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

Skill vs Cultural Fit

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

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

Building a positive company culture

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

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

How a recruiter can help

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

Thanks for reading,

Sophie and David.

How a wellbeing strategy can benefit your workplace.

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

Wellbeing strategy

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

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

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

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

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

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

Talk about mental health

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

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

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

Thanks for reading,

Sophie and David.

(3 minute read): Hiring professionals for your firm can be an overwhelming and challenging process. With the right tactics and an understanding of what attracts a person to your business, a recruiter can work with you to navigate this process and source appropriately qualified and talented professionals for you.

As an employer, there are ways you can market your business to make it more appealing to professionals. Some strategies that will ensure you attract candidates with the right talent include:

Reputation – Become known as a great employer

Building a strong brand perception will strengthen the reputation of your company. A good reputation will add value to your business and make it more likely to attract candidates who share similar values. Reputation is developed over time in a number of different ways. Prioritise the happiness of your team by keeping them positive and motivated. You want current and former employees to talk positively about the workplace, making potential candidates feel as though it’s a culture they would like to contribute to.  As an employer, it’s vital that the relationship you share with your clients reflects positively on the principles and ethics of your business and should be shared with your team and on your website through client testimonials. Your clients are a fundamental contributor to your success and reputation and giving people access to what your clients say about you, will give a long term benefit.

Present yourself as a professional business

As simple as it may sound, if you want to attract the right talent for your company, you must present yourself as a professional business. You want to be easily accessible and present a professional image to future candidates. Branding should be consistent and communicate the values and service you provide. You will struggle to attract professional candidates if your business isn’t marketed to appeal to these individuals.

Identify your benefits and use them

If you want to attract professional candidates, you need to be able to identify what you can offer them and use this to your advantage. Differentiating yourself by highlighting the benefits you can offer to an ideal candidate will show the calibre of employee you are hoping to source. For example, being able to offer a generous remuneration package, ongoing professional development, a good culture and ample office space will be attractive to a potential employee. Know your strengths as a business and know what differentiates you from your competitors. When recruiting professional roles it’s likely you will have applicants who are coming from these competing firms.

Education and experience – Finding a balance  

As you’re aware, when employing industry professionals there are required qualifications applicants must obtain to be considered for the position. Having a solid job specification outlining these requirements as well as the ideal person specification will help you define what you are really requiring to help grow your business. It’s essential that you conduct background and reference checks to verify information that you receive from a candidate. In our process at New Point, we like to cross reference the candidate, not just by contacting references but also looking into the candidate’s social media channels and verifying qualifications. An industry professional should have an up to date LinkedIn profile and a well-connected network. Social channels such as LinkedIn are creating Influencers within specific industries – we’ve seen it and these people are creating well-connected networks that could be advantageous to your firm.

If you’re unsure of how to market yourself to attract prospective talent, the team at New Point will happily assist you in creating a strong profile to advertise and market your vacancy. We can also direct you to experts who can help you increase your brand awareness in the market.

Thanks for reading,

Sophie and David.

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

Your recruitment process is complete, right?

Not necessarily!

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

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

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

Key areas that should always be managed well include:

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

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

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

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

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

 

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

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

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

 

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

 

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

 

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

 

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

 

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

 

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