monitoring

Qualitative method

Quantitative method

What is being said?

How often is it being said?

Why is something happening?

What is happening?

Benefits of social listening

Several customers mention your brand, product, or service and their experience with it. Most importantly, they rely on similar mentions when researching purchase options. Not just customers, many companies turn to review sites like G2 when looking for a new tool or software. Below are some key benefits of social listening.

Customer advocacy

Let's face it. You can’t have meaningful relationships with all your customers. But you can build good relationships with some of them and turn them into true brand advocates. By practicing social listening, you identify the customers who already love your product and let them do the talking.

Real-life QA of your product or service

Quality assurance (QA) is an extensive process. When you have a product or service, QA never stops. Anytime you roll out a new feature, the chances are it won't work properly, or your customers just don't like it. You need to listen to what they say about it and offer scope for improvement.

Community building

You can also use social listening to create stronger and more connected communities. By listening to online conversations and recognizing patterns, you can give your users the answers and content they’re looking for.

For example, if your customers are constantly asking certain questions, such as “ What is on-demand delivery ?" you can provide them helpful content on your blog, social media, newsletter, or through other communication channels.

Customer acquisition

Customer acquisition (CA) is crucial for creating a successful product. Attracting a constant stream of new users while keeping the existing ones satisfied ensures growth. But customers are often your biggest advocates and the driving force behind UA. By enticing them to share positive experiences and leave reviews, you can increase your brand’s visibility and drive user acquisition across multiple channels.

Social listening metrics

The easiest way to measure social listening is through social listening metrics. Social listening metrics track customer engagement and behavior and help further your social listening strategies. Some of these metrics are discussed below.

Share of Voice (SoV)

Share of Voice (SoV) compares how much value your brand holds in a market with your competitors. The number of mentions or total reach tells you part of the story, but SoV gives you an enhanced perspective. It can show you when your brand awareness is changing and growing.

How is SoV calculated?

SoV = Number of mentions of your brand/Total brand mentions x 100

Sentiment analysis

Sentiment analysis uses natural language processing (NLP) or machine learning to analyze online conversations and determine the context and sentiment around them. Data used to research such conversations are collected from different engagement channels and interpreted using NLP. It can tell you what customers think of your brand compared to your competitors.

Examples of statements that can be analyzed via sentiment analysis:

Positive: "I enjoy using this product."
Negative: "I find the product slow and flawed."
Neutral: “Uh, the product is ok. Could be better."

Competitor analysis

Competition analysis aims to identify other brands’ strengths and weaknesses in your market segment and compare them with your brand. What content do they create? What questions do customers ask? Better yet, what are you missing out on? Which questions could remain unanswered, to which you can give answers?

Competitor analysis can be done in three steps:

Identify your competitors
Analyze their online presence and content
Think about the loopholes where the opportunity lies

Conversion rate

Various factors determine the conversion rate, including analyzing the number of leads, registrations, or downloads. For example, if you run an email marketing campaign with a call-to-action (CTA) to download your new app, the number of app downloads divided by the newsletter recipients is the conversion rate.

Source: Eurosender

Because conversion rate is such a versatile metric, it’s only understood compared to other metrics. It helps you know if you met our business goals, but you still don't know how you met them, where the prospects are from, and what we can do to improve their experience. For this reason, we should critically examine the conversion rate in comparison to other metrics.

Influencer analysis

Influencers, the mythical beasts of social media, revamped marketing. Today, anyone with a smartphone and a few hundred or thousand followers can make an impact by sharing their likes and dislikes. Influencers start conversations, create social engagement , and set trends. If you haven't jumped on this trend yet, you can easily collaborate with influencers using an influencer marketing platform .

The marketing strength often lies in the numbers, but when it comes to influencers, micro and nano influencers with only a few thousand followers are also enjoying growing popularity. With the tremendous growth in recent years, influencer marketing’s cost has skyrocketed, which small brands can’t budget for. By working with micro-influencers, brands can avoid stretching their marketing budgets and benefit from them.

Increase customer advocacy with social listening

Many companies still struggle while creating content and connecting with their audiences. How do you empower your customers and improve their experience while getting instant feedback and ideas for new content?

Just by listening.

When customers feel heard, they leave reviews, and others read them. Word of mouth is still one of the most powerful (free) forms of advertising. In addition, trust factors such as quality ratings can influence the conversion rate for your service or product.

Not every social listening strategy will work for you but don't think of it as a waste of time. Think of it as a learning opportunity and get to know your customers.

Social listening is the first step in social selling , a powerful and popular sales technique for converting potential social leads into customers.

Source: https://learn.g2.com/social-listening

What’s your job application strategy?

Wed, 29 May 2024 23:36:19 GMT

What’s your on-line job application strategy? Did you even know you had one?

One of the easiest traps people fall into when searching for a new job is to apply for absolutely everything that comes up in their online job search. Depending on your location, chosen field and work-type, this could be anything from a few jobs per week to almost one hundred. And we’re all busy, so if you’re at the higher end of this scale, chances are you’re simply flicking off generic resumes and cover letters. At majer, we see these types of applications all the time and I can honestly say they rarely result in an interview. There are other ways for you to stand out from other applicants at this stage of the recruitment process. So, my initial advice to you is STOP the generic application now and START being selective. Spend the same amount of time applying for jobs, but do it smarter by submitting fewer applications of a higher quality.

Take the time to fully understand a job advertisement and consider the following:

1. Do you have the right skills/experience/education?

If not, can you gauge from the advertisement whether the employer is flexible around this? If not, don’t waste your time – spend it applying for a more suitable role instead.

2. Salary Requirements

If salary is mentioned, does it fit with your requirements? Would you be prepared to take a decrease in salary to gain different experience?

3. Work Type

Try considering all work-types because you may be up against fewer applicants. And don’t be put off by temporary or contract roles, as they often turn in to permanent positions for the right person.

Remember…be selective and use the same amount of time to have a greater chance at being selected for interview. In future articles, we will talk about other ways to make the most of your initial job applications…stay in touch!

Source: https://www.majerrecruitment.com.au/2017-7-25-whats-your-application-strategy/

7 Effective Tips for Creating an Ideal Candidate Profile

Thu, 18 Apr 2024 23:19:23 GMT

Have you ever wondered what the secret is to make better hires? Finding an ideal candidate can certainly feel like an uphill battle.

You’ve likely experienced the disappointment of bringing aboard someone you believed to be a dream hire, only to discover too late that they completely missed the mark.

While it’s true that bad hires can slip through the cracks, it doesn’t have to be this way.

What if I was to tell you that there’s a recruitment tool you can use to help you select an ideal candidate each and every time you hire? One that’s relatively straightforward to use, and has a high success rate?

It’s called a candidate profile, and it has the power to change your hiring game for the better.

If you haven’t come across one before, you’re probably curious to learn if it’s really worth trying out. Well, let’s just say there are few recruitment tools that are as effective, easy-to-implement, and budget-friendly as a candidate profile.

Already intrigued? The following guide will teach you everything you need to know about candidate profiles. It will not only explain what a candidate profile is and why it’s a valuable recruitment tool, but it will also arm you with expert tips to create one to use for your next hire.

What is a candidate profile?

Are you deep in the hiring process? The first step to finding the right person for the role is visualizing your ideal candidate. Luckily, a candidate profile can help you do just that.

To help you come to a better understanding of this term, it’s helpful to think about a tool called a “customer profile”. Used by marketing and sales teams, a customer profile is a description of what the best possible customer looks like for a given product.

For example, it may include their age range, their interests, their gender, what they do for a living, their purchasing behaviors, pain points, professional skills, and their social media usage, among other notable qualities.

The purpose of this description is to allow the marketing and sales teams to create a character profile of the people that they are targeting. Chances are, they might even give this individual a name.

For instance, the customer profile may be Sam, a 34-year-old mom who shops online, has a part-time job as a sales assistant, loves watching true crime documentaries, and is the primary shopper in her household. The better that the sales and marketing team understands this individual, the better they can advertise to her.

When it comes to hiring, candidate profiles serve a very similar purpose. This is an opportunity for the hiring manager to determine what type of person they are looking for.

While you may already know what position you want to fill, the next step is understanding what type of candidate you would prefer for that role. The hiring team can work together on creating this vision of the ideal candidate. Here are some of the things you may want to include:

Personality traits
Preferred hard skills and soft skills
Work experience and education
Nice to have attributes and key skills
Must have qualities (qualifications)
Success traits
Long term career goals

Using all of the above will help you filter out the better candidates from the more average applicants. You can use a candidate profile during the recruitment process to find job candidates that suit your company’s culture . Creating one will give you a full picture of the type of person that’s best to fill your open position.

However, there’s one important thing to note here. When you’re creating your candidate profiles, you need to steer well clear of demographics. The reason is that it’s against the law to base hiring decisions on aspects of a person’s background.

While it’s perfectly fine to highlight the specific personality traits that are your must-haves, you shouldn’t be taking into account a person’s race, age, religion, or sexuality among other crucial factors.

According to the US Equal Employment Opportunity Commission , “an employer may not base hiring decisions on stereotypes and assumptions about a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information”.

The recruitment process should always be based on merit. In other words, a person’s ethnicity, or other demographic traits, should never define your hiring decisions. However, their skills, educational background, and work experience should.

The fact of the matter is that everyone should have the opportunity to work for professional organizations. Hiring managers need to keep this rule in mind when they have an open position to fill.

Things to include in an ideal candidate profile

The value of a candidate profile

Now that you have a better understanding of what a candidate profile is, let’s talk about why it’s important. Having the ideal candidate profile prepared will make certain aspects of the recruitment process easier. For that reason, your team can benefit greatly from this step. Before you get started creating a candidate profile, let’s take a look at a couple of the reasons they matter.

They make it easier to write job descriptions

Needless to say, writing a detailed description of the role you wish to hire for is the key to finding ideal candidates. With that in mind, knowing exactly what you want will make all the difference. Regardless of the job boards you tend to use, you want to perfect this element of the hiring process.

Well-written job descriptions include a variety of information including personality traits, hard skills, soft skills, job duties, nice to have qualities, and any other key traits and skills your dream hires should have. The more you know about the right candidates for the position, the easier this step will be.

Of course, the most detailed job descriptions also include additional information relevant to the role. For instance, you may want to include any professional development opportunities that will be open to successful candidates, or company perks that they can look forward to.

Adding in these extra details to each job description will go a long way in attracting the right candidates.

They help refine your sourcing strategy

Sourcing the right candidates is no small feat. Once you’ve finished creating a candidate profile, you will have a solid foundation to build upon. That information can help you determine how you will start your candidate outreach.

While you may usually follow a standard step-by-step process when it comes to posting job descriptions, it’s worth spending some time refining your sourcing strategy. After all, your idea of the perfect candidate for a job may affect where you advertise the role and the wording you use.

Believe it or not, research suggests that experienced employees prefer different means of communication to newcomers . So knowing how to best target people will mean that you can get the top candidates applying for the position.

How to create an ideal candidate profile

Ready to get moving? Creating an ideal candidate profile is a craft. If your recruiting team is new to this, they may need some pointers along the way. Since this tool will help to shape the selection process, getting it right is essential. So, before you start your hunt for your next hire, take the time to draw up this description. Here’s what you need to know.

7 tips for creating an ideal candidate profile

1. Describe the unique qualities of the role

Attracting high-quality candidates doesn’t have to be challenging . When creating an ideal candidate profile, you need to identify the qualities of the role. Of course, each position is unique and, as such, requires a specific set of key traits.

While you may have filled similar vacancies before now, don’t make the mistake of thinking that any two positions are ever the same. You won’t be looking for the exact same person, but someone who is similar.

For example, if you are looking for a sales team member, the main job duties may include meeting new clients, talking to them about products or services, and becoming their main point of contact.

In that case, you know that the ideal candidate will be a people person who has a ton of natural charisma. These, as well as other qualities that are considered soft skills and hard skills that are relevant to the role , should be a real priority when you’re hiring new candidates.

A useful way to pinpoint precisely what tasks, hard skills, soft skills, must-have qualities, nice to haves, success traits, and other qualities you’re seeking is to conduct a job task analysis . It’s regarded as a relatively straightforward way to improve the quality of your job posting, and in turn, find an ideal candidate.

2. Define your company’s identity and culture

Company culture has become a hot topic in recent years. A massive 88% of job seekers say that company culture is important when finding a job . There’s a reason for this strikingly high statistic.

New employees don’t only want to know what the role entails, they also want to know whether they’ll fit into the organization . So, when you’re creating an ideal candidate profile, you should take the vibe of the workplace into consideration.

Having a better understanding of your company’s identity will help you along the way. You can look back at the business values or the shared company vision. All of these details matter more than you might expect. When you’re painting a picture of potential candidates, you should consider how they will fit into the structure of the business .

88% of job seekers believe company culture is important when finding a job, according to Jobvite

3. Assess your top performers

Next up, look at the successful employees that you already have among the ranks of your business. This is especially important when it comes to filling similar vacancies.

Your top performers are likely to be current employees to whom you offer leadership opportunities. When you’re writing up an ideal candidate profile, you can look at their personality, soft skills, and other qualities. It’s likely that you will want new candidates to be similar.

While you can’t expect perfection from a new employee, you do want to get the creme de la creme to apply. Take a look at the first-year performance of some of your best employees for reference. This record is what you’re trying to emulate. When you’re finding your new hire, you should look for a potential candidate whose traits give them the potential to follow a similar path.

Alongside your hiring team, take a moment to list these and other traits. For instance, you may list attributes such as intelligence, hard-working, dedication to the role, and willingness to learn new things as must-haves. Once you have a well-rounded view of what great candidates bring to the figurative table, you can use it to add some color to your ideal candidate profile.

4. Define hard and soft skills

The perfect new hire for a job needs to have a good mixture of hard skills and soft skills . When you’re coming up with this list, you can split it into two sections: ‘nice to haves’ and ‘must haves’.

Put simply, these are the success traits that you will need from potential employees. If you’re hiring for a sales manager, a hard skill might be organization, while a soft skill might be strong public speaking skills.

As you start to visualize the person that you need for the current job vacancies, you can pepper in some of these skills. Try to be as detailed as possible. The more in-depth you go, the better you will understand how to find the right candidate.

Struggling to figure out what hard and soft skills new candidates need? Try asking your hiring team some pertinent questions. For instance, you may ask, ‘What success traits does the new hire need?’ or ‘What skills will they use for their day to day duties?’.

5. Know your candidate demographics

When you start bringing together all of the above information, you can create an ideal candidate profile from scratch.

The next step in this process is to know your candidate demographics. As we have already mentioned, this doesn’t apply to legally-protected traits, such as age, gender, race, and sexuality. However, you can use other traits to start to get an idea of what quality candidates will look like.

You may be able to put potential employees into different categories depending on their demographic. For example, you could have two ideal candidate profiles for a specific role. One might be a more experienced worker with a greater understanding of what the job entails, while the other might be new to the field but have a flair for learning. Being open-minded to the different candidate profiles will help you during recruitment.

6. Bring all your research together to build a candidate profile

Now that you’ve spent some time considering what the ideal candidate will bring to your company, the next step is building the profile.

Think of this like story-telling. You want to flesh out candidate profiles with as much color and detail as possible. You’re creating a character so be descriptive and add in anything that you think is important to the role.

You will need to work as a team to get this right. Collaborate and write a detailed description of the best candidates you can imagine. You will include everything from ‘must haves’, to ‘nice to haves’, to the innate traits that would work well for the role. The managers in charge of this new role will be able to reflect on this description when advertising it.

7. Keep the candidate profile at the forefront of your mind at every stage of the recruitment process

The candidate profile comes into play during the entire recruitment process — from the moment that you post on job boards to when you find the perfect candidate. You may find that your team members can use this profile when they are writing the job description, as well as during the interview process.

The aim of the game will be to find candidates that most closely match the profile that you have created along the way.

Ahead of making this all-important hiring decision, you will know what types of candidates you prefer. In the simplest terms, that will mean that the hiring process is faster and more efficient. Armed with a vision of the ideal worker, you can quickly filter out candidates that won’t make the cut, saving you time, energy, and effort.

Final thoughts

Now that you’re well-acquainted with candidate profiles, it’s time to set the wheels in motion. This is the part where many human resources and business leaders fall down. They understand what candidate profiles are and why they’re worth making, but can’t always create them for each hire.

It’s understandable that you want to avoid adding another task to your never-ending to-do list. But think about how high the stakes are and how expensive and time-consuming it will be to re-do the hiring process in a few months if you get this wrong.

By spending a few hours putting together a candidate profile, you’re significantly elevating your chances of finding an ideal candidate for the important roles you’re trying to fill.

Hiring the right people will help lead your business to success. As the late Robert Half, founder of the eponymous employment agency once said, “Time spent on hiring, is time well spent.”

Source: https://vervoe.com/ideal-candidate-profile/

The High Value of Building Pride in the Workplace

Thu, 18 Apr 2024 23:19:22 GMT

Pride in the workplace is about more than just feeling good. It’s an essential factor in employee engagement – and one that’s all too often neglected.

When it’s present at work, it inspires individuals and teams to achieve more, communicate better, and build upon each other’s strengths. When it’s not present, things can get ugly. Really ugly. And what is “it”? It’s the often abstract yet extremely powerful feeling of “pride.”

Pride is deeply personal, and yet it also acts as a sort of currency in relationships; if you care for and trust the people you work with, you’re naturally inclined to go the extra mile. Whereas if you don’t have pride in your company or colleagues, things fall apart fast.

What is workplace pride?

At its most basic, workplace pride is exactly what it sounds like: being proud of where you work. When employees have pride in their workplace, they believe in the company – not just what it produces, but how it operates, how it treats its people, and how it engages with the community at large.

However, too many workplaces fail to recognize that pride can’t just be created from a well-crafted mission statement. Pride is cumulative. It doesn’t come from just one thing, but rather from a series of actions and events that are reinforced over time.

For example, say you run a clothing company that preaches sustainable production and sourcing practices. But other parts of the business are at odds with that mission. Maybe employees are pushed to unsustainable levels, or the office is stocked with plastic-wrapped snacks. These types of things will undermine any sense of pride.

The 3 levels of workplace pride

What makes employees proud of their company?

Just as pride comes from cumulative efforts, pride itself lives in layers. Workplace pride happens at three levels:

Your job – e.g., you take pride in the work itself.
Your team – e.g., you are proud to work with the people around you.
Your company – e.g., you are proud of the company’s mission and reputation.

Ideally, your employees should feel pride at all three levels – but that’s often not the case. Take the following three scenarios as examples of the drastically different ways pride can show itself in the workplace:

Scenario 1: Pride in the work

Mayuri is a data scientist who is proud of how her research helps others solve problems. But her company recently laid off hundreds of staff and the story was reported in the news. Because of that, she now has little pride in the company as a whole.

Scenario 2: Pride in the work and the team

As a curator at an art gallery, Pete works closely with world-renowned artists and feels a strong sense of pride when he thinks about his team. The gallery is also non-profit, supporting local artist communities, which gives him pride in the company.

Scenario 3: Pride in the work, the team, and the company

When a hurricane hit Louisiana where Ava’s homewares company is based, their operations and supply chain teams quickly worked to move supplies to stores in the storm’s path. Ava’s CEO announced they would donate $1 million to help those whose homes had been affected. Ava felt great pride in her work, her team, and her company.

Real examples of employees who feel workplace pride

Take this real employee story from Sandra Jones, Sr. business systems manager at Management Recruiters of Tallahassee (MRT). Sandra is especially proud of the team she works with:

“I work with a truly amazing team at MRT. One of the advantages of working here is that I'm surrounded by a lot of sharp people who genuinely care about the people they come in contact with each day. Our team is really passionate about what they do because they know that their contributions and ideas matter . It's refreshing to work for a company that will help you grow and meet your goals to succeed and that's why I'm proud to be part of the MRT”

Another real-life example, from Certified™ workplace Tax Relief Advocates. Case manager Amber Godinez takes pride in her individual work and her company:

“I’m proud to come into work every day knowing that our services are here to help the clients are here to ease their way through the harsh IRS process. And being able to connect with my clients personally and let them know that I am here for them. And this company provides a lot of support to our clients. Clients know when they're finished, that we've taken care of them. And that makes me proud to be able to take care of clients and know that I can help them and ease their day and their life.”

Why is workplace pride important?

Pride is more than just a feel-good thing. It creates a stronger, better, more engaged workforce . In fact, Great Place To Work® research has found that when employees feel proud to work at a company, they are:

6 times more likely to endorse their workplace to others
2 times more likely to want to stay with the company for a long time
1 times more likely to say it’s a great place to work

There are plenty of ways that workplaces can foster pride and great relationships, from collaborative lunches to career-development training pathways to sharing real examples of how employees’ work is impacting clients and the community.

Most importantly, the best workplaces set the stage for building employee pride via trust with clear expectations and two-way communication.

As I mentioned earlier, pride is cumulative, so there’s no single recipe that will ensure each and every one of your employees beam with pride. But when you put in the effort to create a culture of trust, you’re taking a step in the right direction.

Source: https://www.greatplacetowork.com/resources/blog/the-value-of-building-pride-in-the-workplace

Top tips to elevate your company’s recruitment strategy

Thu, 18 Apr 2024 23:18:24 GMT

Recruitment is a competitive, ever-evolving industry, and you need to ensure you have a solid recruitment strategy in place in order to succeed.

Being a recruiter means being pulled in multiple directions at the same time and still moving forward with a clear strategy.

Not only must you find great candidates, but you also need to screen them, schedule interviews, follow up , coordinate new hires, and everything in between.

Incorporating new trends and tools into your strategy allows you to stay current. It creates a great impression of your company, helps you excel in your position, and, most importantly, allows you to spend more time connecting with qualified candidates.

So, today we are sharing our top tips to enhance your recruitment strategy.

Simplify your recruiting process

If your application and interviews are inconvenient and time-consuming, shorten it up by combining a couple of recruiting steps.

If you have an application form, in-person paperwork, and an online assessment, meld the three together into one package, and have candidates sign and send it back using document signing software.

Review your process with a critical eye and cut out the unnecessary parts. People are generally looking for work now, not in 4 months’ time. You are losing interested candidates to a long process when competitors can offer them another position in half the time.

Be clear about what you are looking for

The best way to find great candidates for your open positions is to be honest about what you’re looking for. Be transparent about what the role entails, and give them an opportunity to show their skills and demonstrate why they are a good fit.

We also recommend including a salary range in your job advert. This will improve your chances of attracting top-tier talent, as many highly skilled professionals will not consider applying for a role that doesn’t include a prospective salary.

Don’t waste time sifting through resumes looking for applicants that meet every single one of your desired qualifications – you’re likely to miss out on some great talent that way.

Be flexible and open to hiring proactive people with the attitude to learn as they go and grow as part of your company.

Instead, focus on the must-haves and use the cover letter and resume to get a sense of their writing style, personality, and drive.

Leverage social media

Social media can be a great way to connect with potential candidates and create a positive impression of your brand.

Use social media to post job openings, share business updates, and give people a behind-the-scenes look at your business.

You can also use social media to connect with candidates on a personal level, which can make the recruitment process more human and relatable.

It also allows you to share more about your company culture, workforce, and approach to leadership, which can help attract high-level talent and increase trust in your brand.

Make sure you are active on the platforms that your target candidates are using. Set reasonable goals and objectives for you to achieve and start expanding your reach by getting employees involved in your online activities.

LinkedIn is a great place to begin if you’re unsure where to start. Here you can interact with current and prospective candidates and reach a wide network of professionals and freelancers in your field.

Advertising on LinkedIn

Recruitment advertising is one of the most important – and expensive – aspects of your recruitment strategy. So if you use them, it’s essential to make sure that your ads are targeted, clear, and engaging.

LinkedIn can be a great place to advertise your open roles , as you can target people based on their industry, skill level, experience, and more.

This is a great way to level up your recruitment strategy and attract talented individuals with the skills and experience to ensure future success for your business.

Position your business in the best light to attract top-tier talent

Your recruitment strategy should be about more than just filling open roles – it should be about positioning your business as an employer of choice. Attracting top talent requires that you have a strong employer brand.

Make sure your website, social media channels, and job postings are all up-to-date and showcase your business in the best light possible.

Remember to highlight your company’s unique culture, values, and mission. And don’t forget to emphasise the benefits and perks you offer, such as flexible working hours, remote working opportunities, and development programs.

Qualify your candidates using technology

There are many great tools available to help you screen and qualify candidates. Take advantage of them!

Utilise online assessments to test for specific skills related to the role you’re hiring for. Look for software that can automatically score the results and rank the candidates so you can quickly identify the top talent.

Additionally, use tools like video interviewing to get to know your candidates better. This is a great way to see how they communicate and interact without the time and expense of an in-person meeting.

Pre-screen candidates

Before you interview a great candidate, take the time to do a 5-10 minute pre-screen with them. Go over the high-level needs of your job and make sure they are a fit before taking up both of your time on a full-length interview.

While pre-screens take extra time, they can shorten your list of 10 potential candidates down to 4 great candidates.

Now you are only meeting with applicants who best match your role. Make pre-screens a critical part of your recruitment strategy.

Change up your interview process

Successful interviews pave the way for successful job placements. However, if your current recruiting efforts aren’t getting the hires you need, it may be time to review your recruitment process and shake up how you conduct your job interviews .

Instead of doing telephone interviews , try conducting them via Teams or Zoom. This will help you to get a better read on each of the candidates, as you will be able to view their personal demeanour and overall attitude more clearly on a video call .

Panel interviews are also worth conducting, as they allow you to gather the opinions of your leadership team about each candidate before making a decision. This means that new hires become a group decision, as opposed to the individual perspective of one person.

Get creative with your questions, too. Instead of the same old “What are your strengths and weaknesses?” try asking something new. Like, “What would you do if you were faced with XYZ problem?” or “How do you handle stress in the workplace, especially in a team environment?”

These questions will help you better assess each candidate’s ability to think on their feet and critical thinking skills.

Before you start your next hiring process , take some time to review the interview questions you’ve traditionally stuck to and consider mixing them up.

Stop playing it safe, mix up your tired, outdated interview format and elevate your recruitment strategy.

Focus on your follow up

Respect the time and effort that applicants put into preparing and attending interviews. Let all candidates know the next steps before they ever leave an interview.

If you are delayed in making a hiring decision, follow up to let your applicants know what happened and when they will hear from you. And when you finally make your selection, thank everyone who applied, and let them know you’ve hired someone else.

This may be time-consuming, but it’s an easy way to ensure your company has an excellent market reputation.

Remember, you never know when someone you previously interviewed may become the perfect fit for a new role later. Keep hold of their information, as you may be able to offer them another role in your business further down the line.

Talent doesn’t grow on trees. Maintaining positive relationships with former applicants could prove a valuable resource later on. Don’t burn your bridges right after you’ve built them.

Update and streamline your technology

Using five different systems that don’t integrate is incredibly time-consuming and frustrating.

Having the right technology in place can help your recruiting strategy and minimise manual tasks that are holding you back. Your current system could be causing you to miss out on excellent applicants already in your pipeline.

If you are using Excel spreadsheets to manage recruitment for multiple departments, it’s time to upgrade your software. Consider investing in an applicant tracking system .

Retain your best employees instead of recruiting

You should take retention as seriously as you take your recruiting efforts. Employee turnover is a major problem, but there are ways to avoid it and build a stronger, more cohesive team. The absence of a good employee is felt both financially and culturally.

Put your employees first. People are the most important asset to any business, and companies that value and reward their employees will strengthen their employer brand.

You cannot force a great employee to stay, but you can do everything in your power to prevent them from thinking about leaving in the first place. Ramp up your retention, so you don’t have to ramp up your recruiting game .

Hire a specialist to help with your recruitment strategy

You don’t have to do this on your own. Remember to leverage your external resources to get the support you need. If your current recruitment strategy isn’t working for you, it’s time to make a change.

Airswift has the expertise you need. Our recruiters work with hiring managers to find technically skilled individuals they need in a wide variety of industries.

Not only do we understand what these roles entail, but also what the market looks like. Let’s work together on your contract hires or permanent placements to ensure that all your needs are met in your next hire.

Our team specialise in helping clients find qualified, talented individuals that are a good fit and will be long-term assets to their business.

Our team provides our clients the necessary support to reach their goals and build a workforce with the skills and experience required to secure future success for their business. Connect with us today!

Source: https://www.airswift.com/blog/recruitment-strategy

How the Right Recruiting Software Speeds Up Hiring

Thu, 18 Apr 2024 23:18:21 GMT

Talent acquisition professionals know better than anyone that hiring speed is critical. Enterprise companies must find the right candidates quickly to fill open positions, and job seekers should encounter very little friction in their recruiting experiences.

While recruiting is a tedious, time-consuming process, requiring multiple steps and interactions along the way, the right technology enables large companies to reduce manual tasks, streamline and accelerate the hiring process, and align to business goals and outcomes.

While you may know Jobvite from its early days as an ATS provider, the company has been on a multi-year journey to build an enterprise-grade solution that optimizes complex workflows and accelerates hiring outcomes.

Jobvite’s best of breed talent acquisition technology streamlines hiring across the entire talent acquisition lifecycle and offers a transformative approach in the market — to deliver predictable hiring outcomes, create exceptional experiences, and increase recruiting capacity at scale from a single talent acquisition suite.

Purpose-built to meet enterprises where they are, Jobvite offers a comprehensive solution ideal for organizations frustrated with point solutions that are too narrow, or HRIS and HCMs that are too broad.

Here are five ways the power of enterprise-grade talent acquisition technology can speed up recruiting, helping your company stay ahead of the competition and find the best talent in record time.

#1: Sourcing & Candidate Nurturing

Jobvite’s enterprise-grade Source and CRM solution helps recruiters spend less time sourcing and more time connecting with the right candidates. Recruiters can easily identify candidates, engage and segment talent, and build relationships with candidates at scale. As a result, recruiters are able to identify and attract high-quality candidates much faster.

This technology enables talent professionals to segment talent pools into strategic audiences and create personalized campaigns to drive conversions. What’s more, you’ll receive real-time insights into recruitment marketing campaign performance and candidate engagement levels to stay agile.

#2: AI-Powered Candidate Matching

Jobvite’s recruiting technology offers an innovative solution for finding candidates who match the requirements of your open roles. With AI-powered candidate matching , recruiters can efficiently screen and identify the most suitable candidates for the job. This tool uses machine learning algorithms to understand the job requirements and match them with the candidates’ skills and experience. It can even recommend jobs to past candidates and match interested applicants with the right role.

This technology not only saves time, but also improves the quality of hires as it reduces the risk of bias in the recruitment process. It’s an essential asset for any recruitment team looking to speed up efficiency, reduce bias, and improve the quality of hires.

#3: Applicant Tracking

Recruiting technology has revolutionized the talent acquisition process, making it faster and more efficient than ever before. One of the most powerful tools in this regard is the applicant tracking system (ATS) in Jobvite’s Evolve Talent Acquisition Suite. This system streamlines the recruitment process, from sourcing and screening to interviewing and hiring.

With features like automated resume parsing, customized job postings, and candidate tracking, Jobvite’s ATS can help your recruiters save a significant amount of time and resources.

Furthermore, it provides real-time analytics and reporting, allowing recruiters to make data-driven decisions and measure their effectiveness. Find what fits your team’s recruiting needs using configurable dashboards, workflows, and feedback. Ultimately, this modern ATS technology can empower your team to collaborate with a portal that enhances communication, fosters feedback, and ensures greater hiring success.

#4: Data Analytics

One of the biggest hurdles to developing an efficient recruiting process is the time and effort that goes into identifying your current bottlenecks to start with. With comprehensive insights into hiring efficiency, data analytics allow you to make improvements and streamline your hiring to reach new heights in no time.

The Jobvite Analytics dashboard is purpose-built to uncover hiring trends, spot recruiting bottlenecks, and identify areas for improvement, so you know exactly where to dive in. Taking the guesswork out of hiring efficiencies means you waste less time pinpointing what needs to be improved and more time focusing on how your recruiting process drives results and contributes to business outcomes.

#5: Onboarding

Onboarding is another area where recruiting technology can significantly impact new hire productivity and set your candidates up for success. Jobvite’s Onboarding solution allows you to provide a top-notch experience that streamlines the new hire process and gets them productive faster. You don’t need multiple outside integrations when you have every tool you need in one comprehensive platform.

See the Power of Purpose-Built Technology for Yourself

When you leverage best of breed technology that integrates into your existing HR processes and workflows, you can drill down into creating a more effective and efficient talent acquisition function in your business. Whether it’s through ATS and onboarding technology, building relationships with candidates through CRM, or ensuring you have access to centralized data, Jobvite has an entire suite that helps you recruit faster, connect with stronger candidates, and deliver exceptional outcomes.

Source: https://www.jobvite.com/blog/how-the-right-recruiting-software-speeds-up-hiring/

6 Workplace Culture Trends for 2024 Every Company Should Watch

Wed, 03 Apr 2024 22:46:22 GMT

Here’s what you should be getting ready for in the year ahead to create great workplaces where every employee can succeed.

For companies trying to build great workplace cultures, 2024 promises a complex challenge.

Artificial intelligence (AI) is upending the workplace, and employees are clamoring for training and tools to stay ahead of a rapidly changing business environment. Politics and a U.S. presidential election threaten to divide us at the exact moment when companies need to come together to solve big problems. Environmental concerns are rising, and the efforts to remake the industries of the world will impact every company.

Attend our annual company culture conference May 7-9, 2024

And the social issues that took center stage after the murder of George Floyd are still with us. Chief diversity officers and diversity, equity, inclusion & belonging (DEI&B) leaders have seen their roles change and diminish in the face of recession fears. Mental health issues haven’t disappeared along with the daily pandemic headlines.

With each of these challenges, business leaders have an unmatched opportunity. New data from Boston Consulting Group shows more than a quarter of employees globally are ready to leave their current jobs.

The best way to keep your talent? Become a great workplace, where every employee has a consistently positive experience.

Great Place To Work® research shows that it’s the company, not the industry that determines how employees feel at work. It’s not the size of your company, either. The key ingredient is employee trust , where leaders build deep relationships with employees in all job types and role levels, where workers are proud of the work they do , and feel a sense of belonging to the people they work with.

Here’s what that will require in 2024:

1. Make trust the most important asset for your business

Trust has never been more valuable, and the year ahead will only make trust harder to earn. The rise of artificial intelligence, a raucous presidential election cycle, and ongoing transformation of digital information systems will force consumers to ask more questions.

“We’re entering an era where trust will mean 10 times what it meant in 2023,” says Michael C. Bush, CEO of Great Place To Work. Companies will have to prove they are doing things to make the planet better, that they are adopting and launching new technology in a responsible and ethical manner, and that they can be trusted to wield their growing influence transparently and ethically.

Not only will trust matter in the current moment, but people will question if they can trust companies for the coming decade as new technology drives a radical transformation of life. “It’s going to be a commitment,” Bush says.

To understand what companies they trust, Bush believes consumers will look to the employees of the company. “You can trust a company in terms of how they’re using artificial intelligence when you know their employees trust them,” he says.

2. Find more ways to support and improve mental health for every employee

According to a 2023 market survey of more than 4,400 U.S employees by Great Place To Work, mental health hasn’t improved for employees at typical U.S. workplaces.

However, Great Place To Work Certified™ workplaces outperform this benchmark, with 83% of employees reporting psychological and emotionally health work environments. Only 55% of employees said the same at typical U.S. workplaces.

The biggest differences between great workplaces and the U.S. average? Fairness.

“We’re entering an era where trust will mean 10 times what it meant in 2023.” - Michael C. Bush, CEO of Great Place To Work

Employees at great workplaces were more likely to report receiving a fair share of company profits, a fair shot at a promotion, and fair treatment from their manager. Companies that want to improve mental health for all employees will have to investigate the structural causes of burnout and fatigue across the organization and turn employee feedback into clearly communicated action.

3. Make space for a tumultuous presidential election cycle

A 2022 report from the Society of Human Resources Managers found that 45% of U.S. workers report personally experiencing political disagreements in the workplace. Only 8% of organizations have communicated guidelines to employees about political discussions at work, according to the study.

What’s the cost of declining civility in the workplace? Lost productivity .

Great workplaces will have to make space for the world events that impact their people, and create programming in partnership with their people to address acute needs. Tony Bond, chief diversity and innovation officer at Great Place To Work, makes a strong case for robust employee listening programs.

“You have to survey employees , but you also have to find a systematic, measurable way to surface the voice of the people — to continuously take their pulse,” he says. “The last thing you want to do is create a large program when people aren’t in a place to participate.”

4. Increase your focus on retention, upskilling, and talent development

As finding talent with the right skills becomes more difficult, employers will have to invest more developing the talent they need internally. Even when companies are reducing headcount, they need skilled workers to continue operating the business.

A focus on recruitment shifts to a focus on developing and reskilling the workers you already have .

While the macroeconomic picture in the U.S. appears to be avoiding the recession that was prophesized in early 2023, business leaders will remain cautious. Yet, a skills gap remains a top concern, with 26% of CEOs ranking a talent shortage as the top “damaging factor” to their business outlook, per Gartner .

This might be the year to launch your internal talent marketplace , or revolutionize your learning and development tools with AI and new technology.

5. Make sure all DEI&B programs are aligned with business goals

Despite some prominent business leaders rallying against diversity, equity, inclusion & belonging initiatives, data shows that those voices are outliers.

According to The Conference Board, three-quarters (75.8%) of S&P 500 companies incorporate ESG performance into CEO compensation. Nine in 10 of the S&P 500 use at least one metric related to human capital management to calculate executive compensation.

How does this data square with the decline of DEI leadership roles at companies across the U.S.? In short, DEI&B programs that aren’t connected to clear business outcomes and revenue are disappearing.

As companies approach the five-year mark for the commitments made after the murder of George Floyd, what will have permanence will be programs that contribute to company performance.

6. Double down on developing the best leaders in the world for your company

Workplace culture starts with leadership, and the best workplaces are committing large resources to developing their people to lead with empathy and courage.

“You can trust a company in terms of how they’re using artificial intelligence when you know their employees trust them." - Michael C. Bush, CEO of Great Place To Work

As the business landscape has changed, what it means to be a leader has also changed. Employees expectations of their leader have shifted: Inspiring visionaries are giving way to coaches and mentors who can both lead the way and empower their people to lead in their own right.

The nine high-trust leadership behaviors will play an enormous role in differentiating the companies that can build trust in the age of AI, global disruption, and business transformation, and those that will fall behind.

Source: https://www.greatplacetowork.com/resources/blog/6-workplace-culture-trends-for-2024-every-company-should-watch

Strategies for Change Management in HR Technology Adoption

Wed, 03 Apr 2024 22:46:21 GMT

When we think of adopting a new technology, we look forward to reaping the benefits, be it improved productivity, lesser costs, or fewer human errors. But getting the buy-in from everyone in your organization is not an easy task.

If users don’t adopt or adapt to the new technology, the result is money, effort, and time all going down the drain, especially when dealing with large-scale technology or software like ERPs.

In this guide, we’ll share the top 6 strategies you can use for the organizational change management process while adopting a new technology.

6 Strategies for Change Management in HR Technology Adoption

Instead of hoping that your employees adopt the new technology, here are some strategies that will encourage them for the upcoming change and make new HR technology adoption successful.

1. Properly Deal With Employee Resistance to Change

Believe it or not, creating a strategic change management plan for employee resistance could get half your job done when it comes to technology adoption. Here are some tried-and-tested tips that will help employees go through the process smoothly:

Assure employees that the new technology is not going to take their jobs or make them harder. Clearly outline the benefits for them.
Create a culture of acceptance by being transparent about why this new technology is necessary.
Get employees to participate in discussions about how to implement the technology. The more they participate, the more they will be willing to adapt and engage.
Have a Q&A session where employees can ask questions about the new technology, and relevant personnel can allay their queries and doubts.

2. Create a Detailed Roll-Out Plan

Instead of launching your technology in a haphazard manner, build a detailed roll-out plan that involves the following elements:

Key dates/milestones: On what date are you planning to kickstart the new technology? Is there a particular time period when you want your users to leave the old way of working/software?
Deployment strategy: Will you roll out the new technology to every department in your organization? Or are you planning to start with the people or departments who you know would be eager to adopt and succeed? (P.S. We recommend the latter option)
Creation of training material: Will the vendor provide any training material? Or would you be responsible for creating it? Would you be accounting for different learning styles and tech savviness while creating this material?
Success strategy: How will you ensure everyone participates and engages? Can you set up any incentives?

3. Aim to Provide Contextual and Personalized Training

One of the biggest risks to change management is the lack of customized and contextual training. For example, just sharing a random presentation or screenshots won’t cut it. After all, you don’t want your employees to be more confused at the end of the training because they don’t find the connection to their work.

Instead, provide training based on the different departments, roles, the different features they could use for their roles, how they can track success, etc.

You can even provide learners with content in different formats to suit their style of learning and maximize engagement.

4. Make Training Engaging

To get more people to take part in training actively, you can employ some or all of the following strategies:

Set up interactive and game-based training. You can set challenges for employees to complete and fun quizzes where everyone can participate and compete.
Create a change leadership team that can guide the entire process and come up with innovative training ideas.
Use adaptive learning technologies to customize each step of the training based on the feedback you receive.
Praise employees who actively participate and incentivize them with rewards kike small gift cards, merchandise, or public company-wide recognition so more people are encouraged to follow suit.
Utilize AR (Augmented Reality) and VR (Virtual Reality) applications, if possible.

5. Implement Change in Phases

How many times have you given up on something because it looked scary or intimidating? Many times, employees resist the new technology because it feels overwhelming.

Instead of asking them to shift to the new technology all of a sudden, you can implement the change in phases. For example, if you’re adopting a SAP SuccessFactors for your HR team, you may want to first start with implementing the system for certain functions like recruiting or L&D and then scale up to include every other function.

6. Track User Progress and Course-Correct

By setting up an evaluation at regular intervals, you can find actual problems with the way the technology is working or perceived problems that might be plaguing some users.

You can even set up quizzes at each milestone to figure out whether your users are actually learning or not. If not, you might need to modify your training material or raise feedback to find the exact issues they are facing.

Pro-tip: Remain open to employee feedback throughout the evaluation cycle. Employees who feel they are heard will be more engaged and happier with the new technology than those who feel their concerns are brushed off or not valued.

Conclusion

Your technology’s success will depend on how well employees accept and adapt to this change. That’s why you need a solid plan or roadmap to minimize the disruptions and deal effectively with employee’s resistance to change.

While adhering to the strategies given in this guide, also make sure that you involve stakeholders in every stage of the process to get varied inputs and ideas.

If you are keen on adopting software like SAP SuccessFactors at your organization, reach out to us at TalenTeam and get an effective organization transformation and implementation partner as well.

Source: https://talenteam.com/blog/strategies-for-change-management-in-hr-technology-adoption/

How to Transition from Jobs to Skills: A Skills-Based Approach

Wed, 03 Apr 2024 22:45:55 GMT

Unlock the full potential of your organization by embracing a skills-based approach. Dive into the transformative principles that guide skills-based organizations and witness the future of work unfold.

Breaking Free from the Job Paradigm

For more than a century, jobs have been the linchpin of work structures, dictating how organizations function and how individuals contribute. The time has come for a transformation, and organizations are leading the way by adopting a new paradigm - a skills-based operating model that unlocks the true potential of both work and the workforce.

Unleashing Potential with Skills: A Glimpse into the Future

In a global Deloitte survey, over 1,200 professionals reveal a shift towards a more flexible and agile approach to work. Organizations are experimenting with decoupling work from jobs, allowing individuals to be seen as dynamic contributors with unique skills and capabilities. By atomizing work into projects or tasks or broadening it to focus on problem-solving and value creation, organizations are fostering innovation, diversity, and inclusion.

Principles of Skills-Based Organization

Liberate Work and Workers from Job Confines

The Big Shift: From Functional Hierarchy to Fluid Structures
Embrace a portfolio of ways to organize work, breaking free from traditional job constraints. Fractionalize work into meaningful projects, allowing workers to flow seamlessly based on their skills. Explore internal talent marketplaces and cross-company talent exchanges, expanding opportunities and fostering a culture of continuous learning.

Develop the Workforce of One

The Big Shift: From One-to-One to Many-to-Many Relationships
Shift from a one-to-one relationship between employees and jobs to a many-to-many relationship between work and skills. View workers as a "workforce of one" with unique skills and contributions. Democratize opportunities for all by enabling individuals to customize their work responsibilities based on their unique skills, capabilities, and interests.

Use Skills to Make Decisions About Work and the Workforce

The Big Shift: From Decisions Based on Jobs to Decisions Based on Skills
Revolutionize talent management by shifting from job-centric to skills-centric decisions. Explore skills-based hiring, workforce planning, pay structures, performance management, and leadership approaches. Match skills to teams for optimal compositions and unleash the full potential of your workforce.

Build a "Skills Hub": The Engine of Skills-Based Excellence

Centralized Skills Hub Components

Shared Skills-Based Talent Philosophy
Align business and HR executives on the importance of skills.
Establish a philosophy that connects skills to all workforce decisions.
Clear and Established Governance
Define skills ownership across the enterprise.
Facilitate cross-functional governance for holistic transformation.
Common Language for Skills
Create a universal framework and language for skills.
Foster a shared understanding of skills across the organization.
Strong Data and Technology Enablers
Leverage AI-powered skills assessment and matching.
Embrace technologies for skills benchmarking and workforce planning.

Skills Based Organization Driven by SAP’s Talent Intelligence Hub

Deep Skills-Based Intelligence Across the HXM Suite

Talent Intelligence Hub connects individual attributes, strengths and styles, and expressive preferences to both people and the experiences throughout the SAP SuccessFactors solutions . It enables you to understand and manage your workforce holistically while supporting excellence and growth aspirations of your people.

Talent Intelligence Hub uses AI to build, maintain, and infer a skills portfolio for each employee in the workforce. This depth of insight enables employees to find personalized recommendations for learning courses, mentors, internal jobs and more. Organizations benefit from having an overview of employee skills and improved visibility to carry out workforce planning.

Source: https://talenteam.com/blog/how-to-transition-from-jobs-to-skills-a-skills-based-approach/

These 14 Leadership Traits Can Fuel Your Career Success

Wed, 03 Apr 2024 22:45:53 GMT

To be a great leader, you need to recognize the most common leadership traits and learn how you can develop those characteristics to fuel your own career advancement.

Throughout history, mankind has always been fascinated by great leaders. Whether in business or geopolitics, inspirational men and women have helped to shape history and economies, seemingly by sheer force of will. And since those leaders have displayed so many different leadership styles, many people have assumed that their ability to lead is an innate quality that they've possessed since birth. The reality, however, is that great leaders may differ in style, but they all share certain leadership traits - qualities that you can cultivate to develop your own leadership abilities.

In this post, we'll explore fourteen leadership traits that all great leaders share in common, and discuss why they are so important for effective leadership. We'll also provide some useful tips that you can use to develop your own personal leadership traits and further your career.

What are leadership traits?

Great leadership traits are distinguishing qualities and characteristics that people demonstrate over time. Thus, leadership traits are those qualities and characteristics that are shared by effective leaders. It's also worth noting that these traits of effective leadership tend to be related to soft skills, since they involve personality characteristics and interpersonal skills. Leaders may possess hard technical skills as well, but those are generally not essential traits that they need to lead their teams and organizations.

Like skills, personality traits for leadership are characteristics that leaders learn and develop over the course of their lives. While there are courses and seminars that can be attended by those who wish to cultivate these traits, many effective leaders have simply developed these characteristics through trial, error and constant usage.

Fourteen powerful leadership traits that you should cultivate

Below are fourteen powerful leadership traits that are commonly found in most of the world's top business leaders. By understanding how these characteristics can empower your leadership, you can more effectively work to adopt them in your business life.

1. Self-management

Great leaders are in control of themselves. That's why you see some of the most powerful men and women in the world seemingly at ease in almost any situation. They know what they want and are capable of managing their own goals and expectations. More importantly, they know how to manage their time and attention to ensure that their goals are reached. By cultivating this sense of self-control in your own life, you can more effectively pursue your objectives in a disciplined way that helps you to avoid undue stress.

2. Vision

Much has been written and said about that whole “vision” thing - and rightly so. The world's top leaders all have the well-cultivated ability to peer into the future and see what their organization will look like in five or ten years. No, they are not fortune-tellers. Instead, they possess a future-focused mindset that understands the need to know where they are going and how to get there. To develop your own visionary abilities, you need to learn how to manage change while still focusing on your long-term goals and ultimate vision of where you want to be at some point in the future.

3. Effective communication

Communication is an essential leadership trait, whether you're leading a small team in a corporate department or a multibillion dollar business enterprise. But communication is not just about talking; it's about knowing when you need to speak and when you should be listening. That type of communicator knows how to use active listening to gather information that can inform their communication strategy at every level. Most of us can benefit from efforts to hone our communication skills and improve our ability to convey information, plans, and expectations.

4. Responsibility

Successful leaders respect power and take responsibility for their use of authority. This commitment to holding themselves accountable extends to being responsible for their own shortcomings and failures. Good leaders also hold themselves to their own rules. This emphasis on accountability and responsibility enables the best leaders to serve as effective role models for their employees, which can be one of the most efficient ways to promote teamwork and a team-centric corporate culture.

5. Resilience

Resilience is the ability to overcome setbacks and continue to move forward toward your goals. Resilient leaders have cultivated an inner strength that enables them to focus on overcoming their weaknesses, developing key skills, and continuing to grow as people and professionals. They understand that failures will occur, but know how to pick themselves up after each setback and learn from the experience. To learn more about how to develop your own resilience and apply it in your career, check out our great article, Use the Resilience Theory to Adapt Your Career .

6. Honesty

Despite the entertainment media's habit of painting business leaders as dishonest cads, reality tells a very different story. For most great leaders, the goal is always to lead with integrity and truthfulness. Why? Because ultimately, every business transaction requires you to build connections with other people. That's true whether you're dealing with subordinates or an important business client; if you have no code of conduct or ethics, then your relationship may as well be built on quicksand.

To become a great leader, you need to focus on developing your integrity - doing what is right and true even when the alternative might provide short-term gain. That integrity is a trait that will serve you well throughout your career and help you to build and cultivate the business relationships that you need to be the best possible leader you can be.

7. Decisiveness

In the end, leadership is always about making decisions. The best leaders are decisive and rarely second-guess their informed choices. When hard situations arise, there isn't usually time to agonize over the decision-making process. Instead, you need to learn to gather as much information as possible, efficiently consider the most reasonable responses to any given problem, and then commit to a decision. That decisiveness will be respected by others, even if you need to eventually modify your decision to correct any flaws in your strategy.

8. Inspiration

Great leaders also possess the ability to inspire others. However, that trait is not just an externally focused characteristic, but an internal one as well. That inspiration is born from within and used by each leader for the type of self-inspiration needed to foster their drive and commitment to success. These people are focused on their goals and self-motivated in a way that enables them to push toward success even when all the odds are against them.

That is also why inspiration may just be the most critical leadership trait of all. If you can develop your capacity for self-motivation, you will possess the one characteristic that will enable you to continue toward your goals until you find the success you seek. That same self-inspiration will also translate into an ability to inspire others, as your team is driven to follow your lead.

9. Adaptability

If you were to compare all of the great business leaders in the world, you would find that nearly all of them share a talent for adapting to changing circumstances. That makes sense, if you think about it. The world is in a constant state of transition, with evolving technology and changing paradigms. Strong leaders understand that they need to continually adapt to changing circumstances if they want to meet their goals. By cultivating your own ability to adapt, you can ensure that you have this critical leadership trait too.

10. Creativity

While there was a time when business leaders seemed to be conservative in their approach to change, today's leaders are usually on the cutting edge of societal advancement. Of course, they have no other choice if they want their companies to be innovative and competitive. Without creativity, these leaders would watch their companies be overtaken by any of the many new startups that seek to challenge them each day. You should foster your own creativity, to ensure that you can keep pace with this ongoing evolution in business too.

11. Empathy

The ability to put yourself in another person's shoes is vital for effective leadership. That's because empathy is one of the keys to developing interpersonal relationships. An empathetic leader can not only understand what you're thinking and feeling, but can convey that understanding to you in a way that inspires you to follow their lead. When you develop your own empathy, you'll find that it's easier to predict how other people will respond to your actions and words.

12. Focus

Strong leadership requires focus. Are you capable of giving your goals your complete attention and ignoring distractions and outside influences that seek to divert you toward unproductive endeavors? If so, then you may already have the focus you need to become a great leader. Leadership-level focus requires something more, however: an ability to use that focus to strategize and analyze how every action will impact your broader plan.

13. Commitment to people

Great leaders are also focused on people. They understand that every human endeavor is ultimately about other human beings. To lead, you must be resolutely committed to your team and to the customers you want to serve. You must focus on clients, vendors, suppliers, and other stakeholders who have an interest in your business success. That commitment can help to ensure that your leadership decisions are always based on doing what's best for the people impacted by your choices.

14. Problem solving

At its core, business is all about solving problems. When you develop a product or create innovative services, you do so because you believe that you have a solution that can solve somebody's problem. Great leadership requires a commitment to problem solving and a willingness to take risks in pursuit of effective solutions. Note that your own problem-solving skills can be helpful, but are less important than your dedication to ensuring that your company is a problem-solving enterprise.

Tips to help you cultivate your own leadership traits

If you want to be an effective leader and join the ranks of the world's great business leaders, you will need to work to cultivate your personal leadership traits. The following tips can help you to get started down that path:

Focus on expanding your knowledge

Make a commitment to lifelong learning to ensure that you're continually adding new skills to your skill set and developing these critical traits of good leadership. Start by writing down your goals and the areas you would like to improve. Then seek out seminars, online courses, or mentors who can help you in those areas.

Work on your communication

All great leaders have to be able to effectively communicate, so that's a great area to start your improvements. Work on active listening and practice your verbal and written communication skills. If necessary, you may even want to take a class or two to help you in these efforts.

Develop a positive attitude

Positive thinking is the key to self-control and inspiration. Practice positivity to ensure that you're always looking for the silver lining in every dark cloud. Over time, this will also help you to develop greater resilience.

Seek out more responsibility at work

It's never too early to ask for more responsibility in your current job. Every journey has to start somewhere, so why not begin with your current role? Explain your developmental goals to your supervisor and see if they can find additional responsibilities that will help you to expand your capabilities.

Showcase your leadership potential on your resume

One of the best ways to become a great leader is to emulate the leadership traits of those who have already achieved that status. Our tips will help you to get started on your own journey to leadership greatness.

While you're here, be sure to get your free resume review . Our resume professionals can help you to make sure that your resume is properly conveying your leadership traits to any potential employer.

Source: https://www.topresume.com/career-advice/these-14-leadership-traits-can-fuel-your-career-success

Benefits of Using Executive Search Over Traditional Recruitment

Sun, 17 Mar 2024 23:49:57 GMT

Executive search is a specialised type of recruitment aimed at locating and sourcing highly-skilled senior management talent for an organisation.

In this guide, we’ll look at how the executive search process works, and the benefits of using it over other recruitment methods.

As high-level executives have crucial responsibilities within the company, like leading teams, making key business decisions, and gaining an edge over competitors, the cost of a bad hire can be high, leading to stalled projects, damaged morale, and even increased staff turnover.

To ensure maximum success with this crucial element of the business, this specialised area of recruitment utilises unique expertise in the sector, in order to find the highest quality candidates.

What is the difference between executive search and recruitment?

An executive search agency will conduct extensive interviews and research with their client to learn exactly what they want, the kind of person they’re looking for, and what they want the new team member to achieve. They will also learn about the client company’s values, ethos, and culture, as these are vital in ensuring a mutually beneficial partnership with potential candidates.

Instead of casting a wide net to find as many qualified candidates as possible, executive search focuses on the best of the best. A typical recruiter might put forward 10 or 20 people for a role, whereas in executive search, they may well submit a single candidate, out of hundreds they’ve spoken to or assessed.

What are the benefits of executive search?

Focus

Unlike a typical recruitment strategy, executive search takes a high-focus approach to a very small number of roles.

After the research phase, the recruiter has a clear understanding of what the company needs and who they need to look for, making the selection process far more specific and granular.

By design, executive search requires proactive engagement, as most of the time the candidates are already employed and not actively looking for a job. As leaders in their fields, these candidates often need more than just an impressive salary in order to consider the role.

This is part of the strength of executive search, in that the recruiter understands what the candidate wants from a role, and the candidates are chosen for their specific experience, traits, and compatibility with the company.

Better match between candidates and company culture

When it comes to executive search, recruiters have to be experts in the field they’re recruiting for. They need to understand the landscape of the sector, what the company offers, where it aims to be in ten years, and how those goals align with those of the potential candidate.

This is how recruiters match the client brief and expectations to the right candidate. It isn’t just about understanding the skills that make certain candidates excel, it’s about understanding them on a personal level, and helping them make the right move for their long-term career.

Over time, the relationship between client and recruiter can prove invaluable when looking for high-profile talent, as the recruiters have developed an exceptional understanding of the brand’s culture, values, and requirements, leading to higher levels of success when placing high-level team members.

Guarantees on delivery

An executive search campaign provides value to businesses by giving them a map of the market, complete with profiles of industry-leading candidates, as well as benchmarking for particular skills, roles, and salaries.

This allows smarter decision making, and a more informed approach to where talent can be sourced. High-performance candidates often have a wealth of transferable skills, and the right fit for an organisation may not be immediately obvious.

But a good recruiter can see the potential for compatibility in different candidates, and thanks to their expertise can deliver on very specific and exact requirements for a role.

It can be easy for organisations to fall into the trap of recruiting similar people as the previous team member, but executive search firms often excel at finding people who will help the business to grow and evolve in new ways, understanding what the client needs, and who can deliver. This way, executive search can guarantee results, even for very difficult roles to hire for.

Deeper candidate pool

An executive search firm will have extensive knowledge of board directors and senior executives across the industry, allowing them to tap into a considerable pool of top executive talent.

While the pool for executive search is naturally smaller than for more generalised recruitment projects, the pool for a given role can have surprising depth, with candidates weighing up every element of the job to see if it’s really the right fit for them.

This is why the additional attention to detail and personality that is innately part of executive search is so important, as it allows for a deeper match between candidate and role. The process is often far longer and more detailed than typical recruitment for this reason, with the candidate being fully immersed in the finer details of the role and organisation before they make their decision about whether to pursue the opportunity.

It’s this level of dedication that leads to successful candidate placement with long-term satisfaction on both sides.

Higher quality of candidates

If a company is looking to grow and improve, and to do so at speed, executive search is often more valuable than a traditional widespread recruitment campaign. One great senior leader member can empower an entire team, improve processes, and bring in new business.

To enable this kind of rapid transformation, executive search only focuses on candidates who are experts in their fields, with clearly proven leadership and team-building skills, who can walk into a role and start producing value from day one. These candidates take on essential responsibilities that have a direct effect on the company’s growth and success.

This is why executive search can often drive growth at higher levels than a more widespread recruitment campaign.

Executive search is a way for businesses to transform how they work, and to improve their overall culture with just a few strategic hires. If you’re interested in learning more about executive search , get in touch today.

Read about how businesses can attract top engineering talent , or learn about how boosting self-esteem at work can help productivity .

Source: https://blog.v-hr.com/blog/benefits-of-using-executive-search-over-traditional-recruitment?

7 talent management trends to watch in 2024

Sun, 17 Mar 2024 23:49:55 GMT

Employers and HR leaders across nearly every industry this year have faced sweeping layoffs , vocal protests against return-to-office policies and employee angst—and excitement —about rapid advancements in artificial intelligence, particularly job-altering generative AI.

To help HR prepare for 2024 amid these persistent concerns, industry experts from McKinsey, Carnegie Mellon, WorldatWork and the Talent Board have identified seven trends in talent management —from EX to engagement, retention and the generational makeup of the workforce—that will shape the workplace in the year ahead.

Here’s a look at the trends.

HR Trends 2024: More roles for recruiters

The past year “has been rough” in recruiting, both the industry and the profession, Kevin Grossman, president of the Talent Board, tells HRE. Doing recruiting work was hard as the labor market tightened, and many talent acquisition professionals, especially in technology, lost their jobs in 2023, he says.

Kevin Grossman, Talent Board

TA roles in healthcare, hospitality, retail and some other industries were more resilient last year. In 2024, however, across industries, recruiters should have more job security because hiring strength and stability are improving, he says.

The Talent Board asks employers every month whether they are hiring and whether they are increasing the size of their recruiting teams. “There’s been an uptick in the ‘increase’ answers and responses,” Grossman says. “It’s still a small percentage overall, but it’s not going down.”

The Bureau of Labor Statistics is projecting similar numbers. Total employment is expected to increase at a 0.6% annual rate, reaching 160.3 million jobs in 2024, the BLS stated in a report .

More local hiring

Many companies are returning to the pre-pandemic practice of preferring to hire locally rather than considering the global talent pool, says Robert Kelley, professor of management at Carnegie Mellon University’s Tepper School of Business.

Robert Kelley, Carnegie Mellon University

In his conversations with employers, “A lot of C-suite executives are saying if employees won’t come back to the office, we’ll just hire someone else [locally],” he says.

Kelley advises against this strategy, however. “If you want to go after the best talent,” he says, “then you have to go for a global recruiting strategy and not just a local one.”

A global strategy also can reduce employer costs. For example, a data scientist in the U.S. earns about $96,000 per year, compared to $11,000 in India, according to a recent LinkedIn post by Sadiq Sayani, a chief operating officer at IT outsourcing company ArcPoint Global.

Power shifts

HR trends 2024: Employees speaking up

Employees made their voices heard this year in many ways, including with strikes and letters to their boards and CEOs . Next year, as the presidential election season heats up with primaries, party conventions and ultimately, the Nov. 5 election, experts predict that employees will continue to speak up about political and social causes. As a result, employers that previously took neutral stands on workplace discussions of politics, sex and religion need to be prepared to engage in these discussions, Kelley advises. It can hurt an employer’s ability to recruit and retain workers if they don’t, experts say.

“We’re clearly seeing a trend where employees want their employer to bet on certain issues,” Kelley says. “And if they don’t, there’s [vocal] backlash.”

RTO conflicts to continue

The U.S. economy and workforce are still adjusting to the aftermath of the COVID-19 pandemic, Kelley says. Most recently, that centered around returning to offices: C-suite executives want it, and employees do not.

“It’s set up an unhealthy dynamic,” he says. “I don’t think that’s been settled yet, and I think it will continue into 2024.”

In May, for example, Amazon employees walked out in protest of the retail giant’s three-day-a-week mandatory return-to-office policy, calling for a flexible office policy. The company responded with an enforcement policy stating employees could be fired for not complying . The e-commerce behemoth is not alone. Other companies are also instituting RTO enforcement policies that can lead to termination.

More unionization

Several unions, including the high-profile United Auto Workers, Writers Guild of America and SAG/AFTRA, scored major victories this year after lengthy strikes.

Scott Cawood, WorldatWork

Seeing that, “one might expect organized labor interests to keep their foot on the gas pedal and push for further gains,” predicts Scott Cawood, CEO of WorldatWork, a non-profit organization for total rewards professionals.

The conflict arising around return-to-office policies, some industry experts say, also could drive unionization among white-collar workers .

Managing the workforce

HR trends 2024: Skills architecture to accelerate

The development of skills architectures will increase next year, Katy George, chief people officer with McKinsey & Company, tells HRE, because of their promise to help employers both hire external candidates and promote internal candidates based on their skills.

“Most organizations are moving toward some type of skills architecture,” she says . “I think it’s exciting, but it’ll be a multi-year transformation for companies and organizations.”

Katy George, chief people officer for McKinsey

Boeing, Walmart and IBM are among the large employers already using a skills-based approach to hiring . All three have removed requirements for college degrees for certain job postings, according to a McKinsey report , to expand their talent pool and attract more diverse candidates.

In the U.S., job postings that required a bachelor’s degree or something higher for college-level jobs dropped 3.9% between 2017 and 2022, according to a BCG report . Employers instead are giving more weight to boot camps and on-the-job training as viable avenues to build skills.

Companies are also focusing on building internal marketplaces that contain employee skills and career aspirations to help match workers with open positions.

Gen Z influence to grow

Gen Z is poised to overtake the number of baby boomers who hold full-time jobs in 2024, according to a Glassdoor report . And by 2025, Gen Z is expected to account for more than a quarter of the workforce, says Blair Ciesil, senior partner with McKinsey & Company.

Blair Ciesil, McKinsey

Psychological safety, a sense of purpose and belonging, and caring leadership are all important to this generation of employees, she says.

“These [concepts] are all going to be something big to consider when we think about the messages to help differentiate career opportunities for Gen Z and also how we develop that talent,” Ciesil says.

Source: https://hrexecutive.com/7-talent-management-trends-to-watch-in-2024/

How to foster team performance with agile project management techniques

Sun, 17 Mar 2024 23:25:00 GMT

In modern online, offline, on-site, and remote workplaces, there seems to be a plethora of ways to manage your employees and their work. Building and maintaining a performance-driven, inclusive work environment isn’t easy, and a significant part of that is managing your projects to maximize culture, efficiency, and happiness throughout.

While there are also many methodologies that you can use to run successful projects from inception to completion, today we’ll be focusing on Agile project management. This methodology is a proven way to take good care of your people, your customers, and the product itself throughout the project. Here’s everything you need to know.

What is Agile project management?

Agile project management is a process and a methodology derived from the Agile methodology in software development . Agile project management uses the core principles of Agile to ensure smooth team management and collaboration and continuous improvement throughout the project while staying within budget and project scope.

While it draws inspiration from Agile, it’s important to note that Agile project management can take many forms based on unique business requirements. That said, the key concepts and pillars we’ll be talking about today remain the same.

Agile project management puts a high emphasis on the people and their needs. This is why business leaders use Agile change management to bring greater flexibility and seamless change to the organization as a whole.

Taken down to the project level, Agile uses people, working software, and feedback to create a performance-driven work environment for all. This allows for continuous testing, reducing the risk of error and ensuring that the team rolls out the best product possible.

Here’s what that means in practice.

Utilizing the people-first approach

First things first, it’s important to keep in mind that Agile project management prioritizes people over tools and processes. This means that to build high-functioning teams for your projects, you first need to surround yourself with the right people.

Choosing the right people for your projects and tending to their needs relative to the project requirements is the first step to efficiency and collaboration. But don’t worry—the tools, software, and processes will soon follow suit.

Focusing on the talent first allows you to build your project scopes, workflows, and processes based on your human resources and outsource talent requirements if necessary.

Agile project management is a good choice when you’re managing remote teams , as you can set the processes and policies for global outsourcing and managing workers abroad. Given the high availability of global remote talent nowadays, this creates a golden opportunity to bring the best of the best to your project.

One of the best examples of Agile adoption comes from the tech giant, Philips. The company adopted Agile work, software development, and project management methodologies to help remove bureaucracy and implement a culture of continuous progress.

With numerous changes to its management structure and significant changes to its processes, using Agile allowed Philips to ensure faster product development, increase quality and workflow, and minimize errors.

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Focusing on the needs of your target audience

In the same way, it focuses on the team's needs and the project's talent requirements, Agile project management emphasizes the customers. These are the end-users of your products and services, and that’s why their needs, goals, and ultimately feedback are essential for the success of your projects.

Whether you’re developing new products or services or if the project is all about reinventing your employer brand , focusing on your target audience will be the key to success. The way to do this is to continuously research and stay on top of the trends in your market and to monitor the chatter around important topics and conversations in your niche.

This will ensure that your project managers and your teams are constantly in the loop and are able to pivot and optimize their processes if necessary. You want the agility to make changes along the way to suit your target audience while staying within project parameters and budget.

Leveraging the right software

Once you have chosen the right people and set up the processes to collect data and feedback from your target audience, you can integrate the right tools for every job. Good software is the foundational pillar of Agile project management, and it’s crucial to empower your employees to do better work while maintaining a work-life balance.

Nowadays, software is a key element of a good work-life balance because it allows your team members to be more efficient while spending less time on repetitive tasks. Instead, they can focus on collaboration and the more complex tasks that drive the project forward.

The first step here is to make your digital work environment and your tools and applications accessible to all employees. Whether your people work in-house or remotely, you can deliver a centralized work environment with a DaaS (Desktop as a Service) solution to enable all teams to collaborate seamlessly on every project.

Aside from collaboration, it’s essential to ensure every team has access to the tools they need, especially from which they’ll extract meaningful data and share progress. Efficient communication is also important, so make sure that your centralized communication tools can support all teams and cross-department collaboration.

Continuous improvement through feedback

As we mentioned briefly, continuous improvement is one of the foundational pillars of Agile project management simply because you need feedback for incremental progress. You can’t hope to keep the project going day by day and make progress without collecting input and data from your teams or your customers.

Keep in mind that you can trial the services and products you’re developing with a select audience and use this to collect vast amounts of data for your project teams. That, coupled with the feedback you collect from your team members, will give you plenty of insight into how you need to steer your project to stay on budget while achieving the best possible results.

Moreover, remember that feedback is a two-way street and that you also need to give constructive feedback to your employees to keep the project on the right track.

Post-project analysis and optimization

Upon project completion, you might think that your work as a project manager is done, but that’s where Agile project management has one more task for you. One of the biggest strengths of Agile in the software development world is that it emphasizes post-launch analysis, feedback, and optimization.

This means that in the project management world, you have the opportunity to assess the finished project from start to end and even collect post-project feedback. Why? Because you want to improve your processes, your software, and your teams for future projects.

Collect data from your teams as well as your target audience, analyze every stage of the project, and generate insights that will drive efficiency and innovation in your company.

A great example is JP Morgan Chase, which used Agile methodologies to improve product development while maximizing its onboarding and training budget. The banking giant used Agile to develop new legacy systems and platforms and leveraged Agile project management to create efficient IT processes and workflows. This also allowed for faster application deployment and better functionality on site.

Over to you

Agile project management is an effective way to take everything that makes Agile work in software development and use it as a recipe for success in your company. When it comes to managing your people, in-house and remotely, and efficiently taking projects from inception to completion, Agile seems to be the way to do it right. Be sure to use these tips to take your business forward in 2023 and beyond.

Source: https://recruitee.com/articles/agile-project-management-techniques

5 Tips to Celebrate Employee Success and Improve Retention

Sun, 17 Mar 2024 23:24:57 GMT

Engaged and motivated workers are key to a company’s success. Prioritizing recognition and celebrating the achievements of in-office and remote teams can boost employee morale and improve collaboration, which can increase job satisfaction and retention.

According to a Robert Half survey of more than 300 hiring managers who work in the administrative and customer support fields in the U.S., their greatest challenges are:

Hiring and training staff (20%)
Adopting new technology and tools (20%)
Employee engagement and productivity (17%)
Retaining valued employees (14%)
Managing support requests/workloads (14%)
Managing customer expectations (12%)

Leaders also told us where they are investing and increasing spending to improve customer service levels:

Training and tools to help employees optimize technology (64%)
Leadership training for managers (62%)
Mentoring or coaching for individual contributors (54%)

5 ways to show your gratitude

Celebrate important milestones. Hold a virtual or in-person celebration to recognize achievements. Arrange for treats to be delivered to virtual participants.
Publicize it. Acknowledge employees’ contributions in a certificate or an email and copy key executives. Feature top performers in the company newsletter for more exposure.
Give the gift of time. Consult with your HR and legal departments for this one, but if approved, encourage team members to log off early on a Friday to show your appreciation for their efforts and offer additional time off or extra vacation days for jobs well done.
Provide new opportunities. Ask employees to mentor others and introduce new leaders to management. Promote from within and encourage team members to pursue growth opportunities in the company.
Offer a monetary reward. Award a one-time bonus or financial incentive to individuals or teams who meet specific goals or metrics.

23 Surprising Stats on Candidate Experience – Infographic

Wed, 28 Feb 2024 02:57:15 GMT

Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly. We surveyed 1200 professionals to find out why.

We asked 826 job seekers and 374 HR professionals on their thoughts on the State of the Candidate Experience, focusing on each stage–from the application, notification, and beyond– and we found several disconnects between what candidates expect and what employers deliver in the applicant process. The infographic below follows the applicant journey, revealing surprising stats, and the risks and opportunities they present today’s employer brands .

23 Key Results of the CareerArc Candidate Experience Study

(Highlight to Tweet any stat below.)

Nearly 60% of candidates have had a poor candidate experience.
72% of those candidates have shared their bad experience online or with someone directly.
60% of employers have read at least one piece of online negative feedback about their applicant process.

The Application

While the typical candidate spends about 3-4 hours preparing and submitting one job application , the typical employer spends less than 15 minutes reviewing that application .
Nearly 60% of candidates spend at least 1 hour just on research and preparation before they even starting the online submission process.
70% of employers believe candidates spend only 1 hour or less in researching, preparing for, and submitting their job application.

The Notification

65% of candidates say they either never or rarely receive notice of the decision made on their application from an employer.
Of those that do receive notification, 51% say it takes 1 month or more.
When they don’t hear back from employers, 85% of Job Seekers doubt that a human being has even reviewed their application .
Applicant Screening Software: Nearly 40% of employers rely on technology that pre-screens and/or pre-selects Candidates based on the data they’ve submitted.
The 62% majority of employers who use applicant screening tools admit that some qualified candidates are likely being automatically filtered out of the vetting process by mistake.

How Candidates Respond

Candidates who are NOT informed of the status or decision of their application are 3.5x less likely to re-apply to that company that declined them.
72% of candidates who have had a poor candidate experience report having shared that experience online on an employer review site or social site, or directly with a professional or personal contact.
About 60% of employers have read at least one piece of online negative feedback about their applicant process.
While 12% have searched and never found negative reviews, the remaining, 28% have never checked to see if negative reviews exist.
Only 1 out of 4 employers regularly request feedback directly from candidates on their experience.

What Employers Should Improve Most

Candidates rated “Timely Follow Up on Application Status” more important than a “Well-Designed Career Site” or a “Mobile-Supported Online Experience.”
60% of candidates say “Better Communication throughout and after the applicant process,” would make the most positive impact.
All the while, 55% of employers think candidates want a better online application or interview process.

How Employers Improve and Invest in Candidate Experience

99% of employers believe enhancing the candidate experience–for those they hire and decline–could help enhance and protect their employer brand, with 80% of Employers believing it would be Very or Extremely Impactful.
Only 46% of employers report making regular improvements to the recruitment processes (at least every six months) that would affect candidate experience. (Refresh technology, enhance branding, decrease/increase steps in candidate process, etc.)
1 out of 5 employers don’t know how regularly they make improvements to the candidate experience.
72% of employers have invested, or plan to invest, more resources to improving the candidate experience in the next year.

Key Takeaways for Employers

“This survey reveals a critical blind spot employers have when it comes to candidate experience, and that is the experience of the declined candidate. In this tightening labor market, companies can no longer afford to overlook this vocal majority of applicants who didn’t get the job, but simply expect to be acknowledged. This presents a tremendous opportunity for employers who recognize the need to reframe the rejection process, improve on candidate care, and prioritize the needs of all applicants today so they return to reapply tomorrow.” – Robin D. Richards, CEO, CareerArc

It’s time to Reframe Rejection

Considering all the talent acquisition processes that have evolved in the past few decades, it’s interesting to think that the way in which companies reject job candidates has remained fundamentally unchanged. However, the companies who are making an effort to enhance the experience for all candidates recognize that the labor market has changed and will only grow more competitive, and the talent, more scarce.

Employers need to consider reframing their rejection process if they want to keep their brand intact in a vocal and competitive talent landscape.

3 Steps to Delivering a Better Candidate Experience

Acknowledge each person behind the application by letting them know your decision. For larger companies, notification systems should be automated, but make sure the rejection notice is not robotic – craft the message well to reflect your brand.
Give them more than a Thank You note. Re-engage them with future job opportunities that help keep them in your talent pipeline and community.
Give them career assistance support , like CareerArc Candidate Care, that will help them find their next job, faster, even if it’s not immediately with your company. Nearly 3 out of 4 candidates said a product offer like CareerArc Candidate Care , a platform which assists candidates in their continued job search, would make a positive impact on their perception of an employer that declined their application.

Source: https://www.careerarc.com/blog/candidate-experience-study-infographic/

36 Internal Interview Questions To Ask Internal Candidates

Wed, 28 Feb 2024 02:44:02 GMT

When it comes to interviewing internal candidates, you need a different set of interview questions. For internal interview questions, the focus shifts from assessing basic qualifications and cultural fit to evaluating the candidate’s performance within the organization and their potential for growth.

According to LinkedIn’s Workplace Learning Report, helping employees advance in their careers improves retention and organizational agility. Employees who made an internal move within their company have a 75% chance of staying with the company after two years of employment.

Employees who move into new jobs internally are 3.5 times more likely to be engaged employees than those who remain in their current positions. L&D leaders agree it is less expensive to reskill an existing employee than to hire a new one, so promoting people costs less than hiring new employees.

What is an internal interview?

Internal interviews are different from those conducted for non-employees. Though both interviews would ask about the candidates’ skills and experiences, HR would use a different approach when interviewing current employees.

Unlike external applicants, employees have insider information. They already know about the ins and outs of the company, its policies, and its culture. Most likely, they also know the hiring manager or the person they would work for if they get the role. The interview would also be less formal since the applicant and interviewer work for the same company.

In the next section, we will present 37 internal interview questions you could ask to understand whether your existing employee is the right for the role you are hiring for.

36 internal candidate interview questions

Interview questions for internal candidates are more specific than those for external applicants because HR could share more organization-specific details. For example, if the company is hiring a new manager to launch a new line of business, it would mention specific campaigns or confirm the hiring manager who will work directly with the candidate should that person be selected.

Recruiting the best candidate for the role requires asking the right questions, whether they are an internal or external candidate. It’s about discovering their abilities, skills, motivation, and behavior. The combination of questions can help recruiters review and choose the best individual for the position.

Leadership questions

Internal promotion interview questions are vital when recruiting for managerial roles to ensure they can manage teams and projects successfully. Candidates must know how to prioritize tasks, make quick and effective business decisions, and properly handle conflicts within the group.

Questions to ask

1. Describe your leadership style.

2. How do you handle conflicts among team members?

3. What are your achievements in your current managerial role?

4. What are your strengths and weaknesses as a leader?

5. How do you plan to improve your leadership skills?

6. Tell us about a time you’ve made a wrong leadership decision. What are the consequences, and how did you address the mistake?

7. In your opinion, what does it take to become a successful leader?

8. What do you think are the challenges you’ll encounter as a manager, and how do you plan to tackle them?

9. Why should we hire you for this position even if you don’t have previous managerial experience?

Even if the applicant doesn’t have previous leadership experience, you could throw in scenario-based questions to gauge how they will lead the team if selected. When interviewing for management positions, consider the position’s responsibilities, challenges, and organizational culture. Frame your questions to align with these factors.

HR tip

During the interview, focus on the leadership competencies of the applicant. Assess their ability to lead, motivate, and inspire team members. Ask them how they make business decisions and solve problems to see if they match the leadership qualities required by the role. Also, HR should assess the candidate’s strategic thinking and vision. As a leader, they should be able to see the big picture, set goals, and implement initiatives to achieve them.

Questions on motivation

Motivation questions help recruiters understand the candidate’s purpose, engagement, and commitment to achieving goals. It also helps determine how they react when faced with challenges and pressure. People who are motivated for the wrong reasons won’t experience long-term success in their roles.

Questions to ask

10. Why are you interested in becoming a manager?

11. What are your short-term and long-term goals?

12. How do you stay motivated when faced with setbacks?

13. What motivates you to grow professionally?14. How do you encourage and inspire others to give their best?

15. What motivates you to excel at work?

HR tip

The candidate’s motivation should not only be limited to individual goals but also cover their enthusiasm towards the company’s future. Asking the candidate’s long-term goals allows HR to see if they intend to grow with the company. Their answers illustrate their mindset, helping HR assess their suitability for the internal role.

Find out if the candidate shares the same values as the organization. Research says that employees who share the same values as their employers are keener to stay longer.

Behavior questions

Behavior is critical to evaluating whether an individual fits the job. Your best predictor of future behavior is past performance in a similar situation. A clean track record within the organization indicates they will also do well in other roles, i.e., they have not committed any office misdemeanor or displayed offensive behavior.

Questions to ask

16. Describe a time here at x company when you had to make a hard decision that affected your career significantly.

17. Here in x company, can you share your most recent challenge with us? What was it about, and how did you overcome that challenge?

18. In x project, what was your role, and how did you contribute to its success?

19. Can you share a recent situation where you demonstrated strong leadership skills?

HR tip

Evaluate the candidate’s ability to manage obstacles and make effective decisions by asking questions that showcase their problem-solving skills. For instance, you could ask, “Tell us about a time when you had to make a critical decision under pressure from your boss or client. How did you approach the situation, and what was the outcome?”

Check if the candidate is capable of adjusting to changes. For example, if they are in a situation where they need to learn a new skill quickly, pose a question like “Can you share an example of a time when you had to learn a new technology or process fast to meet project deadlines?”

Collaboration questions

The emergence of remote work has made collaboration critical in ensuring smooth workflow. Interview questions about collaboration should reveal the candidate’s ability to work effectively with others, contribute to a team environment, and build positive working relationships.

Questions to ask20. How do you create a collaborative work environment in your current role?21. Share an experience where you had to collaborate with a difficult team member.22. Tell us of a time when your collaboration with another employee resulted in a successful outcome. 23. How do you handle changes in project scope or team members while collaborating?24. How do you ensure everyone contributes to their full potential?25. What are some approaches you take when collaborating with others?

HR tip

Collaboration involves effective communication. Ask questions to gauge the candidate’s communication style and interactions with others, e.g., “How do you ensure clear communication between you and other team members?”

Also, check if the candidate considers collaboration essential in creating a successful work relationship. Ask them to share what they’ve learned from collaborating with others. e.g., “Can you share an instance when you received constructive feedback from a collaboration? How did you take the feedback to improve your work?” This question will help HR discover if the individual prefers collaboration or working independently so they can be designated in roles where they’ll be more successful.

Questions on contribution and achievements

Achievement questions assess the candidate’s understanding of the company’s goals and objectives and ability to align their performance with overall strategy. It also demonstrates their dedication to the company’s success.

Questions to ask

26. Describe a successful project in which you initiated or played a significant role.

27. Share when you went the extra mile in your job to exceed customer expectations or pacify an angry client.

28. How have you contributed to the success of your current team?

29. Can you share a specific instance where you identified a problem or challenge and developed a solution that improved the company’s operations or processes?

30. Can you describe when you received positive feedback from a customer or manager based on your work?

31. How have you measured your accomplishments and tracked your progress in achieving your goals?

32. How have you used your experience and knowledge to contribute to the company’s growth and success?

HR tip

When interviewing applicants for managerial positions, ask them about their contributions to leading teams or projects. You can ask, “Describe a time when you led a project or a team. What were your achievements?” If their resume indicates winning awards and recognitions validating their accomplishments, you can inquire, “Tell me about the xxx awards you received from our recent employee recognition event. What was it all about?”

Scenario-based questions

Scenario-based questions evaluate problem-solving skills and the candidate’s ability to manage complex workplace concerns. Candidates could share details of the typical challenges they could face at work and how they plan to tackle them.

HR professionals and hiring managers can better understand a candidate’s skills, competencies, and suitability when using behavior-based questions in job interviews.

Questions to ask

33. How would you deal with a team member who cannot meet a deadline?

34. How would you maintain a positive relationship with a customer who has made several unreasonable demands?

35. When asked to take on a task outside your job scope, what would you do to learn the knowledge and skills to perform the tasks correctly?

36. When you face budget cuts that affect your team’s resources, how would you make adjustments to ensure you still deliver on your tasks?

HR tip

Use the STAR method with scenario-based questions: Situation, Task, Action, and Result). This method provides a comprehensive answer from the candidate by describing the scenario or context, their role, actions, and the outcomes. The STAR method also allows HR to glimpse how the candidate thinks and would approach a particular scenario, regardless of their prior experience. For example, “Can you give me an example of a challenging situation you worked on (situation), what your responsibilities were (task), how did you handle it (action), and what results did you achieve (results)?”

Internal interview tips for HR

Conducting internal interviews is no different than interviewing applicants from outside the organization. Here are 5 tips for HR professionals when interviewing internal candidates:

Review the candidate’s current performance and contributions: This includes understanding their strengths, weaknesses, and how they have grown in their current role. Performance evaluations help HR professionals decide whether the candidate’s abilities and experiences match the job requirements. Past performances also help identify areas of development and measure potential growth within the organization.
Avoid bias or favoritism based on your existing relationship with the candidate: You should not give a particular candidate preferential treatment just because you know them personally. The company risks overlooking the most qualified candidate when personal relationships interfere with hiring decisions. Objective evaluation guarantees everyone a fair and equal opportunity to compete.
Prepare for the interview: Understand the job requirements; the new role’s responsibilities, expectations, and qualifications. Familiarize yourself with the candidate’s responsibilities and achievements. Personalize your interview questions to cover the candidate’s current and future work environment and visualize their fit for the position.
Encourage open communication and feedback: Don’t limit yourself to close-ended questions. Ask open-ended questions so candidates can express themselves more comprehensively and elaborate on their experiences and knowledge. Listen actively by responding. Ask clarifying questions to avoid misunderstandings. Encourage candidates to ask questions or share feedback to show you are open and willing to address their concerns.
Follow up: After the interview, inform candidates of what’s next. Update them on the hiring timelines. And don’t forget to thank them for their interest and effort, even if they were not selected for the position. Maintain positive relationships by giving them feedback on what they can improve so they don’t hesitate to apply for future roles.

Key takeaway

Internal interview questions are job interview questions HR asks internal candidates. HR conducts internal interviews with employees interested in applying for new roles.

Internal interview questions should cover leadership, motivation, behavior, scenario-based, collaboration, contribution, and achievement topics to help recruiters evaluate whether the internal candidate fits the position. Just like recruiting external candidates, HR should review the candidate’s performance, avoid favoritism, promote open communication, and follow up to ensure a successful internal hiring process and a positive candidate experience .

Source: https://www.aihr.com/blog/internal-interview-questions/

Beyond The Perks: How To Boost Employee Engagement With Meaningful Work

Wed, 28 Feb 2024 02:43:55 GMT

As competition for top talent increases, companies seek ways to attract and retain employees. While perks and benefits are important for employee satisfaction, more are needed to sustain high levels of employee engagement.

Organisations recognise the importance of meaningful work in creating a productive workforce. We will explore the concept of meaningful work and its psychological benefits and discuss effective strategies to boost employee engagement through meaningful experiences.

Defining meaningful work and differentiating it from perks

Before delving deeper into creating meaningful work experiences, we must clearly understand what we mean by “ meaningful work .” Meaningful work is more than just a job description or a set of tasks. Work provides employees with a sense of purpose, fulfilment, and connection beyond simply earning a paycheck. It also contributes to personal growth, development, and societal impact.

Meaningful work creates a sense of identity, self-worth, and purpose, which drives employees to work harder, smarter and produce better results. Organisational research has shown that employees who find meaning in their work are more committed, productive, and less likely to leave the organisation.

Moreover, meaningful work involves the entire work experience, including the organisation’s culture, environment, leadership, and values. Employees must feel that their work is valued, their contributions matter, and they have a sense of ownership over their work. This sense of ownership fosters accountability, encouraging employees to be more proactive.

In contrast, perks and rewards are temporary satisfactions that may offer short-term happiness but do not contribute to an employee’s sense of fulfilment or purpose. Perks may include things like free food, gym memberships, and flexible work hours, among others. While these things are important to employees, they provide a different level of engagement and motivation than meaningful work.

To create meaningful work experiences, organisations need to focus on establishing a sense of purpose, providing growth and development opportunities , fostering a positive work culture, and recognising the value of employees. These elements contribute to a sense of fulfilment and purpose that cannot be achieved through perks alone.

The psychological benefits of meaningful work

Engaging employees in meaningful work can yield numerous psychological benefits beyond mere job satisfaction. Some of the benefits that employees experience in finding purpose and meaning in their work are:

A sense of fulfilment

Meaningful work provides individuals with a sense of fulfilment, which boosts morale, productivity, and overall well-being. When employees feel fulfilled by their work, they are more likely to be engaged, proactive, and motivated.

Reduced stress and burnout

Meaningful work helps reduce stress levels and prevents burnout by giving employees a sense of control and reducing the likelihood of monotony. Employees engaged in work that is meaningful to them are less likely to suffer from burnout and fatigue.

Improved work performance

Employees who find meaning in their work are likely to perform better. They are more likely to take up tough challenges, produce higher-quality work, and look for ways to improve their skills.

Increased job satisfaction: Meaningful work leads to increased job satisfaction, essential for employee retention. Satisfied employees are more likely to be retained by their current employer, reducing the cost of turnover.

Enhanced loyalty

Employees engaged in meaningful work are likely to be loyal to their organisation. They feel a deeper sense of connection and will likely remain committed to the company’s mission and values.

Creating meaningful experiences

To promote meaningful work experiences , organisations must ensure employees feel they are adding value to something bigger than themselves. This can be achieved by creating a purpose and value for the organisation and how each individual’s role fits into the broader picture. Below are some strategies that can help create more meaningful work experiences:

Clearly communicate the organisation’s mission and values

Organisations should clearly communicate their mission and values to employees at all levels of the organisation. This will help employees understand the impact of their work on customers, society, or the organisation’s goals.

Provide opportunities for professional development

Providing employees with training and development opportunities can help them gain skills and knowledge that can help progress their career development goals and contribute to the organisation’s success. Employees who feel they are growing professionally are likely to feel engaged in their work.

Encourage cross-functional collaboration

It can help employees understand how their work impacts other departments and how they fit into the organisation’s broader goals. When employees work towards a common goal as a team, they feel a stronger sense of connection to the organisation.

Assign tasks based on employee interests and strengths

Allocating tasks that align with their interests and strengths can help create a sense of ownership and investment in their work. Employees who feel they are working on tasks that are meaningful to them are more likely to be engaged and productive.

Recognise employees for their contributions

Recognising and rewarding employees for their contributions is essential to creating meaningful work experiences. It shows employees their work is valued and appreciated and helps foster a positive work environment.

By creating a sense of purpose and value for the organisation, employees become more invested in their work and feel a stronger connection to the organisation. They are more likely to take ownership, be proactive, and go the extra mile. This, in turn, leads to increased productivity, better work quality, and enhanced employee satisfaction.

Cultivating a collaborative environment

Collaboration is a key aspect of fostering meaningful work experiences. It involves working together towards a common goal and leveraging each other’s strengths to succeed. When employees collaborate, they feel a sense of belonging, shared accomplishment, and are more invested in their work. Here are some ways organisations can cultivate a collaborative environment:

Promote open communication

Open communication is critical for effective collaboration as it facilitates sharing of ideas and feedback. Organisations should encourage open communication at all levels of the company by promoting transparency, active listening, and constructive feedback.

Create cross-functional teams

Cross-functional teams bring together employees from different departments and areas of expertise to work on a shared project or goal. This promotes collaboration, encourages knowledge-sharing, and helps break down silos within the organisation.

Provide platforms for idea-sharing

Providing platforms for idea-sharing, such as brainstorming sessions, workshops, or online forums, can help employees share their thoughts, opinions, and ideas. This fosters creativity and innovation and encourages out-of-the-box thinking.

Recognise and reward collaboration

Organisations should recognise and reward employees demonstrating collaborative behaviour. This conveys that the company values teamwork and motivates employees to work together towards common goals.

Encourage diversity and inclusivity

Diversity and inclusion are essential for collaboration as they bring together people with different backgrounds, perspectives, and experiences. This fosters an environment where employees feel valued, respected, and appreciated, which fosters collaboration and innovation.

By cultivating a collaborative environment, employees become more motivated, engaged, and invested in the success of the team and the organisation. Collaboration facilitates knowledge-sharing, encourages creativity and innovation, reduces conflicts, and enhances productivity. It encourages a positive work culture that values teamwork and fosters employees to work together towards common goals.

Empowering through autonomy

Empowering employees to take ownership is critical to creating meaningful work experiences. Providing autonomy and independence allows individuals to make decisions, exercise their creativity, and take responsibility for the outcomes. This leads to a sense of control, fulfilment, and accomplishment.

Here are some ways organisations can empower their employees through autonomy:

Encourage decision-making

Encouraging employees to make decisions and take ownership of their work gives them a sense of control over their tasks. Leaders should provide guidance and allow employees to make choices and express their ideas.

Provide resources and support

Empowered employees need resources and support to succeed. Organisations should provide employees with the necessary tools, resources and training to do their jobs.

Set clear expectations

It is essential to set clear expectations for employees regarding their roles, responsibilities, and goals. This ensures employees understand their expectations of them and allows them to accomplish those goals in their own way.

Foster creativity and innovation

Empowering employees to be creative and innovative can lead to new ideas, processes, and solutions. Organisations should encourage employees to take risks, try new things, and think outside the box.

Provide feedback and recognition

Employees who feel empowered need feedback and recognition to stay motivated and engaged. Regular feedback on performance, recognition for accomplishments, and career growth opportunities help employees feel valued and appreciated.

Employees feel valued and respected when they have a sense of control and are trusted to make decisions. This empowerment fosters a sense of ownership and accountability, leading to increased engagement and productivity. Empowered employees are more likely to take ownership of their work, be proactive, and go above and beyond expectations. They are also more likely to feel fulfilled.

Analysing areas of disengagement and prioritising improvement

To enhance employee engagement, organisations need to identify and address areas where employees may feel disengaged. Regular feedback and employee surveys can help pinpoint these areas and guide improvement efforts. Here are some steps that organisations could take to analyse areas of disengagement and prioritise improvement:

Conduct employee surveys

Employee surveys can provide valuable insights into areas where employees may feel disengaged. Surveys can cover various topics, such as job satisfaction, workload, communication, and career growth opportunities.

Analyse data

Once the survey results are in, it’s essential to analyse the data to identify patterns or trends. This can help pinpoint specific areas of concern, such as a lack of training and development opportunities, poor communication, or issues related to work-life balance.

Prioritise improvement efforts

With the data analysed, it’s time to prioritise improvement efforts based on the areas of concern identified. This might involve providing additional training and development opportunities, reevaluating job roles, addressing concerns related to workload or work-life balance, or improving communication channels.

Take action

Once areas of concern have been identified and improvement efforts prioritised, it’s time to take action. This might involve providing additional resources, implementing new policies or procedures, or promoting greater flexibility in the workplace.

Monitor progress

Monitoring progress regularly is important to ensure the implemented strategies have the desired impact. This might involve conducting follow-up surveys, tracking productivity and performance changes, or soliciting employee feedback.

By addressing employee disengagement proactively, organisations can create an environment that nurtures meaningful work experiences. Employees who are engaged would be more likely to be productive, motivated, and invested in their work. Turnover is also likely to reduce saving costs for the organisation.

Establishing a clear purpose and recognising value

To create meaningful work experiences, employees must clearly understand their purpose within the organisation. This involves understanding the organisation’s vision, values, and goals and how their work adds value to the broader objectives. Leaders should communicate this information regularly to ensure employees can connect their work to the bigger picture.

Here are some ways organisations can establish a clear purpose and recognise the value of employees:

Communicate the organisation’s vision, values, and goals

Leaders should clearly communicate the organisation’s vision, values, and goals to employees. This helps employees understand how their work contributes to the broader objectives and creates a sense of purpose.

Provide opportunities for career growth and development

Organisations should provide employees with career growth and development opportunities. This gives employees direction and reinforces the idea that they are valued in the team.

Acknowledge and recognise employee contributions

Regularly acknowledging and recognising employees’ contributions and achievements reinforces their sense of value. It also encourages them to strive for meaningful work experiences and motivates them to contribute to the organisation’s success.

Foster a culture of feedback

Encouraging feedback from both leaders and peers is essential for creating a culture of continuous improvement. This allows employees to learn from their experience, receive constructive feedback, and feel more invested in their work.

Be transparent and authentic

Being transparent and authentic about the organisation’s successes and challenges helps employees feel more connected to their work. This transparency creates trust and fosters a sense of ownership and accountability.

By establishing a clear purpose and recognising the value of employees, organisations can create a positive work culture that fosters meaningful work experiences. Employees who feel valued and appreciated would be engaged, productive, and committed to the organisation’s long-term success.

In summary

While perks and benefits have their place, organisations must recognise the power of meaningful work in boosting employee engagement. By creating an environment that cultivates collaboration, empowers autonomy, and ensures clear purpose, organisations can tap into the intrinsic motivations of their employees. By prioritising meaningful work experiences, organisations not only foster greater employee engagement but also reap the rewards of increased productivity, innovation, and overall success.

Source : https://inside.6q.io/beyond-the-perks-how-to-boost-employee-engagement-with-meaningful-work/

Benefits of Using Executive Search Over Traditional Recruitment

Wed, 28 Feb 2024 02:43:53 GMT

Executive search is a specialised type of recruitment aimed at locating and sourcing highly-skilled senior management talent for an organisation.

In this guide, we’ll look at how the executive search process works, and the benefits of using it over other recruitment methods.

To ensure maximum success with this crucial element of the business, this specialised area of recruitment utilises unique expertise in the sector, in order to find the highest quality candidates.

What is the difference between executive search and recruitment?

What are the benefits of executive search?

Focus

Unlike a typical recruitment strategy, executive search takes a high-focus approach to a very small number of roles.

After the research phase, the recruiter has a clear understanding of what the company needs and who they need to look for, making the selection process far more specific and granular.

Better match between candidates and company culture

Guarantees on delivery

But a good recruiter can see the potential for compatibility in different candidates, and thanks to their expertise can deliver on very specific and exact requirements for a role.

Deeper candidate pool

An executive search firm will have extensive knowledge of board directors and senior executives across the industry, allowing them to tap into a considerable pool of top executive talent.

It’s this level of dedication that leads to successful candidate placement with long-term satisfaction on both sides.

Higher quality of candidates

This is why executive search can often drive growth at higher levels than a more widespread recruitment campaign.

Executive search is a way for businesses to transform how they work, and to improve their overall culture with just a few strategic hires. If you’re interested in learning more about executive search , get in touch today.

Source: https://blog.v-hr.com/blog/benefits-of-using-executive-search-over-traditional-recruitment

Job Search 2024: Key Trends and What to Expect

Wed, 28 Feb 2024 02:43:51 GMT

Even though it seems like the world is always changing, when it comes to job searching, some things will always hold true. It's all about showing your best self, reaching out to the right people, and finding a job that not only pays the bills but also gives you a sense of fulfillment and purpose.

But let’s be real for a sec. Job searching can be overwhelming, exhausting, and downright frustrating at times. Every year comes with its own set of challenges. It’s a roller coaster of highs and lows, but remember, you’re not alone on this ride.

Millions are right there with you, scrolling through job listings, tweaking their resumes, and prepping for interviews. Take a deep breath, and let’s tackle these new challenges and what is coming head-on.

Nothing Will Change, But Everything Will

I know, I know. That headline might have you scratching your head, but hear me out. At its core, job searching in 2024 is not all that different from years past. It’s about showcasing your skills, connecting with potential employers, and finding a company culture that feels like home (but not as family).

But here’s the kicker: the way we go about all that? It’s evolving fast. Technology, especially AI (ChatGPT), will play a bigger role than ever before. And while that might sound intimidating, it’s actually pretty awesome. AI can help streamline the job search process, match you with positions that align with your skills, and even give you a leg up in preparing for interviews, like this ChatGPT Interview Coach .

But it doesn’t replace the human element! Companies are still run by people, and they’re looking to hire people - real, live, human beings with passions, aspirations, and the ability to think outside the algorithm.

While AI is a powerful tool in your job search arsenal, never underestimate the power of genuine connections, a well-crafted reach-out message, and the ability to sell yourself in an interview.

Job Search 2024: Key Trends and What to Expect

Trying to predict the future or guess the trends is tricky. No one can ever be 100% certain. But let's hop on the prediction train as we head towards 2024.

Now, remember, these are just my predictions based on my experience and what I've seen in the market. Of course, things can change, and the predictions below might not apply to every industry or location. Even though I'm pretty confident in my predictions, only time will tell.

1. Shift to an Employer-Driven Market from a Candidate-Driven Market

In recent years, we’ve seen a candidate-driven market where job seekers held significant power due to a talent shortage in various industries. However, as we enter 2024, the landscape shifts toward a balanced employer-employee-driven market.

This means that while candidates still have considerable influence, employers also take a more active role in shaping the job market.

For job seekers, this transition signifies a need for adaptability and a proactive approach. It’s more crucial than ever to showcase not only your skills and experiences but also your cultural fit and potential contribution to the company’s growth.

Building strong relationships through networking, showcasing a track record of continuous learning, and demonstrating how you align with the company’s values and mission become key elements of a successful job search.

2. Fear of Recession

Traditionally, January and February are strong months for hiring, but I don't think we'll see quite the same level of energy as we've seen before. The global economic situation, the state of China and other major economies, and all these ongoing conflicts are definitely having an impact.

That is why economic uncertainties, including fears of a recession, may impact recruitment strategies during the whole year. Companies might become more cautious with their hiring plans, focusing on critical roles while putting other hiring on hold. Recruiters may need to navigate these economic uncertainties by developing flexible recruitment strategies that allow for rapid scaling up or down as circumstances change.

Overall, I expect 2024 to be a better year for hiring than the previous year unless we encounter another global pandemic or major global crisis.

If I had to pick a main theme for 2024, it would definitely be "Job Stability is a Top Priority". That's what most job seekers will be going for in the first half of the year.

3. Artificial Intelligence in Recruitment

AI isn't just a tool for job seekers to improve their cover letters and write outreach messages; recruiters are also heavily relying on it. In 2024, expect to see more AI-driven processes in recruitment, from basic resume screening to initial communication stages.

Chatbots might be the first entity you interact with when applying for a job, and AI algorithms could play a significant role in shortlisting candidates.

For job seekers, it's important to make sure your resume is AI-friendly. And by that, I don't mean the kind of scam deals you might see soon from some coaches who promise you a fancy new AI-friendly resume template that will beat AI.

What I mean is, use clear and straightforward language, and include relevant keywords that match the job description. Using colorful and extravagant Canva resume templates might not be the appropriate approach.

Additionally, be prepared for AI-driven interviews, where algorithms may analyze your responses before a human recruiter reviews them.

4. Rise of Automated Job Applications

You might be discouraged by the crazy high numbers of job applications you saw on LinkedIn ads when you applied, which I explained in the previous article . But brace yourself, because you're going to see even higher numbers in 2024!

You know who's to blame? Automated job applications! They're the real culprits behind all this!

Imagine shooting your resume to a hundred companies with just a single click. Sounds efficient, right? Well, welcome to the age of automated job applications!

With rise of technology, it's become super easy for job seekers to apply to multiple positions at once. From auto-filling application fields to sending out hundreds of job applications within minutes—tasks that would normally take hours or even days can now be done in under sixty minutes.

However, there's a flip side. As the barrier to applying lowers, companies are now flooded with applications for every open position. This deluge can make it challenging for your application to stand out, turning the job-hunting game into a numbers race.

But don't worry! At the end of the article, I've got some tips on how you can stand out in this competition.

5. Remote Work Evolves into Hybrid Models

Remote work is here to stay, BUT here's the thing: while remote work offers many advantages, it's not all sunshine and rainbows.

That is why many companies are moving towards hybrid models, combining the best of both worlds. This means splitting time between working remotely and in-office, providing flexibility while maintaining a sense of community and collaboration. Of course, this setup won't work for those who are fully remote or love the flexibility that remote work offers.

In 2024, companies will prioritize productivity and teamwork even more than before, and it seems that having team members scattered across different locations is not yielding the expected results and innovation.

As a result, we can expect more companies to transition from remote roles to a hybrid model, where working in the office for 2-3 days becomes the new norm for a while, maybe the next year or two. I think three days has become the norm in many industries.

6. The Rise of Job Search Personalization

Just as personalization has become a staple in marketing and e-commerce, it's now making its way into the job search process. In 2024, job seekers can expect more personalized job recommendations and career advice based on their online activity, preferences, and previous applications.

To make the most of this trend, ensure that you’re clear about your job preferences, skills, and career goals. Engage with job search platforms, set up detailed profiles, and utilize AI-driven tools that can help match you with the right opportunities.

That's why your LinkedIn profile will play a crucial role in your job search in 2024. Having a resume is good, but LinkedIn and companies that scrape LinkedIn data will use your information to match you with job opportunities. If you haven't properly filled out and customized your LinkedIn profile, you'll miss out on job opportunities because recruiters won't be able to find your profile.

7. Upskilling and Continuous Learning

Gone are the days when a college degree was enough to last you an entire career. The rapid pace of technological advancement means that the skills needed in today’s job market are constantly evolving. Employers are on the lookout for candidates who demonstrate a willingness to learn and adapt.

So, what’s the game plan? Continuous learning. Engage in online courses, attend workshops, and seek out opportunities to acquire new skills. Whether it’s learning a new programming language, getting a certification in project management, or taking a course in digital marketing, showing that you’re committed to your personal and professional growth goes a long way.

Make you show off your new skills on your resume and LinkedIn profile. Employers are keeping an eye out for these keywords, and it could really help you stand out. Plus, LinkedIn's AI will use the info on your LinkedIn profile to recommend you to employers searching for new talent. So, make the most of it!

8. Employment Background Checks, Background Screening

Nowadays, many companies are striving to create inclusive and safe environments. To ensure they hire the right fit, they often rely on third-party vendors to conduct background checks.

If you Google your name and find it associated with hate crimes or criminal activities on the first page of Google or Google News, you'll likely face difficulties in finding a job.

The last thing companies want is to hire racists or someone who could disrupt their team dynamics. They prioritize maintaining a safe environment for all their colleagues. So, it's highly likely that you'll encounter some form of background check during the interview process at some point.

Another reason why companies will start implementing it is because of the rising number of scams and corporate espionage. In a world where technology has not only facilitated genuine remote work but also sophisticated fraudulent activities, the necessity for robust background verification has never been more critical.

The advent of AI and deepfake technologies has made it easier for individuals to fabricate identities, fake video interactions, and clone voices, making the virtual workspace a fertile ground for scams. A chilling instance of this is seen in a scam where thousands of fake remote IT workers channeled their wages to fund a North Korean weapons program.

These trends underline a grim reality; traditional background checks are no longer foolproof in the digital age when you can clone someone’s face and voice within seconds. As we step into 2024, more companies are anticipated to ramp up their background verification measures to navigate through the murky waters of online recruitment.

This will likely include a combination of advanced AI-driven verification tools, thorough vetting processes, and perhaps collaborations with global verification agencies to ensure the authenticity and integrity of the individuals they are bringing on board.

9. Spike of Job Scams

A sudden spike in job scams has become a growing concern recently, posing a serious threat to job seekers worldwide. With fraudsters using increasingly sophisticated tactics, unsuspecting individuals are falling victim to fake job postings, deceptive interviews, and fraudulent schemes.

With LinkedIn now implementing AI into their site, get ready to see an influx of so-called "experts" offering foolproof tips, guides, or services on how to outsmart this AI and increase your visibility. It will be the same story with ATS robot-proof resume templates, that we see on the market; the only thing that will change is that they will add “AI” into that.

Moreover, these "Top Voice" LinkedIn badges don't really help us determine if someone is truly an expert or just someone who has submitted a sufficient number of answers to AI-generated content on LinkedIn.

Get ready for the rise of paid content and training! Their sole purpose is to convince job seekers that they are the ultimate solution. Believe it or not, there are already plenty of people in the market doing just that, and what you see below is a perfect example.

Don't fall for these tricks, it won't help you stand out. When all those job seekers use the same messages, they just end up looking like clones and even come across as scammy to many recruiters. Trust me, being unique will make you shine in the market much better than wasting your hard-earned money on those scammy training and tips.

Job seekers must stay vigilant and informed, equipping themselves with the knowledge and tools necessary to identify and avoid these scams. By understanding the red flags, conducting thorough research, and verifying the legitimacy of opportunities, individuals can safeguard themselves against falling prey to these malicious practices.

Job Search 2024

That was a lot, wasn’t it? But navigating the 2024 job market doesn’t have to feel like rocket science. Yes, AI is playing a bigger role, and yes, the influx of automated applications has created more noise. But remember, at the end of the day, companies are looking for genuine, passionate individuals.

Embrace the change, use the technology to your advantage, but don’t forget the human touch. Network, build relationships, and showcase your authenticity. The job market may be evolving, but your unique qualities? Those are timeless.

So, gear up, stay positive, and remember: you’ve got this! The 2024 job market is ready for you, and with these tools and tips in hand, you’re more than ready to conquer it.

Happy job hunting!

Source: https://newsletter.jobsearch.guide/p/job-search-2024

7 impactful methods of employee development

Wed, 28 Feb 2024 02:43:45 GMT

More than 57%* of employees want to participate in learning and development (L&D) opportunities to upgrade their existing skills, learn new ones, and advance in their careers. And that number increases to 71%* when employers dedicate working hours to L&D initiatives instead of requiring workers to complete them on their own time.

Unfortunately, L&D is just as frequently one of the first initiatives to be put on pause when workloads get heavy. With far-reaching consequences: Most professionals consider developing skills and reaching their potential important enough to switch jobs if their current position doesn’t allow them to do so.

The key to developing an engaged, productive, and satisfied workforce is investing in development programs that not only support your people’s personal and career goals but actually get them excited about learning.

In this article, we’ll walk you through seven examples of impactful employee development methods you can use to inspire your own.

‍* Amazon and Gallup , 2022

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What is an employee development method?

Employee development methods are sets of activities designed to help employees learn new skills, improve existing competencies, and put their knowledge into practice . The goal of implementing these practices is to engage your people, make work more fulfilling and meaningful, and enable team members to progress in their personal and professional lives.

According to LinkedIn’s 2022 Workplace Learning Report , employees seek learning opportunities tailored to their specific career goals that help them stay current in their fields or bring them closer to their professional ambitions. So, while designing your training methods, make sure they align with employee goals and company objectives.

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7 methods of employee development

Investing in effective employee development methods engages employees and increases retention rates
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Designing employee development methods that actually excite your people can be a challenge. That’s why we’ve put together a list of seven examples and ideas to help you get started. Keep in mind that there’s no one-size-fits-all strategy when it comes to learning, so use these suggestions as a jumping-off point when creating your own methods.

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1. Mentorship programs

A mentoring program is when leaders take more junior employees under their wing and guide them through the skills they need to acquire to advance in their careers. This type of employee development program is particularly helpful for team members who are looking to build more high-level skills like:

Critical thinking
Problem-solving
Effective communication
Strategic management
Productive networking
Long-term vision development

You can incorporate mentoring initiatives into your succession planning strategies and encourage junior employees to shadow their mentors to further support employees who plan on advancing to more senior positions within your company.

While mentorship programs can be extremely valuable, they’re also time-consuming for all parties involved. To keep everyone motivated and on track, make sure you have a clear primary goal in place and encourage frequent check-in meetings.
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Benefits of this method

Enhances engagement
Increases retention rates
Provides employees with additional development support
Improves productivity
Fosters relationship building

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2. Peer learning

Unlike mentorship programs, where employees learn from leadership and management, peer learning practices establish a two-way training experience where employees can exchange knowledge and experience . This collaborative technique fosters company-wide collaboration and breaks down siloed work.

For example, you can boost cooperation between your marketing and sales teams by having the head of sales give a presentation to marketing associates on customer sentiments, pain points, and motivations. This practice also fosters a sense of understanding and empathy between employees, which contributes to a healthier work environment.

Another idea could be pairing new hires with more experienced employees to help them settle in more easily. Your seasoned staff members can use these opportunities to gain fresh insights from the latest team additions and develop their leadership skills.

‍ Finally, peer learning development opportunities make it easier for employees to accomplish performance objectives . That’s because your people can hold each other accountable and exchange valuable, first-hand information to help them attain their goals.
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Benefits of this method

Improves team culture
Reduces siloed work
Increases retention
Empowers employees and increases confidence levels
Boosts engagement

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3. Onboarding training programs

An effective onboarding process should teach new employees the skills they need to feel confident in their roles, helping them feel motivated and valued. The result is improved performance, retention rates, and engagement.

That’s why it’s vital for organizations building resilient teams to incorporate employee development activities into the onboarding process . This can be especially helpful for remote-first organizations and hybrid teams.

In addition to welcoming new hires into internal systems, training them on the organizational tech stack, and having them sign necessary documents, center your onboarding employee development program on:

Offering resources on the company history, mission, and culture
Developing a career progression framework for each team member
Conducting a skills gap analysis to identify upskilling opportunities as soon as possible
Scheduling regular check-ins and 1:1s in advance
Being transparent about salary reviews and promotion policies
Implementing OKRs (objectives and key results) to establish a clear direction from the get-go
Assigning a peer mentor or ‘buddy’ to help new employees get settled
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Benefits of this method

Increases retention rates and company loyalty
Enhances engagement
Improves performance
Reduces time-to-productivity
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�� Every employee has different challenges and needs when settling into a new position. So make sure to tailor your training initiatives to their individual requirements when designing your onboarding programs.

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4. External workshops
External employee development programs give your people the opportunity to absorb new approaches and techniques

When subject matter experts from outside your organization run workshops with your team, they not only enable employees to learn new skills from professionals in similar fields but also share a fresh point of view . External instructor-led training encourages people to think outside the box and reflect on and modify outdated practices.

Suppose your HR team is new to managing a remote or hybrid team of employees. In that case, you could invite the head of HR at a prominent remote-first company in your industry to share their best practices for engaging remote employees .

Use performance reviews , 1:1 meetings, and engagement surveys to gather feedback on the success of external workshops and discover what your team members consider the most useful training approaches. Then, prioritize those most closely aligned with your overall company and department OKRs and priorities.
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Benefits of this method

Facilitates employee networking opportunities
Increases company knowledge of industry trends
Injects fresh perspectives
Encourages collaboration between organizations and teams
Keeps processes up to date and in line with future industry trends

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5. Microlearning

Microlearning is a more informal, accessible approach to traditional employee training that breaks down learning materials like videos and text into bite-sized sections. So, instead of assigning employees a long-form elearning course that might take days or weeks to complete, you’d encourage them to review materials in shorter, two to ten-minute increments.

‍ Since microlearning educational content is more concise, focused, and value-packed, you’re more likely to maximize learner engagement and knowledge retention . Additionally, micro-courses don’t disrupt your people’s daily work schedules or force them to work longer hours to learn new skills. In fact, 32% of employees prefer microlearning compared to other training methods.
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“Remove the barriers. Make things easy to access… [and] easily digestible. Nobody wants to take a three-hour elearning course… But nobody will bat an eye at a five-minute [one].”

— Sean McGinty, Learning and Product Engineer at Simplify Compliance

To contextualize microlearning lessons, you can build them into a modular learning path that employees can complete at their own pace. For example, if you’re focused on helping an employee practice their soft skills, you can build a path made up of short videos, quizzes, and writing exercises that teach them how to give feedback or hold effective meetings.

Leapsome Learning Paths let you create customized professional development programs to motivate and nurture employees
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Benefits of this method

Creates more digestible training and development
Can be gamified with built-in awards or certificates
Enhances employee engagement
Improves long-term knowledge retention
Saves employee and company time

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6. Corporate mental health programs
Incorporating mental health learning in your overall employee development initiatives increases retention rates and engagement

Nearly three in five employees experience at least one mental health and well-being challenge, including symptoms of anxiety, depression, or burnout. These individuals tend to report low job satisfaction and engagement levels and are four times more likely to want to leave their company.

That’s why people-first organizations need to prioritize their people’s mental health and provide them with the tools necessary to handle workplace anxiety and aid personal development. And one way to do that is by investing in corporate mental health programs and learning initiatives.

For instance, you could partner with a licensed workplace mental healthcare provider to offer employees coaching and mental fitness classes on topics such as:

Effective communication skills
Coping with remote work loneliness
Stress management
Conflict resolution
Mindfulness
Beating burnout
Imposter syndrome
Navigating workplace biases

You could also host in-person or virtual wellness-focused events, creating a psychologically safe space for your people to discuss mental health issues at work. For example, in 2020, Pinterest established an internal mental health community called Pinside Out that invited healthcare professionals and speakers to talk about topics ranging from intersectional feminism to surviving the holidays.
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Benefits of this method

Increases job satisfaction
Boosts retention rates
Enhances employee engagement
Reduces the likelihood of experiencing toxic workplace behavior

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7. Learning days

Innovative employee development programs will be wasted if your people’s schedules don’t allow them to carve out time to learn and put their skills to use. One way to avoid overwhelming your team members is to dedicate a specific day (or half) each month to working on new skills and absorbing valuable information.

These days don’t have to be the same across the company or even specific departments. Different teams can schedule learning when it best suits them. Then, leaders can organize team meetups that focus on honing practical skills, gamified e-quizzes, webinars, workshops, or team-building activities.

This method can be difficult for fast-paced companies to implement. However, as learning and development opportunities are the top drivers of a great work culture and employee retention, it’s definitely worth the time investment.
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Benefits of this method

Reduces employee stress levels
Showcases commitment to employee development
Improves employee motivation
Can enhance training completion rates

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Develop and enable your people with Leapsome

Effective, well-implemented employee development methods engage team members and help them expand their skills and advance in their careers. Investing in learning and development initiatives and employee management software also greatly contributes to retaining a loyal workforce, as they’re some of the main factors that influence workers to stay at their current companies.

Leapsome’s all-in-one people enablement platform gives you the tools to support your people throughout the multifaceted challenges of running L&D programs. Our software lets you create customizable competency frameworks to structure your training, as well as learning paths with automated timelines and data analytics to help you keep track of progress.

Finally, by integrating your development methods with performance reviews , goals & OKR management , 1:1 & team meetings , onboarding , and promotion management , you provide your employees with holistic training that has the power to motivate them at every stage.
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Source: https://www.leapsome.com/blog/employee-development-methods

Beyond The Perks: How To Boost Employee Engagement With Meaningful Work

Wed, 28 Feb 2024 02:42:21 GMT

As competition for top talent increases, companies seek ways to attract and retain employees. While perks and benefits are important for employee satisfaction, more are needed to sustain high levels of employee engagement.

Defining meaningful work and differentiating it from perks

The psychological benefits of meaningful work

A sense of fulfilment

Reduced stress and burnout

Improved work performance

Employees who find meaning in their work are likely to perform better. They are more likely to take up tough challenges, produce higher-quality work, and look for ways to improve their skills.

Enhanced loyalty

Employees engaged in meaningful work are likely to be loyal to their organisation. They feel a deeper sense of connection and will likely remain committed to the company’s mission and values.

Creating meaningful experiences

Clearly communicate the organisation’s mission and values

Provide opportunities for professional development

Encourage cross-functional collaboration

Assign tasks based on employee interests and strengths

Recognise employees for their contributions

Cultivating a collaborative environment

Promote open communication

Create cross-functional teams

Provide platforms for idea-sharing

Recognise and reward collaboration

Organisations should recognise and reward employees demonstrating collaborative behaviour. This conveys that the company values teamwork and motivates employees to work together towards common goals.

Encourage diversity and inclusivity

Empowering through autonomy

Here are some ways organisations can empower their employees through autonomy:

Encourage decision-making

Provide resources and support

Empowered employees need resources and support to succeed. Organisations should provide employees with the necessary tools, resources and training to do their jobs.

Set clear expectations

Foster creativity and innovation

Empowering employees to be creative and innovative can lead to new ideas, processes, and solutions. Organisations should encourage employees to take risks, try new things, and think outside the box.

Provide feedback and recognition

Analysing areas of disengagement and prioritising improvement

Conduct employee surveys

Analyse data

Prioritise improvement efforts

Take action

Monitor progress

Establishing a clear purpose and recognising value

Here are some ways organisations can establish a clear purpose and recognise the value of employees:

Communicate the organisation’s vision, values, and goals

Provide opportunities for career growth and development

Organisations should provide employees with career growth and development opportunities. This gives employees direction and reinforces the idea that they are valued in the team.

Acknowledge and recognise employee contributions

Foster a culture of feedback

Be transparent and authentic

In summary

Source: https://inside.6q.io/beyond-the-perks-how-to-boost-employee-engagement-with-meaningful-work/

The Fast Growth of Generative AI in the L&D Technology Ecosystem

Wed, 28 Feb 2024 02:42:18 GMT

More organizations are beginning to use generative AI tools to help create, improve, or draft learning-related content .

In August 2023, the Institute for Corporate Productivity (i4cp) partnered with Training magazine to conduct a survey of the learning and development technology landscape. More than 500 global learning and development (L&D) leaders and technology specialists participated, providing a robust set of findings.

Overall, results show L&D technology to be at least somewhat effective in supporting a wide range of talent outcomes, with high-performance organizations far more frequently citing key outcomes such as:

Instilling/reinforcing a strong learning culture
Enhancing the employee experience
Producing individual behavior change

Good news came as higher percentages of survey participants say they anticipate L&D technology budget increases (24 percent) in the next fiscal year than decreases (17 percent). This was significantly greater for high-performance organizations (39 percent increase vs. 4 percent decrease).

For the research, high-performance firms are those reporting high levels of revenue growth, profitability, market share, and customer satisfaction over a five-year timeframe.

The survey data suggests that the L&D technology ecosystem is as expansive as ever: Next 12 months’ spending priorities range across 17 categories, with learning management systems (LMSs) cited most often by respondents (43 percent), followed by digital learning content providers/libraries (37 percent). Projected niche-area spending includes virtual reality/augmented reality (14 percent), adaptive learning (14 percent), and badging/micro-credentialing (13 percent).

L&D Is Leading the Way with Generative AI in HR

Nestled between most and least common areas of L&D tech spend is the one experiencing the fastest growth—generative artificial intelligence (AI). More than 1 in 5 (21 percent) survey participants said this type of AI (which responds to input and variously produces text, images, video, audio, etc.) is a priority for the next 12 months—a massive leap from a likely near-zero percentage a little more than year ago since generative AI wasn’t publicly introduced until ChatGPT’s debut in November 2022.

Interestingly, a correlation with performance is already manifesting. More than twice as many participants from market-leading organizations say they are prioritizing spending on generative AI for L&D uses over the next 12 months. Only a few other L&D technology categories saw similar performance correlations in the survey:

Performance support tools and content
Collaborative learning platforms
Virtual reality/augmented reality

Other i4cp research, detailed in the report, Is HR Already Behind in the AI Revolution? , surveyed more than 1,500 Human Resources leaders and found that the learning and development function is leading the way in applying AI, particularly generative AI, to work and talent processes. While only a minority (22 percent) of organizations are experimenting with or using generative AI in HR, those doing so are already realizing benefits. Among early AI innovators, 58 percent are applying generative AI in L&D, 57 percent in people analytics, and 54 percent for talent acquisition use cases.

How are L&D professionals using AI? While it remains early days for all use cases, the L&D technology research findings show promise (see Figure 1).

The most common AI use case in L&D is neither particularly new nor novel: learning content recommendations. Most everyone is accustomed to receiving AI-driven recommendations for purchases at Amazon and other e-commerce sites, and AI-driven recommendations on what to watch next from Netflix and other streaming services. Similarly, and for years, many LMS and LXP platforms have provided employees with ever-improving learning content recommendations that leverage algorithms that consider each learner’s job role, past learning experience, future career journey, etc.

What is new is the use of generative AI tools to help create, improve, or draft a wide range of learning-related content, including quizzes and assessments, videos and animations, initial content outlines, and more. AI tools also can help improve the accessibility of learning content by generating draft alt-tags for images or auditing content for potential accessibility and bias issues.

Three of the AI use cases in i4cp’s L&D tech study were deemed next practices—those highly correlated with market performance, but that few organizations are implementing yet:

Matching learning to skills and skill gaps (8 percent currently in use)
Adaptive learning (8 percent)
Career journey mapping (7 percent)

None of the 15 L&D use cases asked about in the survey was in use by more than 25 percent of respondents. However, 50 percent or more of those polled confirmed current or planned use of most of the cases. This is exciting because if these considerations become reality in the next 12 months, this time next year will have seen the most dramatic shift in technology-enabled learning support since the popularization of the Internet and the personal computer—and perhaps eclipsing even those critical innovations.

What to Do Next? Deconstruction and Upskilling

The benefits of using AI—particularly generative AI—are many and can include a mix of cost savings, productivity increases, quality improvements. Even more exciting is the potential to reduce employee burnout and the possibility of shifting human energy and focus away from mundane tasks to more strategic endeavors. L&D leaders and their teams are just beginning to explore the promise of AI, but now is the time to determine which of the many potential use cases are the low-hanging fruit, and which are likely to bring the greatest returns over the long run.

The AI research by i4cp uncovered several practices that organizations proactively using AI are pursuing more often than others. L&D professionals can help take the lead on two of those practices:

Deconstructing the job roles and tasks that will be most impacted by generative AI
Developing workers to effectively leverage generative AI

An example within the context of L&D roles can be found in i4cp’s article “How Generative AI Will Forever Change the Role of Instructional Designers.” Download the piece for insights on the specific role of instructional designers and how their work is quickly changing. The article also offers a template for deconstructing a broad range of other roles in anticipation of AI’s impact, and that of generative AI in particular.

Source: https://trainingmag.com/the-fast-growth-of-generative-ai-in-the-ld-technology-ecosystem/

Making Work-Life Balance a Part of Employee Retention

Tue, 06 Feb 2024 03:13:04 GMT

All business owners need to retain their top-performing employees to thrive. In addition to salary, the work environment is also a major factor when employees are deciding whether to stay with your firm.

In an effort to create a positive work environment that makes employees want to stay, firms need the ability to be creative with policies that address work-life balance, including flexible work schedules and hybrid arrangements. Consider some ways you can offer employees these benefits they will deeply appreciate.

Benefits of alternative work options

One perk employees tend to strongly prefer is the ability to make alternative work arrangements — any scheduling pattern that deviates from the traditional Monday-through-Friday, 9-to-5 workweek.

Flexibility is the basic idea behind alternative work arrangements. You give employees some measure of control over their work schedules — and workspaces — thereby making it easier for them to manage non-job-related responsibilities and maintain work-life balance. There's also a business rationale behind the concept. When it's easier for employees to deal with pressures on the home front, they are likely to be more productive when they're on the job — and less inclined to jump ship if one of your competitors offers them a little more money.

Hiring? We can help you find qualified candidates:

Types of work-life balance arrangements

Flexible work arrangements can take a number of different forms:

Remote work — Since the COVID-19 pandemic brought working from home to the forefront, companies have found that remote work arrangements may endure for years. They’ve developed hybrid workforces, new ways of managing teams and an ability to stay agile in an ever-changing job market. See these tips for managing remote teams .
Flextime — Flextime refers to any arrangement that gives employees options for structuring their workday or workweek. In the most extreme (and rarest) form, employees decide for themselves not only when they work but also for how long. More typically, though, employees operating under flexible work arrangements are expected to be on the job during certain core hours of the workday. They're given the opportunity to choose (within certain parameters) their own start and stop times — as long as they work the required number of hours each day.
Compressed workweek — Under this arrangement, employees work the normal number of hours but complete those hours in fewer than five days. The most common variation of the compressed workweek is the so-called 4/10, in which employees work four 10-hour days instead of five eight-hour days. More than 9 in 10 managers (93%) support a four-day workweek for their team - 64% anticipate their company will transition to one within the next 5 years. Additionally, 8 in 10 workers said they would be willing to put in four 10-hour workdays in exchange for an additional day off each week. Employees often appreciate this arrangement as it provides an extra day at home, thus improving work-life balance.
Job-sharing — As the term implies, job-sharing means that two permanent employees share the same job. Salary and benefits may be prorated on the basis of what proportion of the job each worker shares. Apart from the obvious consideration (both people need to be qualified for the job), a successful job-sharing arrangement assumes that the employees sharing the job can work together harmoniously to make the arrangement work.
Less than 40 hours — For employees who want to work limited hours, the workweek will usually vary from 20 to 29 hours, with employees sometimes given the right to decide what days they will work and how long they'll work on those days. The key attraction of this arrangement is that the employees may be entitled to company benefits, albeit on a prorated basis.

Employees can become very invested in alternative work arrangements that they may not be able to work out with another employer. Take advantage of this work-life balance approach to build employee loyalty and job satisfaction and to promote a happier work environment.

Source: https://www.roberthalf.com/us/en/insights/management-tips/making-work-life-balance-a-part-of-employee-retention

5 Talent Acquisition Trends That Will Define 2024

Tue, 06 Feb 2024 03:13:01 GMT

As the current year comes to a close, talent acquisition and recruitment teams are planning their strategies for the next 12 months. During this time, hiring teams and HR leaders have to tackle many tasks, including:

Resolving issues with their recruiting and hiring processes
Revisiting brand messaging and language in job descriptions
Revamping their approach to building a diverse workforce
Reconsidering what the ideal candidate profile looks like
Reassessing their sourcing and recruitment marketing efforts

Creating a concrete action plan to improve your recruiting process and hiring results is a big, end-of-year priority. But, it’s just as vital for your business to stay on top of the latest talent acquisition trends that will impact your recruitment approach in the year ahead.

Here are five talent acquisition trends you and your leaders should know for 2024.

1) Heightened focus on data-driven recruiting and hiring strategies

Embracing real-time analytics will empower hiring teams to work smarter and faster.

Today’s top HR leaders ensure their recruiters and hiring managers embrace a data-driven approach with technology that enables them to execute results-focused recruiting strategies.

The Employ 2023 Recruiter Nation Report found more HR decision-makers intend to follow suit in 2024. Roughly one-quarter (24%) of HR leaders will invest in analytics and reporting for their hiring teams to help them act on data tied to their recruiting speed and efficiency.

Using best-in-class recruitment software with built-in talent analytics, and leveraging data in their decision-making, helps hiring teams more effectively recruit open roles — from contract and seasonal workers, to full-time employees — in a scalable, repeatable, efficient way.

Real-time data that shows candidate status and reveals progress on core recruiting metrics, including time to fill, sourcing effectiveness, and offer acceptance, provides hiring teams with actionable insights they can use to improve their work.

Aptitude Research Founder Madeline Laurano recently noted employers must “harness the power of data and insights to chart the right course forward” for their hiring strategies.

Bottom line : Employers that don’t develop data-driven recruiting strategies in 2024 will struggle with hiring top talent, compared to companies that take advantage of analytics.

2) Optimized approach to candidate engagement and conversion

Building relationships with candidates will be a competitive differentiator for employers.

Whether you’re emailing active job seekers who recently applied for open roles or messaging passive candidates through cold outreach on LinkedIn, you must communicate with these potential hires in a personalized manner to provide a stellar candidate experience.

In 2024, hiring teams will evaluate their talent engagement tactics and overall candidate relationship management strategy to ensure they interact with job seekers in a truly human way, even if they use recruiting automation to send some of their nurture messages to candidates.

Leveraging recruitment marketing automation can help hiring teams nurture both active and passive candidates at scale.

The Employ Recruiter Nation Report found 32% of talent teams will also adopt new candidate engagement scoring frameworks that use artificial intelligence. This is intended to help them quickly learn which messaging resonates with job seekers.

Emailing and texting candidates to update them on their status within the hiring process is essential. Leading recruiting platforms offer automation capabilities that enable hiring teams to put most of these manual tasks on auto-pilot.

Top-rated recruitment technology also provides hiring teams with rules-based workflows that ensure they can send the right message to the right candidates at the right time.

It is up to human resources leaders, however, to ensure their teams are empowered to use purpose-built recruitment software, investing in technology that addresses their hiring complexity and eliminates inefficiencies tied to manual recruiting tasks.

Just remember : The best candidate engagement strategies balance creativity and persistence. Test and optimize your approach regularly using analytics to continually improve key nurture-related metrics, like the open and reply rates for your emails and text messages.

3) Greater emphasis on internal mobility and employee retention

Businesses that prioritize career mobility will better retain top talent in the coming year.

The Recruiter Nation Report found 39% of employers will focus heavily on internal mobility in 2024. This finding shows HR decision-makers recognize that, in a highly competitive job market, it is difficult to hire highly qualified candidates, so they must focus on retaining their existing employees.

And that means helping them advance in their careers internally.

Look for more organizations to offer career pathing for employees to prevent them from leaving the company and allow them to move into roles that challenge them and provide new learning opportunities.

This approach not only helps retain employees long term, but also alleviates the pressure on hiring teams. “Businesses need new skills at a rate faster than I’ve ever seen before, which means they need to help their employees evolve via upskilling and internal mobility ,” LinkedIn VP of Talent Jennifer Shappley said in the company’s latest Global Talent Trends report.

Whether it’s providing stipends for certifications, offering mentorship programs or conducting career development training, leaders must offer employees the chance to grow their skill sets and realize their career paths within the organization to boost retention.

While sourcing external talent through job boards, social media, and other channels will remain critical to the success of any talent acquisition strategy, prioritizing internal mobility must become a major focus area in 2024.

4) Increased reliance on engagement programs to improve company culture

Human resources will develop more dedicated employee engagement initiatives.

Many companies shifted to a hybrid workforce or entirely remote-work model in recent years. During this transition, many business leaders have evaluated the level of employee engagement for in-office and remote employees.

In 2024, creating a strong culture will be less about making the office a fun environment and more about ensuring employees — whether remote, hybrid, or in-office — feel seen and heard by colleagues and managers, know the value of their work to the business, and are set up to succeed.

Companies that have clearly defined values, create an action plan to keep employees engaged, and improve their diversity, equity, and inclusion efforts will win top talent in a competitive market.

To improve their diversity hiring, the Employ Recruiter Nation Report found employers plan to:

Showcase their DEI commitment on their career site (44%)
Write more inclusive job descriptions for job postings (38%)
Use more diverse interview panels in their hiring efforts (27%)

Along with other recruiting and hiring process changes, these efforts by HR decision-makers and their hiring teams are intended better attract and hire more individuals from underrepresented groups and build a diverse workforce and culture in 2024 and beyond.

5) More efforts to improve employee well-being and work-life balance

Employee wellness will be a big focus for organizations in 2024, driven by HR leaders.

Workforce burnout and fatigue are prevalent within companies of all sizes today. To make matters worse, employee well-being was a top area business leaders struggled with most amid the pandemic .

In 2024, this must be addressed head-on to improve recruitment and retention.

Recruiters have become especially weary. The Employ Recruiter Nation Report found 23% of talent specialists experienced high levels of burnout and concerns over their mental health in 2023.

On top of trying to meet hiring goals, recruiters have had to adjust to big changes like fully remote interview cycles and staying in sync with team members.

It’s no surprise a focus on mental health and wellness — and being flexible to employees’ needs regarding well-being — is now vital for all companies to thrive today.

“Encourage open communication, active listening, and a non-judgmental atmosphere where employees feel comfortable sharing their concerns , both personal and professional [in 2024],” HR expert Kara Dennison wrote for Forbes. “When employees have psychological safety within work relationships, it can reduce psychological distress and enhance attitude toward work.”

Source: https://www.nxtthingrpo.com/blog-talent-acquisition-trends/

5 Recruiting Trends Impacting Enterprise Talent Teams

Wed, 24 Jan 2024 23:22:01 GMT

As an enterprise talent or HR leader, you know it’s important to look at recruiting trends from other, similar orgs today to determine how to prioritize talent acquisition investments in the years ahead.

Consider Jobvite customers. They use the industry benchmark data included in our regularly published reports to discover data points tied to other companies’ recruitment and hiring efforts.

Case in point:

Employ data from more than 18,000 customers and a survey of more than 1,200 HR leaders reveals one-third (33%) expect their recruitment spending to remain the same over the next 12 months.
More than half (54%) expect to increase recruitment spend in their company moving forward.
And Spending increases are most expected in medium-sized businesses (66%), while 53% of large enterprises and 43% of small businesses anticipate increasing budgets for the years ahead.

It’s hard data like this that illuminates the state of talent acquisition at other businesses — including other large-scale orgs like yours — that can show you what recruiting trends have taken shape in recent months and how said trends will impact your company’s ability to attract and retain top talent .

The top-5 recruiting trends to know today

The rise of remote working and its impact on company culture. A focus on employee’s mental health and work-life balance. A renewed effort to improve the candidate experience.

There are countless recruiting trends we could spotlight here. However, there are five particular focus areas we’ve identified at orgs of all sizes and across industries that will affect everything from your data-driven hiring process, to how job seekers engage with your recruitment marketing.

When it comes to focused investment, here are the recruiting trends we will likely see in the coming years — ones that will impact large-scale companies’ (including yours) hiring plans and ROI.

1) DEI program upgrades a top priority

Diversity, equity, and inclusion (DEI) initiatives continue to have greater priority and focus for organizations of all sizes as companies realize their value for attracting higher quality candidates and contributing to workplace performance.

In the years ahead, 33% of HR decision-makers plan to increase their investments in DEI programs. This is an increase of five points since June 2022 for spending on these initiatives, and reflects the importance of creating a workforce that values a diversity of perspectives.

Hiring managers, in particular, are taking a more hands-on approach to monitoring the pipeline progress of recruiters assigned to their requisitions to ensure they add a sizable number of qualified, diverse talent to their candidate pools.

2) Enterprises bolster employer branding

Investing in employer brand initiatives continues to be a priority this new year. In fact, more than one-third of employers (35%) plan to increase their budget in this area.

Why? Candidates seek companies that align to their own values and want an idea of what it’s like to work in the company before applying.

They want to see the employee experience in employer branding collateral (e.g., videos of your workforce on your “Careers” and “About Us” pages) that can give them a clear picture of what the average day in the life is like at your org — and if your work environment is to their liking.

Staying competitive in a tight labor market means continuously investing in your employer brand, and remains a top priority for companies today.

3) New recruiting roles added to TA teams

Employ data reveals 45% of TA teams plan to add new recruiting team roles in the coming years.

Investing in the recruiting function and the resources to help keep up with demand in finding high quality talent is widely seen as vital for companies of all sizes, especially during periods of growth.

Even in the midst of economic uncertainty, large and small businesses alike continue to invest in their teams, knowing they need the right people to meet the hiring demands of their business and to combat the tight labor market.

The meta-ness can’t be overlooked : Enterprise talent teams looking for … well … enterprise talent specialists across job boards and social media to join their teams and help them prepare their TA strategies for when the economy inevitably and eventually picks back up.

4) Orgs expand job advertising presence

In the years ahead, companies can anticipate increases in job advertising. Employ data reveals 57% of employers expect to increase ad budgets for open roles and to attract higher quality talent.

Posting open positions on job boards is a solid approach for broadening your company’s talent pool.

It also expands awareness of positions that passive or active candidates may not have previously had visibility to and enhances your employer brand online. Ensuring that you use targeted job advertising is imperative and can help find the right candidates who will best fit your open positions.

5) Many companies revamp TA tech stacks

As the labor market continues to see a high volume of open positions and the potential for recession continues, companies both large and small need to increase their hiring efficiencies and reliance on automation to streamline hiring efforts. That’s why it’s a top recruiting trend this year.

In fact, 59% of HR decision-makers, recruiters, and talent professionals expect to increase spending on new recruiting tools and technologies .

This includes an increase of more than 17 points since June 2022 for spending on applicant tracking systems, an increase of eight points for candidate texting solutions, and an increase of five points for candidate relationship management systems.

Scalability: An “evergreen” recruiting trend

Planning during times of uncertainty is one of the biggest challenges HR decision-makers, recruiting experts, and talent acquisition professionals face when guiding their organization’s future.

Now that your company has entered a new year of recruiting, pursuing a scalable hiring strategy will be essential to attracting, hiring, and onboarding quality talent to drive organizational performance and alleviate the pressures from market slowdowns.

As you begin to put your hiring programs into practice, remember to keep scalability at the forefront of your strategy. Ask the following questions:

What must-haves should we focus on in our recruiting process?
How can we find the right people in a challenging labor market faster?
Where can we do more with less or the same with less?
How can we become more efficient while improving outcomes?

The insights available in this article are only a starting point. For more data, key takeaways, and actionable insights, download the full Employ Quarterly Insights Report here .

Source: https://www.jobvite.com/blog/recruiting-trends/

What Is an HRIS? Learn the Top Benefits and How to Choose the Right One

Wed, 24 Jan 2024 23:21:34 GMT

HR managers are burned out . The pandemic introduced a whole host of new and shifting responsibilities for HR, including feeling like they need to be “on call” all the time and recruiting in a job market that’s constantly changing. In addition to this complexity and stress, 73% of HR professionals say they don’t have what they need to perform their jobs well.

Fortunately, human resources information systems (HRIS) are here to help. An HRIS helps companies track, organize, and report on important data about their employees across key HR functions, including:

Hiring and onboarding
Payroll, benefits administration, and time off
Performance management
Professional development
Employee engagement

An HRIS isn’t just for HR. Finance, accounting, and operations teams also benefit from the real-time data and reporting capabilities in an HRIS.

In this article, we’ll break down everything you need to know about HRIS:

What an HRIS does
Which organizations need it
How to choose the right one
How to use it to make more informed decisions about your company’s most valuable asset—your people

If you’re looking for an easy-to-use HRIS, BambooHR has you covered. It helps you take care of everything from hire to retire with powerful automation, intuitive tools, and comprehensive reporting.

What Does HRIS Stand For?

HRIS stands for human resources information system or human resource information software—both are accepted uses. Human resources teams use an HRIS to manage, store, organize, and track employee and organizational information, helping them reduce their reliance on paper files, work more efficiently, and make more data-driven decisions.

HRIS Meaning: What’s an HRIS & What Makes It Useful for the Whole Company?

An HRIS is a people database that can help your company track, organize, and manage important details about employees, including:

Name and contact information
Demographics (e.g., birth date, gender, and employee number)
Job information like manager, department, and work status (e.g., full-time, part-time, contractor, etc.)
Benefits selections and compensation
Time-off balances and requests

The power of HRIS systems is that they provide a single source of accurate data about everyone across the organization. HRIS features vary widely, but the most common ones include:

Employee database and directory
Payroll and benefits administration
Recruiting and hiring
Employee onboarding
Time, attendance, and time off
Employee self-service

Not all HRIS systems are created equally, though. There are many flavors on the HRIS spectrum to choose from, depending on your company needs, data complexity, and growth goals.

More advanced HRIS systems go beyond basic data tracking and provide reporting capabilities that empower HR teams to understand and strategically shape the employee experience.

For example, BambooHR provides actionable analytics to help businesses surface key trends, make data-informed decisions, and build people-focused strategies. BambooHR also offers capabilities that reduce manual processes and create a smooth experience for employees and HR teams alike, including:

Applicant tracking system (ATS) : Find and hire the right candidate for the job with all resumes in one place, automatic rankings, and keyword searches.
Employee self-onboarding : Send new hires onboarding tasks to complete at their own pace for a better first day.
Electronic signatures : Make it simple for your employees to fill out paperwork and easy for your HR team to digitally track and store completed documents.
Performance management : Gather feedback from and about your team members to help them excel in their roles and grow their careers.

Free Resource: The HRIS Buyer's Guide

Choosing an HRIS is a big decision. To help, here’s an in-depth guide that gives you a comprehensive overview of all-in-one HRIS—plus tips on how to choose the right HRIS for your organization.

HRIS, HRIS System, HRIS Software, and HRM Software: What's the Difference?

There are many terms for HRIS—including HRIS System, HRIS Software, and HRM Software—but ultimately, these terms are synonymous.

7 Key Benefits of an HRIS

1. Your payroll will be more accurate.

With all employee data living in one centralized place, choosing an HRIS with built-in payroll functionality can increase accuracy and compliance, save time, and reduce the risk of errors. Integrated payroll can benefit organizations of any size, but this is especially critical for larger organizations with complex payroll processes and regulations to follow.

2. Your data will be accessible.

With an HRIS, you’ll never again have to comb through filing cabinets and spreadsheets, and you can skip manually entering data in multiple systems. All employee data is stored in one database, so every piece of information you need can be easily collected, tracked, updated, and searched in seconds.

3. You won’t have to worry about staying compliant.

A good HRIS vendor will stay on top of regulations like General Data Protection Regulation (GDPR) that impact HR teams. This helps organizations easily and confidently meet compliance requirements.

4. You’ll save a lot of time.

Even manual, time-consuming HR tasks can be quick and simple with an HRIS. For instance, employees take an average of three unreported PTO days each year. This might not seem like a big deal, but with an average salary of $22.12 per hour, three unreported PTO days quickly racks up to $530.88 per year per employee.

An HRIS makes it a lot easier for employees to stick to the PTO process—with employee self-service, employees can check their PTO balance, and they don’t have to hand any kind of physical paperwork to their manager. The HRIS routes the request, and the manager reviews and approves PTO in the system.

5. You’ll have space to be more strategic.

With fewer manual operational tasks to manage, you can spend your valuable skills and time on strategic HR initiatives that deeply benefit the business, like improving employee retention, increasing team productivity, and shaping your company culture .

6. Your employees will have a better experience.

Whether it’s an effective and enjoyable onboarding process , a rock-solid performance review cycle with documented feedback, or easy time-off requests, a smooth interaction with your company’s HRIS can improve your employees’ overall experience.

7. Your reporting will be more impactful.

As you report on HR performance to your leadership team, an HRIS can help you pull data that aligns your efforts with business goals and objectives. Sharing accurate, timely data from across your organization—including key metrics like employee engagement and retention rates—can help executives get more bought into HR initiatives and make better strategic decisions.

Powerful data insights are only a click away.

With BambooHR, you can manage and report on your sensitive people data with an organized, secure database—no technical experience required.

Get a Free Demo Today!

How to Choose an HRIS

Choosing the right HRIS can feel like a daunting task. There are countless options, each with their own unique features and benefits.

To make sure an HRIS meets your organization’s needs both now and in the future, we recommend focusing on three key areas: your company’s growth trajectory, how your HRIS will fit in with other business tools, and how you’ll get the most out of your HRIS.

1. Consider your growth trajectory.

Your employee count is one of the most important factors to consider when selecting an HRIS. Different HRIS systems are designed to accommodate different company sizes, and it’s important to choose one that can meet your needs both now and where you’re looking to grow in the future.

Small businesses: You may only need a basic HRIS for things like managing employee data, time-off requests, and basic payroll functions. These more basic systems tend to be relatively low cost and simple to use, whether you have a formal HR team or not.
Larger organizations: If you have hundreds or thousands of employees, you’ll need an HRIS that can handle more complex HR functions like benefits administration, compliance tracking, and performance management. These more complex systems tend to be a higher financial investment, but they’ll offer flexibility and customization options based on your organization’s unique needs as you scale.
Future growth: If you anticipate significant hiring in the near future, it may be worth investing in a more robust HRIS now to ensure that you don’t outpace your system too quickly.
International workforce: Another important consideration is the ability of your HRIS to handle employees in different countries. If you have plans for international expansion, you’ll want an HRIS that can accommodate different languages, currencies, and compliance requirements. Look for systems that have experience working with global organizations and can provide the support and expertise you need to manage your international workforce.

2. Understand how your HRIS will integrate with your tech stack.

When choosing an HRIS, it’s important to understand which other business tools will need to send or receive data from the system.

Here are some questions to start thinking about:

Which existing tools will be replaced by your HRIS?
Which other teams will be relying on data from the HRIS?
What does the technical integration process look like?
What kind of integration support will you receive from the vendor?

Integrations can vary widely depending on each HRIS and your organization’s unique needs. Some vendors offer pre-built integrations with popular HR systems, such as payroll software or benefits administration platforms. Others may require custom integrations, which can be more time-consuming and expensive.

Look for vendors who offer dedicated support teams and a clear, step-by-step integration process.

3. Start building roll-out plans to increase adoption.

Deciding on an HRIS is an important and often expensive decision, but the rewards and ROI of committing to the new system will far outweigh the initial setup and adjustment pains.

Here are a few suggestions for how to get the most out of your new system:

Build a plan to get all of your data migrated, taking into account needs across different teams in your organization.
Define, communicate, and settle into new processes. Don’t forget to share the plan and report on progress with your employees and leadership team!
Design a roll-out plan, complete with training to make it easier for your team to get onboarded and familiar with the HRIS capabilities and expectations.
Lean on your HRIS vendor. They’re your partner in this endeavor and should deeply understand and care about HR challenges to help you reach your goals .

What Is the Best HRM Software?

BambooHR is widely recognized as the best HRM software on the market with an intuitive, cloud-based platform that simplifies HR processes like employee data management and reporting, time-off request tracking, payroll and benefits administration, and hiring and onboarding.

BambooHR has received numerous awards for its customer satisfaction and innovative approach to HR management. TrustRadius, a leading review platform for B2B technology, has included BambooHR in the Top Rated Awards for HR Management Software multiple years in a row.

BambooHR is also recognized by G2 as a leader in the HR Management software category, receiving high customer praise for ease of use, reliability, and overall customer experience.

Choosing an HRIS is a task that shouldn’t be taken lightly. The right system can help solve your organization’s biggest problems and set your HR team free to make a massive, strategic impact on your organization.

If you have any questions during your HRIS research, including whether or not an HRIS is the best option for your organization, we’re here to help—talk with our team of experts and get a demo of BambooHR today!

Source: https://www.bamboohr.com/blog/what-is-an-hris

Promotions Can Increase Employees' Risk of Job Hopping

Wed, 24 Jan 2024 23:21:22 GMT

It's pleasing to think that promotions lead to happier employees and higher retention—and data generally shows this is true. But there's also a significant risk that your newly promoted talent will soon be walking out the door.

The ADP Research Institute analyzed the job histories of more than 1.2 million U.S. workers between 2019 and 2022 and found that getting a promotion increases the chance that a person will leave their organization. That's especially true for individual contributors being promoted into a managerial role for the first time.

The institute found that 29 percent of people quit their jobs within a month after their first promotion at a company. In comparison, the departure rate for similar workers who weren't promoted was 18 percent. The risk is most pronounced during the first six months of a promotion, and the risk gap narrows after that.

"My initial reaction was, 'What? How can that be? Don't people get super-excited when they get promoted?' " said Amy Leschke-Kahle, vice president of talent insights and innovation at ADP. "But when you think about it more, and you think about how the promotion process is managed in many organizations, it is not all that surprising."

Notably, the findings come from pandemic-era research, characterized by a mercurial job market and increased levels of quitting.

"The Great Resignation was a manifestation of pent-up attrition post-pandemic, and many people reassessed their lives and work," said Jim Sykes, global managing director of operations at AMS, a global talent solutions firm. "The surge in attrition was incredibly painful for most employers and resulted in a huge level of internal hiring as that attrition was backfilled. There have been examples of employers trying to counter that attrition by promoting people. In those cases, I can see those employees moving on once the pandemic settled."

Employees quit after promotions for many reasons. In some cases, the newly promoted worker decides to shop their new title on the job market, or news of the recognition attracts more attention from recruiters who reach out with a new opportunity.

But there are things employers can do to increase retention, such as clearly defining and staying true to a promotions process and adequately preparing newly promoted people for their new responsibilities.

"People must be promoted for the right reasons," Leschke-Kahle said. "People should be promoted either because they applied for and got a job at a higher grade with a higher level of responsibility, or their job has shifted enough that it warrants being assigned a higher salary and title. But oftentimes promotions happen as a retention tactic, or as a way to pay people more money or when organizations are desperate to fill a role."

Support Your New Managers

The ADP research found that first-time managers are the most susceptible to leaving after a promotion. "It's a huge leap in responsibility," Leschke-Kahle said. "That change in responsibility is one of the most dramatic that people experience at work. Many organizations do not prepare and support their people enough for that big emotional transition."

She recommended employers do the following:

Make the investment to prepare people for their new role before they step into it. "I don't mean expensive external training, but at least a little pre-work in what it is like to be a people leader," Leschke-Kahle said. "You can run a shadowing program, or a 'day in the life' program."
Provide newly promoted people with a 30-day grace period to ramp up. "Don't expect them to do and know everything on day one," Leschke-Kahle said. "Giving that grace period—with ongoing training—lets the employee know that you want them to succeed, and you support them."
Check in with new managers frequently. "Check-ins don't have to be long; even five minutes will suffice," she said. "Everyone wants to feel cared about. It should be an expectation."

Promotions Have Waned

After a spike in internal hiring—including promotions—at the peak of the pandemic, internal mobility has fallen to one of its lowest levels in years, according to research from The Josh Bersin Company and global talent solutions firm AMS.

Promotions and internal hires made up 40 percent of all hires at the peak of the pandemic in 2020, according to the study, but have since slumped to 24 percent on average. The researchers pinpointed the typical pre-pandemic rate at 30 percent.

"If organizations do not take a radically different approach to how they nurture and develop internal talent, we will continue to see a reduction in internal hiring and promotions," said Jim Sykes, global managing director of operations at AMS.

He added that a big reason for the drop is that there is an increasing shortage of people with critical skills, and employers are instinctively looking for job-ready talent that can hit the ground running.

"Hiring managers assume they have to go on the external market to find that talent," Sykes said.

Another reason for the decline is the significant innovations made in sourcing, engaging and assessing external talent, he said. In contrast, "[i]nternal hiring has not changed during my 25-year career," he noted. "It's largely still posting a job to an internal job board and waiting to see if anyone applies."

Source: https://www.shrm.org/topics-tools/news/talent-acquisition/promotions-can-increase-employees-risk-job-hopping

2024 HR Trends: Expert Insights for All Employers

Wed, 24 Jan 2024 23:19:10 GMT

There are certainly many “evergreen” HR trends (an oxymoron, but bear with us) your human resources team and C-suite are already well aware of and have taken action on. These likely include:

Implementing a more human-centric approach to building a strong company culture
Prioritizing employees’ mental health and their work-life balance in a disruptive period
Boosting employee retention by training and promoting top performers company-wide
Offering flexible working hours, particularly for those working remotely/in hybrid roles
Ensuring the employee experience is a positive one by improving the work environment

And these 2023 HR trends will certainly remain a top focal point for HR leaders in 2024.

That said, there are certainly a growing number of other, more recent (and urgent) workforce-related events, patterns, and shifts that will impact your human resources function’s efforts to empower your workforce to thrive in the workplace (virtual and/or in-person) in the year ahead.

7 HR trends to know about in 2024

Here are some of the top HR trends today — more specifically, ones from the latest edition of Employ’s Recruiter Nation Report , which features in-depth recruiting and hiring data as well as expert “people” insights for CHROs and their teams — you should know heading into 2024.

1) Talent acquisition will continue to adapt to ongoing uncertainty

What better way to kick off our HR trends list than to share one from a fellow Employster?

Employ SVP People & Talent Corey Berkey detailed how all companies — from SMBs to enterprises — will continue to evolve their talent acquisition processes and priorities in 2024.

That’s mainly due to lingering concerns about a recession and further tightening budgets.

Two specific ways in which Corey envision’s TA teams altering their approaches in the year ahead?

Eliminate inefficiencies, and enhance their existing recruiting methods.

“As businesses have adjusted hiring plans in reaction to economic conditions , talent acquisition teams have felt the impact,” said Corey. “Navigating a full requisition load with less tools or … resources forces teams to change their approach.” (Translation: Find ways to work smarter.)

Corey added how employers of all sizes and across industries are now “seeking ways to flex their recruiting practices and zero-in on high quality candidates, working to drive higher initial candidate quality.” These are efforts that “will shape talent acquisition … into 2024.”

2) The “do-more-with-less” hiring approach will (mostly) stick

No business division — whether it’s human resources, marketing, sales, or support — wants to have to do their jobs with limited budget and resources. And yet, in today’s business climate, that’s what ongoing economic uncertainty requires most (if not all) teams to do.

That includes talent acquisition functions of today’s human resources teams.

“Whether companies are growing or slowing, talent acquisition teams are being asked to do more with less based on the current economic uncertainty” WorkTech Founder and Principal Analyst George LaRocque shared for our 2023 Employ Recruiter Nation Report.

“Yet, while the economy may have been cooling … the available talent and required skills remain more complicated to find than ever,” George added. “Today’s recruiting challenges are the same as those previously associated with competition during times of strong economic growth.”

3) Orgs of all sizes will renew their focus on diversity recruiting

H3 HR Advisors Cofounder Steve Boese and CEO and Principal Analyst Trish Steed insisted employers will spend their time, resources, and energy on diversity, equity, and inclusion (DEI) initiatives in 2024 and the years ahead. Specifically, with a concerted focus on diversity hiring.

“Making increased commitments to diversity hiring is an important first step,” the duo noted.

“But, they also need to back up statements with actions, like using modern recruiting technology to facilitate blind screening and interview reviews, creating more diverse internal hiring teams, and publishing diversity hiring goals, and progress towards achieving these goals.”

Updating impact descriptions and career sites with messaging that relays your efforts around DEI certainly go a long way in proving your dedicated to making progress, Steve and Trish added.

However, proactive efforts to make ongoing strides with DEI — including with diversity hiring (e.g., implementing a skills-based TA approach to hire a broader array of underrepresented talent) is what will show your company truly cares about creating a more diverse, fair, and welcoming workplace.

4) Differentiation from other employers becomes a focal point

The Great Resignation led to a scarcity of talent actively looking for new work during the global pandemic. But, the market has since shifted. (And drastically, to say the least.)

Now, there’s a surplus of professionals aiming to join new companies . And yet, many job seekers remain selective regarding which employers they consider speaking with and joining.

Guidewire Software VP and Global Head of Talent Attraction Ian Creamer noted how, despite a sizable number of active candidates exploring new career opportunities, HR/TA teams must still ensure their open roles (and employer brand at large) stand out from other orgs looking to hire.

“There is so much uncertainty in the market,” said Ian.

“The expectation of hiring managers and leaders is that the tide of layoffs should equal much easier access to talent, and that’s not always the case,” Ian added. “We hire in the technology space, and truly top talent remains as hard to hire as ever.”

Ian added that “candidates are still showing up with multiple offers already in hand,” making it difficult to convince top-tier talent his company engages for open roles to accept their offers.

5) The use of artificial intelligence in TA continues to grow

Notice that the “AI-is-a-trend-crowd” has grown increasingly silent since early 2023? That’s because artificial intelligence is, in fact, here to stay. And it’s an “HR trend” all talent teams should investigate further, as there are undoubtedly several AI use cases for leveraging the advanced tech .

Restaurant Clicks CEO Brian Nagele remarked how arguably the top initial use case for TA teams is to leverage AI’s bias-reduction capabilities. (Ideally, by onboarding a leading recruitment platform that already has AI recruiting functionality baked in to help make bias-free hiring decisions.)

“Many human resource departments are becoming aware of the (sometimes) unintentional biases which occur during the hiring process,” said Brian.

“The beauty of using artificial intelligence to review resumes is that the software is blind to the physical appearance of any applicant.”

Brian added how leading AI tech used by HR professionals today “focuses on recognizing candidate qualifications to filter through top talent.” This, in turn, can help reduce potential hiring biases and ensure HR functions solely consider talent based on their skills, expertise, and other qualifications .

6) Companies will prioritize candidate experience improvements

Despite not having as many recruiting resources as they’d like for 2024, NXTThing RPO Founder Terry Terhark said CHROs will ensure their teams will stay focused on the work at hand.

But, that doesn’t solely mean refining and streamlining TA processes. It also entails making sure each job seeker their recruiters engage for openings have a strong candidate experience.

“ Companies still need to pay attention to the candidate experience , their employment brand, and the speed of their recruitment process” to outcompete other orgs for top talent, per Terry.

Of all the latest HR trends featured here, improving the CX is really a perpetual task for TA teams. However, as Terry can attest, job seekers are becoming increasingly “picky” with employers.

Provide a consistently enjoyable hiring experience, and you’ll “win” more top talent.

7) Analytics will continue to play a pivotal role for hiring teams

Given data is now an indispensable asset for all HR/TA teams, HRU Technical Resources Talent Acquisition & HR Analyst Tim Sackett said it shouldn’t be a shock that using analytics to drive recruiting and hiring decision-making will remain a strategic imperative for employers.

“Organizations with world-class recruiting functions are measuring the funnel,” per Tim.

“It is imperative that TA leadership and your executive team understand the recruiting capacity that your team can deliver. You only get that by measuring the [recruitment] funnel.”

Lighthouse Research & Advisory Chief Research Officer Ben Eubanks also believes actionable talent analytics is something employers of all types and across sectors must utilize daily.

“Recruiting has seen some massive swings in recent years,” Ben declared.

“The one thing that we consistently see … is that employers prefer hiring practices that deliver predictability . Anything we can do to streamline talent acquisition activities, take a more proactive approach, and make data-informed decisions is going to deliver a higher degree of predictability.”

Source: https://www.jobvite.com/blog/hr-trends/

How To Travel for a Living (Plus 10 Career Options)

Wed, 24 Jan 2024 23:18:56 GMT

Advances in technology are bringing the world together in new ways. Many people leverage this connectedness in jobs that take them around the globe. With strategic planning, flexibility and patience, you can enjoy a career marked by travel and exploration. In this article, we discuss how to travel for a living and offer 10 travel career options to consider.

Benefits of a traveling career

For people with an adventurous spirit, traveling for a living could be an ideal scenario. The benefits could include:

Seeing new places: Whether you travel domestically or internationally, traveling for a living allows you to see places you may never have visited otherwise.
Experiencing different cultures: Every new project can be an opportunity to immerse yourself in a new culture with different traditions and practices.
Meeting diverse communities of people: Meeting people from another state, country or continent helps you appreciate different perspectives and enhances your ability to engage with many types of people.
Learning a new language: Spending time in a foreign country can be an opportunity to improve your language skills by speaking in the native language.
Challenging yourself in different environments: Traveling often comes with unforeseen challenges that you must learn to navigate spontaneously. Overcoming these obstacles can help you develop perseverance, patience and fortitude.

10 travel jobs

If you want travel to be part of your primary employment, here are some careers to consider:

1. Travel blogger

A travel blog is a great place to start if you want to write about your adventures, but making any type of blog successful will allow you the freedom to earn money while traveling. Another strategy would be to focus on specific niches of traveling such as traveling on a budget, traveling with young children or exploring remote destinations.

Generating traffic is the only way you can make your blog have real earning power. The more people view your site, the more interest you will receive from advertisers and marketers who want your audience to see their products.

National average salary: $34,363 per year

2. Flight attendant

Working as a flight attendant is the most traditional way to earn a living traveling. Between flights, you can explore your destination. You may also consider working for companies that provide attendants for nontraditional flights such as charter, private or corporate flights.

National average salary: $32,537 per year

3. English teacher

As business and recreational travel become more global, English teachers are highly sought after around the world. Consider teaching English as a second language in your favorite foreign country or teaching classes online from your computer. A college degree and/or Teaching English as a Foreign Language certification may be required. Clients may include corporations, individuals or schools. Pay varies by experience and location.

National average salary: $25,602 per year

4. Travel photographer

If you enjoy taking professional-quality photographs, consider selling your work as a freelance travel or adventure photographer. You might sell stock images for a photography site, be commissioned by a client for an ad campaign or magazine or by a destination location to visually document their amenities and features.

National average salary: $39,849 per year

5. Travel nurse

Traveling nurses typically commit to a contract for 13 to 26 weeks in a certain location. You may make more money working overseas than at home. However, you may need to be fluent in a foreign language if you work abroad. You can research jobs online through traveling nurse groups, nurse organizations in other countries and hospital job boards overseas.

National average salary: $113,542 per year

6. Tour coordinator

If you are familiar with a foreign city, consider organizing a tour of the best sites. While this project takes significant planning and great communication skills , it can be quite lucrative. You will be expected to lead, educate, entertain, troubleshoot problems and be ready to answer questions. For each tour, you will also need to create an itinerary, secure lodging, plan meals and reserve transportation and admissions.

National average salary: $41,641 per year

7. Destination marketer

Tourism companies are taking advantage of the influencer marketing model. You can leverage a large social media following into sponsored trips all over the world. Find organizations that are relevant to your content and audience. For example, if you enjoy hiking, contact brands that sell outdoor products and supplies. If you have children, reach out to companies that specialize in family-friendly travel. Make sure you have a well-crafted pitch that includes why your audience would be interested in their brand and why you want to work with that brand specifically.

National average salary: $65,254 per year

8. Translator

If you are fluent in another language, you may find work as an in-person or online translator. The global marketplace offer opportunities ranging from translating for a tour guide to translating corporate manuals. The more fluent you are, the more opportunities you will find for your services.

National average salary: $46,251 per year

9. Travel agent

Travel agents put together trips for people and families seeking a vacation or adventure destination. They often are invited to visit resorts, destination sites, etc., to promote those locations to their customers. Travel agents frequently are paid a commission for sales.

National average salary: $59,071 per year

10. Freelancer

Freelance work is often associated with the freedom to pick what you do, where you do it and how often. Most work is digital-based so you can work anywhere in the world. You sell your expertise and skill set to clients to fit your schedule. As you start to build your client list, you may supplement your income with side or seasonal jobs while you travel.

National average salary: $54,927 per year

Common freelance opportunities include:

Writer and editor
Copywriter
Photographer
Web designer
Graphic designer
Digital marketer
Social media manager

Prepare for interviews with practice questions and tips

Supplemental income while traveling

If you find yourself in a location for a few months, you might consider supplementing your income with a short-term or seasonal job. Here are a few to consider as you see the sights:

Bartender
Yacht crew
Yoga or fitness instructor
Hostel or hotel staff
Street performer
Restaurant staff
Certified scuba or surf instructor
Fruit, produce or garden picker
House or pet sitting
Work exchange

Source: https://www.indeed.com/career-advice/finding-a-job/how-to-travel-for-a-living

The impact of AI on recruitment

Wed, 24 Jan 2024 23:18:54 GMT

Recruitment as a career is the epitome of the phrase “trying to find a needle in a haystack”. Economic fluctuations, demand in a particular sector, an overabundance of graduates with a particular qualification – all of these things and more can lead to some jobs having hundreds – or even thousands – of applicants rushing for a single position when it crops up.

With so many individuals competing for a dramatically smaller number of jobs, how do recruiters find ways to make their lives easier and their jobs more manageable? This is where artificial intelligence (AI) can play a role. In today’s article, we’ll take a look at the impact of AI on recruitment: its uses, pros, potential pitfalls and the future.

The use of AI in recruitment

First things first. AI stands for artificial intelligence. Put simply, this involves software being able to execute tasks that are usually carried out by humans. This includes – among other things – decision making, visual and vocal recognition, and translation.

Recruiters and agents have been using AI for years, and its origins were modest and relatively simple. For example, using an AI-powered Applicant Tracking System (ATS) to scan through hundreds of CVs and look for keywords or phrases is now fairly common. As such, AI technology presents a great way for recruiters to thin the herd quickly and efficiently.

The use of AI to quickly scan through CVs often leads to criticism from job seekers though. They argue that the technology reduces a person’s CV to a simple ‘yes or no’ purely based on a keyword search while that decision should be based on the quality of their experience and/or personality traits.

The problem, however, is that the alternative for recruiters is to read and evaluate every single CV separately. In the earlier example of a job position with thousands of applicants, this would take weeks – if not months. All while the applicants are eagerly waiting to hear back. With 52% of recruitment leaders saying that identifying the right candidates from a pool of applicants is the most challenging part of their job, it seems clear that the experts feel this isn’t a task that can be done with people power alone.

There are many – many – other examples of the use of AI in recruitment. Just to give you an idea: applications of AI can help with the sourcing, pre-selection and onboarding parts of your hiring process. Other tools can answer candidate questions and set up interviews. And the list goes on. We won’t be able to cover all of these technologies today but we will look at some of them.

The impact of AI on recruitment: the Pros of AI

Let’s take a look at some of the benefits that the use of AI in recruitment can bring:

#1. It saves time

Most recruiters are very busy people. In that regard, the more tedious, time-consuming tasks that can be automated, the better. The use of an AI-driven chatbot , for example, can remove heaps of these mundane tasks. Think of answering (simple) candidate questions, scheduling interviews and screening applicants for instance. Things that certainly are important and need to be done, but that can also easily be automated.

Alexander Mann Solutions is one of the companies that use AI-infused technology to automate processes such as scheduling interviews and sending out job offers. Mya doing her chatbot magic.

#2. It removes bias

When it comes to finding the perfect candidate for the job, the last thing we want is for our judgment to be clouded by bias. Fortunately, there are some interesting applications of AI in recruitment that can help reduce bias. There are tools out there to help recruiters write a bias-free job advert for example. Textio is probably one of the company’s that’s most-known for this so-called augmented writing technology.

AI-powered preselection software uses predictive analytics to calculate a candidate’s likelihood to succeed in a role. This allows recruiters and hiring managers to make data-driven hiring decisions rather than decisions based on their gut feeling. Pymetrics is an example of a company that’s active in this space.

#3. It finds candidates

AI-powered software can analyze people’s online presence such as their social media profiles and public data. The technology can make predictions based on this data. For example about how likely people are to accept a job and what roles they might be interested in. It can also analyze the profiles of candidates who have already started a job within the company. By combining all the available information, the software can identify candidates with similar personalities and skills. It can decipher which candidates might be interested in certain roles and directly target relevant job adverts at them. PandoLogic uses AI to make talent acquisition more efficient and effective.

#4. It improves the candidate experience

Let’s go back to that AI-infused chatbot we mentioned. It never takes a day off, which means it’s always ready to answer candidate questions. Even at midnight. Or on a Sunday afternoon. As such, it can guide the candidate through the recruitment process more efficiently; instant answers right when they need them. And this is just one example of how adding AI instruments to your recruitment process can improve the candidate experience.

The impact of AI on recruitment: Potential pitfalls

Sure, when used correctly, the use of AI-powered technology in recruitment can have tremendous benefits. However, there are potential pitfalls too.

Technology can use AI to detect certain subtleties in candidate behavior during a video interview for instance. But who’s to say that an applicant’s body language isn’t simply due to him or her being nervous rather than them cheating? Human qualities such as empathy and contextual understanding are still (almost) impossible to replace with software.

Another tricky situation. An AI-driven recruitment tool might identify a candidate as having all the necessary experience based on a keyword search. But will it miss the fact that the same candidate has changed jobs four times in one year?

An often heard fear is that of AI replacing humans, displacing many from their jobs. While there certainly will be an impact, it’s not as bad as many people seem to think. In most cases, AI and automation will only take over those repetitive, easy-to-automate tasks we mentioned. As such, this will enable us, humans, to focus on more interesting tasks.

What does the future hold?

Artificial intelligence is changing the recruitment industry. There are already some tremendous, AI-driven applications out there and their number is likely to go up (a lot). Whether you like it or not, if you don’t at least look into the possibilities of AI for your organization, you’ll be missing out. Not because it will replace the people in your company, but because it will free up their time to do more important things. Such as listening to and empathizing with candidates when they need to.

So try out some new tools, software, and programs to see what works for your organization. That way you can create an automated recruitment process that will eventually improve your quality of hire, your candidate experience and – perhaps most importantly – the everyday working lives of your recruiters.

Source: https://www.aihr.com/blog/impact-ai-recruitment/

The Importance Of Creating An eLearning Job Leads System

Thu, 11 Jan 2024 03:49:24 GMT

Summary: Recruiters in the highly competitive learning market need a reliable modern-day eLearning job leads system. Find out how to create one that provides a steady supply of quality candidates and leads.

Creating An Effective eLearning Job Leads System

As a recruiter, it’s not enough to know that you have eLearning jobs to fill. Without a pipeline of quality talent, something that can be incredibly difficult to accomplish, you may find yourself in serious trouble. So too, not having ongoing eLearning job leads to fill can be a real problem for a recruiter. One must always have their ear to the ground, connecting with new clients, and matching great candidates with equally great assignments.

Why Old Recruitment Systems Don't Work Well

Applicant tracking systems are so yesterday. And you can forget general job boards that are going the way of the dinosaur. Even social media networks can be virtual wastelands where no decent eLearning candidates are to be found.

Top eLearning recruiters understand that they must think and do things like marketing professionals, mimicking their systems for attracting candidates and keeping them on the ready for when the right job requisition comes along. They also must have a way to attract potential clients, track job reqs, and report on their success rates.

To excel in eLearning recruitment , it’s all about the conversion from casual passersby to client or applicant.

A job leads system for the eLearning market is unique, because it speaks directly to clients and to the candidates who are serious about their careers. It’s got to appeal to people who are passionate about learning and everything about it. An eLearning job leads system that can speak the language, while providing valuable insight and resources is well worth the effort to build.

David Ogilvy, otherwise known as the “Father of modern day marketing” was once quoted as saying “Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine.” These words ring as true today as they did decades ago. If you are aiming for working with the best eLearning talent and clientele, then you need to use a job leads system that caters to the top candidates and clients. It’s that simple.

4 Tips For Recruiters To Create An Effective eLearning Job Leads System

It may appear complex to develop a job leads system for recruiting eLearning talent, but in reality it can be accomplished with some best practices. Here are some tips for recruiters who find themselves in the trenches currently.

1. Ask A Lot Of Questions.

Your job is to get out there and ask lots of questions. Some of the things you need to find out include: What companies are hiring currently or who might be expanding operations. You also want to find out who won any major contracts. Read through press releases and other news items to see if anyone in your network has gotten good press and they're ready for an opportunity.

Also, evaluate any news of a company that is downsizing or having legal problems. If you want to know what's happening in your industry and want to stay ahead of the competition, then it is a must that you ask plenty of good questions and show real interest in people that you're speaking with.

2. Be Discoverable.

It’s not enough to have a social media presence anymore, although Lisa Jones gives some great tips for generating job leads on LinkedIn. The best eLearning job leads are provided by word-of-mouth and referrals from both employees and former clients. This means a recruiter needs to be everywhere to be discovered.

One must think like a potential candidate – where will he or she be spending time looking for great career opportunities? Are there popular websites or news sources or eLearning job leads that are more frequented? What about niche communities and job lead systems in the eLearning market? This is where a smart recruiter will get noticed by both candidates and clientele.

3. Make Good Use Of Your Connections.

Everyone you meet plays a role in your success as an eLearning recruiter. The connections you make in this business can lead you to new business as well as outstanding eLearning professionals who are ripe for a job change. An eLearning job leads system makes the most of these connections because it helps gather all into one central directory for future follow-ups.

Get more from your connections too. “Using a straightforward approach helps”, says Mark Whitby , The Recruitment Coach. He adds that it’s good to ask employers how you can develop a strategic partnership with them so they will use your services exclusively. So too, ask candidates if you think you can reach out to their former places of employment and use them as a reference.

4. Keep An Eye On The Competition.

eLearning recruitment pros must be ever-mindful of what the competition is doing. A positive job leads system should have reporting capabilities so that recruiters can spot any trends happening in the market. Watch for dips in candidate cycles that could indicate a competitor is openly advertising new eLearning jobs on their platform.

Watch for salary trends by using real-time salary tools. Maintain a watchful eye on your clients and survey them often for satisfaction levels over the candidates you’ve placed and the quality of work they produce. Touch base with new hires at 30, 60, and 90 days to find out if they are finding happiness in their new role and if they have some colleagues to refer to you.

As a recruiter in the highly competitive eLearning market, it’s up to you to be the best-of-the-best with a strong eLearning job leads system. This can help facilitate many of the above tasks, while giving you a key advantage over your competition.

Source: https://elearningindustry.com/elearning-job-leads-system-importance

How Talent Management Impacts Business Growth

Thu, 11 Jan 2024 03:34:05 GMT

The “ideal” talent management model many scaling orgs implement today includes a focus on:

Attracting and retaining top talent through savvy, data-driven recruitment
Offering learning and development opportunities to help employees grow
Creating a positive work environment to build a strong company culture
Putting succession plans in place for members of the executive team
Utilizing talent management systems that help both the TA and HR teams

It’s this last item that is the foundation of every successful talent management strategy today:

Technology that aids recruiters with their candidate sourcing, nurturing, analysis, and rediscovery and HR professionals with their employee engagement and evaluation of their human capital.

Before detailing the ideal tech to use to build high-performing teams and retain employees, though, let’s dive into what exactly modern talent management strategies entail today.

What is talent management? A basic breakdown

Talent management is the joint effort among leadership, human resources, talent acquisition, and people managers to hire, train, empower, and retain talented employees .

By closely working with one another on the entire candidate and employee life cycles, these stakeholders can ensure they both construct a workforce of highly productive professionals who contribute to bottom-line growth and ensure said workers are set up for success daily.

“So, how can my company create a coordinated talent management process like this?” We’re glad you asked. In short, it’s a divide-and-conquer approach among all aforementioned teams:

Your C-suite must relay headcount and business growth goals so talent leaders and hiring managers can prioritize requisitions accordingly and allocate budget for their TA and HR teams so they can bolster their recruiting function and utilize best-in-class tech. (More on that shortly.)
Your human resources team must regularly assess the state of their workforce : from monitoring their org’s employee retention rate, to seeing which net-new roles are coming down the line and will need to be filled, to evaluating diversity, equity, and inclusion company-wide.
Your talent acquisition team must be forward-thinking, with an eye constantly on which business units need roles filled today , what positions currently (or will soon need to be) backfilled, and the speed and efficiency with which recruiters bolster their candidate pools and advance leads.
Your people managers must set employees they oversee up for success in their roles , offer upskilling and reskilling opportunities to their team members who want to gain expertise in new areas associated with (or even outside) their jobs, and work with staff members on career-pathing.

Only when each of these boxes is checked will your org have a well-run talent management approach that satisfies employees and lays the foundation for them to be productive.

4 talent management best practices

The above tasks are the granular activities your talent management “team” must regularly tackle. That said, there are four best practices each of these individuals need to abide by to ensure they continually improve their talent attraction, retention, and empowerment efforts.

1) Connect your ATS and HR systems to sync data

First thing’s first. Any prosperous talent management strategy needs all HR and TA systems to “speak” with one another. In other words? Integrate seamlessly to share data.

More to the point, your ATS software and HCM/HRIS systems must sync with one another.

“By leveraging data-driven insights and aligning talent management systems, HR can ignite and support change — including creating a better employee experience — for many miles,” SHRM Research Sr. Researcher, Thought Leadership Katrina P. Merlini, Ph.D., recently wrote.

On the talent acquisition side, this merging of systems means TA directors, recruiters, and operations managers can all access in-depth data and insights into their existing workforce.

That includes quality-of-hire data tied to individuals they engaged, interviewed, and helped hire to identify patterns and trends that can influence changes to their recruitment approach .

2) Build a compelling, world-class employer brand

Reputation and perception. That’s essentially what your employer branding boils down to: how the world (read: prospective and existing customers and employees) view your business.

“In the context of talent acquisition and retention, reputation can be evaluated according to ‘the three Cs ,’” Ph.Creative CEO Bryan Adams wrote for Harvard Business Review:

Career catalyst, which refers to ensuring candidates know they can advance their careers at your org, should they decide to interview with you and ultimately accept an offer
Company culture, to ensure the work environment sparks innovation and engages employees
Citizenship, which relates to your company’s “impact on the community and society at large”

The math here is simple. The more attention and resources (in terms of personnel and money) you designate to boosting your employer brand publicly (i.e., via your site, social media, word-of-mouth, and online/offline promotion), the more you can (mostly) control your brand image .

At the end of the day, these efforts affect your bottom line and ability to scale your workforce.

3) Empower employees, starting with onboarding

When employees feel seen and heard by leadership and managers and understand that, if they simply put in a strong effort day in and day out, they have the chance to be reward financially and take on new, intriguing roles at the business, they tend to stick around for the long term.

And yet, too few orgs factor employee satisfaction into their workforce management .

By doing so, though, they can not only boost retention, but also their workers’ daily output and long-term contributions to business growth. The best way to accomplish this goal?:

Develop a structured onboarding program to ensure all new hires are given the requisite insight and info they need to hit the ground running in their positions.
Make your C-suite and managers readily available to workers so they can ask questions and get clarity that can ultimately help them feel as comfortable as possible on the job.
Offer internal mobility paths for your entire workforce to allow them to grow internally.

Regarding this latter focus area, ensure you provide plentiful L&D options to all employees. Only then can they gain the knowledge and confidence needed to take on new roles.

“With budgets tightening and workforce disruptions such as layoffs affecting many sectors, now is not the time … to eliminate employee professional development and training,” a trio of renowned business professors recently wrote for MIT Sloan Management Review.

4) Analyze your talent management efforts over time

This best practice really applies to all facet of your business. (Data, after all, is the lifeblood to any and every org’s success today.) But, it’s still worth stating its importance here:

Spending time combing over your hiring and workforce analytics is how your talent team can gradually refine its recruiting approach and your HR team can pinpoint issues and opportunities as it relates to employee experience, engagement, turnover, and retention.

While these two business units conduct deep-dives into their (ideally) unified data sets, they can (and should) also prepare summarized reports for leadership. This will help execs discern where the business as a whole can stand to improve with finding premier job prospects, getting them into and advancing them in the recruitment funnel, hiring the top candidates, and helping them thrive from the get-go.

Source: https://www.lever.co/blog/talent-management/

10 Tips to Improve HR Communication With Software

Fri, 15 Dec 2023 02:11:15 GMT

Improving HR Communication in the Workplace

HR communication is all about how businesses engage with their employees. In this blog we will give you some tips on how to improve HR communication in your workplace and get more from your people. We'll even give you the lowdown on how HR communication software is used by the world's top businesses to improve communication and productivity. We're experts on HR communication, it's our bread and butter. For years we've worked with HR experts from around the world and have experienced first hand the biggest reasons as to why many companies fall short when it comes to HR comms. We know that in order for people to thrive, operate effectively and manage employee satisfaction, communication is an imperative. When encouraged to communicate up and down the chain within a company, employees can experience an increase in morale, productivity and commitment.

HR communication is related to employee training, benefits, wages and any other company news. All of this information helps the workforce succeed, but often the bridge connecting employees to leadership is broken. According to Gallup, 74% of employees feel that they're missing out on company information and news and other research suggests that a massive 72% of employees don't have a full understanding of the company's strategy.

So, how do you ensure a strong communication loop is maintained between both HR and employees?

Top 10 Tips on How to Improve HR Communication in the Workplace:

1. Create a Long-Term Internal Communications Plan

Firstly, it’s important to create an effective communication strategy to increase productivity and improve employee relations and communication. This is vital to measuring HR communication in the company, so you can see what works, what doesn’t and how you can make improvements accordingly. 60% of companies don't have a long term strategy for their internal communications . No matter how big your company is, you need to have a long term plan for your internal communications.

Your internal communication strategy should include key steps such as:

Conducting an audit to understand your company’s structure and your employees needs when it comes to employee relations and HR communication.
Setting clear objectives to help keep your employees informed, to improve engagement or help employees find meaning at work.
Choosing the channels you're going to use to communicate to your employees. It’s important to choose the right type of communication, whether it be an employee engagement app, intranet platform or any other means of communication.
Choosing the type of content you're going to share internally.

2. Create an All-In-One Communication System

An important part of HR communication is having a single, secure HR platform. This should include all of the information relating to your employees (including employment history, contract details, salary, diversity information, personal information, documents, company assets, performance records, and absence history).

This platform should benefit every employee and company documents should be easily available for employees to access: policies, procedures, standard templates, guidance notes, and forms should all be available in one central location. This means that when an employee doesn’t know or has forgotten an important company policy or procedure, the information they need is ready and waiting.

3. Encourage Face to Face Communication

HR often relies too much on email for internal communication, which can cause confusion since tone of voice and facial expressions are not taken into consideration. This miscommunication affects employee relations and performance as organisations rarely have the time to personalise these conversations.

However, if building trust within your employees is part of your company’s goal, you will benefit from replacing typing with having a face to face conversation. Since many employees are remotely working, these conversations can be held easily by a simple video call. Having a verbal communication builds and strengthens the relationships within an organisation by maintaining a sense of friendliness, integrity and authenticity towards each other.

In a recent study, it was shown that 60% of emails received by employees are not important . You may want to reconsider your HR communications strategy and start using an employee communications app where you can engage your employees with your company content.

4. Make Company Culture the Focus

Employees will communicate better if they have a common goal and a shared culture. HR departments should aim to reach the same atmosphere that they want to see in the rest of the company. Only 23% of executives say that their companies are excellent at aligning employees goals with corporate purposes. So, having a shared culture not only promotes consistency in the business, but also allows organizations to benefit from an open and friendly workplace.

A great company culture will also create a fun and engaging working environment that can result in a higher level of productivity and employee relations. Having a transparent work culture is important to ensure that there is trust between HR, management and employees.

5. Share Engaging Content

You should start by considering your employees a part of your target audience. A company’s content needs to be written for them just as much as it is for your other target audiences.

Most people are visual learners and this will certainly include your employees. Employees are 75% more likely to watch a video than read text. However, most companies are still sending out long emails when it comes to internal communications. The key is to share engaging content that will boost the HR communication and information sent to employees.

Some of this content could include:

Video
Infographics
Interactive Newsletters
Visually engaging company news

6. Implement Surveys

Surveys are great for effectively communicating with your employees and improving employee relations between HR and the team. Surveys facilitate two-way communication, your employees will feel more engaged and empowered and, in return, you get valuable information and data that can be used to positively shape your strategy.

It’s widely known that when employees are satisfied with their jobs, they are much more likely to be happy, engaged and productive in their role. Therefore, implementing employee engagement or employee satisfaction surveys in your organisation will massively improve your HR communications.

7. Strategise an Onboarding Process for New Employees

HR communication will be effective by carefully planning onboarding steps for new employees, it will give them the information, relationships, and communication tools they need to be comfortable and confident enough to do outstanding work for the company. Employee productivity increases by 20-25% in organisations where employees are connected.

Especially for new employees, it can be difficult to learn the ropes in a workplace, therefore it’s so important to ensure new employees are connected with teams from their very first day. The company intranet is the perfect place to put together a great employee training program that every new hire will complete.

8. Make Internal Documents Easily Accessible

HR communications isn't just the verbal exchange between employees, it also concerns important information which needs to be shared. It’s vital to centralise all of this information in one place. A huge 57% of employees report not being given clear directions when it comes to accessing internal documents.

You can make internal knowledge easily accessible via documentation and training videos on your company intranet.

9. Align Employee Goals With Business Purposes

It’s important to work towards a common goal, when every person in a team or company is working to achieve the most important business objective, it will deliver success and boost morale.

There are 4 levels of alignment that a business should maintain in order to be successful:

Employee-role alignment - Finding the right fit for the position at hand.
Employee-goal alignment - To get employees moving in the same direction, make sure their business goals are aligned with personal targets.
Employee-team alignment - Effectively combine employee expertise and strengths so they can effectively contribute to the teams success.
Employee-organisational alignment - Level of alignment is strongly connected with the level of commitment of your employees and how successful your business is.

10. Take Advantage of Social Media

Social media is a powerful tool to enhance HR communication and internal collaboration in the workplace. Companies should encourage their employees to like, comment and share interesting content or posts about their organisation. This will almost certainly spark conversations, educate employees and boost morale between the team.

As an HR communicator, the types of internal content could vary from:

Employee focussed content which will appeal to them in a way which will make them want to share it.
Educational content which highlights and makes you employees look professional and shoes that they are experts in their fields.
Uplifting content which could include sharing feel-good posts and showing the company’s human side.

HR Communication Software

HR communication software plays a vital role in modern organisational management, serving as a powerful tool for enhancing internal communication and streamlining human resources processes. As companies grow in size and complexity, effectively communicating with employees becomes increasingly challenging. This is where HR communication software comes into play, offering a centralised platform to disseminate critical information, align HR policies, and foster employee engagement. Big companies, in particular, rely on this software to address the unique communication needs of their extensive workforces, promote collaboration, and ensure a cohesive organisational culture. Read on to discover why and how some of the world's biggest brands incorporate HR communication software into their every day operations.

Procter & Gamble:

P&G, a multinational consumer goods company, leverages HR communication software to optimise internal communication channels and foster collaboration among its employees worldwide. By utilising this software, P&G ensures efficient dissemination of policies, benefits, and company news, leading to enhanced employee engagement and a more cohesive work environment.

Coca-Cola:

As a multinational beverage company, Coca-Cola relies on HR communication software to facilitate seamless communication with its global workforce. By leveraging this technology, Coca-Cola effectively shares company updates, communicates HR policies, and nurtures employee engagement, fostering a sense of unity and alignment across the organisation.

Netflix:

With a focus on maintaining effective communication within its organisation, Netflix, a global streaming service provider, employs HR communication software. This software enables Netflix to keep its employees well-informed about company news, HR-related information, and updates, ensuring that employees, including those working remotely or in distributed teams, remain connected and engaged.

IBM:

IBM, a prominent technology company, recognises the value of employee engagement and communication. To achieve this, IBM utilises HR communication software, empowering the company to effortlessly distribute HR-related information, conduct surveys, and foster collaboration among its diverse global workforce, resulting in improved employee engagement and organisational synergy.

Improve HR Communication with UK's #1 HR Communication Software

Do you need to improve HR communication? Oak Engage improves HR communication by providing a centralised platform for real-time updates, two-way communication, targeted messaging, self-service features, mobile accessibility, and valuable analytics. Our leading HR communication software streamlines communication, ensures consistent information, encourages employee engagement, and allows HR to deliver personalised messages while empowering employees to access information on their own.

1. Centralised Communication

Oak Engage provides a centralised platform where HR can communicate with employees. It eliminates the need for multiple communication channels, such as emails, intranets, or bulletin boards, and brings all communication under one roof. This ensures that employees receive consistent and up-to-date information from HR.

2. Real-time Updates

Oak Engage allows HR to send real-time updates to employees. Whether it's policy changes, new benefits, or important announcements, HR can instantly reach out to employees through notifications or messages. This ensures that employees are always well-informed and reduces the chances of miscommunication or outdated information.

3. Two-way Communication

Oak Engage facilitates two-way communication between HR and employees. Employees can provide feedback, ask questions, or seek clarification directly through the platform. This promotes transparency and encourages open dialogue, fostering a culture of engagement and collaboration.

4. Targeted Communication

Our HR communication software enables HR to segment employees based on various criteria such as location, department, or job role. This allows HR to send targeted communications to specific employee groups, ensuring that messages are relevant and personalised. Targeted communication increases the effectiveness of HR initiatives and avoids bombarding employees with irrelevant information.

5. Employee Self-Service

Oak Engage provides self-service features that empower employees to access information and resources on their own. For example, employees can access HR policies, view their benefits, or submit requests through the platform. By enabling self-service, HR can reduce the volume of routine inquiries and focus on more strategic initiatives.

6. Mobile Accessibility

Oak Engage is accessible through mobile applications, making it convenient for employees to stay connected and engaged on the go. HR communication software should be dynamic and accessibility should be a main priority. Mobile access ensures that employees can receive HR communications anytime, anywhere, increasing their engagement and reducing the chances of missing important updates.

7. Analytics and Insights

Oak Engage offers analytics and insights into employee engagement and communication effectiveness. HR can track metrics such as open rates, engagement levels, or feedback sentiment to assess the impact of their communications. These insights help HR refine their communication strategies and ensure continuous improvement.

Source: https://www.oak.com/blog/improving-hr-communication/

Develop a Successful HR Communication Strategy

Mon, 11 Dec 2023 06:25:02 GMT

HR communication is vital to the successful management of any organization. Whether you are updating employees on new policies, gathering feedback on employee satisfaction, or providing critical information on how to prepare for an extreme weather event, effective communication is fundamental to business operations.

Developing an effective HR communication strategy will enable you to communicate successfully with employees and all internal stakeholders, linking your communication to the organization’s strategic plan and boosting its brand as an employer.

Contents
What is HR communication?
W hy is HR communication important for the organization?
The 4 types of communication
How to build an effective communication strategy with the HR Communication Model Canvas
[Free download] HR Communication Model Canvas

What is HR communication?

Communication is the foundation of all human relationships. In the workplace, it facilitates the exchange of information and knowledge. It’s essential for individual and team success and enables workers to develop strong relationships and establish themselves as collaborative team members who want to help the organization reach its objectives.

The HR department is responsible for not only hiring the right employees, but also ensuring they are equipped to perform their jobs properly. HR communication plays a key role in getting this right.

Organizations rely on HR professionals to communicate important information and policy changes to employees. Effective communication can increase productivity, leading to a more engaged and productive workforce.

HR communication is a two-way process that involves information being sent from HR to employees and from employees up to HR. Employees who feel their voice is heard are 4.6 times more likely to be empowered to perform their best work; a 5% increase in employee engagement can lead to a 3% jump in revenue.

Why is HR communication important for the organization?

People’s expectations of their employers have changed since the pandemic. Today, HR professionals play the central role in employee experience , providing a vital connection between leadership and staff. Internal communication has a powerful impact on employee engagement, organizational culture , and productivity. Simply put, employees want to hear from you.

Let’s look at some of the key benefits of effective HR communication:

Improved engagement

Forbes defines employee engagement as the emotional commitment the employee has to the organization and its goals. Engaged employees care about their work and their company.

Gallup’s State of the Global Workplace Report reveals that disengaged workers cost the global economy an astonishing $7.8 trillion in lost productivity, while engaged teams show 24% to 59% less staff turnover, 21% greater profitability, 17% higher productivity, and 41% less absenteeism.

Increased productivity

A McKinsey study on the future of remote work reports that employees who feel more included in workplace communication are almost five times more likely to demonstrate increased productivity.

Increased retention

Another Gallup study made a connection between low engagement and team performance and found that when engagement needs are not met, employee turnover is higher. The cost of replacing an employee can range from one-half to two times their annual salary. Losing good people also results in the loss of expertise and can have a negative effect on general morale.

Improved trust

Communication is a cornerstone for developing trust between employers and employees; 63% of employees and business leaders globally say trust must be earned. Trust is key to attracting top talent, with 74% of employees preferring to work for a company that’s viewed as trustworthy.

The 4 types of communication

Information flows in 4 directions: downward, upward, horizontally, and diagonally. The direction is usually determined by the size, nature, and structure of the organization.

1. Upward communication

Employees communicate with upper management to provide feedback, complaints, or suggestions. Upward communication is becoming increasingly popular because it encourages a participatory work environment.

Use upward communication to conduct employee satisfaction surveys with online survey tools like Survey Monkey . Retention and turnover surveys, for example, include questions regarding plans to stay with the organization for the near future or to leave. Based on the results, you can use this information to build a better workplace.

2. Downward communication

In downward communication, information and messages flow top-down through the organization’s hierarchical structure.

As an example of downward communication, An HR practitioner may send out an email explaining a new work policy, or a new training programme is communicated to the sales team by the HR department.

3. Diagonal communication

Diagonal communication occurs between departments with people at different levels of the organization. This is a dialogue between employees of differing ranks and functions who are not in the same chain of command.

If you speak to the head of research and development about hiring a new employee for her team, that’s considered diagonal communication. Because a junior staff member can interact with a senior staff member from another department, diagonal communication is fast and effective.

4. Horizontal communication

This is when people of the same level in an organization communicate, usually to coordinate work between departments. This flow of communication is used to run departments when it’s essential to gather information across members of the same work group or same level in the organization.

If the HR manager meets with the accounting manager to do a budget review, that’s horizontal communication. When people at the same level communicate directly, this facilitates problem solving and enables information sharing across different work groups.

In the next section, we will unpack the different communication approaches and channels you can use to build an HR communication model canvas – a tool that will help you measure and evaluate your internal communication strategy and practices.

How to build an effective communication strategy with the HR CMC

The HR communication model canvas (HR CMC), based on Alex Osterwalder’s Business Model Canvas , has been adjusted to meet the needs of internal communication experts. It’s designed to help you keep employees informed on organizational strategies and objectives, employee policies and plans, and achievements.

The HR CMC is a strategic communication tool that lets you visualize and assess your ideas and concepts. Because it’s a one-pager, it provides a quick overview of the communication model and does not include unnecessary details. It’s easy to refer to and understand. It’s also easier to edit and can be easily shared with employees and stakeholders.

When completing each element of the HR communication model canvas, you and your team will brainstorm and conduct research on each of these, using the results for each relevant section of the canvas.

Developing a comprehensive HR communication strategy

1. Define your employee segments

Employee segmentation enables you to identify different employee groups in the organization – based on similarities such as roles, geographical area, gender, age, behaviors, and interests – so you can design customized practices and policies based on the common characteristics and needs of each group to increase the relevance of your communication.

Employee segments will vary in different companies depending on the sector in which they operate, the competencies they require, and how they define employee success.

Additionally, each employee has specific ambitions and drivers in the organization. Segmentation helps you to target individual goals and integrate them into your HR strategy. This includes all relevant stakeholder groups in the organization for which HR is (or should be) creating value.

2. Value proposition and communication goals

Defining the value proposition and communication goals starts with determining the full mix of benefits that it promises to deliver to all your internal customers. This requires you to think about the organizational strategy and the role of internal communication in helping to achieve that.

For each employee segment, you will have to come up with the main value proposition and goals.

Types of HR communication value propositions

Performance: Improving HR communication so that it’s faster, easily accessible
Customization: Tailoring communication services to the specific needs of internal customer segments
‘Getting the job done: Creating value by enabling employees to get the job done better and more efficiently.
Convenience: Making things more convenient or easier to use can create substantial value for employees.

3. Define your HR communication channels

Choosing the right communication channels for your organization is key to keeping employees productive, engaged, and aligned with business goals.

Today, digital communication channels – email, internal communication platforms, employee collaboration software, intranets, internal podcasts, internal company blogs – are the most popular in the workplace.

To determine which channels are most suitable for your different employee segments, think about what you’re communicating and in which direction the communication is flowing.

For example, upward communication is about keeping management aware of how employees feel about their jobs, policies and procedures, and the business. You could opt to use anonymous online employee satisfaction surveys or conduct pulse surveys, brief and regular sets of questions sent to employees.

Downward communication, such as instructions, policy statements, procedures, manuals, and company publications can be circulated via emails, newsletters, memos, handbooks and staff meetings.

4. Determine your internal customer relationships

What type of relationship does each of your internal customer segments expect from HR? You need to clarify the type of relationship you want to have with each employee segment.

Relationships are established and nurtured through your different communication channels.

What are employees expectations in terms of communication? We know that employees want different things at different stages in their working lives. You need to understand the perspectives of different employees and know what they value. It’s vital to create targeted, focused, and relevant messages for each segment of your audience.

5. Define your HR communication activities

Consider which are the best activities to deliver important messages to your internal customer. Key activities should focus on fulfilling the value proposition, reaching internal customer segments and maintaining internal customer relationships.

Apple is famous for cloaking product launches in secrecy that creates media frenzies. The hype is unquestionably effective. Introducing a teaser campaign into your internal communications plan can be highly engaging and effective when it comes to employee buy-in.

Consider the power of the people when it comes to online reviews. If you’re launching a new policy or set of benefits, consider offering selected employees a ‘sneak preview’ and get them to create a review.

The human aspect always brings communication to life and makes it relatable. Whatever you’re communicating, try to focus on the impact it will have on the people it will affect, and what it means for them.

Introducing an element of gamification can generate lots of engagement. Nike’s Kobe 11 scavenger hunt saw 20 pairs of sneakers autographed by the NBA star Kobe Bryant hidden in 20 cities worldwide. Importing this type of concept into your internal communication plan as a team building exercise can get employees excited about solving clues and winning prizes.

6. Determine the resources required

Determine what resources you require to best deliver your message. Engaging customers is a strength of marketing, so your marketing team may be able to support you in creating engagement programs in the workplace.

When it comes to workplace communication, technology can facilitate highly efficient and clear communication that happens through the best delivery method possible. Consider the mode by which your message will be clearest and most likely to be interpreted correctly.

Technology facilitates workplace communication, so consider what new digital communication tools you may need to invest in, such as onboarding centers or employee experience tools.

7. Determine the communication costs

Determine the costs associated with HR communication strategy and create a budget . A properly defined internal communications budget helps turn communication flowing across the business into valuable and measurable business assets.

Costs to consider include software subscriptions, as well as the human capital and internal resources required to develop the internal communication strategy.

8. Define the HR communication value drivers

Organizations rely on HR professionals to relay important information and policy changes to employees. Communicating effectively not only ensures that everyone is kept informed, but it also can help the business to remain compliant and avoid unnecessary challenges. Perhaps even more importantly, it leads to increased employee trust, engagement, and satisfaction.

Good communication can improve employee creativity by up to 93%, which can, in turn, contribute to increased levels of productivity . Employees who feel heard are 4.6 times more likely to be empowered to perform their best work, and a 5% increase in employee engagement can lead to a 3% jump in a company’s revenue.

It’s important to also measure your HR communication efforts so that you can understand how effective they are and enable you to adjust where necessary.

Here are frequently used internal communication metrics:

1. Employee engagement rates : The company intranet can help to measure employee engagement with key performance indicators (KPIs) such as readership, participation and social metrics like the number of likes, shares, and comments a piece of content generates.

2. Open rates or Intranet read receipts: Read receipts on a company intranet measure whether an employee actually acknowledged receiving and reading important updates.

3. Page visits and logins: Capture unique page views and other observable metrics for day-to-day optimization.

4. Adoption rates for new apps: When introducing a new employee app, tracking the adoption rate is critical.

5. Employee feedback : Encourage employees to ask questions and give their opinions about what is happening within the company.

6. Employee turnover rates : Employees who feel engaged at work are not likely to leave their job. For this reason, an important internal communication KPI to measure is employee turnover rate.

Key takeaways

Why HR communication: Effective HR communication is a critical part of employee engagement, which in turn promotes better performance, employee retention and wellbeing.
The trust imperative: Internal communication has a powerful impact on trust. Employees are more likely to engage and contribute when there’s an open, trust0-driven organizational culture.
Retaining talented employees: The cost of replacing an employee can range from one-half to two times their annual salary. Losing good people also results in the loss of expertise and can have a negative effect on general morale.
Creating a communication model: The HR communication model canvas is designed to help you keep employees informed. It lets you visualize and assess your ideas and concepts and easily share them.

For the Modern Leader, Emotional Intelligence Drives Results

Mon, 11 Dec 2023 06:24:59 GMT

In the pursuit of success, we often focus on intelligence , skills, and qualifications. But there's a crucial ingredient that has long been overlooked: emotional intelligence . EQ is the ability to understand and manage emotions, connect with others empathetically, and navigate life's ups and downs with graceand it is now recognized as a vital factor in achieving personal and professional growth.

Traditional measures of success often prioritize academic achievements and job-specific knowledge, but recent research has shown that EQ may be a better predictor of success and well-being than IQ alone. It's time to unlock its full potential.

Imagine a world in which everyone possesses high EQ. People would understand their emotions and use them to make better decisions. They would communicate effectively, build strong relationships, and resolve conflicts constructively. They would adapt to change, bounce back from failures, and maintain their well-being in the face of challenges. That world is within reach.

Emotional Intelligence in the Workplace

Picture this: you're a leader with high EQ. Your team looks up to you because you inspire them, foster collaboration , and make decisions that take everyone's emotions into account. Effective communication is your superpower. By building rapport, listening actively, and speaking with empathy, you create a positive work environment where ideas flow freely. When conflicts arise, you find win-win solutions that keep the team united. And let's not forget adaptability: EQ helps you navigate change, roll with the punches, and come out stronger.

More companies are recognizing the value of EQ in leadership , teamwork, and employee satisfaction. Leaders with high EQ inspire teams, foster a positive work culture, and drive productivity . EQ also enhances communication skills, ensuring messages are conveyed effectively and conflicts are resolved amicably. In a world that values collaboration and innovation , emotional intelligence is a must-have skill.

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Consider how EQ can supercharge your career . First up: self-awareness. It's like having a spotlight on your emotions, strengths, and weaknesses. When you truly understand yourself, you can make better decisions and set meaningful goals . Self-management is next. It's all about regulating your emotions, managing stress , and staying cool under pressure. This helps you bounce back from setbacks and adapt to changing work environments.

Social awareness is another crucial aspect of EQ. It's like having an empathy radar. When you're aware of others' emotions and perspectives, you can build better relationships, collaborate effectively, and be a better team player. And finally, relationship management—nurturing positive connections, communicating with empathy, and resolving conflicts constructively. These skills are crucial for thriving in the workplace.

The Personal Impact

Emotional intelligence goes beyond the office walls. EQ can have a profound impact on our personal lives as well. In personal relationships, it's a key to deeper connections. Relationships flourish when we can understand and empathize with others' emotions. By understanding and empathizing with others' emotions, you build strong bonds and communicate effectively.

When it comes to stress management, EQ helps you cope with pressure, maintain work-life balance, and prioritize self-care. With EQ, you engage in more self-reflection, continuous learning, and the adaptability to grow as an individual. In developing emotional intelligence, we enhance our overall well-being and find fulfillment in all aspects of life.

To put EQ into action, start by practicing mindfulness and self-awareness. Take time to recognize and understand your own emotions, strengths, and weaknesses. Commit a few moments each day to meditate, journal, or reflect on your emotions and reactions. When it comes to emotional regulation , find strategies that work for you: Take deep breaths, go for a walk, or talk to a trusted friend. Empathy is a muscle you can flex, so practice perspective-taking and active listening. And never stop learning.

It's time to shift our perspective and embrace emotional intelligence as a critical component of success. Let's create a world in which EQ is nurtured, valued, and celebrated. By recognizing its importance, we can build stronger relationships, make wiser decisions, and lead more fulfilling lives.

You've got the power to master emotional intelligence and elevate your career and life fulfillment. By understanding and managing your emotions, building meaningful relationships, and embracing challenges with resilience , you'll create a path to success and greater satisfaction. Go ahead and unleash your full potential.

Source: https://www.psychologytoday.com/au/blog/focus-on-forgiveness/202309/for-the-modern-leader-emotional-intelligence-drives-results

HOW TO GET A PROFESSIONAL JOB IN AUSTRALIA FOR FOREIGNERS

Mon, 11 Dec 2023 06:24:56 GMT

Australia has one of the strongest economies in the world. Its economy is dynamic and the country continues to grow and present many opportunities of employment. Even if the Australian job market for foreigners can be quite competitive, it is not impossible to get a qualified job in Australia. Here’s all our advice and useful information on working in Australia, but above all finding a “skilled” job in Australia. And even if every profile is different, it’s important to know certain basics to make a success of your expatriation

TABLE OF CONTENTS I

Is it easy to get a job in Australia?

Australian job market is very competitive . Since the pandemic, Australia is lacking manpower in various sectors. For foreigners, not all jobs and skills are in equal demand at the moment. For example sectors of hospitality, construction, and education are in high demand at the moment. But you can definitely find a job in other sectors!

Here are a few tips to help you in your searches:

Research the market to understand where you fit in.
Check your visa options , you will need a valid work visa.
Prepare your Resume and cover letter in the correct format for Australian employers.
Speak the language and understand the culture .

What jobs are in demand in Australia?

In the wake of the global pandemic, Australia now has a shortage of labour in many areas. These include the healthcare, education, IT and construction sectors. Hotels and restaurants are also looking for staff all year round, with a peak before the high season (i.e. summer). For a full list of the most sought-after occupations here .

The job market is dynamic and can change over time.To keep up to date with this information, job platforms such as Indeed or Seek often publish articles on in-demand jobs and include salary information, such as in the Indeed article linked here .

Visa options for working in Australia

There are several different visas available for working in Australia. Here are the main types of visa that allow you to work in Australia:

Student visa: This is certainly the easiest to obtain, and is very popular with backpackers as a continuation of the working holiday visa. But its biggest constraint is that it does not authorise you to work more than 20 hours a week, which can be an obstacle for companies.

Graduate Visa: for international students who have recently graduated and who have skills and qualifications relevant to Australia’s needs. This visa allows you to work full-time for 18 months.

Sponsorship : TSS visa (formerly subclass 457, now subclass 482): the most common way to stay for a further two or four years, depending on the sector. This visa is directly linked to your company.

Employer Nomination Scheme (subclass 186): a company nominates you directly. You must have 3 years’ experience in the sector. You also need to provide a great deal of evidence of your previous work experience (which justifies in detail the skills inherent in the visa and the specific job you will be required to do). Once obtained, it gives you access to permanent residence. It usually follows a TSS visa.

The skilled visa (subclass 189 or 190): This is a points-based visa system. Once obtained, it gives you access to permanent residence. It can be independent (visa 189) or sponsored by a state or territory (visa 190).

Partner visa or de Facto visa: You join your partner’s visa, whether he or she is a native or has a valid work visa.

There are several other less known visas on the Australian Immigration Department website .

Requirements for working in Australia

To work in Australia, you need a valid work visa, health insurance, a Tax File Number (TFN) and recognition of your professional qualifications. Requirements may vary depending on the type of work you wish to do and your country of origin. Finally, you will also need to have an Australian bank account to receive your wages.

Job search

From Europe to Australia

Most of us think that they can find a job from their hometown. However, most of the time, you will quickly realised that despite having a good or excellent level of English, a good resume and experience in your field, it can be quite difficult or impossible. The best is therefore to be in Australia to give it a go.

Start with compiling a list of contacts, including headhunters , who will include you in their database. With a valid work visa, like the Working Holiday visa, it will not be a problem.
The decisive factor is that you have already gained professional experience in the desired industry back home. Plus, it’s even better if you’ve worked in Australia, even if it was in a different industry. They also often ask you for references (contact details of your former employer/manager).

Prepare your resume and cover letter

In order to find a job in offices or “admin jobs”, it is necessary to tailor your resume and cover letter to the company’s needs.

In all cases, you should always adjust your resume to Australian standards. Keep the design of your resume simple, don’t include your age, marital status or a photo of you.

Writing a resume for the Australian market

Do you want to maximise your chances of finding a job in Australia? Follow our guide to adapting your CV to the Australian market.

For your cover letter , stay focused on getting a job. Explain why you are suitable for the position and draw attention to your knowledge and relevant experience.

How to apply for a job effectively

Job pages like Seek and Indeed as well as LinkedIn Jobs can be quite helpful. There are two scenarios:

1 – The recruiting company has published an ad online

You send your resume and cover letter to a “real person”, either the HR manager or your potential supervisor. This is personal and you can customize your application to the person.
The ad takes you to the official website of the company and asks you to create a profile and complete your application.
You automatically apply by clicking on the job offers page.

2 – A Recruitment Company (or Headhunter) has created the job ad for their customer (the company that is hiring)

This is ideal because you enter your information in the database of the recruiting company. Based on your details, they will contact you in the future if they have a suitable job. You do not need to pay for this service, which is a common misconception.

Recruitment companies all compete for the same vacancies, with the goal of “placing” you in a company to earn a commission. They usually negotiate a better salary and also value building a long-term relationship with you.

To maximize feedback positive responses, we recommend you to apply for several job offers that are more or less in line with your profile. You can lose track very quickly. So create an excel spreadsheet with all job offers, links to ads, dates of your applications and reminder emails.

You can also spontaneously contact people on LinkedIn whose profiles interested you. This will allow you to ask people directly for advice or learn about the company.

If you resume is selected, interviews will be quickly initiated. They will take place first at the recruitment agency and then directly at the companies.

Successful interviews

There is no recipe! If you aren’t an English native speaker, it is increasingly difficult to hold a job interview in a foreign language. Take a look at the branch-specific vocabulary before you go to the interview. You often realise that you don’t know certain technical terms, and therefore you can’t express yourself as well as in your native tongue.

These two questions certainly come in a job interview: “ Why did you leave your home country? ” And “ Why did you choose Australia? “

In general, job interviews are less formal in Australia than in other countries. While in many European countries the focus is often on the education and the degree, recruitment agents in Australia put more emphasis on the personality of the candidate.

The good thing is that headhunters / recruiters have no time to lose and come straight to the point. They ask specific questions to learn more about your personality and your professional experience so they can quickly get an idea of your profile and see if it matches the position.

If it is an employee of the company in question (the future manager, an employee, or the HR manager), the conversation may take more than an hour.

How do I find skilled jobs in Australia?

There are several ways to find skilled jobs in Australia, including using professional job boards . These include Seek, Indeed, CareerOne and LinkedIn. You can search for jobs by keyword, location, salary and sector.

You can also search for jobs on the websites of companies that interest you. Often, companies post jobs on their own websites before publishing them on third-party job boards.

Recruitment agencies are also a common way to find skilled jobs in Australia. Recruitment agencies can help you find jobs that match your skills and experience, and can also give you advice on writing CVs and preparing for interviews.

Networking is also an effective way to find skilled jobs in Australia. You can attend professional networking events, join professional groups on LinkedIn and meet professionals in your industry.

You can also send unsolicited applications to companies that interest you. This involves sending a CV and covering letter directly to the company without a job offer being advertised. This can work if you have specific skills that the company is looking for or if you are particularly interested in that company.

Becoming integrated in the company

Although living in Australia is certainly much less of an adjustment than settling in Asia or other countries with contrasting cultures, the Anglo-Saxon feel makes itself felt and can be surprising when you’re not expecting it. There are very few, if any, breaks during the day in office jobs. And breaks are usually taken alone. Even lunch breaks, when there are any, are often spent behind the computer so that you can make the most of your time and finish early.

Working hours are very condensed, and Australians are early risers. Here it’s normal to leave work at 5.30pm, and no one will ask you if you’ve taken the afternoon off. It’s very rare for an Australian to exceed the hours set by the company.

Parties are often organised in fairly young companies. It’s important to go with the flow if you want to fit in and make an effort to attend.

Staying with the company

The Working Holiday Visa is undoubtedly the best option for a company to be able to try you out. Easy to obtain, it allows employers to take you on for 6 months. This is a good way of checking how you work and detecting your ability to adapt to the company. However, some companies are often reluctant because they know that it may then be difficult to keep you on afterwards. In fact, the only way to stay with the company for more than six months is to change your visa. In this case, it may be useful to contact an immigration agent, who will be able to advise you and recommend the visa best suited to your situation.

The most common option is to apply for a sponsorship visa (known as a TSS visa – Subclass 482). To be sponsored, the company hiring you must be willing and able to do so. The process takes time, energy and will cost the company money (normally you won’t have to pay anything on your side). Your company will usually call on an immigration agent to put together the application. You must be able to provide a large number of officially translated (if applicable) and certified documents. Above all, your job needs to be on a list of jobs eligible for sponsorship.

It’s not an easy affair, which means you have to be determined and informed to get started. However, it is doable if your education and professional experience are among the desired occupations. These professions are listed in the SOL & CSOL list (Skill Occupational List), which you find here .

In any case, working in Australia is a very enriching experience, both humanly and professionally. Finding a job for a few months is not very difficult. And if you really want to stay, it’s possible. Of course, you have to meet the conditions and be highly motivated. So there’s no doubt that you’ll succeed if it’s what you really want!

Source: https://www.australia-backpackersguide.com/job-australia-foreigners/

Top 10 tips for getting backpacker jobs

Tue, 05 Dec 2023 01:44:00 GMT

A working holiday visa is a great way to enable you to stay in a country for longer than a short holiday but there’s no point in a visa if you can’t find backpacker jobs! Working whilst you are backpacking helps you to enjoy your travels for longer and meet potential travel buddies whilst you are at it. As a backpacker, jobs can sometimes be hard to find and the prospect of looking for work can be a little daunting at first but here a few simple tips to make the whole process not only easier but also fun.

The Easiest Way to find Backpacker Jobs

1. Have your CV ready before you arrive. Although you will have enough to do preparing for your travels, if your CV / resume is already sorted it saves you having to do it when you get where you’re going! Have a few printed copies with you and you are good to go about handing them out.

2. Budget wisely. Try and budget so that you have enough cash to last you about a month at the beginning of your search for a job. This helps to prevent a major stress attack panicking about money. Give yourself a month to find some work, just in case.

3. Check out Hostel noticeboards. This is an easy way for companies to attract backpackers and these are mostly backpacker jobs like fruit picking , telesales or promotions.

4. Get chatting to people. Word of mouth is a great way to hear about backpacker jobs both with other backpackers and with locals.

5. Don’t be snobbish about jobs. Backpacker jobs aren’t guaranteed to be glamorous. Sometimes you have to take what you’re given. Just remember that it’s only for a short time and to fund the more enjoyable parts of your trip.

6. Chat to the staff at the hostel. This is a great way to find out what is going on. There may even be jobs going in the hostel you’re staying at.

7. Be open to moving around. If work is hard to find in one place, look further afield.

8. All work and no play is dull. See point number 2. If you have enough money to start with you don’t have to spend all day every day searching and worrying about work. If you continue to go out, explore and enjoy yourself the higher your chances are of finding work or meeting people who could help you out.

9. WWOOFing. This is where you work in exchange for accommodation and often food (although most countries do require you to have a valid work visa even for this type of work where you don’t actually receive wages). It doesn’t make you any money but if you find yourself strapped for cash for a few weeks and just want to keep your costs down this is a great way to do it. Most places are off the beaten track and you get to live with locals and experience a different side to the country you’re in.

10. Enjoy the process. This seems strange but finding a job and working shouldn’t dampen your whole travel experience. Let your personality shine, budget wisely and be prepared so that you can gain the most from your experience.

Source: https://www.workingholiday.co/top-10-tips-for-getting-backpacker-jobs/

HOW TO GET A JOB IN MELBOURNE – CASUAL, PART-TIME OR FULL-TIME WORK

Tue, 05 Dec 2023 01:43:58 GMT

So you’ve arrived in Melbourne and you’re planning to stick around for a while and find work – but you’re not sure where to look for a job? Maybe you’re a backpacker who would prefer casual work? Our step-by-step guide will have you employed in no time!

TABLE OF CONTENTS Which kind of work should you look for?

Which kind of work should you look for?

This is a non-exhaustive list of industries to look into that were specifically chosen for this guide because they:

Normally don’t require years of experience and offer a variety of positions that can be learnt relatively quickly
Regularly hire workers on casual contracts , perfect for those who are studying or planning to travel , or have work restrictions imposed by their visa
Include roles for those still perfecting their English language skills
Offer an opportunity to live and work in the city without scraping by
Tend to attract like-minded people and offer opportunities for you to make friends

It’s important to note that while Australian labour laws and practices are generally considered fair, this doesn’t apply to all employers! There are always a few bad eggs who will take advantage of people who are new to the country and are not “in the know” . These employers generally target backpackers and offer cash-in-hand jobs and/or dodgy working conditions.

Casual employment in Australia comes with a 15/25% casual loading bonus per hour as it offers fewer benefits than salaried jobs (eg, annual leave, sick pay etc.). Don’t get tricked by employers looking to exploit you. Use the Australia Backpackers Guide summary of wages to get a rough idea of how much you should be making in any given role. To get more of an understanding of your legal rights as a casual worker in Australia, see here .

Note: If you are on a Working Holiday Visa, after July 1 2023 you can only work a maximum of 6 months for the same employer, unless you get special permission or transfer to another branch of the same company in a different location. However, you can do all types of jobs (qualified, unskilled, etc.).

Hospitality and event jobs

The hospitality industry in Melbourne is booming, with world-class restaurants, cafés, live music venues, sports stadiums and much more. Major events happen frequently throughout the year, but the busiest period for “ hospo “, as it’s called Down Under, kicks off in spring. This is when businesses are usually looking to hire for the summer “silly season”.

The best time to find a job in hospitality

The best time to look for hospitality work in Melbourne is during the tail-end of winter, around September . That way, if you’re coming from the Northern Hemisphere, you can enjoy summer at home before arriving in Victoria just as it’s warming up.

For work in restaurants, bars, food trucks, cafés etc, employers will be looking for extra people from November to December in particular, as venues get booked out for Christmas events. What’s more, there are tonnes of events over the spring and summer, which all require massive amounts of casual hospo staff.

Here are some examples of major events in Melbourne that hire during that time:

Royal Melbourne Show : food stalls in a carnival-like fair (September)
Australian Moto Grand Prix : motorcycle racing event (October)
Melbourne Cup : horse racing (October – November)
Australian Open: tennis tournament (January)
Formula One Grand Prix : motor racing event (March)

Where to find hospitality work in Melbourne?

Almost all major events in Melbourne take place in locations that are serviced by the city’s tram and train networks. Some companies even offer shuttle buses to assist staff to get to less convenient venues. The most popular nightlife areas for venues are in inner-city neighbourhoods including Richmond, South Melbourne, Collingwood, St Kilda, Brunswick, or the CBD.

How to get a hospitality job in Melbourne?

Printing out your resume and going from venue to venue asking if they are hiring might seem old-school, but it’s one of the most effective ways of finding a job in Melbourne. Going into a venue in person shows initiative and confidence and allows the manager to see you face-to-face and get a sense of your personality. You may be offered an interview or a trial on the spot, so come prepared!

Another great bet for finding a decent gig in the hospitality or events industry is to scour job ads that get posted on Indeed.com.au or seek.com.au . Another effective method is to search on Facebook and join relevant groups, such as the Melbourne Bartender Exchange and The Melbourne Cafe Exchange , to find insider information about where is hiring and get in touch with managers directly. Other good groups include Melbourne Jobs and Backpacker Jobs in Australia .

Recruiters are used quite regularly in Australia, even for casual or temp jobs. Some hospitality recruiters include Woods & Co and Frontline Recruitment.

For more information about putting together the perfect CV, see our article on Writing a Resume in Australia .

Get your RSA Certificate

If you plan to work in a venue that serves alcohol, you will require a Responsible Service of Alcohol certificate, or RSA , which covers your rights and responsibilities regarding alcohol and patrons. It is actually a very interesting course and can be combined with a Certificate IV in hospitality for those looking to enhance their skills in coffee-making, cocktails, first-aid, and food handling, which will all increase your chances of employment.

Staff without an RSA certificate need to undertake training no more than one month after they begin serving alcohol on the licensed premises. It is better to get your RSA certificate done before you even start applying for hospitality jobs.

Get your RSA in Australia (with special discounts!)

Pay less for your RSA course (Responsible Service of Alcohol). With this certificate, you are allowed to work in all places where alcohol is served or sold.

Get your RSG

Gambling is big business in Australia and there are many casinos, as well as bars that contain gaming machines or “Pokies”. If you want to get a job in one of these establishments, you will need a Responsible Service of Gaming (RSG) certificate. Module 1 can be done online and must be completed within one month of starting work in a gaming venue. Module 2 is a face-to-face component that you must complete within 6 months of starting work in a gaming venue.

Work in Construction

The housing market in Australia’s capital cities is booming. This means a lot of casual employment for those wishing to work as casual sub-contractors for construction firms. The pay is generally very good , normally starting at around $31AUD p/h. If you haven’t studied a trade before – which can include professions such as plumbers, electricians, carpenters, landscapers – have no fear, as there is always work to be found as a general labourer. It’s physically demanding work but you’ll get a real taste of working with average Australians, as well as potentially making some good friends along the way.

The best time to find construction work in Melbourne?

A massive plus for this line of work is that employers are usually hiring all year round. The only time you would find it difficult to get work is over public holidays, as non-essential worksites tend to shut down.

Where to find construction work in Melbourne?

Labouring jobs are plentiful but normally involve the need for your own transport as you’ll be working on sites all over the city. Sometimes work will be available in easy-to-reach spots, but just as often it can take place in the outer suburbs away from public transport. Having private transport or carpooling with colleagues is recommended.

Get your White Card

For any job in this sector, you’ll require a specific but easily attainable licence called a White Card . This licence is to show that you’ve completed a half-day in-person training course and passed an online test. The course covers safety aspects of working on-site and is mandatory.

Get discounts on your White Card course

Take advantage of our special offers to get your White Card and work in the construction industry.

How do you get a construction job in Melbourne?

Gumtree.com.au is a good place to find construction work. Otherwise, word-of-mouth can be very effective in this industry for getting ongoing work – ie: being referred to by friends or colleagues.

Work in cleaning

Say what you will about cleaning, but it’s a necessary part of life. Work as sanitation attendants is always going in places such as shopping centres, office buildings, stations, and airport. The pay normally starts at $30AUD p/h and attracts a lot of immigrants and local workers alike.

The best time to get a job in cleaning

Hiring takes place all year round.

Where to find cleaning work in Melbourne?

Office buildings, department stores and shopping centres in the CBD often search for employees on a part-time basis. These cleaning firms have contracts in places that are well-connected by public transport, and they often pay the best rates. Cleaners for residential properties are also sought after but note: this work is often offered informally by small business that pay closer to $20AUD p/h without any benefits. This is work that frequently requires you to travel to different locations.

How to get a cleaning job in Melbourne?

A great advantage of sanitation work is that you don’t require any sort of licence and it all comes down to on-site training. This means you can find work very quickly and easily with essentially no extra costs to you. Reputable employers are usually serious about attracting workers, and they tend to use indeed.com. It’s highly advisable to not accept cash-in-hand cleaning work as you’ll essentially be doing the same job for less pay.

Source: https://www.australia-backpackersguide.com/how-to-get-job-melbourne/

Why Tech Companies Use Assessment Tests In Job Interviews

Tue, 05 Dec 2023 01:37:59 GMT

Almost all employers in the tech industry require job candidates to take assessments sooner or later. Like other interview tests, technical assessments are an excellent way for hiring managers to find out the candidates that are qualified for the job. Technical assessment tests may vary between industries or company departments, but the fact is that they are essential components of successful hiring strategies.

Let’s talk about some of the reasons employers in tech companies invest in conducting tech assessment tests during recruitment.

To Differentiate Candidates and Hire More Accurately

During hiring, tech company employers have the best interests of their companies and job candidates as well. They hope they can source only accurately skilled employees from a vast pool of candidates with similar qualifications, experiences, and skills to match the job requirements. Tech assessment tests ensure that.

They usually help avoid hiring the wrongfully skilled employee. Employing the wrong person for a tech job can be very costly in the long run due to the extra training or education needed. Therefore, these assessment tests are vital for tech companies to hire right.

Are you thinking about getting a job in a startup? If that is the case you, click here to read 5 things you should know before applying!

To Practically Identify One’s Knowledge

Employers in tech fields can get a good idea or picture of someone’s skills from their education history. But this doesn’t ascertain tech aptitude. The tech industry often calls for a more practical or hands-on approach to the jobs.

Understanding something in class for certification and understanding well enough to use a particular skill to actually solve a problem are two different things. The best example of this are SQL tests that focus on the candidate’s practical skills.

Generally, tech employers favor practical skills over the understanding born out of theory. With tech assessments, employers can precisely identify existing gaps between practical and theoretically acquired tech ability.

For Reduced Discrimination or Bias During Recruitment

Sadly, discrimination and bias are still prevalent in hiring. The unconscious preference for certain things in job candidates is a psychological trap that many hiring managers are still in. Even though there are many people who feel that technical job assessments are unnecessary, they can significantly help reduce recruitment discrimination and bias. After all, the objective data gathered from one’s performance and knowledge is what employers use to gauge and hire candidates.

Quantification of Candidates’ Soft Skills

You might think that a technical assessment test favors hard skills and overlooks soft skills. However, these tests can reveal a candidate’s soft skills. Soft skills such as creativity, patience, and problem-solving, to name a few, become evident even as one undergoes a technical assessment.

The implication is that tech assessment tests help recruiters see why soft skills are essential in a candidate. This is very valuable since such skills can be challenging for recruiters to identify or judge from resumes or interviews only.

To Enhance Candidate/Individual Experience

Technical assessment tests offer an engaging hiring experience. They boost a candidate’s experience since they present to each one a chance to showcase their abilities. In addition, these tests can help a candidate learn new skills required in the industry. Through this, someone can improve their skill set. In the long run, improved skill sets can be beneficial for individuals and companies at large.

For Faster Hiring/ Expediting Unnecessary High-Volume Hiring

Take a scenario where you are actively searching for a tech job; the likelihood is that you want to settle or get the job as soon as possible. However, most of the time, and for different reasons, the process may seem inefficient or moving slowly. This ultimately leaves you and the recruiter in limbo.

Recruiters may be challenged by identifying top job talent, and you may be left lingering in unemployment. But with technical assessments, hiring guesswork is eliminated.

The tests also help recruiters figure out candidates that may need advancement to the next hiring step- they can shorten the hiring process granting you and the employer a win-win situation.

Final Thoughts

Even though assessment tests done by tech companies may seem intimidating, they are great tools for recruiters to identify talent, make well-educated hiring selections, and source qualified candidates. You definitely cannot ignore them as an employer.

Source https://www.consultantsreview.com/news/why-tech-companies-use-assessment-tests-in-job-interviews-nwid-3166.html

10 things you can do to improve your mood at work

Tue, 05 Dec 2023 01:37:56 GMT

Every individual contributes to cultivating a healthy working environment . If you can keep your energy levels high and your mood in check, not only will you have a productive work day, but that energy and positivity has a way of filtering into every other aspect of your life. So even if you feel like your current work situation is meh, we’ve brought you a list of things you can try to brighten your mood.

1. Get some sunshine

We highly recommend starting your day with sunshine! Exposure to sunshine increases serotonin levels that correlate with feelings of satisfaction and calmness. Wake up a little earlier and let the sunlight into your home.

2. Don’t leave your home in a rush

This is easier said than done, especially if you have a hectic schedule. Give yourself a reason to wake up earlier by setting 45 minutes aside for something you enjoy doing (reading, yoga, listening to music). Having a self-care morning ritual is an excellent way to start any day.

3. Declutter and clean your working area

For one, it makes you look more professional to have an organised space. A clean and organised desk reduces stress. You’ll find things you need in a pinch, saving you time and making you more efficient at the task at hand.

4. Break a sweat

If you can squeeze in a work-out during your lunch break, do it. Exercise is a reliable way to relieve stress and improve your mood. Crunched for time? Take a brisk walk outside to clear your thoughts and get your body moving.

5. Stay hydrated

Dehydration is a leading cause of fatigue, so bring a water bottle to work. If you struggle to get enough water throughout the day, add a slice of lemon, cucumber, or mint to your water to make the taste more enjoyable.

6. Set personal work goals for yourself

Take a moment in your morning to set some goals for yourself. You can track your progress throughout the day, and it will help you feel a sense of progress and accomplishment for the day.

7. Get to know your co-workers

Having friends at the office makes work fun, so get to know who you work with. Have lunch, go for walks, or grab coffee with your team.

8. Play upbeat music

A study at Cornell University found that playing upbeat music in a work environment increased cooperation between team members and improved group-making decisions. The music helped the team get into sync and uplifted moods.

9. Make someone’s day

Doing something thoughtful for someone else will make you feel a whole lot better. Buy someone a coffee to show appreciation, or take a moment to help someone out with a project they might be stuck on.

10. Have energy-dense snacks on hand

Cut the junk food intake especially at work. Pack snacks that will provide you steady energy throughout the day and help you avoid that sugar crash. You’ll feel productive and overall feel healthier.

Source https://www.majerrecruitment.com.au/10-things-to-improve-mood-at-work/

5 WAYS TO GET A JOB ON YOUR AUSTRALIAN WORKING HOLIDAY

Mon, 27 Nov 2023 05:10:32 GMT

A working holiday in Australia is sure to serve up once-in-a-lifetime travel experiences, but also unique work opportunities. Here are five ways to get a job on your Australian working holiday.

USE A WORKING HOLIDAY SUPPORT PROGRAM

If you’re looking for ongoing support to help you on your working holiday journey, a work program might be ideal. Providers of work programs, such as The Global Work & Travel Co. , Work N Holiday and Alliance Abroad , provide guaranteed work opportunities for working holiday makers throughout the duration of their stay. The program can include airport pick-up, an induction to help you get established, support finding housing and social activities.

MEET POTENTIAL EMPLOYERS FACE TO FACE

Pineapple Express, Brisbane, Queensland © Tourism and Events Queensland

If you’re comfortable beginning your job search after you arrive in Australia, meeting potential employers face-to-face can be a great way to secure work, especially in the hospitality industry. Hit the streets and stop into bars and restaurants that may need bar tenders or servers. Keep in mind that anyone responsible for serving alcohol in Australia needs to complete Responsible Service of Alcohol (RSA) training and receive an RSA Certificate.

CONDUCT A JOB SEARCH ONLINE

BentSpoke, Canberra, Australian Capital Territory © Visit Canberra

There are several powerful tools – online and otherwise – that can help you secure a job on your working holiday. You can find a range of job search engines in Australia which showcase open positions specifically suited to backpackers, or browse popular employment platforms like Seek and Indeed . When using these online job boards, it may be helpful to limit your search to short-term or contract roles, which are more likely to hire applicants on a working holiday visa.

ENLIST A RECRUITMENT AGENCY

If you’re looking for some help in your job search journey, a recruitment agency can be a helpful resource. Recruitment agencies can help you search for jobs that relate to your skill set, apply for roles that interest you and secure employment. Some agencies, like The Kingsmen , focus specifically on jobs in fields such as hospitality and construction which are perfect for travellers and working holiday makers.

GET WORK ALONG THE WAY

One of the best things about a working holiday is the freedom. If you have a sense of adventure and you’re keen to move around Australia, then it’s possible to find work as you travel. Leads could come from anywhere, so keep your ears open around your hostel and keep an eye out for job postings. The Australian government has also compiled a Harvest Guide for travellers who want to help pick, harvest and gather produce in Australia’s rural – yet beautiful – farming towns.

Source: https://www.australia.com/en/youth-travel/work-and-volunteer-in-australia/ways-to-get-a-job-on-your-australian-working-holiday.html

Australia Travel & Working Holiday FAQs – Frequently Asked Questions

Mon, 27 Nov 2023 05:10:29 GMT

Ever wondered what a working holiday in Australia looks like? Wondering how to plan your trip? How to pack for the weather? Meet other travellers? Join a gym? You’re not alone…

We took to social media to ask you what you’d like to know about a trip to the land Down Under. So here they are – some quick answers to your frequently asked questions to help guide you in planning your Aussie adventure.

Frequently Asked Questions

Q: Where should I start my Australia backpacking trip?

Sydney is a great place to start and base yourself. A lot of backpackers start here, so it is the perfect traveller’s hub for meeting fellow travellers, sharing your itineraries, and making lifelong friends from the start! If you are looking for work, Sydney is an ideal launchpad when it comes to job opportunities – from hospitality and travel, to farm work and more.

When arriving into Sydney’s International Airport, hop on the airport train straight to Central Station. Wake Up! Sydney is located directly opposite – easy!

Q: How to get to Wake Up! Sydney from the airport?

It’s super easy! Take the Train from the International Airport (follow the signs), and stay on until you reach Central Station (12 minutes on the train). From there, Wake Up! Sydney is located across the road. You can pay for your ticket by tapping your credit/debit card at the station. Just remember to ‘tap-off’ when you get to Central Station using the same card.

If you prefer, you can also pre-load an Opal card (available from train stations and convenience stores) to travel around Sydney by bus, light rail, train and ferry.

Q: Is it safe to arrive to Sydney airport at night and travel by public transport?

Yes it is. The train is located inside the International and Domestic Airport terminals (so you don’t have to go outside). We also have a 24 hour reception team, so there will be a friendly face waiting for you when you arrive.

Q: What’s Sydney like in summer?

Summer is beautiful here! The days and nights are nice and warm. Whilst you’ll find northern parts of Australia (like Cairns) have a tropical, hot and ‘wet’ season, the summer months in the southern areas (like Sydney and Melbourne) are drier, and warm. In Sydney and Melbourne, you’ll still experience a mix of both sunny and rainy days. A lot of travellers arrive for the Aussie summer, so you will find it easy to make friends!

Take a look at our guide for 50 things to do in Sydney in summer . And if you happen to be in Sydney when it’s wet and rainy, then check out our recommendations of things to do in Sydney when it’s raining .

Q: What’s the best way to travel around Sydney?

Public transport, Uber, walking… it’s easy to get around Sydney! We’ve put together a list of transport tips for how to get around Sydney as a backpacker.

Q: Should I bring a winter jacket or is it warm all year?

Australia is a big country, so the weather is changeable depending where you are. The winter months can be cooler, especially at night, so bring a winter jacket or coat. If you’re following the sun, and you don’t want to travel with a winter jacket at first, you will be able to shop for one here. In the cities you’ll find big international brands such as Zara, H&M, Uniqlo and all the sports brands as well as a whole host of department stores, boutique shops and Aussie designers.

Q: Is it easy to find Vegetarian / Vegan / Gluten-Free restaurants?

Yes! Australia is fully set up to cater for all types of dietary requirements. In the bigger cities, you won’t have any problems finding amazing Veggie and Vegan restaurants with GF food options on offer. The main supermarkets (Coles and “Woolies” – Woolworths) are set up to cater for all dietary requirements so you’ll find all the comforts of home or similar versions of. If you’re from the UK and Ireland, you might even find some of your favourites (hello Bisto gravy, curry sauce and Marmite!) in the International food aisles. It can be slightly more tricky to find V/VE/GF food options in some of the most regional areas, so keep that in mind if you plan to head off the beaten track into the outback.

Take a look at our favourite Vegan and Vegetarian restaurants in Byron Bay .

Q: Can I pay for food or bus tickets with a debit card from my home country?

If your card is Visa, Mastercard or American Express, and it shows the contactless payment symbol, then you can use it to pay for public transport and in shop purchases, no problem! Always check with your card provider beforehand to notify them of your travel plans, and to check if they charge any overseas transaction fees.

If you’re staying a little longer and planning to work in Australia , we recommend getting an Aussie bank account when you arrive. Our friendly team can help point you in the right direction when you arrive.

Q: What’s the best way to meet Australians and other travellers as a foreigner staying in hostels?

Go to local or student bars ( Side Bar is one of Sydney’s most popular student & backpacker bars in Sydney and is located underneath Wake Up! Sydney Central) It’s a great place to meet Aussies.
Sometimes simply stepping outside of your comfort zone and introducing yourself is all it takes. Start a conversation, ask for directions and just get chatting – you never know what friendships can blossom from a simple introduction.
Join some free, locally organised social activities. You can find lots of them on social media (especially Facebook groups).
Join a sports team or try out a class at one of the local fitness or community centres, depending on what you’re interested in.
Join our complimentary hostel activities including pizza night, cheese and wine night, Sydney beaches walking tour and a tour of the city – it’s such an awesome way to meet other travellers and locals alike!

Q: What’s the deal with joining a gym as a traveller? Or any tips on staying fit as you travel?

At Wake Up! Sydney, we provide half price gym passes (no contract) to Anytime Fitness ($10 instead of $20). For your other hostels in Australia, ask if they provide any discounted gym passes – for example, Bounce Noosa provides discounts on memberships to their local gym.
There are also lots of outdoor gyms and parks all over Sydney to workout at. For example, head to Prince Alfred Park and North Bondi’s outdoor gyms, take a run around Centennial Park or go for a swim at one of the free harbour and coastal beaches pools.
Join Class Pass, which will give you access to heaps of gyms without having to sign up for contracts.
There are a lot of swimming pools, where you can sign up for one-off sessions for lap swimming, or take advantage of the many free ocean pools all along the East Coast. Prince Alfred Park (a 9 minute walk from Wake Up! Sydney) has a 50m outdoor pool, with dedicated lanes for swimmers of all speeds. $6.90 per entry ($5.20 for concessions). The Ian Thorpe Aquatic Centre has a 50m indoor heated lap pool (just 13 minute walk from Wake Up! Sydney), as well as group fitness, cycle and acqua classes for $8 per entry (no lock in contract). And the Andrew Boy Charlton Pool allows you to swim with killer views of Sydney Harbour, by the Royal Botanic Gardens. This 50m outdoor saltwater pool will cost you $6.90 per entry. Further up the coast you’ll find free man-made swimming lagoons in Brisbane City Centre, Cairns and Airlie Beach, to name a few!

Q: When’s the best time to visit Cairns?

Generally, the best time to visit Cairns is during the winter months (June-August). However it can get busy during this peak season. If you’d like to avoid the crowds, it’s worth considering travelling in the months before and after from April – May and September – October. Usually, the temperature will be warm and pleasant – approximately 17-25 degrees Celsius with less rain than in the summer months.

Travelling to Cairns during the wet season? No worries! You’ll still have an awesome time! Just expect tropical, warm and humid weather with some heavy rain and monsoons.

Q: What visa do I need to travel to Australia?

To travel to Australia you’ll need to apply for a ‘Tourist’ visa or a ‘Working Holiday’ visa . Depending on how long you plan to stay in Australia, what your purpose of travelling to Australia is, and which country your passport is from, will determine which one you need to apply for. Check out our visa resource with everything you need to know about visas and how to apply.

Got a question? We love to help! We answer our travel communities questions every week on social media, so keep an eye on our stories , and as always give us a shout if you have any questions of your own!

Source: https://wakeup.com.au/australia-travel-working-holiday-faqs-frequently-asked-questions/

How to Find a Job in Australia as a Foreigner? Here’s a Quick Guide

Mon, 13 Nov 2023 22:16:15 GMT

Oh mate, Australia is great. No wonder you’re probably asking yourself "How do I find a job in Australia as a foreigner?"

Apart from having beautiful nature and vibrant cities, Australia also has one of the strongest economies in the world. Therefore, it comes as no surprise that it's a popular place for foreigners looking to work abroad.

Can foreigners work in Australia? Of course, it’s just not always quick and easy to get a job. But it’s not impossible.

Here we’ve compiled a complete guide on how to get a job in Australia as a foreigner. We also answered some of the FAQs concerning employment opportunities in Australia.

Table of Contents

Is it easy to get a job in Australia?

Australian job market is very competitive. Not all jobs and skills are in equal demand , especially for foreigners. As a foreigner, the most in demand sectors are hospitality, construction, and education. But worry not, it doesn’t mean you won't find a job in other sectors.

Generally, there are a few tips which will ease your job hunting process in Australia:

Don’t try to make a career change. It will be so much easier to find a job you already have plenty of experience with. It's important to look for industries that align with what you’ve been doing in the past.
Look for a job that is high in demand. Have a look at the Skilled Occupation list. These include jobs in healthcare, education, or construction.
Get your visa well in advance. Recruiters in Australia are very hesitant to hire people who do not have visas already. The so called "right to work". There are different types of visas you can get, which we'll discuss more in depth in a separate section.
Don’t get a job "just because". Since your visa is tied to your job, you can’t leave that job. So, make sure you do your research before you accept the place. Because if you end up hating it, you'll have a problem.
Research online job portals. As you should in 2021! We have a separate section on Australian job search engines with links.
Speak the language well. For the majority of jobs this is a tight requirement, for which you will also need a physical proof in the form of a language proficiency certificate.

If you’d like to stay in the Northern Hemisphere, check out: How to find a job in the UK as a foreigner and How to find job in Canada as a foreigner?

How to apply for a job in Australia?

There are certain steps you should do before you apply for a job in Australia as an expat.

Visa. Above all, you'll need to decide on the right kind of visa for you. To clarify, there are many different work-related visas. Without having one you can’t really start applying. More details are in a separate section below "Work visa in Australia".
Resume/cover letter. Make sure you have your resume and cover letter ready and tailored. Don’t recycle the same ones you used for job hunting at your home country. More details are in a separate section below "Resume and cover letter tips".
TFN/ABN. Before you start working, you need to obtain a Tax File Number (TFN), which is similar to your social security number. If you’re self-employed, you'll need an Australian Business Number (ABN). Both can be requested online.
Australian Bank account. You need to meet this requirement before you start working. It can be set up online even before you come to Australia.
Job search engines. Once you have completed all of the aforementioned, visit online job search engines specific to Australia. More details are in a separate section below "Australian job search engines".
Apply in person. This mostly applies for jobs which don’t require specific skills. You can just drop-in and try your luck.

Download our free ebook for more clever shortcuts to “hack” your job search journey.

Work visa in Australia

There are over 20 different types of visas related to work you can get in Australia. As a result, it can be quite daunting trying to decide which one is the best fit for you when there are so many. However, there’s really no need to panic. Since there is a plentiful selection for you to choose from, it only means there's a visa type which will fit your circumstances perfectly.

Here we list a few types of visa which could fit a broad variety of circumstances.

Types of work visas in Australia:

Student visa. This visa allows you to work for up to 40 hours per fortnite (a.k.a. 20 hours per week) if you are enrolled in a course of study in Australia.
Benefits: Easiest visa to get, suitable for students older than 6, you can bring a family member
Requirements: Providing a Confirmation of Enrollemnt (CoE). Other requirements.

Graduate visa. This visa is for international students who have recently graduated with skills and qualifications that are relevant to specific occupations Australia needs. It lets you live, study and work in Australia temporarily.
Benefits: It allows you to work full time for at least 18 months. You can bring your family with you.
Requirements: Be under 50 years of age. You must have held a student visa in the last 6 months.

Skilled visa. The Skilled visa is a type of visa offered by Australia for skilled workers and whose professions are within the most demanded by it. There are many different types of skilled visas.
Benefits: It can be permanent, but it is quite hard to get this visa. Higher salary.
Requirements: There are many different types of skilled visas, but generally:

under 45 years
have the right skills to do the job
meet the relevant English language requirements

Work & holiday visa. This visa lets people 18 to 30 years old (inclusive) have an extended holiday in Australia and work here to help fund their trip. (Be careful, subclass 417 is not open for Americans)
Benefits: Online application. Stay in Australia for up to 12 months. Leave and re-enter Australia as many times as you like in that 12 months
Requirements: Must be 18 to 30 years old (inclusive). Must have a passport from an eligible country. Cannot be accompanied by dependent children.

Resume and cover letter tips

Resume

It's always a good idea to tailor your resume according to the company’s needs. Remember that an Australian hiring manager probably doesn’t know the specifics of the job you had in your home country. A well-known American company may not be so well-known in Australia. Therefore, always try to explain a little about the business or company.

Also, if it's a local company, you should adjust your resume to Australian standards :

Less is more. Keep the design simple — no fancy fonts or colors.
Use Australian English (yup, it's not the same as American English).
Make sure you keep your personal information to just your name and contact details. Never include an age, marital status, race or religion info in your resume. And no photos!
Write it in a reversed chronological format with bullet points and around two pages long.
Include a mission statement or your career objective at the beginning. Two or three sentences will do.
Make your resume achievement oriented — don’t just state your work experience but make sure you highlight your special abilities and your notable achievements.

For some inspiration, check out resume samples (you can even filter them by keyword "Australia").

Cover letter

Don’t get carried away in your cover letter and ramble about your hopes and dreams about working in a foreign country. It will seem very needy.

Stay focused on getting a job, not getting to Australia. Explain in detail how you could add value to the company despite not being from the country.

Not sure about your cover letter? These cover letter samples will help.

Australian job search engines

To help you with your job search process we have compiled a list of the best Australian job search engines (or job boards). So, if you ask how to find a job in Australia as a foreigner ― this is how!

Seek . Australia’s largest employment marketplace. So, make sure to create a seek profile and browse the site’s large database.
Australian Government Job Search. It's the second leading resource for job seekers in Australia.
Adzuna. Bringing every job into one place so you can find yours. Includes features such as find local salary and hiring trends.
CareerOne. Upload your CV to create a profile in seconds and find jobs based on your skills, experience and desired job criteria.
Indeed. Australian page of the online portal which lets you upload your resume and search by city and job title.

Volunteering jobs in Australia for foreigners

Volunteering can definitely help your career. You'll acquire soft and hard skills which inevitably boost your employability. It's a great for you to really stand out among other candidates. There are so many volunteer opportunities in Australia that it's not difficult to find the right job for you and your circumstances.

“Our experience is that volunteering really is a career selling point.” says head of SEEK Volunteer, Rebecca Miller.

Check out some of these volunteering search engines for volunteer jobs in Australia for foreigners:

Not sure what to include in your volunteer resume? Check out volunteering resume examples .

Popular cities to work in Australia

Okay, you’ve decided to try your luck and move to Australia. Consequently, the next step should be to decide where exactly you'd like to move. Australia is a big and diverse country, offering many opportunities.

Have a look at four of the most popular cities to work in Australia:

Sydney. Apart from being Australia’s centre of economic interest, Sydney is also by far the the largest and most populated city. It's the home to many multinational companies, which makes it very friendly and welcoming to foreigners searching for a job.
Brisbane. The capital city of Queensland’s job market is growing at more than twice the rate of population growth and now accounts for 47 percent of Queensland’s total jobs growth.
Melbourne. Housing the headquarters of many of Australia's largest corporations, including five of the ten largest in the country, Melbourne is definitely an important financial centre.
Perth. The relative isolation of the the only major city on the West Coast, its economic base and population size have created development opportunities for many businesses oriented towards local or more diversified markets. It has also become a hub of technology focused startups which provide a pool of highly skilled jobs.

In case you’d prefer to work in Auckland or Wellington, check out: How to find job in New Zealand as a foreigner?

American companies hiring in Australia

Can Americans work in Australia? Of course they can, there's a big pool of jobs in Australia for Americans. Have a look at some of the American companies hiring Down Under to find a job in Australia in many different sectors, such as Business & Finance, Hospitality, Information Technology, and Customer Service.

American Express. This multinational financial services corporation offers positions such as Financial Analyst, Customer Care Professional or Sales Specialist.
FMS. With offices across Australia & New Zealand, First Mortgage Services Pty Limited and First American Title Insurance form part of the First American Financial Corporation.
Bank of America. Provides a full suite of financial products and services, from banking and investments to asset and risk management. They offer job positions in the field of financial and statistical analyses.
TGIFridays. TGI Fridays currently has 14 locations across Victoria, South Australia, Western Australia, Queensland and New South Wales offering jobs in hospitality sector.
Starbucks . No need to say much about this big and popular company, just know that if you're a fan of coffee, you could always opt to work at Starbucks in Australia.

Summer jobs in Australia for foreigners

Are you intrigued by the Work & Holiday visa we mentioned earlier? You might be wondering what are the opportunities to find a holiday job in Australia and what types of summer jobs are popular. But, bear in mind that summer in Australia begins in December and lasts until February.

Most people coming to Australia for Work & Holiday visa work in:

hospitality, doing bar work and other casual jobs;
childcare and aupairing;
farming and harvest work, such as fruit-picking;
tourism, as a deckhand, dive-instructor, or surf leader.

Clearly, some of these are not strictly summer jobs. They're also seasonal jobs or jobs which are popular with foreigners in Australia with the work holiday visa.

Christy's word of advice
The good news is, applying for jobs in Australia is very similar to the US, Canada, NZ, and UK, so you can use the same resume format and length. Keep your tone professional and confident (think UK factual modesty vs US super confidence!). Something to be aware of: Australian English is a distinct English, so use an Australian English spellchecker to review your application (or go for US English if you’re not sure). Finally, did you know Australia has a Working Holiday Visa Scheme? What a great way to build your international experience!
Christy Morgan, Resident HR Expert

Salaries in Australia

So, how much money does a person working in Australia make? Well, that depends on a lot of factors. Firstly, it depends on the career field, since some are better assessed than others.

Secondly, the more years of experience you have, the higher your salary. Lastly, it also depends on your level of education ― higher means more.

Salary range in Australia . Salaries vary from 23,000 AUD per year (minimum salary) to 405,000 AUD per year. However, it's the maximum average salary, so your actual salary can be even higher.
Average salary. Typically, a person working in Australia earns around 90,800 AUD per year.
Quartiles. The median salary in Australia is 89,000 AUD per year, which means that 50% of people in Australia lie in the first and second quartile and thus, make less money. Meanwhile, 50% of people have a higher salary than 89,000 AUD.

Highest paying careers in Australia

Change in salary very much depends on the career field as well. Displayed here are the top 5 highest paying careers in Australia with the average annual salary, according to SalaryExplorer.

Surgeons and doctors. Earning on average 338,000 AUD per year.
Judges. With an average annual salary of 284,000 AUD.
Lawyers. Unsurprisingly, lawyers earn on average 230,000 AUD annually.
Bank Managers. With an average annual salary of 216,000 AUD.
Chief Executive Officers. Earning on average 203,000 AUD per year.

Coronavirus-related information for foreigners looking for a job in Australia

Currently, the Covid-19 pandemic is seriously impacting all aspects of our lives. Therefore, the process of trying to find a job in Australia is a bit more complicated, as one would expect.

The following information is sourced from the Department of Home Affairs COVID-19 help webpage.

Travelling to Australia. Unless arriving on a quarantine-free flight from New Zealand, all travellers arriving in Australia must quarantine for 14 days at a designated facility, such as a hotel in their port of arrival.
Applying for visa. Some services relating to the visa application process may be impacted by COVID-19. You should reconsider your need to apply for an Australian visa at this time and check this page regularly for updates on travel restrictions and visa processing.
Apply online. Applicants should apply online wherever possible, as these applications will be processed faster than those lodged on paper.
Covid-19 concessions. To help you continue on your visa pathway if you have been disadvantaged by COVID-19 border closures, business restrictions or the economic downturn. More information here.

Source: https://blog.kickresume.com/how-to-find-a-job-in-australia/

How to Find Work When Travelling Australia

Mon, 13 Nov 2023 22:16:12 GMT

One of the most frequent questions that are asked in our Facebook group – Planning a Lap of Australia is how to find work when travelling Australia. For most people -including us – travelling long term without the need to stop for work, is just not financially possible.

In this post, we outline how to find work while travelling Australia – how we do it. You will find some links to websites and also some Facebook pages and groups that regularly have jobs listed for working around Australia. We also asked some other full-time travellers to tell us how they find work travelling Australia in a van.

JOB SITES AND GROUPS

When we were in the early stages of planning our new life on the road we did worry about how hard it would be to find jobs working and travelling Australia. Brenden has been a truck driver for most of his working life, with a couple of stints in management. I have worked for Woolworths for 10 years so have customer service skills as well as management skills.

I did a lot of research and found that there are some great websites and Facebook groups that advertise jobs and jobs for grey nomads. Some are general sites and some are industry-specific. The number of jobs that I saw advertised gave me confidence that there is plenty of work when you are travelling around Australia.

Here are a few of the sites that I see work advertised on all the time.

Workabout Australia – become a member to see jobs first
Grey Nomad Jobs – register to be able to apply for jobs on the road
Australian Sugar Cane Farming/Harvesting – Facebook Group
Jobs for Families Travelling Australia group – Facebook Group
Working On The Road In Australia – Facebook Group
Australian Rural and Remote Jobs – Facebook Group
Harvest Jobs Australia – Facebook Group
Working while living on the road – Facebook Group
Short Term Bush Jobs For Travelling Tradesmen – Facebook Group
Farm Work Australia – Facebook page that shares job ads
The Farm Army – Facebook page and website advertising rural jobs
Bush Recruitment – website for finding rural work

Also don’t dismiss the various employment agencies that can be found travelling Australia. Try the following –

Programmed Employment – recruit for a variety of jobs
Rural Enterprises – harvest and farm work
Caretakers Australia – Caravan park and motel relief
AgriLabour – Website advertising rural positions
Ag Workforce – Website advertising rural positions

There are many, many more. Just do a google search for the area you are in or going to visit next.

Also don’t dismiss sites like Gumtree or Facebook Marketplace both for finding jobs advertised or advertising your skill-set and you might be working travelling Australia sooner than you think.

HOW WE HAVE DONE IT

As we were preparing to leave the Gold Coast last year I saw a post in a Facebook group looking for Relief Caravan Park Managers. I was in two minds as to whether to contact them as we had NO experience. But in the end, I sent them an email outlining our skills. After a chat on the phone, the owners were happy to give us a go. So after a couple of weeks of learning the ropes, we did a two-week relief.

Now I have to tell you – it was pretty hard work. The days were long and most days we were pretty busy. We were paid for our work and a site for our van was also provided free of charge. But this is not always the case. There are places that will ask you to pay for your site or deduct it from your wage. So always ask what is included before agreeing.

Would we do it again? Yes, but it would have to be the right circumstance for us.

Cleaning up around the park.

WORD OF MOUTH

Brenden’s second lot of work came from meeting a guest whilst doing the caravan park relief. He was from Queensland and had travelled to NSW to work at a silo during the grain harvest. He told Brenden that they were looking for more workers.

Recruiting for this position was done through Programmed Employment. So once Brenden had signed up with them, he ended up working at two different sites. One in NSW and the other at Dimboola in Victoria. Work of this nature generally starts around the beginning of October and goes through until the end of January.

Brenden has just completed his second season and I have just worked my first. I was in the Sample Hut and also on the weighbridge. There were a couple of days of training to learn the ropes for the sample hut. It was all very new to me but after a few days of actually doing the role I had picked it up. Some days were extremely full-on – 9 to 12-hour days with minimal breaks. Some days it was very hot and dusty but I actually did enjoy the work.

Brenden found work at a Grain Receival site via word of mouth.

VIRTUAL ASSISTANT WORK

This kind of work is something that has only come up in the last few years. I do a couple of hours of work a week managing social media for a small company. From that, I make a couple of hundred dollars a month. Certainly not enough to live on but every little bit helps and I enjoy doing it.

Aside from Social Media, you can find this kind of work in areas like bookkeeping or data entry.

USE THE SKILLS YOU HAVE

Look at what skills you do have. If you have a trade such as an electrician or a hairdresser, consider taking that on the road with you. Many caravan parks will let you pop a sign up to advertise whilst staying there. Always ask the caravan park owners though before you display your sign.

I have worked for Woolworths for the last 10 years. As a casual I only need to do one, three-hour shift every three months to stay on the books.

Teachers, nurses, dentists and even doctors are in high demand in many parts of Australia, especially in rural and remote locations. You may find there are extra incentives to work in these places such as subsidised accommodation or travel.

Can you up-skill? For example, if you have a truck licence, can you upgrade it to a multi-combination licence? Have you worked in hospitality but don’t have an RSA?

Truck drivers are always in demand right around the country.

JUST ASK THE QUESTION

Don’t be afraid to ask anywhere and everywhere if they have work. I met a lady in Emerald a couple of years back and she won a week’s worth of work in a local coffee shop. She had been in there for a coffee, could see they were flat out and just asked if they needed a hand.

This approach often works well in caravan parks, take-aways and pubs as well. Even just chatting to the locals in the pub could lead to work.

Sometimes you don’t even need to be looking for work and it will be offered to you. Recently we were offered work at a pub in outback Queensland and Brenden was asked if he wanted to drive a water cart. So the work is definitely out there.

A WORD ON BLOGGING

I know there are many people who start a blog or a Facebook page to document their travels around Australia. I’m also sure there is a portion of those people who think that the sponsorship will just roll in and they will begin to make money or get free stuff.

Now I can assure you this is not the case. Blogging is actually a lot of hard work. Unless you are very lucky it will take you a long while before you actually start to see any returns. It really has to be a passion project to start and there is actually a lot more to it than just popping up a couple of pics on Instagram and tagging a few businesses in it.

We have been fortunate to work with some great brands in the last ten years, but it was a long while before we got our first offer. Those offers are also very infrequent.

Currently, we make a small amount each month from affiliate sales. But it is certainly not enough for us to live on. And I have to say, we’re happy with that.

WHAT OTHERS HAVE DONE

So what have other travelling families or couples done to find work when travelling Australia? We asked a couple of other full-time travellers to share their experiences.

NOT GREY NOMADS

Crispy and Frannie have been travelling Australia now for 2.5 years (not including the Coronavirus bit!) We’ve both tried things we’ve never done before since we’ve been on the road, which is an exciting part of the whole adventure. Our first job on the road was at a remote NT Cattle station. Crispy was a Bore Runner/Station Hand/Essential services officer. Frannie was a Take-Away Cook/Customer Service/Cleaner/General Assistant for whatever needed doing, in the station store that serviced the local remote community of about 300 people. Talk about a life-changing experience! We found that Job on Gumtree Jobs.

We then got a job through a local Facebook jobs group for Crispy driving Dump trucks and Excavators for a mine near Cloncurry. No experience, but they needed a bum on that seat. He had an HR Licence, which is a great ticket to have. We both have these, and Frannie was a Bus Driver a few years back now. Frannie went into the Woolworths to see if they needed anyone. She ended up almost full-time as a front-End supervisor! The good thing about a company like that is your training is nationwide, so you can then go to other Woolies and be ready to hit the ground running.

Once we got to larger towns, you will find you need to deal with job agencies more and they are not all as helpful as each other. Some don’t want anything to do with you unless you are on Centrelink payments. Some won’t accept you walking in off the street without having applied online first. There are some out there that get it and are more than willing to help if you show you’re adaptable and easy to work with. Without fail, you will make an impression if you turn up with all your documents. Like your ID, resumes, licences, references contact details, etc in a digital form, and can provide anything they might ask for then and there, on the spot.

While we are back in our home state for a while, we decided to get our forklift tickets. There are definitely a lot of jobs that require it, so it’s another great ticket to have. One job agency told us they had rejected our application without even looking at it, as we didn’t have that ticket, even though we were both very suitable candidates for the role! Crispy ended up getting that job by approaching the employer directly – Sneaky! After meeting us they told the agency they wanted to give him a go. In fact, he was much more suitable than the candidates the agency had been sending to them!

However, to make sure we are getting a look in the door, we now can pass the “must-have forklift ticket” test. This means we can do warehousing, pick-packing, courier deliveries, factory work, and even some harvest work. All of these are great places to pick up jobs where it doesn’t matter to them if you don’t plan on spending the next 10 years there when you apply. These places are used to a transient workforce, so they don’t expect massive commitments from you upfront in order to put you on. Makes it much easier when it comes time to move on! Plus it’s not hard to make yourself do a tough, physical or menial job for a couple of months when you know you’ll be lazing on a beach for a couple of months after you are all cashed up again!

You can follow Not Grey Nomads on their BLOG , FACEBOOK AND INSTAGRAM .

Frannie and Crispy recently got their Fork-Lift Tickets.

TRAVELING BEANS

Traveling Beans was born from a mobile coffee business I had in Hervey Bay. We sold that and bought a truck and built a coffee pod for the back which could be lifted off with jacks.

How we got work so we could do more travelling and working was a lot easier than first thought. People out west are in a drought not only with no rain but also they don’t get the opportunity to pop down to a cafe for coffee and cake like people on the coast take for granted.

I targeted country music festivals and events like rodeos. I was very surprised how well Traveling Beans were accepted when we rolled into country towns.

On the road, you have to plan ahead. Who would have expected the worst fires in Australia’s history and then Covid 19? We advise everyone who is thinking of an adventure like ours to have a backup plan like all advisors tell you, don’t put all your eggs in one basket.

Traveling Beans will get back on the road soon and hope we can meet more people following their dreams.

You can follow Traveling Beans on Facebook or Instagram .

Traveling Beans have taken their mobile coffee business on the road.

BEN AND MICHELLE

Ben and I have been travelling around Australia, on and off, for the past 3 years. We started out in a camper trailer but then upgraded (not by much) to a tiny 40-year-old pop-top caravan.

When our funds run low, we stop for a couple of months and find work. In the beginning, Ben would get whatever labouring type of work he could find, and I’d get office work. We’d generally just register with a local agency in our respective fields.

More recently, Ben got his HR license, so he works as a truck driver, while I work from the caravan on a couple of side hustles.

I’m working on our two blogs: BenAndMichelle.com and RVObsession.com. They’re both growing and bringing in some income via ads and affiliate income, but it’s not a full-time income yet to fully support us while we work while travelling.

So I supplement our income by providing Virtual Assistant (VA) services to 2 clients.

One client is a US-based blogger in the RVing niche, I look after her Instagram account. And the other is a motorhome manufacturer here in Australia; I manage their Pinterest account while also writing articles for them every month.

But my main focus is growing our blogs, and it’s finally starting to pay off. Hopefully, by the end of this year, they’ll be bringing in enough income so that we can keep travelling indefinitely while making money from the blogs.

You can follow Ben and Michelle on their BLOG , FACEBOOK , INSTAGRAM AND PINTEREST .

Ben and Michelle are working hard on their blogs.

MY RIG ADVENTURES

When we hit the road, we knew that working along the way was going to be the only way to fund our lifestyle. Unfortunately, there hadn’t been any lotto wins or long-lost inheritance for us!

To be honest, finding work as we’ve travelled hasn’t been too difficult a task. We’ve lived on the road full-time for two years and have managed to keep the dream alive basically by travelling for three months, then stopping to work for the next three to travel and work Australia.

Allan is a Truck Driver/ Excavator Operator, so he’s been the main breadwinner. He usually starts looking for a job before we get to a town that we know we want to stop in and often has something lined up by the time we get there. We generally pick towns that we know provide cheap accommodation, so that we’re able to pocket more money for the next leg of the journey. House Sitting and Low-Cost Camps have been great for this.

The best places Allan has managed to find work have been the usual avenues that you’d use at home – Seek, Gumtree, Facebook, Indeed etc. The biggest hurdle has been finding short-term work, as employees are often after people who will commit to longer than three months.

I draw in a part-time income through blogging, which is a feasible option if you’re that way inclined. Be mindful though that it’s a long-term game and will realistically take years before you’re living off blogging proceeds, if ever at all. I wouldn’t recommend blogging as an income if you’re not interested in web design, freelance writing and working for love (for quite some time).

You can follow My Rig Adventures on their BLOG , FACEBOOK , INSTAGRAM and PINTEREST .

My Rig Adventures work and blog as they travel Australia

As you can see, there is most definitely work available as you travel Australia. If you are prepared to put yourself out there and have a go at new things you will be able to find work.

In this current post-Covid 19 crisis, many rural industries are without their normal ‘backpacker’ workforce. So there are currently loads of grey nomads jobs and jobs available picking fruit and veg while you are caravanning around Australia.

We hope you find the information in this post useful. Do you have any other tips on how to find work when travelling Australia?

Source: https://allaroundoz.com.au/how-to-find-work-when-travelling-australia/

LANDING A JOB ON YOUR WORKING HOLIDAY IN AUSTRALIA | PART 3: TOP TIPS TO HELP YOU PREPARE FOR YOUR WORKING HOLIDAY IN AUSTRALIA

Mon, 13 Nov 2023 22:14:53 GMT

Australia is home to stunning beaches, unique wildlife, a fascinating indigenous culture dating back nearly 80,000 years and endless opportunity for fun and adventure. So what better place to spend a year or two working and travelling on a gap year?

If you’ve been dreaming of a working holiday in Australia but you’re not sure where to start, you’ve come to the right place! Enjoy an easy-breezy arrival. with these tips and resources to help you prepare for your Aussie Gap Year.

Tips to help you prepare for your working holiday in Australia

Whether you’re a natural when it comes to organising trips, or you’re more of a go-with-the-flow kinda traveller, there are things you can do to prepare for your working holiday in Australia.

It’s all about the experience!

When you start planning your working holiday, we recommend getting clear on what you want to gain from your experience. To make the most of your time in Australia, set aside some time and consider the following:

How long would you ideally like to spend working vs travelling?
Is there anything on your Aussie bucket list you’ve been dreaming of doing or places you’d love to visit?
Are you looking to expand your skills and beef up your CV or simply fund your Aussie travel adventure?
Would you like to experience living in an Aussie city for a while or would you rather pick up jobs as you travel around?
How about extending your time in Australia with a 2nd year visa by completing 88 days of regional work? More on that here .

Part of the beauty of travelling is not knowing what might happen along the way, but it can help to think about what you’d like to get out of your epic year abroad to give yourself some direction.

For example, if you’d like to get a 2nd year visa, it might be worth completing your regional work in one chunk early on to maximise your adventure and travel time later on.

Research, Plan & Prepare

While it’s tempting to wait until you land to think about getting a job, getting organised beforehand can set you up for success from the start. That way, you can just focus on the fun stuff when you get here…did someone say free cheese and wine night at Wake Up! Sydney?

Write your CV

To save valuable time when you arrive, get your CV written and up to date before you travel. That way, you’ll be ready for any job opportunities that pop up when you get here and as you travel around. Need some guidance on writing your CV? Check out our blog with tips for writing your Aussie resume.

Learn the language

If English isn’t your first language why not brush up on your English before you arrive? In most cases, you’ll be expected to communicate in English at work, particularly in customer service and hospitality roles. Take up lessons, binge those English Netflix series and get practising to build up your confidence. Keen to learn the Aussie lingo? Our guide to Aussie slang has you covered – no wokkas!

See what’s out there!

See yourself working in a bar overlooking Bondi Beach? Always dreamt of working on a boat on the Great Barrier Reef? Take a look at our pick of the best jobs for backpackers and tips on how to search and apply .

Plan your travel route

If you’re planning to travel around Australia, having a rough route in mind will help you get the most out of your travels. You’ll have heard that Australia is a big country – yep, the whole of Europe could fit quite comfortably inside! – but did you know it’s so big, we have two different seasons and 3 different time zones?

When the tropical rainy season up North is in full swing, Sydney boasts paradise summer beach vibes. When the South of the country gets chilly in winter, it’s actually the best time to visit the tropics in the North.

Of course, you may not want to plan out your whole adventure – where’s the fun in that?! – but it is worth considering the seasons whilst you’re making plans. Think about what you’d like to get out of your time in Australia and how that might tie in with your plans to work.

Check out our itinerary examples below for inspiration:

Tip: If you’re planning on fruit picking, try to avoid areas with harsh weather conditions at certain times in the year and enjoy a more comfortable farm work experience!

Upskill

Research any courses you might need to complete in order to land certain jobs in Australia. For example, anyone serving alcohol in any venue in Australia needs to have completed a course in the responsible service of alcohol (RSA certificate). So, if you’re a cocktail-making guru or pour pints to perfection, you might want to plan your course before you arrive. Note: There are different courses to complete for different states. Not sure? Start with your NSW RSA to land a job in Sydney, all the way up to Byron Bay. Most states now allow you to complete this course online in half a day.

Plan your first week in Australia

The majority of travellers arriving in Australia on a working holiday land in Sydney. Not only is Sydney a convenient first stop, with cheaper flights from most corners of the world, but it also provides a great backpacker-friendly intro to Australia.

What’s more, Sydney is set up for travellers. Enjoy easy-to-navigate public transport, some of the best backpacker bars in Australia – we’re looking at you Side Bar , budget food options galore, plenty of backpacker job opportunities and amazing day trips, all accessible from the city.

By booking your first few nights of accommodation, you’ll give yourself time to get over your jet lag and familiarise yourself with this beautiful city. Wake Up! Sydney is located in the heart of the city and provides a fuss-free, fun base for you to kick start your trip to Australia and mingle with other travellers.

When you land in Australia

So you’ve landed in Sydney! Now what? Get ready to explore one of the most amazing cities in the world!

Meet and Mingle

Not only will your new mates be part of your Aussie memories, but the more you mingle, the more chance of hearing about random and fun work and travel opportunities. Whether that’s a chance to explore the city with someone new, an epic group travel adventure, or hearing about a friend of a friend whose company is hiring.

For a great way to meet other travellers, take advantage of Wake Up! all-inclusive free guided activities when you stay, including beach and city walks, social evenings and themed party nights.

Tax File Number

Between socialising, if you’re keen to get stuck into the job search, then you’ll need to apply for a Tax File Number (TFN) . This can be applied for as soon as you get to Australia.

This will allow you to be taxed on any work you do on your working holiday. As you’ll be travelling on a working holiday visa, you’ll be taxed at a different rate to Aussies and in most cases you can also expect a big tax return at the end of the tax year – ka-ching!

Your TFN can take up to 28 days to be processed, but not to worry – you can start work without it – for up to 1 month as long as it’s been applied for.

Search for jobs on the ground

Motivated to get stuck into looking for work? Take a look at our guide to finding work for tips and info on what to expect and how to apply.

Remember to be open-minded about the types of jobs you’re applying for. Your time in Australia could be the perfect opportunity to step out of your comfort zone and try something new.

Finding a job might be your top priority, but remember to enjoy the ride! With a little preparation, a great CV and a positive mindset, you’ll land a job in no time!

Source: https://wakeup.com.au/prepare-for-your-working-holiday-australia/

Where to Look for Part-Time and Casual Jobs in Australia

Mon, 13 Nov 2023 22:14:51 GMT

Are you arriving in Australia to start your studies and thinking about securing a job on the side? Or, are you returning from holidays and keen to dive into something new? If the answer to either of these questions is ‘yes’, you might be wondering how to go about finding work.

The good news is, you have plenty of options when it comes to looking for jobs in Australia. Once you’ve settled in, here are the few best places to search for a part-time or casual job.

Job sites

Seek , Indeed , Jora and Adzuna are some of the biggest job platforms in Australia. There are millions of jobs listed on each site, ranging from casual food service roles to senior corporate positions. You can filter jobs by industry, job type (part-time or casual), pay rate and more, and you can even set up job alerts. You will then receive a daily email listing the top jobs that match your criteria.

A new addition to Australia’s line-up of job search sites is Student Job Board , which is dedicated to students in secondary and tertiary education and specialises in casual and holiday work.

Your educational institution’s jobs board

Your educational institution is a great place to look for work. It might have a physical job board located somewhere on-campus, or it may have a dedicated jobs page on its website. The best thing about using your educational institution’s jobs board is that the roles listed have been specifically targeted towards students, meaning employers are ready and willing to take on young employees. Ask your international student office for more information.

If you haven’t made a LinkedIn account yet, make one now! LinkedIn is probably the best social media channel for connecting with recruiters and leaders across all kinds of industries. This will help with your job search not only now, but in the future when you’re looking to build your career. Build a great professional profile by checking out our handy guide to using LinkedIn .

Facebook

There are lots of good Facebook groups dedicated to particular industries and cities, where employers post all kinds of jobs. ‘Sydney Jobs’ and ‘Melbourne Hospitality Jobs Public Group’ are just two examples, but you can search for keywords on Facebook to find groups relevant to you.

Facebook has also created its own job search engine. Facebook Jobs is pretty new, but here you’ll find plenty of roles for students. You can look for jobs in your area and apply through Facebook Messenger. Plus, Facebook’s algorithm picks up jobs and companies that it thinks you might have an interest in.

Gig platforms

The gig economy in Australia is huge, with a large number of students taking on jobs through various gig platforms like Uber and Uber Eats, DiDi, Ola, Deliveroo and EASI. The way that it works is that you sign up to become a driver or rider (you’ll need to provide your own car or bike), then you receive alerts if a job comes up near you. The best part is, you can take on as many or as few jobs as you wish – ideal if you’re looking to earn more in the holidays, or you’re in the middle of exams and keen to focus on your studies.

If you’re a freelancer, you can also check out websites like Freelancer , Fiverr and Upwork . Across all of these sites, you can create a profile, bid for jobs, and be found by businesses looking for contractors across a range of industries.

Industry platforms

In Australia, there are lots of fantastic platforms that allow you to search and apply for jobs in particular industries.

If you’re looking to take on hospitality work in Melbourne, the Supp app lets you search for shift work and pick up extra jobs as you need them. More hospitality jobs can be found on Scout Jobs , while roles in media, publishing and other creative industries are often advertised on The Loop and Pedestrian Jobs . If you’re looking for a not-for-profit role, make sure to check out Ethical Jobs .

Things to remember during your job search

Australia provides wonderful opportunities for students to study and work at the same time. But, always remember there is a risk of being exploited. During your job search, try to do a bit of research on the employer to make sure they’re a legitimate operation. Also, employers that ask you to do unpaid trial shifts or try to pay you in anything other than money are best avoided. Australia has a set minimum wage, and you should steer clear of a job offering lower than this amount. For more information on your rights as an employee, check out our list of things to know when starting a new job .

Source: https://insiderguides.com.au/jobs-in-australia-search/

7-Step Guide to Get a Job in Australia

Mon, 13 Nov 2023 22:13:27 GMT

Getting a job in Australia is a fantastic way to integrate, meet new people and develop new skills that will, in turn, prove incredibly beneficial when you apply for jobs in your home country or elsewhere abroad.

In Australia, job-hunting can be fierce competition, and there are often many stages and hurdles before you even get an interview. These suggestions will help you not only present yourself in a better light, but they will also demonstrate to your potential employer why you’re the perfect candidate for the role.

Here’s our 7-step guide on how to find a job in Australia.

Step 1: Understand your work rights as an international student in Australia

On a valid student visa, international students in Australia can work for up to 40 hours per fortnight while classes are in session and unlimited hours when class is not in session. Hours of work that are required as part of your studies will not count towards your 40 hours, and most volunteer and unpaid work is OK, too (be sure to check conditions here ). If you break these restrictions, you are at risk of having your visa cancelled. Also, make sure you know the minimum wage in Australia. You can find out more here .

Find out more information on work restrictions for your visa here.

Step 2: Do your research

We cannot stress this point enough! Make sure you fully understand what the role entails and what the company does. This will make your application easier to assemble, and you’ll be much better prepared when it’s time for the interview. Don’t make one generic application for all jobs – each application should be specifically tailored to the role you are applying for. Employers are looking for candidates who have a true desire to work with them and aren’t just submitting 100 applications randomly.

TIP! Try your hardest to find out the name of the person who will receive your application and formally address the application to them, rather than ‘To whom it may concern’.

Step 3: Read and address the job advertisement/description carefully

There are four main parts of any job description. Your application should address each one and articulate how you fulfil each of these, using examples to illustrate your points.

1. Values: How the employer works and what it expects of its employees. Check that you are comfortable with these.
2. Accountabilities: The day-to-day responsibilities and duties of the role. Your previous work history should have skills and experiences that are transferrable to this role.
3. Key Selection Criteria: Often listed in the job description, these outline the qualities, knowledge and skills required for the role. Include specific examples or situations where you have demonstrated the qualities they are seeking.
4. Qualifications: Sometimes, specific qualifications will be required and form part of the screening process for the employer.

Step 4: Make a resume and cover letter that get the right attention

Resume: Also known as a CV, this is an outline of your job history, starting with the most recent role. Keep the descriptions short, to the point and relevant to the job you are applying for. Format the layout to your own unique, professional style so that it won’t look like other resumes.

We have created a free Australian resume template for you to use here!

Cover letter: This is essentially a letter directed to the person responsible for hiring and allows you to provide a more in-depth description of yourself, detail why you would like to work with the employer and explain how you align with each of the selection criteria. Make your cover letter clear, concise and easy to read, and try and keep it shorter than one page.

Some extra tips on writing a good cover letter can be found here.

TIP! Submit these as PDFs to avoid any formatting errors.

Step 5: After you submit your application, follow it up

Put yourself in your employer’s shoes; they have to filter through an abundance of applications, often on top of their usual workload. If you have not heard back in a week or two after applications close, it is more than OK to make a polite enquiry. It shows that you are eager and have taken the initiative to be proactive. Employers appreciate those who are driven and determined.

Step 6: Prepare for the interview

So, you got the interview. Well done!

You may encounter a broad range of interview styles. From casual lunches to phone interviews to group interviews, the most important thing is to be prepared, be positive and be yourself.

Find more information on common interview questions here .

Situational/Behavioural Questions: These are some of the most common forms of interview questions. You will be asked to demonstrate your competency for a task by describing a time in which you handled something similar in the past.

Take your time to answer the questions properly. We suggest using the STAR approach when responding to ensure your answers are structured, don’t miss out on key elements, and finish strong.

S – Situation: Where and when you had the relevant experience.
T – Task: What was required of you for this experience.
A – Action: What you actually did in this instance.
R – Result: How the situation played out and was benefitted by your action.

Here’s an example:

Interviewer: “Tell me about a situation where you provided excellent customer service.”

You – (Situation): “At my previous employer, XYZ, I took a call from a disgruntled customer who was upset that it had taken us so long to reply to her enquiry.

(Task) I apologised, quickly looked up her details and confirmed the issue with her.

(Action) After establishing that his transaction with us had been incorrectly processed, I assessed the degree to which he had been infringed and assured I would call him back within the hour. I then explained the situation to my manager and proposed a remedy to which she agreed. I quickly called the customer back and explained how I was resolving the issue and to see if she felt it was adequate.

(Result) The customer was extremely happy with the way I handled the situation.”

Step 7: Follow up with the employer

Find out when the employer plans to make their hiring decision. This will provide you with a timeline, and you can follow up if you have not heard anything since the meeting.

If successful, the employer may wish to speak to people who can validate your credentials – these are known as your referees (it’s a good idea to include these at the end of your resume). Have at least two people ready who will be able to speak positively about you in a relevant and occupational sense. In other words, don’t choose your friends.

Job websites and portals

We’ve put together a guide to the best places to look if you’re keen to get a job in Australia. Good luck!

Source: https://insiderguides.com.au/step-step-guide-land-job-australia/

INFORMATION ON WORKING HOSTELS AROUND AUSTRALIA

Mon, 13 Nov 2023 22:11:48 GMT

Welcome to the Working Hostel webpage of Workstay the website for Working Holiday Makers e.g. Backpackers, Students, Travellers and even for people who wish to Migrate to this country “Australia” What we are trying to do on the Working Hostel page, is give people who are looking for work or require information on jobs, a rundown on what Working Hostels are all about. We are here to help you find something that may suit your needs if its one day's work or 6 months work that you are looking for we will try and point you in the right direction. If you have read our "about us" page then you would have read that we believe we were one of the first Working Hostels, all them years ago, since 1986 to be precise. Below are some of the things, you may need to know about Working Hostels that we will help you on your adventure around our great country called “Australia.”

Before we start Please Please let us know, about your travels, good or bad, by sending us an email, to Workstay

What is a Working Hostel: A Working Hostel is where Staff actively helps their guests to find work as long as you are staying at the hostel.
A Working Hostel does not mean you work in the actual hostel, but you may get a job if they have work availble and need to employ someone.
Working hostels can be situated anywhere from the city centre to rural areas.
If you are looking for work on farms, then look for the rural hostels the city accommodation you're maybe staying at, should be able to help you with this if you ask, but remember they may not like losing you as a customer.
Remember if you wish to extend your working visa, you normally have to be outside of the cities to do this.
The local Working Hostels are where you will get to meet a lot of the locals and get to fully experience the real Aussie culture, not in the major cities.

Looking for Working Hostels in Western Australia.
Looking for Working Hostels in Queensland.
Looking for Working Hostels in New South Wales.
Looking for Working Hostels in Victoria.
Looking for Working Hostels in Tasmania.
Looking for Working Hostels in Northern Territory.
Looking for Working Hostels in South Australia.

We have put together a list of Working Hostels from around Australia that may help you find work and accommodation

Working Hostels Australia

Travellers please beware of dodgy people

As with all things in life, when travelling abroad, you still have to have your wits about you. There are always people out there that will try and rip you off. Get as much information on any working hostels that you may be looking at staying in most working hostels have websites, and there are plenty of forums out there to check them out and listen to other backpackers then make your mind up its better to be safe than sorry.

A quick snippet from:

Fair Work Ombudsman Executive Director Tom O’Shea

Growers, hostels, labour-hire contractors cautioned over backpacker, seasonal worker entitlements

5 January 2015

The Fair Work Ombudsman has issued a warning to farmers, hostel owners and labour hire contractors that it will not tolerate the deliberate exploitation of backpackers and seasonal workers this summer.

The Agency has received fresh complaints about backpackers being lured to regional centres by dodgy labour-hire operators allegedly treating them poorly, bullying and sexually harassing them and ripping them off to the tune of hundreds of dollars.

The Fair Work Ombudsman revealed it is reviewing fresh reports against one operator who allegedly charges backpackers $450 to find them jobs, and then pays them as little as 60 cents an hour to work on local farms.

The operator reportedly charges up to $150 a week for backpackers to stay in sub-standard houses and caravans, with allegations of up to 32 people being accommodated in one home and 12 more sleeping in the garage.

Fair Work Ombudsman Executive Director Tom O’Shea says it is not the first time this particular operator has come to the Agency’s attention, and he will come under further scrutiny following a formal complaint about his behaviour received from the local council.

Tips for backpackers and seasonal workers to avoid being ripped off:

Mr O’Shea said the Fair Work Ombudsman had some simple tips for backpackers and seasonal workers to ensure they don’t get ripped off while working on the harvest trail.

Don’t enter into work arrangements with people who meet you at regional airports or bus depots. These people will approach you with promises of guaranteed work picking fruit or vegetables and accommodation and transport. If it sounds too good to be true, then it probably is!
Don’t respond to questionable advertisements where there is only a first name and a mobile phone number provided. Legitimate providers will advertise for workers appropriately.
Know what you are worth. For work picking fruit or vegetables, or pruning, you should receive at least $21.08 an hour on a casual hourly basis.
If you are on a piece work agreement, this should allow you to pick enough to make more than $21.08 per hour if you are an average worker. If you are a very hard worker, you can earn more than this.
Know who you are working for – ask the question.
Keep a diary of the hours you work, the places you work and the type of work you are doing.
Take the time to find an ethical and legitimate provider that pays correctly and doesn’t seek to rip you off! The Australian Government has established a Harvest Trail Guide. This guide attempts to link legitimate labour hire providers with growers and provides a range of other information across all regions of Australia. The guide is available at www.jobsearch.gov.au/harvesttrail or by calling the National Harvest Trail hotline on 1800 062 332.
Enjoy your working holiday in Australia – remember that the growers rely on visitors such as yourself to harvest their crops – they should treat you well and make sure you are not exploited.

Source: https://www.workstay.com.au/working-hostels-australia

99 Exciting jobs in travel and tourism- the ultimate travel job list!

Mon, 13 Nov 2023 22:11:45 GMT

If you are looking for jobs in travel and tourism then you have come to the right place! This article is the the ultimate guide that will teach you all about the different jobs in travel and tourism AND it provides you with relevant resources and links to places where you can find jobs that are being advertised right now!

If you know anything about the travel and tourism industry you will know that it is HUGE! You can read this article if you want to learn more about the structure of the travel and tourism industry and the different areas in which you can work. Because the travel and tourism industry is soooo big, it means that the opportunities are, well… endless! In this article I teach you about a wide range of jobs in travel and tourism- some of these jobs involve physically travelling, some involve living and working overseas and some involve working in travel but not actually travelling.

Note- If you are looking for jobs that allow you to travel specifically (but are not necessarily in the travel and tourism industry), you may find my article on jobs that allow you to travel the world more helpful. You may also be interested in my article explaining where to find jobs in travel and tourism , which has some helpful links for job searching.

What are the different jobs in travel and tourism?

There are so many jobs in travel and tourism- it is the biggest industry in the world after all! When most people think of jobs in travel and tourism they think of working as Cabin Crew, a Holiday Representative or on a cruise ship. And yes, these are popular jobs in travel and tourism, but there are actually many more opportunities as well!

This article provides you with a comprehensive overview of many of the jobs in travel and tourism. As much as I would love to claim that I have included all jobs here, this just isn’t possible because the travel and tourism industry is so big- but please do let me know of any that I might have missed in the comments at the end!

In order to make this article easier to navigate, I have organised the jobs in travel and tourism into 8 main categories, these are:

Jobs in events activities
Jobs in ticketing and sales
Jobs in marketing and promotion
Transport-based jobs
Cruise industry jobs
Hospitality jobs
Jobs in tourism development
Back office jobs

Please note that the list of jobs is not exhaustive and that some jobs may fall into more than one of the above categories.

Jobs in travel and tourism- Events and activities

There are many different jobs in travel and tourism that involve events and activities. Here are some of the most common-

Entertainer (singer, dancer, sports etc)

There are a range of jobs in travel and tourism in the entertainment sector. Whether you are good at singing, making balloon animals, ballet or trampolining, there are many jobs in travel and tourism that will suit you!

Requirements- Specific skills according to entertainment method (e.g. singing or dancing)

Salary range- £12,000+ per annum

Useful resource- Entertainers Worldwide

Sports Instructor (skiing, diving, surfing etc)

If sports is your thing then you shouldn’t have too much trouble finding a job in travel and tourism! Sports tourism is a big deal and there are lots of opportunities to teach your chosen sport to others, from running surf lessons in Portugal to offering ski instructing in Japan to yoga teacher training courses in Costa Rica, there are lots of opportunities available.

Requirements- Skilled at your chosen sport, specific training qualifications may be necessary

Salary range- £15,000+ per annum

Useful resource- Indeed

Water Sports Operator

Water sports is very popular at many seaside destinations and there are a range of opportunities for jobs ranging from renting out jet skis, to running speed boat tours to selling tickets for banana boat rides.

Requirements- Customer service and first aid training, ability to swim

Salary range- £12,000-£15,000 per annum

Useful resource- Water Sports Staff

Tour Guide

A tour guide is a very popular job in travel and tourism. A tour guide is responsible for running tours of a particular area or attraction. This could range from day tours around Rome to month long tours across multiple countries in Africa. Some tour guides are employed by a travel organisation and other work independently. Recently, many travel bloggers have started to run tours too.

Requirements- Knowledge of the local area, customer service skills

Salary range- £15,000-£40,000 per annum

Useful resource- Indeed

Event Planner

An event planner is someone who plans events! They will coordinate all aspects of professional meetings and events, such as weddings, sporting events, concerts, conferences etc. They often choose meeting locations, arrange transportation, and coordinate many other details.

Requirements- Experience in event planning

Salary range- £22,000-£40,000 per annum

Useful resource- Caterer

Event Security

There is usually some degree of security that is required at events, especially big events such as football matches or concerts. Typically at such events there will be a whole team of security staff, this might include: general security guards, bodyguards, gatekeepers, crowd control, mobile patrol, and armed guards.

Requirements- Security training

Salary range- £15,000+ per annum depending on position

Useful resource- e4s

Theme Park Operative

Theme parks are big places, meaning that they have lot of jobs in travel and tourism! The most obvious job is operating rides, however there are also lots of other opportunities within a theme park working as an entertainer, food and beverage assistant, ticket sales, cleaning and more.

Requirements- Customer service experience

Salary range- £12,000+ per annum depending on position

Useful resource- e4s

Resort Representative/ Holiday Rep

Most tour operators will hire Resort Representatives, also known as Holiday Representatives, to represent the holiday company in destination. These representatives will usually have accommodation provided for them in resort and this work is often seasonal (i.e. you will work during winter for a ski resort and during summer for a summer sun resort).

Their main responsibilities are to provide customer service to holiday makers, deal with any problems that might occur, conduct welcome meetings and to sell excursions. There are also Airport Representatives who are responsible for airport transfers and Children’s Representatives who work with children and run children’s clubs and activities.

Requirements- Customer service skills

Salary range- £15,000-£22,000 per annum

Useful resource- TUI Reps Guide

Events Risk Manager/ Assistant

A risk manager is an important job in travel and tourism. A Risk Manager will be responsible for managing the risk to an organisation, its employees, customers, reputation, assets and interests of stakeholders. Their job is to identify and assess threats to an organisation, put plans in place for if things go wrong and decide how to avoid, reduce or transfer risk.

Requirements- Knowledge of risk management

Salary range- £30,000- £45,000 per annum

Useful resource- Prospects

Events Sales Manager

An Events Sales Manager is responsible for sales related to events. This includes: account management, business development, market research, sales prospecting, public relations, customer relationship management, event planning and coordination, logistics oversight, revenue management, and communications. Event Sales Managers also prepare proposals for clients and maintain event records.

Requirements- Management and events experience

Salary range- £30,000-£45,000 per annum

Useful resource- Caterer

Venue Finder

Finding appropriate venues is a very important part of organising an event! For some large companies they may hire a member of staff specifically for this purpose.

Requirements- Knowledge of events and venues

Salary range- £15,000-£35,000 per annum

Useful resource- Event Job Search

Jobs in travel and tourism- Tickets and sales

There are many jobs in travel and tourism that involve tickets and sales- in fact, some might argue that selling tickets to attractions, accommodation options, transport etc is at the heart of the travel and tourism industry! Here are some jobs in travel and tourism that fall under this category-

Tour Operator

A Tour Operator is a person who comes up with ideas for holidays. Tour Operators will conduct research into this, design the holiday itinerary and content, prepare contracts, organise accommodation and transport and make arrangements for necessary guides, tour leaders or resort reps etc. They will then market the package and sell to travel agents .

Requirements- Knowledge of the travel industry

Salary range- £25,000- £40,000 per annum

Useful resource- Travel Trade Jobs

Travel Agent

Being a travel Agent is one of the most popular jobs in travel and tourism. A Travel Agent sells holidays to tourists . This could be from a desk in a high street travel agent, phone the phone in a call centre or from behind a computer for online travel agents.

In recent times we have seen many independent travel agents starting up their own businesses too- these usually work from home and are small businesses.

Requirements- Knowledge of GDS systems and inventories

Salary range- £25,000-£40,000 per annum

Useful resource- Travel Weekly

Ticketing Agent

There are many Ticket Agent jobs in travel and tourism found in different sectors including: rail, airlines, bus companies, cruise lines and tourist attractions . Ticketing agents are responsible for making and confirming travel arrangements for passengers. They are employed by railroads, airlines, bus companies, and cruise lines. Ticketing Agents will typically sell tickets in terminals, plan routes using computers and manuals, and calculate ticket costs.

Requirements- Customer service skills

Salary range- £12,000-£24,000 per annum

Useful resource- Indeed

Business and Development Manager/ Assistant

Every business needs a person or people behind the scenes who are responsible for business development and growth and whilst you might not see these people very often (because they often work behind the scenes), this is actually one of the most important jobs in travel and tourism! Business Development Managers develop a network of contacts to attract new clients, research new market opportunities and oversee growth projects. They also make sales projections and forecasting revenue, in line with projected income.

Requirements- Knowledge of businesses, preferably a degree or higher level qualifications

Salary range- £40,000+ per annum

Useful resource- Indeed

Bureau De Change Cashier

Bureau de Change cashiers process cash transactions from customers in national and foreign currencies. They provide information on the conditions and exchange rates for buying and selling foreign currencies, make deposits of money, record all foreign exchange transactions and check for money validity.

Requirements- Customer service skills

Salary range- £12,000-£18,000 per annum

Useful resource- Travel Trade Recruitment

Travel Consultant

Consultants (in travel and tourism as well as other industries) are generally there to provide advice and guidance- they are seen an experts in their field. Therefore, Travel Consultants are responsible for providing advice and guidance on- you guessed it- travel. They will often meet with clients to discuss and learn about their travel requirements and then advise the clients about suitable travel options in accordance with their needs, wants and capabilities.

Requirements- Expert level knowledge in travel and tourism

Salary range- £40,000-£55,000 per annum

Useful resource- Travel Counsellors

Destination Specialist (research and development)

A destination specialist is exactly as it sounds- a specialist of a particular destination. This person will be responsible for providing advice and guidance relevant to a particular destination. They will assist the Business Development Manager and may also work closely with Tour Operators and Travel Agents, depending on their specific role.

Requirements- Expert knowledge of a specific destination

Salary range- £40,000- £55,000 per annum

Useful resource- Flight Centre Travel Academy

Souvenir Sales Person

One of the jobs in travel and tourism that people often forget about is a souvenir sales person. Most of us will purchase some souvenirs on our travels and therefore there is a need for someone to sell these souvenirs.

Souvenir sales people range from independent people who may sell ice creams on the beach, to high street shops to duty-free chains. Some people sell souvenirs online too.

Requirements- sales skills, customer service skills

Salary range- £12,000- £18,000 per annum

Useful resource- Indeed

Travel Insurance Sales Person

Having adequate travel insurance is essential when we travel, and because most people will buy travel insurance, there needs to be lots of sales people to sell it to them! A Travel Insurance Sales Person will often work in an office or from home, making sales from their phone or computer. They will often be paid commission- meaning that the more travel insurance they sell, the more money they earn.

Requirements- Sales skills

Salary range- £15,000- £25,000 plus commission per annum

Useful resource- Indeed

Jobs in travel and tourism- Marketing and promotion

There are many jobs in travel and tourism that fall within the marketing and promotion category, after all, it’s all good and well creating amazing products and services, but if nobody knows about then then they won’t sell! Here are some of the major jobs in travel and tourism that involve marketing and promotion-

Travel Writer

Travel writing is an important job in travel and tourism. Whether you are writing a travel-based novel, an informative blog post, an article for a magasine or a guidebook, there is a big demand for travel writing.

Many travel writers work on a freelance basis, meaning that they are self-employed and they contract their work to various parties such as magasines or websites.

Requirements- Excellent writing skills, experience and qualifications in journalism

Salary range- £15,000- £50,000 per annum

Useful resource- Smart Blogger

Travel Blogger

Travel blogging has become increasingly popular (and competitive!) and recent years. A travel blogger may have their own blog or they may write for other blogs, or both. Travel blogging isn’t just about writing- it is about developing a brand, maintaining a website, managing social media and promotion, selling things (online courses, merchandise, affiliate products (e.g. cameras, tickets to tourist attraction, hotel bookings) etc). It can take years to grow a travel blog to a point where you can make a reasonable income.

Requirements- Ability to manage your own time, writing skills

Salary range- £0- £100,000 per annum

Useful resource- Wanderlust

Travel Vlogger

A travel vlogger is someone who creates video diaries of their travels, they will often post content on YouTube, although they can also use alternative platforms if they choose to do so. This job requires technical filming equipment and video editing skills. As with blogging, it can take years for a vlogger to build a big enough audience to make money. Money is usually made from paid sponsorships and adverts as well as products sales (e.g. online courses, merchandise, affiliate products (e.g. cameras, tickets to tourist attraction, hotel bookings), Patreon membership etc)

Requirements- Video editing skills, ability to present yourself appropriately on camera

Salary range- £0- £100,000 per annum

Useful resource- Career Pilot

Travel Influencer

A Travel Influencer is essentially any person who has ‘influence’. This is usually related to people who have large followings on their social media or websites. Being a Travel Influencer can take a lot of time (it can take years to build a social following) or a person could reach fame overnight when a post goes viral or when they attract the attention of mainstream media or other major Influencers. An Influencer will usually make money by collaborating with brands to promote their products and services- this could be hotels, clothing companies, tourist boards and tourist attractions to name just a few.

Requirements- Some knowledge of social media marketing, ability to develop a brand and willingness to be in the public eye

Salary range- £0- £100,000 per annum

Useful resource- Unchartered Backpack

Social Media Manager

There are also ‘behind the scenes’ jobs in the social media scene too- major Influencers and organisations will often hire social media managers and administrative staff to help manage their workload. These roles will involve conducting research into trends, hashtags etc and analysing which posts work well, which times of day are best to post etc. They will be responsible for scheduling social media and responding to comments.

Requirements- Social media expertise, qualifications in marketing

Salary range- £15,000- £35,000 per annum

Useful resource- Digital Marketing Institute

Travel Journalist

A Travel Journalist is a journalist who focusses their writing on travel-related content. Journalists will usually work for a newspaper, magasine or other media outlets, such as a website or for a TV production company. Their main job is to research and report on a particular issue or subject, this could include interviewing people, looking through data archives and reviewing existing literature. May journalists work on a freelance basis and will write proposals for projects that they would like to work on before being accepted.

Requirements- Journalism qualification, writing and research skills

Salary range- £23,000-£45,000 per annum

Useful resource- The Guardian

Visitor Information Officer/ Manager

All visitors to an area will require some kind of information, whether that is a tourist map, appropriate signage, guidebooks or recommendations. Therefore, it is important that there are staff who can help to provide this information! Tourist information centres are a popular place for tourists to visit and staff who work here will provide information and guidance, conduct research, help tourists to make bookings and act as an ambassador for the local area.

Requirements- Knowledge of the local area

Salary range- £15,000+ per annum depending on position

Useful resource- National Careers

Travel Photographer

Many people do not think of photographers when they think of jobs in travel and tourism, but it is actually a very important and common role! Travel photography is big business- there are jobs for professional photographers to take photos for art purposes as well as for marketing- from Instagram posts through to holiday brochures.

Requirements- Photography skills

Salary range- £18,000- £39,000 per annum

Useful resource- The Wandering Lens

Holiday Brochure Producer

Whilst we get most of our information from the Internet these days, there is still a place for holiday brochure…. and somebody has to produce them! Well, actually there is a whole team of people who work to produce a holiday brochure including graphic designers, copywriters, photographers, researchers and the printing and distribution team.

Requirements- Knowledge of graphic design/ copywriting/ printing

Salary range- £15,000+ per annum depending on specific role

Useful resource- Pitched

Jobs in travel and tourism- Transport

Transport is a fundamental part of the tourism industry, and as such it is no surprise that there are many jobs in travel and tourism that are connected to transport. Here are some of the most common transport-based jobs in travel and tourism-

Pilot

A Pilot is responsible for the safe operation of an aircraft. He/she will plan the route and communicate with Flight Traffic Control to safely navigate the aircraft from one destination to another. There are different ranks for pilots, most will begin as a First Officer and some will then work towards becoming a Captain.

Training to be a pilot is a barrier for many people as the costs to do so are very expensive (£100,000+). There are no student loans available for such training.

Requirements- Be a fully qualified pilot with current license to fly

Salary range- £40,000-£80,000 per annum

Useful resource- Aviation Job Search

Cabin Crew

Cabin Crew, also referred to as Flight Attendants, are responsible for the safety of passengers onboard an aircraft. Cabin Crew will undertake intense training on how to deal with accidents and emergencies and will be tested on their knowledge regularly. They are also responsible for providing customer service to passengers and will assist with boarding and disembarkation, serving food and drinks and selling duty-free items.

Requirements- Customer service skills and experience

Salary range- £15,000-£35,000

Useful resource- All Flying Jobs

For more information visit ---

Source: https://tourismteacher.com/jobs-in-travel-and-tourism-complete-list/

A Newbie Guide to the Australian Work Holiday Visa Program

Mon, 13 Nov 2023 22:11:17 GMT

GoAbroad’s guide on how to get an Australian work visa. Barefoot surfers, cuddly koalas, breathtaking scenery, and a huge international community are just a few of the things that make Australia one of the top destinations for travelers. Even better, the country offers an Australian work visa that allows travelers to see the country by working in its coastal cities, beachside, or in the iconic outback.

All you need is a thirst for adventure, a passport, and your Australian work permit! If you’re itching to get your paws on an Australian working holiday visa, this should be your first stop. Here are all the details on Australian work visas and find jobs abroad in Australia .

FAQs on Australian work visas

What exactly is an Australian holiday work holiday visa?

The best way to see a new country is to immerse yourself in the culture, do as the locals do. Get a job and you’ll be able to experience a new side of Australia and fund your travels at the same time. If you’re young and new to the workforce, you may not be eligible for an Australian skilled worker visa. Luckily, the Australian working holiday visa will have you on a plane to the land down under in no time!

The Australian working holiday visa was created in order to create closer ties with other countries and encourage cultural exchange in Australia. Working holiday visa holders can work and holiday in Australia for up to a year (or two, if you’re lucky!), so get ready to pat some kangaroos and bask in the Aussie sunshine.

Can I get an Australian work visa for Americans?

If you’re from the good ol’ USA, you may be eligible for an Australian work visa. If you’re between the ages of 18 and 31, have a valid passport, and fulfill the necessary health and education requirements, you can apply for a Work and Holiday Visa (subclass 462). Want to know more about Australian working holiday visa requirements? Visit the Australian immigration website’s Visa Finder to double check your Australian visa eligibility.

Do I fulfill the Australian working holiday visa requirements?

Not just anyone can get a working visa in Australia. Over 30 year olds are out of luck, unless they score the non-holiday oriented work visa. Because the Australian working holiday visa is intended for young travelers seeking adventure and short-term work, there are several requirements for applicants. Australian working holiday visa requirements include:

You must be between the ages of 18 and 31 years old.
You must be from an eligible country.
You cannot bring a dependent child with you.
You must be outside of Australia when you apply.

How much does an Australian work visa cost?

The best part of the working holiday visa program is that you can make back the money you spend on travel costs. Along with your flight, the Australian work visa application costs $440 AUD. Australian immigration will also charge you an $80 AUD fee if you send a paper application instead of submitting it online. Save the trees (and your wallet) and submit your application through your Immi Account online.

Where can I find the Australian working holiday visa application and what do I need to know before I fill it out?

The Australian work visa application is quick and easy! Simply visit the Australian immigration website , check your eligibility, and create an Immi Account, which will walk you through the steps of how to get an Australian work visa. Apply online in a matter of minutes with your passport and a few basic documents and you can find yourself at a barbie on the beach the next week.

What are the types of Australian work visas?

While similar in name and structure, there are actually two different subclasses of Australian working holiday visas. The Work and Holiday Visa and the Work ing Holiday Visa both offer a year of work and holiday cultural exchange, but they have subtle differences in requirements and eligibility. Let’s break it down:

Work and Holiday Visa (subclass 462). This is the go-to Australian work visa for Americans (and several other countries) hoping to pick up some Aussie slang and make a few colorful bucks. Depending on your country of origin, there are various educational and English language requirements, and you may need a letter of support from the government if you aren’t from the USA.
Working Holiday Visa (subclass 417). This visa is much more relaxed in its requirements. All you need is to be between the ages of 18 and 31 and from an eligible country. The best part? If you spend three months of your first working holiday visa doing regional farm work, you can apply for a second year. That’s right, embracing cowboy life can double your stay!

How is this different than an Australian skilled worker visa?

The only downside to an Australian working holiday visa is that one year disappears in a flash. You’ll undoubtedly fall in love with the laidback lifestyle and tasty meat pies. Luckily, there’s another type of Australian work permit: the Australian skilled worker visa. This visa can last for multiple years, so the looming expiration date doesn’t feel like it is coming as quickly.

While the working holiday visa only allows travelers to stay in Australia for one year and work for one employer for six months, the Temporary Work (Skilled) Visa (subclass 457) is perfect for expat employees who can help meet the demand for skilled workers in Australia. If you’ve completed tertiary studies or occupational traineeships, you may be eligible for sponsorship. While travelers of all ages can seek a working visa in Australia, over 30 year olds are best suited for the Australian skilled worker visa.

What are popular Australian working holiday visa jobs?

1. Au Pair

If you’re a big kid at heart and looking to immerse yourself in Aussie living, au pairing is the perfect set up! Au pairs join a local Aussie family and help care with childcare and other household chores. It hardly feels like work, and you’ll have a beautiful home to live in, home-cooked meals every night, almost no living expenses, and a weekly stipend.

2. Fruit Picker

Picking fruit can feel like dirty work at times, but it’s a great Australian working holiday visa job because it can help those working holiday-ers to earn their second working holiday. Spend your days in mango trees or on strawberry farms and catch some rays while snacking on local produce. Most fruit picking jobs will have perks, too. Free accommodation, anyone?!

3. Hospitality

Australia is a major tourist destination for every type of traveler, from the adventurers to the relaxing holiday seekers. If you enjoy being around people and have a background in the service industry or customer support, you’ll have no problem finding a job in the hospitality field. Work in a restaurant, hotel, hostel, or even for a local backpackers’ travel agency – Australian working holiday visa jobs are endless.

Views like this? On a Monday? Makes it less of a Monday, don’t you think?

4. Bartending

It’s no secret that Aussies love to drink. Bars, or hotels , can be found in every city and suburb, and most are filled every day of the week. If you want to make some good money, take the Responsible Service of Alcohol (RSA) course, and you can find work in any establishment that serves alcohol.

5. Serving in a restaurant

No matter which city you settle into with your Australian work visa, there will be plenty of jobs waiting tables or making coffee. Whether you want to work late shifts in a crowded pub or mornings in a trendy café, there are endless jobs in the service industry. Not only will you meet heaps of new mates, but you’ll also get a free meal out of it.

6. Farm work

This is another popular Australian working holiday visa job. Not only can you earn your second working holiday, but you’ll also get to experience an untouched side of Australia that is often overlooked by travelers and tourists. Venture into the outback where you’ll get free room and board, learn how to ride tractors, break horses, and tune into your inner cowboy.

7. Surfing — seriously

Fulfill your Aussie dream of endless summers and perfect waves as a surf instructor on the coasts. This is the perfect Australian working holiday visa job if you want to meet fellow travelers and adventurers while soaking in the salty sea air and making money to fund your surfing gear.

8. Marketing

Most travelers will be able to land marketing jobs on a working holiday visa, even if you’re new to the workforce. Whether you’re promoting events at a backpackers’ hostel or fundraising in the streets with new friends, marketing positions are abundant throughout the big cities.

Your morning commute in Melbourne will never be boring.

Who can help me score an Australian work visa?

The process can be difficult to do on your own, so if you’d like additional support in scoring your Australian work visa, there are a number of companies out there to ensure your first trip down under is a smooth one.

1. InterExchange

Want to live like a local in Australia? Working holiday visa holders can join InterExchange, arguably the most popular organization for those seeking Australian working holiday jobs. They’ll teach you how to get an Australian work visa, while assisting in au pair placements with local families and a good stipend in all major cities, or short-term placements in offices, restaurants, and even on farms.

RELATED: Read InterExchange reviews

2. GeoVisions

This au pair program places travelers with Aussie families for six or 12 months. You won’t need to worry about finding accommodation or paying bills, as the package will cover all living expenses. Embrace your inner child, make new friends in the au pair community, and save up to $11,000 throughout the year to travel the rest of the country.

RELATED: Read GeoVisions reviews

3. BUNAC’s Work Australia

This organization offers Australian work visas for Americans and prepares them with with pre-departure assistance and orientation in the land down under. Book the “Essentials” package for access to online job databases and assistance in setting up the basics upon arrival, or the “Ultimate Fun” package that provides accommodation, resume assistance, and social events during your first week.

RELATED: Read BUNAC reviews

4. International TEFL Academy

Australia is full of international travelers and expats, which means there are plenty of opportunities to teach English abroad in the major cities. The International TEFL Academy allows travelers to earn their TEFL or TESOL certification and assists in job placement at the end of the course. The best part: once you have your certification, you can extend your travels after Australia, teaching in Asia, Latin America, and Europe!

RELATED: Read International TEFL Academy reviews

5. Oyster Worldwide

Adventure seekers can find Australian working holiday jobs in Australia’s outback with this European organization. Take a five-day introduction and safety course, receive guaranteed job placement for up to six months, and explore the country’s rugged side. You’ll be riding dirt bikes, herding cattle, and earning money in no time.

RELATED: Read Oyster Worldwide reviews

6. Greenheart Travel

The Work and Travel Program assists travelers in every step of finding Australian working holiday visa jobs. Whether you want to work in hospitality or agriculture, Greenheart offers an orientation in iconic Sydney, in-country assistance and job support, and social events so you’ll meet new mates to join you in your job hunt and travels.

RELATED: Read Greenheart Travel reviews

An Australian work visa is the right move

From the crystal blue waters of the Great Barrier Reef to the rugged Red Centre, from the iconic Sydney Opera House to the trendy-chic streets of Melbourne, Australia offers endless sites to be explored. Why not trade in your tourist visa for an Australian work visa so that you have plenty of time to see it all! By joining one of the biggest backpacker nations , you’ll have endless options when it comes to short-term work, and you’ll also meet other travelers to join you in the journey.

If this could be your lunch break, why wouldn’t you get an Australian work visa?

In addition to having more time to explore the Land of Oz, an Australian work permit will offer you the opportunity to gain international work experience. Whether you’re working in small towns or big cities, have a passion for mother nature or business, you’ll have the chance to boost your resume, network with new professional contacts, and open the doors to future jobs both in Australia and at home.

Australia is the perfect destination for every traveler, and its laidback lifestyle aches to be embraced. The land down under offers adrenaline-pumping adventure, chilled beach days, the friendliest locals, the best cuppa coffee, and the opportunity to fund your travels: this is why you want – nay, need – an Australian work visa!

Source: https://www.goabroad.com/articles/jobs-abroad/australian-work-visa

The 11 Best Job Opportunities for Backpackers in Australia

Tue, 10 Oct 2023 05:12:38 GMT

So you want to go on a working holiday Down Under? Here’s what you need to know about the top job opportunities in Australian for working holidaymakers.

Thousands of backpackers flock to Australia each year for a working holiday.
And with sunny weather, sandy beaches and so many exciting metropolitan cities to visit, it’s easy to see why so many travel to Oz.

With so much to organize before you travel, it can be stressful to plan a working holiday.

But don’t worry, that’s why we’ve created this guide to help you land a job when you arrive in Australia.

Of course, the list will start with the hospitality sector – one of the most popular sectors to work in as a working holidaymaker in Australia.

The hospitality sector is a great area to work in if you’re a people person and enjoy interacting with the public.

Note that in the hospitality sector you’ll be paid at least the minimum hourly wage (which as of 2022 is $21.38 per hour), if not more. More often than not you’re also paid more per hour if you’re working on public holidays.

1. Bar attendant

Working as a bar attendant is one of the jobs in hospitality, which is in fact in high demand in Australia.

This job involves preparing, mixing, and serving drinks to customers.

Responsibilities

Your responsibilities are to make drinks and sell them to customers which of course involves taking payments.

Then another main responsibility is to keep the bar area clean.

Requirements

To work with alcohol in Australia you need to have a Responsible Service of Alcohol (RSA) certification. You can complete this course online, in fact, it would be a great idea to acquire the certificate before travelling to Australia.

Pay

As a bartender in Australia, you can typically make a couple of dollars over the minimum wage per hour.

2. Cafe workers

Another position in the hospitality sector to consider is working in a cafe. This is a broad job in comparison to being a barista as you can be involved in more than only making coffee.

Responsibilities

Your job in a cafe can include making coffee and ensuring surrounding areas stay clean.

You could also be involved in taking orders, preparing, and serving drinks and food.

Requirements

There are no specific job requirements for working in a cafe in Australia, however, prior experience is always welcome.

Pay

You can expect to be paid at least the minimum wage.

3. Waiter/Waitress

Let’s not forget one of the main jobs in Australia backpackers can consider – waiter/waitress. This is a high-demand job in Australia.

Responsibilities

As a waiter/waitress, you may have different responsibilities depending on the way the restaurant/bar/hotel/etc. you work for is organized.

Some of your responsibilities could be:

Greeting customers and providing them with menus
Taking food and/or drink orders
Setting up tables and arranging them
Taking care of payments

Requirements

There are no specific requirements but having prior experience is an advantage.

Pay

As a waiter/waitress, you’ll be making at least the minimum wage per hour, if not more.

Read also:
The Best Places to Find a Working Holiday Job in Australia

4. Crop farm worker

Backpacker farm jobs in Australia are a popular choice, specifically because working a regional job can often give you the opportunity to extend your visa.

Make sure that if you take up a ‘regional’ job in the hope of extending your visa, that the job you take up does in fact provide this opportunity.

One of the types of farmwork backpackers opt for is crop farmwork.

Something to note about farm work is that it’s not easy and can be physically demanding and a lot of the work is done outside.

Responsibilities

Some of the things you could be doing are:

Preparing the soil for sowing
Planting crops
Spraying crops with chemicals that’ll protect them from weeds, etc.

Requirements

There are no specific requirements, however, being qualified in any of the following can be an advantage:

Horticulture
Agriculture
Production
Rural operations

Pay

You’ll be receiving at least the minimum wage as pay, however, if you are offered a bed and meals you may be receiving less than the minimum wage.

Receiving a lower wage but having a bed and meals is actually something a lot of backpackers are willing to trade with since the majority of the money they’ll receive can go into savings for travelling around Australia.

5. Fruit picker

Fruit picking is another one of Australia’s agricultural jobs, also popular amongst backpackers.

Similar to farm work it’s often a choice for working holidaymakers because it’s considered one of the working holiday visa jobs in Australia that can extend your visa.

Similar to farm work, if you are going to apply for a fruit-picking job you need to know that one it can be physically demanding and two you may have to consider what season you’d like to work this job as working outside can be quite hot during Australia’s summer.

Also, make sure you apply with renowned agencies or farmers for these kinds of jobs.

Responsibilities

Your main responsibility is picking fruit, but not any fruit, the fruit you pick has to be a certain size and be ripe, and no rotten fruit of course!

You also sort and pack fruit and put them in containers and then into trucks.

Requirements

You don’t need any specific qualifications for this job as training is often provided.

Pay

Pay for backpacker fruit picking jobs in Australia can be as follows:

The minimum wage or more per hour
Per bucket of fruit

Note that if you’re provided with a bed and meals, this can often be deducted from your wage.

Read also:
Essential Tips for Working in Australia

6. Construction worker

One of the biggest industries in Australia is construction – backpacker jobs in Australia can therefore often be in this industry.

This type of work often pays well but note that it can be hard work physically and it requires a certain level of fitness.

You may be thinking of the difficulty of working this job in Australia when it’s hot but the great thing is that these kinds of jobs often start early in the day leaving you to finish early, so you have the rest of the day to spend as you please.

Responsibilities

Responsibilities can vary depending on your position. Here are some things you may be doing:

Clearing worksites
Breaking old structures with equipment
Preparing and applying material to structures – using cement for example

Requirements

Training is often provided so there isn’t necessarily a need for any specific experience or qualifications.

Pay

In an entry position, you can expect at least the minimum hourly wage. However, as an experienced construction worker in Australia, the average hourly rate is often over $30.

7. Au pair

Have you worked with children before or have experience in minding children? You have the opportunity to work as an Au Pair in Australia.

A great thing about this job is that you often get to know the Aussie way of living since you spend a lot of the time working with families and in some cases living with the family where you are given a bed and meals.

Best season to work as an Au Pair? During the school holidays which fall in the following months:

April
July
September/October
December (Australia’s summer holidays)

Nonetheless, that’s not to say you won’t find Au Pair roles outside these holidays.

Responsibilities

Responsibilities can vary a lot depending on:

The family you’re working with
The season you’re working (as children may or may not be in school)
The age of the children of course
Whether you’re living with the family or not

Some responsibilities can include:

Waking children up in the morning
Helping children get ready for school
Preparing meals for children
Doing light housework, such as washing clothes or vacuuming

Requirements

You don’t need any specific education or experience, although it’s important that you enjoy caring for children.

Pay

You can expect to be paid minimum wage as an Au Pair, however, if you’re living with the family you’re working with where you’re given a bed and meals, then you can expect to be paid less.

Nonetheless, it can be a great job as you don’t have to worry about finding accommodation and the money you make can be spent on your travels around Australia.

8. Mining worker

A great job opportunity in Australia is mining work. Working holiday mining jobs are a great choice if you’re planning to obtain a second year in Australia since it’s considered regional work.

Similar to construction work, mining jobs are also physically demanding, so you are required to be fit for this kind of work.

Typically if you work in mining, you will often travel to the mine sites in remote areas and work for some weeks before going on a break which you can use for travelling around Australia.

Responsibilities

Some responsibilities include:

Taking care of both underground and surface mining (coal, rocks and ore)
Building entrances to and from the mines
Transfering coal, rocks and ore to where they need to be shipped

Requirements

Although qualifications are not required, it can be useful to be qualified in any of the following areas:

Surface extraction operations
Underground mining

Pay

Mining jobs can sometimes offer double the minimum wage, so it’s definitely one to consider if you’re able!

9. Admin work/receptionist

Something different that the jobs mentioned so far you can consider for your working holiday is receptionist or admin work.

Yes, these types of jobs are often permanent roles (which of course as a backpacker, you cannot apply for).

However, it’s possible to find temporary 6-month contracts as a receptionist or admin work which are suitable for working holidaymakers, especially if you have Microsoft Office skills, great communication and also organisation skills.

Responsibilities

Although admin and receptionist work is different, a lot of the tasks are similar. Nonetheless, they do differ, more particularly in that receptionists work at the front desk and admin workers in the back office.

Some responsibilities could be:

Data entry
Photocopying
Organising meetings

Requirements

There are no specific qualifications required, however, having prior experience can give you a better chance of obtaining these kinds of roles.

Pay

Depending on the skills you have and your role you can make from the minimum wage to $40 an hour.

10. Tour guide

Want to guide visitors on tours while you’re on your working holiday in Australia? These tours can include sightseeing or educating visitors on points of interest.

Here’s the great thing about this job, it also gives you the opportunity to see focal points in Australia while you’re visiting – a win-win situation!

Responsibilities

Here’s what you could be doing as a tour guide:

Greeting visitors
Planing and organising tours
Arranging transport
Arranging entry to museums, etc.
Answering any questions visitors have

Requirements

You don’t necessarily need to have any qualifications, however, having an education in this area can be useful.

Pay

Often as a tour guide, you’ll be paid Australia’s minimum wage.

11. Festival staff

Working at a festival? You may not have expected to see it on the list but this is a great job opportunity for backpackers in Australia.

Festivals need staff temporarily, so it’s ideal for working holidaymakers in Australia!

For this kind of work, you need to watch out for the festival dates so that you can apply. To obtain these jobs, you can often reach out to the organiser.

It’s also one to consider because it gives you the chance to enjoy some festivals in Australia while also making some money.

Responsibilities

You may be responsible for a number of things as festival staff, some can include:

Assisting in the entry and exit of people
Providing people at the festival with information, such as the facilities there are and the performances that are on

Requirements

Although prior experience is always an advantage, no specific qualifications are required.

Pay

It can be difficult to know how much you’ll be paid as staff at a festival until you look for these kinds of jobs but remember you should always be paid at least minimum wage on your working holiday jobs in Australia unless of course you’re provided with things like bed and meals.

As staff at a festival, you certainly have the chance of being paid above the minimum wage.

With this, we end the list of the best backpacker jobs in Australia. We hope that you found this list useful!

Of course, there are other jobs you can consider. However, note that the jobs mentioned in this article are ones to consider for one reason or another – whether it be for the pay, the flexibility it’ll give you to travel or the popularity the job has for working holidaymakers.

Wondering about the highest paid backpacker jobs in Australia? Read: Top 10 Best Paid Jobs in Australia

SOURCE : https://www.visafirst.com/blog/job-opportunities-for-backpackers-in-australia/

How to find the best backpacker jobs in Australia

Tue, 10 Oct 2023 04:56:21 GMT

Think of backpacker jobs in Australia and you might think low paid and difficult work, with long hours for little reward both in experience and money. But as is the case everywhere, this is both true and not true, and it all depends on the employer, the location and the job itself.

Here Are Top Tips and Advice on Finding the best Backpacker Jobs!

Knowing your own skill set and what sets you apart from the crowd when looking for backpacker jobs in Australia is the first step toward the right job for you. If you make a living at home fixing cars for example, don’t think you can’t do that exact same thing while travelling. While most backpacker jobs in Australia centre around industries such as hospitality, farm work and office jobs, there will still be plenty of other businesses out there who need casual workers. Anything from hair salons to garages, marketing agencies to childcare services.

You might also be on the look out for unsalaried volunteer positions; work that is rewarding in other ways. There are always plenty of organisations who welcome volunteers with open arms.

backpacker jobs in australia

Regional vs. city work – what to expect and where to look for such backpacker jobs in Australia

Deciding if you want city or regional work may depend on whether you intend to secure a second year working holiday visa extension, in which case you need to complete 3 months of seasonal work prior to applying. Recent changes have meant that more locations are included in the permitted regions list including certain parts of New South Wales, Victoria, Queensland and Western Australia as well as anywhere in South Australia, Tasmania and the Northern Territory.

backpacker jobs in sydney

When it comes to backpacker jobs in rural Australia, you can expect to be picking and packing fruit and vegetables, or working on animal farms including dairy farms and cattle stations. The jobs can be tough but rewarding and often offer an interesting insight into rural Australian life, just make sure you check out the employer’s reviews online (glassdoor.com.au is a good resource) before applying to make sure they’re legit.

australian farm work

The other big advantage of working regional jobs is that many include accommodation (which is rare for city jobs). Identify where you want to be and check local listings online. Gumtree, Facebook and backpacker jobs in Australia sites such as backpacker job board are great sources of information.

If it’s city work you want, you can expect to receive a higher salary and have more varied jobs to choose from. Get your resume up to scratch and browse job sites such as LinkedIn, setting up alerts for the kind of work you’re looking for. Always ask around locally and identify companies you’d like to work for and approach them directly. Hostels, especially the staff, are another good source of information.

Volunteer and have an experience to remember

When it comes to backpacker jobs in Australia, some of the very best don’t pay a salary but do give you the chance to have a once in a lifetime experience. Are you a keen rider and always dreamed of working with beautiful horses on a stud farm, for example? Or have a passion for marine conservation but don’t have a science degree? There are so many charities and other organisations who would be thrilled to have you on board, and many pay for expenses and meals, and sometimes even offer free accommodation too. Check out govolunteer.com.au for listings all over the country.

Last but not least (and we’re not biased, honestly) we reckon we offer the very best volunteer positions right here at Drop Bear! Check out how one of our recent volunteer recruits enjoyed their stay with us here, and give us a call if it sounds like your dream job.

SOURCE : https://www.dropbearadventures.com.au/how-to-find-the-best-backpacker-jobs-in-australia/

Travel advice explained

Tue, 10 Oct 2023 04:08:29 GMT

When travelling overseas, it's your responsibility to take care of your safety and wellbeing. Our travel advice will help you understand the risks and what you can do to avoid or handle difficulties.

This page explains:

Don't expect the Australian Government to be able to get you out of trouble during your travels. Read the Consular Services Charter for what we can and can't do to help you overseas.

Smartraveller travel advice

Australians love to travel internationally, and many of us live abroad. To help Australians avoid difficulties overseas, we offer advice on a variety of travel-related topics.

This includes publishing official travel advisories and advice to help you avoid problems while overseas. Our travel advice helps Australian travellers make informed decisions.

Travel advisories

We maintain travel advisories for 178 destinations, assigning an overall advice level to each. The advice levels reflect the risks for Australian travellers in each destination.

We continually review and update our travel advice based on credible information. Each travel advisory provides destination-specific information about:

safety
health
local laws
travel
local contacts.

It's your responsibility to be informed about all the destinations you're visiting, including those you’re transiting through. This includes understanding risks and planning for your safety . It's also your responsibility to stay informed throughout your travels in case circumstances change.

Travel advice for other destinations

We don't publish travel advisories for countries and territories with very few Australian travellers and/or where the risks are low.

We regularly review whether travel advisories are needed for these destinations. Our consular partners in Canada , the United Kingdom or the United States also publish destination travel advice that you may wish to read.

General travel advice

We prepare and publish general advice on a range of travel topics. Our advice helps Australians to be informed and prepared before they go. It also helps Australians to stay safe while overseas.

See our general advice for before you go and while you're away . Also see our advice on what to do if you're overseas and things go wrong .

How we develop travel advisories

We frequently review our travel advisories. However, we don't change them for all issues and incidents.

We update travel advisories if there are new or increased risks to Australians. This can be in response to new developments, such as credible intelligence reporting, major protests or unrest , new entry requirements or a natural disaster .

Our advisories are an objective assessment of the risks Australians face overseas. They're not influenced by diplomatic, political or commercial considerations. In our travel advice, we adhere to the principle that there is no difference in information about security and other risks provided to Australian travellers and Australian government employees.

Sometimes advisories are updated with new information without changing the level of advice. If we judge that the risk for Australians hasn't changed, we won't change the advice level.

If we change the advice level, it's usually because of a specific event or changes to local circumstances. When we change it, we'll state this in the 'Latest update' section at the top of the travel advisory page.

We use a range of information sources in our travel advisories. These include:

Australian diplomatic missions overseas
threat assessments produced by ASIO's National Threat Assessment Centre
analysis of common problems Australians experience overseas
intelligence from our consular partners in the US, UK, NZ and Canada
information from other government agencies, such as the Department of Health
media and open-source reporting
feedback from travellers.

If a travel advisory hasn't been updated for several months, it's not out of date. There's just been no need to update it.

What does 'advice level' mean?

We assign each destination an official advice level of 1, 2, 3 or 4. These levels reflect the risk for average Australian travellers to this country. For each level, we provide advice to help Australians avoid or reduce the risks.

A higher advice level means higher risk. The levels are:

It's important to read and understand the advice level for each country you're travelling to or through. The advice level can affect your safety and your travel insurance .

Where to find the advice level for your destination

Every travel advisory displays an overall advice level for the country. The advice level is shown on the bar at the top of the travel advisory . The advice level is also shown by the colour on the country map.

Sometimes regions or cities within the country have different levels. This can be because of specific risks or safety concerns. We publish this in the travel advisory on the page and on the map.

Changes to advice levels

It's your responsibility to keep informed about any changes to the advice level. If it increases, take extra precautions and consider the advice carefully.

Subscribe to get an email when we update the travel advice for your destinations. You can also subscribe for news updates.
Follow Smartraveller on Facebook , X and Instagram to get updates on social media. You can also follow the social media accounts of your nearest Australian mission for local information and advice.

Read our information for each advice level to understand the risks. Take the right precautions before you go and while you're away .

Travel insurance and advice levels

Before booking travel and purchasing travel insurance , ensure you're aware of and comfortable with the advice level for your destination . Some policies will only allow you to cancel for safety reasons if the advice level increases after you've bought your policy.

If the advice level hasn't changed, most travel insurers won't cover your cancellation costs if you decide not to go for safety reasons.

If the travel advice level is raised to ' Level 3: Reconsider your need to travel ' or ' Level 4: Do not travel ' and you want to cancel your trip, contact your insurer. Find out if you can make a claim to cover cancellation costs or changes to your itineraries.

Each travel insurance company will be different. Check with yours directly.

Many insurance policies still won't cover any COVID-related claims. Check the inclusions carefully before you purchase.

Level 1: Exercise normal safety precautions

Use common sense and look out for suspicious behaviour, as you would in Australia.

At level 1, the security environment is similar to that of a large Australian city.

This doesn't mean the local situation will be the same as in Australia. Laws and social customs could differ significantly. You could face terrorist attacks , civil unrest , violent crime or unique health threats. But overall, the risks are not greater than those you'd face in an Australian city.

If you travel to a location with an advice level of 1, it's your responsibility to:

monitor the media and other sources for changes to local travelling conditions, safety, health situation and security concerns
be aware of local differences and, as appropriate, take similar precautions to those you would take in Australia
check entry, testing and vaccination requirements before you travel and check you have appropriate records.

Keep in mind that being in an unfamiliar location without your support mechanisms always creates additional challenges, even if the local environment is similar to Australia.

Level 2: Exercise a high degree of caution

Pay close attention to your personal security and the current health situation. Monitor the media for new and existing risks.

At level 2, there are more or higher risks than what you would typically find in a large Australian city. We're not saying 'don't go' to this location. But you should do your research and take extra precautions.

The level may reflect a weak law-and-order system, where violent crime is common. The destination may lack some key public services, such as a responsive police force.

In some cases, there may be a risk that the security environment could change with little warning. This level may also reflect a passing event, such as political unrest or a short-term increase in a location's domestic terrorism level.

If you travel to a location with an advice level of 2, it's your responsibility to follow all the advice for level 1, as well as the following.

Before you go

Research the health situation and services available for your destination’s entry requirements and any local restrictions on movement, events and gatherings.
Understand the basics of the political and security situation.
Familiarise yourself with the destination, including:
any dangerous areas of a city
types of crimes
risky modes of transport
specific precautions for women or LGBTI travellers
any behaviour that may offend or break the law.
Check your travel insurance policy and coverage, particularly if there is a travel disruption or a change in travel advice.

While you're away

Monitor the health risks in your location and keep track of any changes to restrictions.
Maintain good hygiene and physical distancing when interacting with other people.
Stay in contact with your airline operator or travel provider for changes and updates.
Be aware of religious holidays or days of national significance. Terrorists have launched attacks on these occasions.
Understand the safety of public transport options.
Plan your daily movements and vary your routines and travel routes.
Avoid known flashpoints, including protest areas.
Don't wander into unknown areas.
Avoid or minimise your time at places that terrorists may target.
Leave an area at the first sign of unrest or if you feel uneasy.
Be aware of building exits and always know the safe places you can access if you feel threatened.
Take notice of the people around you and their behaviour. Be aware that you may misinterpret some behaviour in an unfamiliar cultural setting.
When discussing your plans, avoid sharing details that others may overhear.
Be cautious about the information you share on social media.
Refuse unexpected packages or offers.

Level 3: Reconsider your need to travel

Avoid non-essential travel. Do your research and check that your insurer will cover you. If you do travel, take extra precautions to protect yourself from security and health risks.

At level 3, there are serious and potentially life-threatening risks. This can make the destination unsafe for tourism and unsuitable for most travellers. This could be due to:

an ongoing threat of terrorism or kidnapping
travel disruptions
frequent incidents of violent crime
ongoing civil unrest
widespread disease
other safety risks.

Think seriously about your need to travel to these places. This may mean postponing non-essential travel or choosing a less risky destination.

If you decide to travel, it's your responsibility to reduce your risks and stay safe. The Australian Government is limited in how and when it can help if you get into trouble. Conditions may change at any time. Be prepared for an extended stay or significant disruptions to travel.

These countries often have an unpredictable security environment. We may temporarily assign this advice level when there's been a major incident. This could include a natural disaster , terrorist attack , civil unrest or global pandemic that has made the destination too risky for most travellers.

Our advice levels also apply to Australian officials travelling overseas. Officials must undertake a detailed security risk assessment before travelling to these areas. They may have to adopt specific protective security measures.

If travelling to a destination with an advice level of 3, follow all the advice for levels 1 and 2, as well as the following before you go and when you get there.

Before you go

Research the political and security situation from a variety of sources before booking. Understand the risks. Check the news and social media and understand what's going on.
Check your travel insurance policy carefully. It may not cover travel to 'reconsider your need to travel' destinations.
Understand the health situation and risks for your destination, entry requirements and any local restrictions on movement, events and gatherings due to health risks.
Research the health services available. Services may be strained and not be the same as you would receive in Australia.
Pre-book accommodation in safe areas with appropriate security.
Get local advice on your itinerary. Follow advice on areas to avoid.
Minimise time spent in airports by scheduling direct flights if possible. Avoid stopovers in high-risk airports.
Stay as short a time as possible. Eliminate unnecessary activities .
Think carefully about your security at your hotel and getting around. Organise tailored security arrangements and prepare contingency plans.
Ask your tour operator about their safety record and security arrangements. This includes safety equipment, extra security, emergency plans and evacuation procedures.
Regularly review your security arrangements. The threat environment could change at short notice.
Have an up-to-date will and enduring power of attorney in case you die . Designate appropriate insurance and beneficiaries.

While you're away

Be aware of the health risks for your location.
Pre-plan your travel routes. Have contingency plans in place.
Be prepared to change your plans in response to evolving threats.
Avoid potential terrorism targets. Know what to do in the event of a terrorist attack .
Stay alert and always be aware of your environment. Look out for suspicious activity or items, and report anything of concern to local authorities.
Don't discuss travel plans with strangers. Never share personal information with people asking questions without good reason.
Don't discuss your plans or risk management strategies where they might be overheard by others.
Don't share information about your travel arrangements on social media.

How to minimise your exposure to risks

Avoid travelling alone, especially after dark and on long trips.
Minimise travelling by foot. Be vigilant in public areas.
Before getting into a vehicle, check it for anything suspicious.
Make sure any vehicles you use are in good working order and have enough fuel to get you out of unexpected trouble.
When driving , keep your car doors locked and your windows up.
Watch for people following you. Be ready to take evasive action.
Avoid using public transport. Only use trusted private transport.
Check the safety record of your travel service providers. Always use available safety equipment, even if others don't.
Never take something across a border for someone else. You could be arrested or jailed if it contains something illegal, such as drugs .
Don't meet strangers in your hotel room or unknown or remote places.
Maintain good hygiene and physical distancing when interacting with other people.

Make contingency arrangements

Wherever you are, have a plan of action in case the environment becomes unsafe.
Be prepared to change your plans at short notice. This could include changing meetings or activities to less prominent areas or less dangerous days.
Always carry a charged phone. Save local emergency contact details in it.
Tell a trusted person where you're going and when you plan to return. Discuss and agree on what action they should take if you don't return at the planned time.
Maintain contingency kits. Include medical supplies, food, water and fuel. This can help sustain you through any period of heightened unrest.
Carry provisions with you when getting around .

In the event of a crisis , departure options may be severely limited. You're responsible for ensuring you can depart independently and that your travel documentation is up to date. Don't expect the Australian Government to organise your departure. See the Consular Services Charter to understand how and when we can help.

Level 4: Do not travel

If you're already in this location, you should consider leaving if it's safe to do so. If you do travel, get professional security advice. Your travel insurance policy might be void. The Australian Government may not be able to help you.

At level 4, your health and safety are at extreme risk. This may be because of a high threat of terrorist attack , conflict, violent social unres t, widespread infectious disease or critical levels of violent crime. It could be a combination of risks.

If you travel to this location, you're at a high risk of death , imprisonment , kidnapping or serious injury.

If you get into trouble, the Australian Government may be unable to help. In most cases, our ability to provide consular assistance in these destinations is extremely limited.

Any travel by Australian officials to 'Do not travel' locations is subject to high-level approval and is based on a rigorous risk assessment.

You should not travel to this location. If you travel to this location despite our advice, you should note that you may be unable to leave the location quickly if your circumstances change. If you're already in a 'Do not travel' area, consider leaving if it's safe to do so. If, despite our advice, you decide to travel to a location with a travel advice level of 4, it's your responsibility to follow all the advice for levels 1, 2 and 3, as well as the following.

Before you go

Check your travel insurance . Most standard policies won't cover you for 'Do not travel' destinations.
Consider your security. Get independent, professional security advice. You may need to hire personal protection.
Have robust risk management measures in place. This includes a detailed emergency management plan.
Understand that you could die . Make sure you have an up to date will and enduring power of attorney. Designate appropriate insurance beneficiaries.

It's your responsibility to take care of your security. The Australian Government can't provide security assistance or advice.

While you're away

Exercise extreme caution.
Follow the advice of your personal protection service.
Maintain good hygiene and physical distancing when interacting with other people.

If you die overseas in a 'do not travel' destination, it's unlikely your travel insurance will cover you. Your family will be left to deal with your death. This includes organising your funeral and bringing back your remains. They may also have to resolve legal or financial issues in the destination and in Australia.

SOURCE: https://www.smartraveller.gov.au/consular-services/travel-advice-explained

Working Holiday visa Australia For people between 18 and 31 years

Tue, 10 Oct 2023 03:58:01 GMT

Down Under for an unforgettable adventure? Go backpacking in Australia!

People between 18 and 31 years of age are able to stay in Australia for a period of twelve months on a Working Holiday visa. Not only can you travel through Australia entirely, but you are also allowed to have paid work. One condition applies: you cannot work for one employer for more than six months if you don’t have the permission from Immigration Australia. Furthermore, you can study up to four months.

Besides the chance to get to know the country, this visa also offers you the chance to discover your options within Australia’s labour.

We can apply for this visa up to your 31st birthday. Provided that you weren’t granted this visa before or if you can satisfy the requirements for a second year.

Important note:
From 1 November 2018, Canadian citizens up to and including 35 years of age will be eligible to apply for a Working Holiday visa. This is an increase of the maximum age of 30 years, which remains the maximum age for all other countries.

Second-year Working Holiday visa

There is a possibility to apply for a second year – working holiday visa for Australia. Herefore specific requirements apply. You must among others prove that you have worked in Australia for at least 88 days. Work must have been paid, and it must be specified work fulfilled in a regional area of Australia.

For this second year Working Holiday visa, the age limit also applies. The limit is set to 31 years of age, just like the first Working Holiday visa.

SOURCE https://www.visa4you.org/en/visa-for-australia/working-holiday-visa-australia/#:~:text=Go%20backpacking%20in%20Australia!,allowed%20to%20have%20paid%20work.

BACKPACKER JOBS AND SALARIES – EXAMPLES OF WAGES IN AUSTRALIA

Tue, 10 Oct 2023 03:39:43 GMT

A lot of people wonder what kind of jobs they can do whilst on a Working Holiday Visa (417) or Work and Holiday Visa (462) in Australia. And more importantly, what kind of salary they can expect! In order to help you to find out, we have asked other backpackers to tell us about their current jobs and salaries. This will help you to get a better idea about what kind of jobs you can do during your trip in Australia and the salaries you can expect.

TABLE OF CONTENTS

Work with a Working Holiday Visa in Australia

The Working Holiday Visa is a visa for young people (18 to 30 or 18 to 35 depending on your nationality) that allows you to work in all sorts of jobs and in all fields while in Australia. Indeed, there is no restriction on the kind of jobs you can do on this visa. This visa allows you to work full-time for the same employer, part time or even casual. Seasonal jobs, fruit picking, shop jobs, more qualified jobs…Everything is possible.

Thanks to this visa, you can work full-time for the same employer for a maximum of one year under certain conditions. Among the most popular jobs for backpackers, you find hospitality (restaurants, cleaning, etc.) and also the agricultural sector, which serves to renew your Working Holiday Visa .

What is the national minimum wage in Australia?

The revision of the national salary each year

In Australia, there is a nationally set minimum wage. This is the minimum rate of pay set out in the Fair Work Act 2009. Each July, it is reviewed by the Fair Work Commission, an independent body. Since July 1, 2022, the national minimum wage is $21.38 per hour (€14.41) or $812.60 per week . It will be revised (increased) in July 2023.

Note: Each sector of work activity is governed by a collective agreement ( Award ) which determines the salary applicable in that industry. This may be higher than the national minimum wage, but can never be lower. If you are wondering about the minimum wage applicable to your job, check the Award that applies.

You can find a guide to minimum wage according to skill level on the Fair Work website .

What to do if the minimum wage is not respected by your employer?

Although a legal minimum wage exists in Australia, abuse and worker exploitation can sometimes occur, especially towards workers from other countries.

In the event of a problem with your employer, you can appeal to Fair Work . This independent organisation assists employees (whether they are Australian citizens or foreign nationals) in the event of a dispute with their employer. They provide a buffer between you and your employer, to allow for an amicable resolution of your dispute.

You can contact Fair Work on 13 13 94 from 8am to 5.30pm Monday to Friday. Their advice is free so do not hesitate to get in touch with them in you have any concerns or doubts!

Jobs in the hospitality industry

Hospitality and catering jobs are the most common for WHV makers in Australia. You will find jobs there throughout the year, especially during the high season (during school holidays).

Here are some job ideas for your working holiday visa. Be aware that for jobs where you are in contact with customers, you will be required to have a good level of English. For jobs in establishments where they serve alcohol, it’s necessary to get the RSA (Responsible Service of Alcohol), a specific Australian certificate.

PNote that salaries will vary by location and workplace.

More generally, salaries vary according to the employment contract under which you are hired.
– If the company that employs you pays wages according to the “industry award”, then you will be paid according to this awards which set the minimum standards that an employer in your industry is allowed to pay for your kind of work.
– If the company applies its own “award” (its own work agreement), then you will be paid according to the rules applied in this agreement.

Remember to always check with the company. The awards for each industry are listed on the Fair Work website. Company awards must be made accessible by the company that employs you.

Kitchen staff

Katy is a kitchen hand: $23/h
Simon is a baker in Sydney: $26/h
Florian is a chocolatier in Sydney: $29/h
Aurore is a kitchen hand in a restaurant in the Hunter Valley: $24/h
Lucas is a dishwasher in Fremantle: $23/h
Antoine is a chef in Karratha: $24/$29/$35 (week/Saturday/Sunday)

Bar staff / waiters

Hannah is a waitress and barista: $23/h net
Ange works in a Fish and Chips shop: $1060/week
Julie is a barmaid: $33/h + tips
Djalil is a barman: about $33/h
Emmy is a waitress in a restaurant in Perth: $26/h, $32/h on the weekend and $54/h on public holidays
Mathilde is a waitress in Sydney: $25/h and $30 on the weekend.
Lauren is a waitress on a boat: $25/h and in the restaurant $25/h during the week and $28/h on weekends
Emeline is a barmaid in Sydney: $25/h during the week, $28 after 10pm and on Saturday. $33/h on Sunday.
Lisa is a waitress in Karratha: $23/$27/$33/h (week/Sat/Sun)

For a waiter working “casual” hours under the industry award, the hourly rate applied is approximately $27 per hour. Increases called “penalties” generally apply on weekends and public holidays. The hourly rate thus rises to around $30/35 on Saturdays, $35/40 on Sundays and $50/55 on Bank Holidays.

Under the “Hospitality industry award”, bartenders and baristas must be paid a minimum of $26.15 per hour on weekdays, $31.38 on Saturdays and $36.61 on Sundays.

Get your RSA in Australia (with special discounts!)

Pay less for your RSA course (Responsible Service of Alcohol). With this certificate, you are allowed to work in all places where alcohol is served or sold.

Cleaning / housekeeping

Jo Hanna is a housekeeper: $24/h
Katy is a cleaner in a resort: $25/h
Camy is a cleaner: $23-$33/h
Jane is a housekeeper in Melbourne: $24/h
Cedric is responsible for laundry/housekeeping: $1140/week
Elo is a cleaner in Sydney: $25 and $29/h (two jobs)
Alexis is a housekeeper: $23 during the week, $27 on a Saturday and $32 on a Sunday
Jordan is a housekeeper on Rottenest Island (Perth): $25/h

On the Fair Work website, under the “Cleaning services award” category, casual hourly rates range from $27.14/h to $29.59 on weekdays and from $48.85/h to $53.26 on Sundays.

If you work in housekeeping in a hotel , you will be under the “Hospitality industry award” category with slightly lower hourly rates. On weekdays the base rate is $26.15 per hour, on Saturdays $31.38 and $36.61 on Sundays.

Receptionists / hosts

Flora is a receptionist in a hotel: $25/h, on Saturdays $28 and on Sundays $33. An average of 40-45 hours a week
Anne-Sophie is a hostess on a private yacht / from Airlie Beach to the Gold Coast (QLD) : $525/week + food + accommodation

Delivery drivers

Adrien is a pizza delivery driver: $17/h + $2/delivery

Jobs in the agricultural industry

Fruit picking is a good way of making money and travelling around Australia. It’s also one way of getting a second year visa in Australia .

Since 2019 you can also get a third Working Holiday Visa for Australia. It is necessary to work in eligible jobs and regions during your second WHV for 6 months to apply for renewal.

For fruit picking , note that the FairWork imposes a minimum rate of $25.41 per hour under the “Horticulture Award” category. However, in practice, you can be paid by piece (number of bins, weight harvested).

Since April 28, 2022 , pieceworkers are guaranteed a minimum hourly wage. This change applies to full-time, part-time and casual employees. For the horticulture sector, for all full-time and part-time pieceworkers, the minimum wage is at least $23.38 an hour. For casual workers, they must earn at least $29.22 per hour. The aim here is to avoid the exploitation of fruit pickers in Australia.

Below are a few examples of salaries you can expect for farm work in Australia:

Julien works on a pineapple farm: $24/h
Katy is packing mandarins: $1200/week
Lionel is a lumberjack: $25/h
Max is a labourer: $25/h
Lorene works on a farm: $24/h and for picking $12/bin
Alexandre is a stacker in an orange factory: $26/h
Franck works on a farm: $1100-$1400/week: 23-26/h
Elsa works on a government farm (weaving): $27/h. 7,5h a day
Alexandre works on a cotton farm 60-70h a week: more or less $1600
Clement works in the banana fields in Tully $25/h
Marvin works on a farm: $25.5/h
Lee works on a farm: $29/h and $45/h Saturdays, Sundays and between 6pm and 6am. 75h/week + free accommodation
Marion works on a farm (packing, picking, thinning) (avocado, plums, nectarines): $24/h
David works on a vineyard: $26/h – 55h/week
Riyad works as a pearler: $4400 per month, room and meals included
Guillaume works on a farm: $24/h
Max works as a harvester: $28/h – 70-90h/week, accommodation and dinner.

Jobs in construction

Working in construction can often get you a better salary than working on farms or in hospitality . You need to know, however, that in order to be able to work in construction, you need to have a White Card , a specific certificate. You can apply for this card online.

Here are a few examples of construction jobs salaries for backpackers in Australia:

Working on a demolition site: $1300 a week.
Labourer: $26/h before tax in Sydney.
Painter: $33/h
Skilled labourer: $25-$30/h
Kevin is a trade person: $450/day
Jonathan is a roof cleaner: $45/h. ($280/day, from 8 am to maximum 2pm)
Tam is a traffic controller: $2300/week for approx. 72h ($32/h)
Rem is a plaster delivery guy: $25/h – 35 to 45h/week
Reda works in demolition: $25/h during the day, $28/h during the night, more or less $1100/week
Romano works as a builder: $35/h
Emilie does house restumping: $22/h

Workers

Oley works in a Warehouse : $26.9/h
Nils is a driller assistant: $325 a day net
Christophe is a general hand: $25/h
Jerome is a mover: $22-$25/h, $28 for overtime
Kiwii is an electrician: $30h, overtime $45 and $60 on Saturdays – $1450/week
Steve is a landscaper/ truck driver/ excavator operator/ labourer : $27.60/h (Melbourne)

Sales and retail

It’s also quite common to work in a shop, work as a sales person or in promotion. In general, a good level of English is expected .

Here you find a few examples of jobs and salaries in the sales/promotion sector:

Antoine is a Fundraiser: $24/h
Loic is a Promoter: between $100 and $750 a night
David is a salesman for Levi’s: $26/h on average
Thomas does stacking for Kmart in Brisbane: $24-$26/h
Fabien is a salesman: $25/h during the week, $27 on Saturdays and $30 on Sundays
Jordan distributes the yellow pages in Sydney: $40/h
Emeline is a casual retail assistant at k-mart: $25/h

Au Pair

With your Working Holiday Visa, you can also be part of the daily life of an Australian family as an au pair. The salary varies between towns and hours effectively worked in a week. But it also depends on the number of kids you are looking after. Also, keep in mind that certain families ask you to do some household chores in exchange for a bit of extra money. In any case, you get food and board with your host family .

Here you have a few examples of salaries for girls working as an au pair in Australia:

Mel is an Au pair in Sydney: $250/week, kitchen $20/h , household $30/h
Laurie is an Au pair in Sydney: $150/week
Eugenie is an Au pair: $300-$450/week
Wendy is an Au pair : $500/week
Marine is an Au pair: $250/week + $60 for cleaning the house and ironing. She works 10h min/day, 5 days a week
Julie is an Au pair: $200/week – More or less 30h/week + many non paid extra hours
Marine is an Au pair in Bunbury: $400/week, food, board and a car to use
Mathilde does Babysitting: $25/h

More qualified jobs

Depending on your qualifications, you can also apply for more qualified jobs. Some employers are hesitant because you are limited to 6 months of work on your WHV. Note that you can require permission from the government to work longer with the same employer. It can also be a good way to prove yourself and obtain a TSS (sponsorship) visa!

Some examples of salaries in more qualified jobs in Australia:

ProfessionSalary per yearA school teacher$70 000 - $160 000Childcare teacher$65 000 - $95 000Nurse$75 000 – $115 000Sales manager$75 000 – $110 000Marketing coordinator$63 000 – $93 000Graphic Designer$70 000 - $107 000Web designer$80 000 - $140 000Data scientist$101 000 – $156 000Business Analyst$85 000 – $130 00IT Project manager$115 000 – $168 000Junior architect$62 000 – $100 000Construction project manager$100 000 – $180 000Environmental Engineer$70 000 – $145 000Civil Engineer$90 000 – $140 000Real estate Agent$55 000 - $115 000Production Manager$90 000 – $130 000

Source: https://www.australia-backpackersguide.com/backpacker-jobs-salaries-australia/

5 TIPS TO FIND A JOB AS A BACKPACKER IN AUSTRALIA

Fri, 06 Oct 2023 06:20:15 GMT

Finding a job in Australia is not always as easy as you think. When you arrive in Australia, you will probably have many questions about how to get your first job. We have tried to answer these questions by providing you with all the information you need on finding a job in Australia. Read this article, put our advice into practice and we wish you the best of luck!

Making yourself employable

It is important to have done all the necessary steps to get a job before you start looking. To find a job, there are some basics you will need:

A complete and up-to-date CV
A TFN (Tax File Number) or ABN depending on the type of job you are applying for
A bank account and a Superannuation account if you do not wish to the account your future employer will provide
Specific skills certificates to work in certain fields (e.g. RSA for hospitality or a White Card for construction)

As soon as you are hired you will have to provide your TFN to your new employer. The TFN is required to work in Australia and you may not be hired if you have not taken the necessary steps to obtain it. However, if you have applied but have not yet received the official document containing your TFN, you can simply explain your situation at your job interview. You can then give the number to your employer once you have received it. The same goes for your ABN (i.e. the ABN corresponds to people who are going to work as a freelancer, contractor).

1. Update your resume (CV)

An important aspect of getting a job in Australia is having an up-to-date resume. It would be such a waste if you are not even considered for a job because of your resume.

Specify your resume for the job

Do you have a standard resume from your home country listing all the great stuff you did? You may have to rewrite it. Consider what kind of work you will be going after and adapt your resume accordingly. Make sure you highlight any experience that may be relevant to the job you are applying for. For instance, if you are keen on working in hospitality, a detailed description of your 9-5 office job back home might not be as interesting to a potential employer. Instead, better focus on the bartending experience you picked up during your time in college!

Presentation

Presentation is your first foot in the door. If your resume is well-structured and easy to read you are helping the person hiring you to make that decision. Consider shop owners often get resumes from backpackers on a daily basis. If it requires a degree in advanced analytics to decipher your resume, it will probably end up in the bin…

Read the adverts correctly and respond as stated in them (no emails or text messages when the ad ask for a call)
Smile and be extra polite when you introduce yourself in person
Prepare your interviews, do a bit of research. You’d do it at home, so why not in Australia?
Finally, dress appropriately. You don’t apply for a future job in flip-flops and a swimming costume, even for a casual job – and even in Australia! It is still important to make a good impression.

Important skills

It is easy to forget to mention you have certain skills that may be very important to employers in Australia. For instance, make sure to highlight your English language skills! Or are you looking for a farm job and have experience riding a tractor? Mention it!

For tips on writing a resume appropriate for the Australian market make sure to check up our guide: Writing an Australian Resume – Guide & Template

2. Be Proactive: introduce yourself!

Get your name out there! Print a bunch of freshly updated resumes and go into bars & shops. Meeting a potential employer face-to-face works way better then sending an (impersonal) email. In Australia (and all over the world) potential employers will remember a candidate better if they have a face and personality to go with the resume. When you go by, don’t just walk in, dump your resume on the counter and walk out. Rather, see if the manager is working and ask for him/her and chat with the staff.

Depending on the type of job you are looking for, remember that the best approach might be different. For a job as a shop assistant, you can easily go in to the store in person and pas over your CV. Interested in a job as a nanny? You’ll more likely need to surf websites and Facebook groups. If you’re looking for a job in construction, it’s best to visit a temp agency or check out Gumtree, or Facebook groups in the city you’re in. Finally, if you are looking for fruit picking or farm work, you can call the farms first and organise a visit.

3. Where to look for a job?

You can do research online before arriving in Australia and secure a job beforehand. However, many employers will want you to be in already Australia before hiring you. So how do you find a job in Australia? Plenty of backpacker jobs are posted on websites such as Gumtree, Seek and Facebook groups. You can start you job search by checking out these websites.

Gumtree

Gumtree is the Australian version of Craigslist and a great platform for finding backpacker jobs. Don’t be afraid to post an ad on Gumtree stating you are looking for work in Australia . Write a short introduction about yourself and list your skills and experiences. Make sure that you tailor your advert to jobs you are looking for. Also, make sure to mention that you are in Australia on a Working Holiday Visa and how long it is still valid.

Facebook groups

Another great source of vacancies are backpacker specific Facebook groups. You have a lot of groups where you can find ads for jobs such as Jobs in Australia. You also have the country specific ones such as ‘Dutchies in Australia’ etc. Other backpackers often post job opportunities here. One of the added bonuses of finding a job through one of the Facebook groups is that you get to talk to someone who actually works there. It is especially nice to hear from a fellow backpacker what the working conditions are like if the job will require you to relocate.

Seek

Seek is geared more to professionals, so if you are looking for an administrative job or a more sector specific job it is a great starting point. They have plenty of entry-level office jobs advertised and are often keen on hiring backpackers for temporary functions or cover. Another useful website is Careerone.

Other ways

If you are staying at a hostel make sure to check out the messaging board in the lobby as local employers often hang ads there. Also talk to other backpackers, they may have some tips to share!

There are many agencies across Australia specialized in finding casual work for backpackers. Usually, you pay a fee and you get access to their network. They will then actively look for jobs for you. However, be careful if required to pay a fee when signing up, as there are a lot of scams out there. To be safe, read some reviews online or ask fellow travellers whether they have had experience with this agency.

4. Do you have any (specific) marketable skills?

Can you build websites? Are you a graphic designer? Are you an electrician? In Australia there is a high demand for skilled employees (e.g. carpenters, plumbers, electricians, etc.). If you have such skills make sure to market them! The pay rate can be pretty decent – a lot higher then unskilled minimum wage work. If you are having difficulties to find a job relevant to your skills you might consider signing up to a branch specific agency or check out sector specific job websites.

5. Get your Certifications

For certain jobs you are required to get certifications. For instance, if you want to work in hospitality (pub, restaurant, bars etc) you are required to complete a Responsible Service of Alcohol ( RSA ) course in order to serve alcohol legally. Each state has its own RSA requirements so take this into account if you are travelling around and considering working in bars across state borders. If you want to carry out construction work, you will be required to get your White Card . Indeed, if you intend to work as labourers and tradespeople or access operational construction zones, you will need this certificate.
Make sure to check out our guide on work specific certifications: Certificate training in Australia

The situation post-Covid

During the Covid-19 pandemic, as you probably know, Australia simply closed its international borders. The country had to call on workers from the Pacific Islands to fill their labour shortage in the agricultural sector. As a result, Australia still has a shortage of labour in many areas (picking, packing, cafes, restaurants, cleaning, service, etc). This is especially true in more remote areas of the country.

From February 2022, international travellers can once again enter Australia without restriction. This includes people on a WHP, students, workers and tourists. You will no longer be subject to any quarantine when arriving in Australia.

The current labour shortage will make it easier for you to get a job. Do not hesitate to approach cafés, restaurants, bars or shops in the city and its suburbs.

SOURCE https://www.australia-backpackersguide.com/5-tips-find-job-backpacker/

Best Way To Find A Job In Australia As A Backpacker

Fri, 06 Oct 2023 06:05:53 GMT

If you have been caught up by the fact that Melbourne, Australia, is the most livable city in the world, this article will appeal to you. Extraordinary as it seems, Melbourne is an innovative city famous for its world-class landscapes, fascinating wildlife, and a non-existent language barrier. Hence all of the people you meet in Melbourne understand and speak English.

However, Australia is not a cheap place to travel to. The continent’s large size demands long domestic coaches and flights. Food and accommodation can level head your expectations, although it is quite more expensive than in the United Kingdom. If you have been planning in sojourning for a while, you might as well find a job. But the questions for which most backpackers need to know the answers are how to find a job and how hard are it to find one?

Finding a job overseas is sometimes a bold decision. You have to broaden your horizons by trying out different ways of finding jobs. You can apply online and work during flexible hours or involve yourself in labor jobs. Luckily for you, Victoria is a rapidly growing state in Australia. You can find jobs in Melbourne since it is the most technologically advanced city, but of course, there is a vast competition.

But before actually thinking of flying in Melbourne, here are some of the documents you must prepare first. If you are not a citizen of Australia, you will need the following:

Working holiday visa
Tax File Number (TFN)
Australian Bank Account
Certificates or proof of specialization of skills
Up-to-date ready-made resume for Australian clients
Australian Sim Card

Take note that a standard working holiday visa is only allowed for a maximum of six months under one employer. It is also best to apply for these documents before you arrive, to save you a lot of time and help you immediately start working without a lot of hassle. Getting the documents ready is the easy part. Next comes the actual pitching and finding a job.

Guide on applying for a job in Australia as a backpacker

Establish your employment portfolio for Australia. It is the collection of your qualifications or certificates you have. Attach your recently made projects or offered services. Together with it are your Curriculum Vitae (CV) and your cover letter. Make sure to research about your prospective employer and get ready for your job interview (for office and professional jobs).
Do not get picky, especially if you are finding jobs in Melbourne. As a backpacker, you should accept what comes at your door. Remember that it is for a short period and you need additional money to cover up your expenses.
If you cannot find a job in a place, for example, Melbourne, move around. There are a lot of states in Australia opting for part-time employees, especially in the peak seasons of their businesses.
Find a hostel near the coastal capital city. Make the most out of your stay by making sure to get information from locals and workers. Be sure to act friendly and inviting. Typical backpackers’ jobs that are always available are fruit picking, telesales, and promotions. Take note that the fruit picking season usually starts in December and extends until May.
Be open in traveling around and enjoying every minute of your stay. The more you keep moving, the more chances you will have in finding a job. Be sure to budget wisely, especially in your first months. It helps you to prevent a major stress attack worrying about money.

Always remember that you are doing this to get you by with the expenses of getting to extraordinary places. You are not building a career; you are looking for money and experiences to tell. Living and working in another country is life-changing. All the money you earn can take you to many places and create memories worth sharing.

SOURCE https://www.consultantsreview.com/news/best-way-to-find-a-job-in-australia-as-a-backpacker-nwid-1273.html

Top 10 Tips for Backpacker Jobs in Australia

Fri, 06 Oct 2023 04:29:55 GMT

Your Working Holiday in Australia is an excellent opportunity to gain new experiences and international work experience. But how should you start working in Australia? What are the possibilities to get a job as a backpacker in Australia?

Finding a job for backpacker in Australia is not always easy, depending on the region and season. In this article we will give you tips for your job search in Australia. This way you can quickly find a job as a backpacker in Australia.

Tip 1: What documents do you need for your Australian job application?

The most important document for a job in Australia is the CV, also called resume. A bit shorter than a classic UK resume, it is used to highlight your work experience and education in a tabular form. If you already have skills that are useful for this job, we recommend that you highlight these skills.

If you want to make sure that your desired job is valid for the second and third Working Holiday Visa, make sure that your company has the correct industry and post code. In this way you can make sure that you will be able to work for your 88 or 179 days.

You might need these documents for your job application in Australia:

Cover Letter: Written specific for the job you are applying for. In our experience, you only need your cover letter for the fewest jobs. If you can introduce yourself in person on site, you only need a resume. Especially for office jobs and applications where you can't make a good impression in person, you should include a nice cover letter.
Curriculum vitae (usually called resume or CV): in which you emphasize your previous knowledge. Also briefly explain each company mentioned, because your Australian employer does not necessarily know every German company by name. Sort your resume so that your most recent job experience is at the top. You don't need more than one page of resume for farm and restaurant jobs.
Tip about your australian CV: You don't need a photo in your Australian CV. The only personal information on your Australian CV is your name, address (if available) and contact information in the form of phone number and email. All contact information should be at the top of the CV.
Additional for hospitality work: If you want to work in the hospitality industry and alcohol is served there, you need a so-called RSA certificate. This certifies that you have attended a day course in which you learn how to serve alcohol responsibly.
Additional for construction work: If you want a job in the construction industry, you need a so-called white card. You will receive this white card after attending a course in which the risks and legal requirements for construction sites are explained. The whitecard is slightly different depending on the state and your employer in the construction industry will ask you for your whitecard.

All documents must be in English:
Of course your Australian resume must also be in English. Additionally, if you are applying for higher level jobs in Australia, you can also attach certificates and references in English to your application. For most jobs you do not need certificates. All you have to do is write your resume below:

Tip 2: How important is existing work experience in Australia?

For many jobs, previous experience is required. But this is not necessarily required to submit an application. For example, if you have waited tables before, you can also call this experience.
Overall, for many jobs, you learn a lot in the first few days and don't have to hide if you don't have any experience. Show yourself motivated and willing to learn, then you will get a chance with or without previous experience.
Especially in the gastronomy and on farms you can get a job quickly even without previous experience.
And even if your boss resigns you during the trial period, you'll have real experience to show for your next attempt.

Tip: If you want to prepare for a job with real experience, there are often courses where you can get a quick overview of the basics for the job. For example, barista courses are extremely helpful for working in a cafe behind the counter. This way you can learn everything you need to know about coffee in 1-3 days.
The same is also available for other jobs such as bartending. Because there you can see directly if you have ever stood behind a bar.

Overall, applying for a job in Australia is much less formal than in Germany. So feel free to try out a new job. You will get experiences you would never have dared to make in Germany. Many companies are especially happy about motivated and punctual backpackers.

Tip 3: What job opportunities are there?

With the Working Holiday Visa in Australia, you have a work permit with which you can work up to 6 months for the same employer.

Only for professions in the health care or childcare sector do you need an additional health check and an extract from the police clearance certificate. You will need to provide this when you apply for a visa to Australia.

The job opportunities in Australia as a backpacker are otherwise almost endless. The less afraid you are to get your hands dirty, the easier it will be to find a job.
More about this in the rest of the article, there you will find some ideas for possible backpacker jobs in Australia.

Tip 4: The minimum wage in Australia

Australia offers one of the highest minimum wages in the world. Therefore, with the right job and attitude, you can earn a lot of money in a short time in Australia.

Note that many employers in the farm sector like to try to get around the regular minimum wage. But the laws are very clear about this. Since the minimum wage is a very extensive topic in Australia, we have written a complete and detailed article on this topic.

Tip 5: How do you get a job in Australia?

Let's get to the most interesting tip of the whole article: how can you get a job as a backpacker in Australia? We would like to give you 7 possibilities that are worth a look:

Option 1: Visit in person

Print out your resume and walk the streets around you. It is easy to get a job in Australia if you come in person and hand in your resume. Unlike in Germany, you don't need a cover letter or an application folder. Especially for smaller stores it is even common that a note with “Looking for staff” or “now hiring” is usually shown in the businesses window.

Our tip: If you are on site, ask for the person responsible for personnel. So you can see directly how the boss is doing and he has a chance to get to know you. So to speak a kind of mini job interview from a standing start. If the job was interesting for you, show initiative and go back after 2-3 days and ask how it looks like. That way you will get a direct feedback.

Option 2: Apply online

In Australia there is a huge choice of platforms for job search. Besides local city specific websites and Facebook groups there are also big portals for jobs that operate all over Australia.

Popular websites for your job search in Australia are:

Option 3: Job fairs

In many cities in Australia there are also regular job fairs. There you can choose from a larger selection of employers, get inspired and attracted and find your next employer. Depending on the city, the regularity of these job fairs varies greatly. Sometimes a specific industry organizes a job fair to find their workers for the next season. Use this opportunity to get a great overview within a short time.

The easiest way to find a job fair on Google is to enter the name of your city + “Job Fair”.

Option 4: Local message boards and local newspaper ads

Durch die schiere Größe Australiens haben wir gute Erfahrungen mit lokalen Anzeigen und dem schwarzen Brett gemacht. Viele Unterkünfte und Supermärkte bieten ein schwarzes Brett, dort kannst du unter anderem auch lokale Jobangebote finden. Idealerweise rufst du kurz an um zu hören ob der Job noch zu haben ist. So kannst du auch kleinere Arbeitgeber finden, die nicht auf den großen Webseiten eine Anzeige schalten.

Option 5: Networking

With the right contact, you can quickly find a job in Australia. If you meet other backpackers, it often helps if you mention that you are looking for a job. Some of them are still in contact with their last employers and might be able to recommend you. This is a quick and common value in Australia to get you into work. At the same time you will only hear about jobs that are recommendable, because no backpacker will recommend his boss if he was bad.

Option 6: Help from your organization

Did you come to Australia with an organization? Then maybe they even offer a job market. It's also worth taking a look, because sometimes you can find a job there as well.

However, in our experience, most of these job platforms of Working Holiday agencies are rather outdated or the selection of existing jobs is very limited. So if your agency does not offer anything suitable, check out our other recommended options.

Option 7: Job recruitment through a temporary employment agency

You can also quickly find a job in Australia with an Employment Agency. Popular temp agencies can place you on construction sites or farm work. You will be hired out to work at another company for a limited period of time. You will get your money from the temporary employment agency if they were able to find work for you at another company. There are many local agencies in Australia, you can find them quickly on Google if you enter the city name + “Employment Agency”.

Tip: These agencies should not charge you any money to be included in their employee pool. If an agency wants to charge you a handling fee, just use another agency. In the end, the agency earns its money by hiring you, meaning they only make money when they put you to work. Everything else is extremely dubious and you should keep your distance.

Tip 6: Work in a hostel?

A nice way to make your stay in Australia cheap is to work in a hostel. That way you get to know many other travellers at the same time and have a nice home.
In hostels there are usually several opportunities for work.

Work for Accomodation: Here you work a pre-defined number of hours per day and in return you get your accommodation free of charge. Usually 2 hours per day are usual here, but you can usually do these hours in one go. This way you save money and in return you help at the reception, cleaning or making beds. You can also combine this with another part time job to save money for your further trip to Australia.
Work as employe: There are also accommodations that would like to hire you. This way you get a normal salary and can also get a bed in the accommodation. You will also get to know many other travelers and can even earn money.
Work for accomodation and money: This variant is, so to speak, a mixture of the previous two. Some hostels offer you a number of hours of work for your accommodation, everything else will be paid by salary. This is also a nice option and can be used to save money. Which of the three options is the right one for you, you have to decide for yourself.
Working Hostels: A Working Hostel is another alternative to your independent job search in Australia. The so called working hostels, refer you to surrounding farms and other employers. They usually offer cheaper accomodation rates, charged on a weekly basis. Many of these Working Hostels have a bad reputation, so it is important to check what others say about your Working Hostel before you move in.
Also make sure that the prices for a bed are not too expensive, otherwise you won't have much left over from your weekly wage. Also don't make a deal just for the promise that you will get a job soon. Ask before you arrive how soon you can start working. Some hostels fill their empty spots with the promise to make you work soon and then don't follow this promise after you arrived.
The most common jobs are found at working hostels in the surrounding farms.

Tip 7: Working on a farm?

There are several possibilities for working on a farm in Australia. If you are unsure what is the right option for you, talk to other backpackers. This will help you decide how other backpackers did their jobs.

1. Work for Accomodation and Food: This type is often called Wwoofing. Here you work about 4 hours per day and in return you get free board and lodging. In this way you get a good insight into the Australian everyday life in a family. Popular portals for Wwoofing are Wwoof Australia *, Workaway *, HelpX * or similar portals. The registration usually costs a small fee, but it is worth it as soon as you accept at least 1x offer.

2. Work employed: Especially larger farms sometimes employ hundreds of backpackers at once. So you can earn money quickly and plan ahead. If you are provided with accommodation, your employer can deduct a small amount for it. You can find out exactly how much this is in the respective award of the exact industry in which you work.

▷ Here you can find all awards for Australia .

3. Work as Casual: As a casual you are employed, but you have no fixed and recurring working hours. Your employer usually gives you spontaneously a time to work, on farms often depending on the weather. You can work when you want to. Since you are casual and do not have to pay any taxes on the part of your employer, there is a wage supplement. This is 25% on the minimum wage, which makes this kind of work even more attractive for you.

4. Work as contractor (self employed): To avoid high costs, some farmers use the possibility to hire you as a contractor. As a contractor you are responsible for your own taxes, insurance and other fees and work on your own ABN (Australian Business Number). To round it all off, you are paid only for the work you do. If possible, do not accept such offers, because in the end you bear the full risk and have bad cards if you do not reach the minimum wage per hour.

Tip 8: Working in the oil and gas industry in Australia

Australia offers a large number of oil mines and gas fields, especially in the more remote areas of the outback. In these industries, new employees are actually always being sought. However, the working hours here are distributed differently, so you often work several weeks at a stretch and then have several weeks off. Not untypical are 2 weeks of work and 4 days off. The remoteness of the jobs is good for saving money, because you can't spend money in the supermarket. Whether a job in the oil and gas industry is something for you, you have to decide yourself. They are often looking for cooks or cleaners, so you can also get a job with other qualifications.

Popular websites to find a job in the oil or gas industry:

Tip: The pay in this industry is above average, a good choice to quickly save a lot of money.

Tip 9: Working in Australia's mines

In addition to the oil and gas industry, Australia also offers many jobs in the mining sector. So there is also the possibility to drive big trucks and excavators with the appropriate driver's license. Additionally there are perfect job opportunities for mechanics and other technical professions. Because most mines work around the clock. The shift rhythm is adapted here and also amounts to several weeks of work to have a longer period of free time.

Popular websites to find a job in mining in Australia:

PS: Again, the pay is above average, but the burden for you is also high.

Tip 10: Working in the outback of Australia

In the outback of Australia there are many possibilities to find a job. Therefore we list a few examples here with which you can earn good money in the outback.

Service staff in a roadhouse
Work on solar farms
Farm work (sowing, harvesting, driving a tractor)
Mining (mechanic, cook, cleaning, truck driver)
Gas & Oil Industry
Cowboy

Bonus Tip: Be realistic with your expectations

Australia is the country where you can arrange your Working Holiday time according to your wishes. Nevertheless, you should question your own expectations, because we have often read about disappointment.
Jobs in Australia are usually well paid, but they also demand commitment from you. Few find a top paid, super relaxed Instagram suitable job with many hours and little effort.

For most backpackers it means gaining experience, earning good money, but also sweating, calluses on the fingers or boredom because the job is monotonous.Don't let yourself be unsettled and always remember that you are the maker of your Working Holiday Trip! Enjoy your time in Australia, you will remember it for a long time and laugh about many things afterwards. Share your experience about your backpacker jobs in Australia with us! You are or have been in Australia? What did you work? What did you earn? Would you recommend others to start a job in the same industry or with the same employer? We look forward to your comment here under our articles. Thanks for being part of our community.

SOURCE https://workingholiday.blog/top-11-backpacker-jobtipps-australia/

Elevating Your Soft Skills

Wed, 20 Sep 2023 03:16:15 GMT

Discover how sharpening your soft skills can turbocharge your career. Dive into practical tips and insights that will empower you to thrive in any professional landscape.

Improving soft skills is crucial for job seekers to stand out and excel in today's competitive job market. Here are some key soft skills to focus on and tips for enhancing them:

1.) Communication Skills:

Practice active listening to fully understand others' perspectives before responding.

Work on your verbal and written communication, ensuring clarity and conciseness.

Join clubs or groups where you can engage in discussions and debates to enhance your communication abilities.

2.) Teamwork and Collaboration:

Participate in group projects or team activities to develop your ability to work effectively with others.

Embrace diversity and be open to different viewpoints and ideas.

Show empathy and be a supportive team member.

3. )Problem-Solving:

Develop critical thinking skills by analyzing complex situations and proposing creative solutions.

Seek opportunities to solve real-world problems or challenges, even in your personal life.

Learn from your mistakes and adapt your problem-solving approach accordingly.

4.) Adaptability and Flexibility:

Embrace change and demonstrate your ability to adapt to new circumstances.

Stay current with industry trends and technologies.

Volunteer for tasks or projects that push you out of your comfort zone.

5.) Time Management:

Create a daily or weekly schedule to manage your time effectively.

Prioritize tasks based on their importance and deadlines.

Use tools and techniques, such as the Pomodoro technique, to boost productivity.

6.) Leadership Skills:

Take on leadership roles in student organizations, clubs, or volunteer initiatives.

Lead by example and inspire others through your actions.

Continuously seek feedback to improve your leadership abilities.

6.) Emotional Intelligence (EQ):

Practice self-awareness by recognizing your emotions and their impact on your behavior.

Develop empathy to understand and relate to the emotions of others.

Manage your emotions in a constructive manner, especially during stressful situations.

7.) Conflict Resolution:

Learn conflict resolution techniques, such as active listening and negotiation.

Address conflicts in a calm and professional manner, seeking win-win solutions.

Practice empathy and compromise when dealing with differing opinions.

8.) Networking Skills:

Attend industry events, conferences, and networking meetups.

Build and maintain professional relationships through regular communication.

Offer assistance and support to your network when appropriate.

9.) Positive Attitude and Resilience:

Cultivate a positive mindset and focus on the silver linings in challenging situations.

Embrace failure as a learning opportunity and bounce back stronger.

Surround yourself with positive influences and role models.

10.) Creativity and Innovation:

Engage in activities that stimulate your creativity, such as brainstorming sessions.

Stay curious and explore new ideas, technologies, and approaches.

Collaborate with others to generate innovative solutions.

11.) Presentation Skills:

Practice public speaking and presentation skills regularly.

Record yourself and analyze your presentations for areas of improvement.

Seek feedback from peers or mentors to enhance your delivery.

Remember that soft skills are not only valuable in your job search but also play a crucial role in your career development. Continuously working on and showcasing these skills can set you apart from other job seekers and contribute to your long-term professional success.

Valuable tips for Job Seekers to enhance Job Search

Mon, 18 Sep 2023 05:45:31 GMT

Here are some valuable tips for job seekers to enhance their job search and increase their chances of landing their desired positions:

Set Clear Goals:

Define your career goals and the type of job you're seeking. Having a clear direction will help you focus your job search efforts.

Polish Your Resume:

Craft a well-structured and tailored resume that highlights your relevant skills, experiences, and accomplishments. Use action verbs and quantify your achievements when possible.

Create a Strong Online Presence:

Update and optimize your LinkedIn profile. Ensure your social media accounts present a professional image, as employers often check candidates' online profiles.

Network:

Connect with professionals in your industry through networking events, LinkedIn, and professional organizations. Networking can lead to valuable job leads and referrals.

Customize Your Cover Letter:

Write a compelling cover letter for each job application. Tailor it to the specific role and company, showcasing your enthusiasm and qualifications.

Use Job Search Engines:

Utilize job search engines and platforms like LinkedIn, Indeed, Glassdoor, and specialized industry job boards to find relevant job postings.

Company Research:

Research potential employers thoroughly. Understand their values, culture, and mission. Mention specific details from your research during interviews to show your genuine interest.

Prepare for Interviews:

Practice common interview questions, and be ready to discuss your experiences and how they relate to the job you're applying for. Conduct mock interviews if needed.

Professional Attire:

Dress appropriately for interviews, considering the company's dress code. First impressions matter.

Follow Up:

Send a thank-you email or note after interviews to express your gratitude and reiterate your interest in the position.

Expand Your Skill Set:

Consider acquiring new skills or certifications that are in demand in your industry. This can make you a more attractive candidate.

Seek Feedback:

If you receive rejection notices, politely request feedback to understand areas for improvement. Use this feedback to enhance your future applications.

Stay Organized:

Keep track of your job applications, deadlines, and interview schedules. A spreadsheet or job search app can help you stay organized.

Be Adaptable:

Be open to considering different job opportunities, industries, or locations. Sometimes, a slight shift in your job search criteria can lead to exciting opportunities.

Manage Stress:

Job searching can be challenging and may lead to stress. Practice self-care, stay positive, and seek support from friends and family.

Continuous Learning:

Stay updated with industry trends and developments. Attend webinars, workshops, and seminars to enhance your knowledge and skills.

Volunteer or Freelance:

Consider volunteering or freelancing to gain relevant experience or build your portfolio while searching for a full-time position.

Persistence:

Job hunting can be a lengthy process. Don't get discouraged by rejection or delays. Stay persistent and keep applying.

Seek Professional Help:

If you're facing difficulties in your job search, consider reaching out to career counselors or coaches for guidance and support.

Stay Informed:

Keep an eye on the job market and economic trends. This knowledge can help you adapt your job search strategy.

Remember that job searching is a process, and patience and persistence are key. By following these tips and staying proactive in your search, you can increase your chances of finding a rewarding job opportunity.

Most common interview questions and how best to prepare

Tue, 12 Sep 2023 02:03:46 GMT

While the specific questions can vary depending on the job and company, there are some common ones you can expect. Here are a few examples:

1. "Tell me about yourself." Prepare a concise and engaging summary of your background, skills, and experiences.

2. "Why are you interested in this position?" Highlight your genuine interest in the role and how it aligns with your career goals.

3. "What are your strengths and weaknesses?" Focus on your strengths that are relevant to the job and mention a weakness you're actively working on improving.

4. "Describe a challenging situation you faced at work and how you handled it." Share a specific example, emphasising problem-solving skills and the positive outcome.

5. "How do you handle stress or pressure?" Discuss your strategies for staying calm, organised, and focused during challenging situations.

To prepare effectively, research the company and the job requirements. Practice answering these questions, either by yourself or with a friend, to build confidence and improve your responses. Additionally, consider preparing examples that demonstrate your skills and accomplishments. Remember, being authentic and showcasing your unique qualities is key.

What to do when your job isn't the job you want?

Fri, 01 Sep 2023 02:42:43 GMT

It's not uncommon to find yourself in a job that isn't your dream job. However, it's important to remember that every job can be a stepping stone to something better. Here are some tips on what to do when you find yourself in this situation:

1. Identify what you don't like about your current job:

Take some time to reflect on what it is about your job that you don't enjoy. Is it the work itself, the company culture, or something else? Once you have identified the problem, you can start to work on a solution.

2. Look for opportunities to learn and grow:

Even if your current job isn't your dream job, there may be opportunities to learn new skills or take on new responsibilities. Take advantage of these opportunities to build your resume and increase your value as an employee.

3. Network:

Networking is a great way to meet people in your industry and learn about new job opportunities. Attend industry events, join professional organizations, and connect with people on LinkedIn.

4. Start looking for a new job:

If you've tried everything and you're still unhappy in your current job, it may be time to start looking for a new job. Update your resume, start networking, and apply for jobs that align with your career goals.

Remember, it's important to stay positive and focused on your goals. With hard work and determination, you can find a job that you love.

How to Keep Your Dream Job

Thu, 31 Aug 2023 00:29:23 GMT

“Choose a job you love, and you will never have to work a day in your life”

Once you land your Dream Job, what should you do / avoid, to ensure you retain it?

Things to Do

Work hard and stay focused
Be Productive o Ensure you are on time
Neat and organised – be on top of your game!
Be innovative and creative
Ask questions and accept feedback
Leave your personal life at home
Positive attitude it's contagious!
Be positive! ‘Cheerfulness is a choice'
Build a solid reputation
Be a team player
Be able to work without supervision
Keep social media and work separate
Self-motivation is key
Challenge yourself – You can always work harder, smarter, and faster
Continue networking – Inside and outside the company building relationships is the key to success and building a reputation
Continue professional training: night classes, asking employees to train you on other systems, begin other training programs, the key is to stay current
Have a good relationship with your boss and supervisor – Be positive and respectful
Be flexibility - Shift changes, weekends, overtime, new tasks etc

Things to Avoid

Don’t be a part of the problem - Criticism is best when its constructive
Don’t ask for a promotion or a raise - Especially if the organisation is struggling
Don’t grab the limelight – Don’t make yourself known for the wrong reasons, make sure your boss knows about your accomplishments, make sure others get the credit
Don’t bad mouth - Office gossip doesn’t make a great impression
Don’t ignore co-workers offers to help – Accept the help, it won’t make you look hopeless, this builds the foundation of a good working relationship
Don’t be unwilling to learn how to do something in a new way – treat this transition as an opportunity to change things up, and create new techniques, this will keep things interesting

Phone Interviews

Fri, 18 Aug 2023 00:45:56 GMT

By following these phone interview tips, you'll be better prepared to make a positive impression and advance to the next stages of the hiring process.

Phone Interviews

Once you actively start applying for work, it is important to be well-prepared for Phone Interviews. Phone interviews are used by employers/recruiters to screen and narrow down the number of applicants who will be invited for a face-to-face Interview. Therefore, it is imperative that you treat Phone Interviews in the same regard you would face-to-face Interviews.

Preparing For Phone Interviews:

During your job search, you have most likely applied for several positions, making it difficult to keep track of each one. Print off the positions you have applied for and keep them in an accessible folder, along with your Resume and Cover Letter.

For each position, research the company/business (if known) and write down your relevant skills, experience, qualifications, achievements and strengths. This information can then be referred to during a Phone Interview. Practice mock interviews with a friend or family member and ask them to identify any conversational weaknesses.

There is nothing worse for an interviewer than calling an unprepared candidate who cannot recall what they applied for. If you are perceived as being unorganised, unprofessional or disinterested in the position, your application will be instantly rejected.

Responding to Phone Interviews:

If you are at work, driving, shopping or in a busy/noisy environment and receive a phone call regarding a job application, you should either:

A) Let the call go to voicemail and return it when you are focussed and in a quieter environment. Ensure you have an active and PROFESSIONAL voicemail message. This is the first introduction the interviewer has of you, so you want to make a great first impression. Speak clearly and use a simple message, such as ‘Hi, you have called _____. I’m sorry I missed your call. Please leave your name and number and I will return your call as soon as possible. Thank You.’

B) Take the call, explain to the interviewer that you are unable to talk at present and ask when will be a good time to return their call.

Alternatively, if you are in a position to conduct a Phone Interview, then definitely take the call. Remember that before answering or returning a job-related call, you MUST understand the job requirements and be prepared to answer any questions.

During A Phone Interview:

As soon as you are in an environment free from any distractions (turn off the TV or radio, and social media notifications, and ensure no kids or pets are in the room), return the interviewer’s call within a suitable timeframe. Have a pen and paper ready to take notes and listen to the questions carefully. Since your voice is the only factor the interviewer has to assess you on, speak clearly and communicate with energy and enthusiasm.

Do not smoke, drink, chew gum or eat during your conversation. Use the interviewer’s name and don’t interrupt or talk over them. At the end of the conversation, thank the interviewer for their time. Remember, your ultimate goal is to make a lasting impression so you can secure a face-to-face interview.

Remember that a phone interview allows the employer to learn more about you and allows you to determine whether the organization is a good fit for you. You can make a good impression and boost your chances of moving forward in the hiring process by being well-prepared, attentive, and professional.