Blog Archives

6 quick facts to bring you up-to-date on the Australian labour market and contract talent.

For your interest, we’ve collated a snapshot of current headline employment data.  It may help us to all make better sense of some unusual pressures you may be seeing regarding attraction and retention of high performers and why supplementary contract specialists are the new norm.

  1. Yes, high performing talent is getting harder to find. The latest Australian Bureau of Statistics (ABS) data shows that full-time employment increased 11,800 to 8,697,600 and part-time employment increased 11,200 to 4,014,000. Contractor and temporary talent can fall into both these categories.
     
  2. More people are working: monthly hours worked in all jobs increased 1.3 million hours to 1758.9 million hours.
     
  3. ABS data collection shows that there are approximately 1,000,000 independent contractors – nearly 10% of the Australian workforce. (Depending on their portfolio of assignments in any one year, contractors and temporary staff can choose to be employed through the Interchange Bench directly, or through their own company.)
     
  4. Casual employees – that is employees who work without regular or systematic hours, or an expectation of continuing work – account for over 20% of the Australian workforce. (The Interchange Bench works closely with employers who have a large casual workforce to ensure that they comply with tightening restrictions on the definition of ‘casual’. Call us if you have any queries.)
     
  5. Trending: contract and temporary employees continue to offer employers great flexibility in resourcing, enabling organisations to hire right for skill, special projects, fixed-term or budgetary and headcount provisions.

  6. Business as usual in most organisations now includes temporary and contract specialists working alongside permanent staff.
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Posted in The Interchange Bench, The world @work

6 savvy Employee Retention strategies

The world of construction and engineering in Melbourne is booming, which means skilled professionals are in high demand. And in turn, they’re always being tapped on the shoulder by people like me telling them there’s a better opportunity elsewhere. The truth is, there usually is. 

With companies desperate to employ good people, they often over pay and price out the person’s current employer. Other factors play into why people move, but if you were offered a 25%+ pay increase, I’m sure you would find it hard (as I would) not to take it.

I think people entering the workforce now look at employment as a lifestyle rather than a job. It’s not enough to be financially rewarded for their work, they want to learn new skills, make new friends, have fun and experience fulfillment whilst being environmentally sustainable! So that’s what employers have to give them, if they want the person to stay at the company for many years.

So how can employers retain talent?

  1. Obviously remunerating the employee in line with the current market, which usually means a pay increase. Ask yourself what you’d be prepared to pay to replace your best employees and then give that amount to them before they look elsewhere. 
  2. Develop a years of service/rewards program that motivates your workforce to stay on with the company. 
  3. Provide your employees with challenges and make sure they experience different opportunities at work to prevent them seeing their work as ‘just a job’. 
  4. Offer flexible working arrangements. Numerous studies have shown employees are more productive and engaged when able to balance work with other aspects of their lives.
  5. The best thing you could do for the person and your company is to train them. Give them access to different learning courses. Reward them for achieving a new certificate or qualification. Not only will it benefit them personally, but your business will gain from the added knowledge. 
  6. Talk to your employees. Ask them what they want to do, what they want to achieve. Ask them if they’re happy in their current role. And if they’re not, discuss the possibility of a change in role and see if your business can provide a new career pathway.

Your people are your biggest asset (not your clients or your projects), they’ll spend more time working for you than doing anything else.

What’s working for you in your world @work?

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Posted in Slade Executive, The world @work

Five simple steps to make 2019 your year!

We are one month down in 2019, and I (like most) am striving to achieve my new year’s resolutions. Sounds simple in theory, however lately I’ve found myself experiencing a lack of oomph. Whatever the cause may be, I want to nip it in the bud and reclaim my enthusiasm!

Below I have reflected on five surefire ways to turn up the dial on your motivation:

  1. What are your goals and why?  Understand what you are trying to achieve and why. Once you have a clear understanding of your goals, set little reminders to keep you on track – this could be a symbol, a quote, a photo etc. 
  2. Breakdown your goals. Do you ever feel overwhelmed looking at the mountain of tasks sitting in front of you? Break down the goal into smaller manageable steps! This may free your mind to focus on the task at hand.
  3. Preserve a positive outlook. This can have an immense impact on your motivation levels. You can’t always control external events, however you do have some control/responsibility of your head space. So try your best to reframe any negative thoughts into positive ones.
  4. Surround yourself with motivated people and look to them for inspiration – not competition!
  5. Get started! Sometimes it is just a matter of taking the first step to activate the flow.

What’s are some of your tips to stay motivated this year in your world @work?

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Posted in Slade Business Support, The world @work

Australians all…

I was in the office on a regular Tuesday afternoon back in August 2017, when a colleague of mine put down the phone, dropped her head and started to cry. The slightly grey Melbourne skies outside the office windows made the moment feel ominous. Catching her breath, and wiping away the tears less than half a minute later, the words of relief splashed out, “My Visa has come through!” She stood up, “I must take a walk outside to take this in.”  

Becoming Australian has a particular cachet attached; demand for residency far outstrips the allocation of 190,000 places available annually. And this continues in spite of our complaining about the painful political backdrop, a deteriorating civil society, the rise of drugs, explosion in mental illness and the decline in education. Still, relative to other countries, we’re a very lucky country.

What does it mean to be Australian, as we approach Australia Day? Every fourth Australian was actually born overseas, only one in every two of us have both parents born in Australia, and one in thirty five people, 3.5% identify as Aboriginal or Torres Strait Islander. 

On the 26 January 1788, the First Fleet sailed into Port Jackson to establish a British Colony. With scant regard for the inviolable life of the original inhabitants, the small percentage now of Aboriginal and Torres Strait Islanders resembles a slow motion scene of carnage filmed as a silent movie over the last 240 years. 

Is it any wonder then that celebrating Australia Day on 26 January will never be a party that everyone wants to attend? For those who do want to celebrate our good fortune to live in Australia, rather than in any of the 100 countries lead by despot leaders, brutalised by war or brutalising factions of its citizens, we have a lot to be grateful for and to celebrate.

Next week at work we’ll be spending an hour together, celebrating our own united nations, the heritage that makes up the people in our Australian business: Albanian, Canadian, Chinese, Croatian, French, German, Greek, Indian, Italian, Moroccan and the UK. And we’ll toast the original owners of this land, who for 60,000 years cared for our country and built the rich culture which we’ve too late come to acknowledge and respect.

What does Australia Day mean for you, and your world @work?


Featured image from the series “Undiscovered” by Michael Cook: michaelcook.net.au

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Posted in The Interchange Bench, The world @work

Don’t call me maybe, call me now!!!

It’s out there on social, online, for the whole world to see, but surprisingly only a handful of people call my direct phone number. If only they knew how much difference a phone call can make!

“Hey, I just met you…”

I recently placed a candidate in his first professional job, and it’s a fantastic role with a promising career. Having only just completed his studies, with no industry experience, you can imagine the challenge for him to get a foot in the door in the corporate sector, where graduates are competing with experienced candidates, as well as each other, at this time of year.

“…and this is crazy”

Applying for a graduate position in Food Science when you’ve studied Finance is daring. If this guy had simply responded to the role I had advertised, his application probably wouldn’t have stood out amongst others that were a closer to match to the ideal educational background and technical knowledge for that position.

But he went a step further, introducing himself via email with a note to follow-up on his application. No stalking required, I’m like a real estate agent – my email address (and photograph) is all over our website, LinkedIn, below this article – you get the picture. People aren’t hard to track down these days. I responded by thanking him for the contact and letting him know that I would be reviewing his application within the next few days.

“But here’s my number, so call me maybe.”

A couple of days later, this same candidate did in fact call me; his phone manners, his attitude, his energy, were remarkable. Unfortunately he hadn’t progressed to interview for the graduate job he applied for – it’s disappointing for me too when a candidate with good potential is unsuccessful. Nevertheless he politely thanked me for my time and asked me to keep him in mind if anything else suitable should come up.

I did. And a couple of weeks later, when I was considering suitable applicants for another graduate job with a different organisation, I thought of him immediately. Why did I remember of him? Not for his resume, even though I had thoroughly screened it. It was the phone call.

Long story short… the candidate was successful, started work last month, loves his new job and the company I placed him with agrees he has a promising career.

So my advice, when you see a phone number on a job add, take the opportunity to stand out and grab the phone. Introduce yourself with enthusiasm and energy and most importantly have a smart question to ask. Maybe that’s not so crazy, after all.

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Posted in Slade Business Support, The world @work

Putting your trust in strangers

Trust (noun) firm belief in the reliability, truth, or ability of someone or something; (verb) to believe that someone is good and honest and will not harm you, or that something is safe and reliable.

Does it ever cross your mind when you are ordering lunch that it may not be made with the freshest ingredients, or that the strictest hygiene may not be observed behind the kitchen doors? I suppose it depends where you buy your lunch, but generally you don’t question these things unless you see a warning sign… is that a cockroach scurrying around to its next hiding place?!

We put trust in people in both our personal and work lives – sometimes without realising that we are doing it.

It may come as no surprise that the following professions were the most trusted in a 2017 Roy Morgan survey: Nurses, Doctors, Pharmacists, Dentists, School Teachers and Engineers. We put trust in these professions because our health, education and city’s infrastructure depend upon them, and all are very important to us.

Individually we may rate them well, but collectively and of concern, the least trusted professionals work in Car Sales, Advertising, Real Estate, Insurance and Politics.

Why should we be concerned? Well, think about what these professions represent – some of the biggest purchases you make – a house, car, insurance, home/personal loans, and our democracy and general amenity. It’s unfortunate that the reputations of some professionals have been tainted by others in their industries, and typically it’s been tough for those who are reputable to change public perception. The big banks and aged care operators will have some tough PR challenges to overcome well after the Royal Commissions are done.  

And where do recruiters sit on the continuum of most to least trusted?

Recruitment is an industry which has no technical barriers to entry. After 12 years in recruitment, working across New Zealand, Japan and Australia, I’ve seen a broad array of styles, commitment to service, due diligence and adherence to process within our industry.

As employees or employers, career moves and hiring new team members are big decisions. You’ll need information about the job market, someone to help you design a robust recruitment process, guide you through the legal requirements, make an independent assessment of your shortlisted candidates, or job offers, and assist with final negotiations and onboarding once you have made, or have been made an offer. HR Business Partners and Recruitment Consultants (whether internal or external) are those trusted advisors.

It’s in our nature to trust each other, but you usually only get one shot at it. At Slade Group we are experienced consultants who have either been working in recruitment for a number of years or we have gained consulting experience from the industries we recruit in, often both. Every day we ask clients and candidates to trust us, and we don’t take that trust lightly. No matter what it is in life, don’t let one person ruin your experience or the reputation of that profession, brand or service.

Who do you most trust?

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Posted in Slade Executive, The world @work

Not In My Workplace!

With responsibility for three major zoos, 5000 animals, 2.5 million visitors annually and 600 permanent and casual employees, you might think that Jenny Gray, the CEO of Zoos Victoria and the current President of WAZA (World Association of Zoos and Aquariums), has enough on her plate.

Instead, as a leader with a PhD in ethics, she’s unstitched the silver lining of the Harvey Weinstein disaster and galvanised a group leading Australian CEOs to turn a negative into a positive. Whilst most of us have been appalled and many have shared personal stories of workplace harassment, Jenny Gray is one of the CEOs, Senior Executives, Chairs and Board Directors from across private, not-for-profit and public sectors making a stand to bring about change. The result? notinmyworkplace.org

You can join Not In My Workplace and you can also be part of the conversation and action plan at the first major summit taking place next February.

The Not In My Workplace SUMMIT. What’s it all about?

The plan for this high impact, highly affordable summit on February 21st, 2019 is to move from awareness to action. In one afternoon from 12:00 noon – 5:30pm at the Melbourne Convention & Exhibition Centre influential leaders and dynamic thinkers will talk about the extent and impact of sexual harassment in the workplace.

The aim is to have 1000 people together at a point in time, all who want to make a difference. And it’s clear from the stated outcomes for the summit, that the plans for the Summit are real and achievable:

  • A focus on creating actions to generate behaviours that will mobilise change as a business and as employees
  • Producing toolkits that will provide pathways for businesses and victims to seek help in a constructive manner
  • Creating a culture of empowerment
  • Developing behaviours in a business where sexual harassment prevention and support is part of the culture of a business
  • Providing real life examples of change where action plans and walk-away tools are offered

Individual booking

Please share the invitation below with your network. NIMW is very grateful to their early sponsors the Victorian Government and Public Transport Victoria.

Group booking

You can also book for a group. What a great way to start the discussions about sexual harassment in your own organisation! At only $100 per delegate, this is probably the best value Professional Development you will be able to offer your leadership team. (Not in My Workplace is incorporated under the Incorporated Associations Act in September 2018 and you are invited to join and take part in the networking, workshops and events.)

At Slade Group and the Interchange Bench we have zero tolerance for sexual harassment and continually build on our respectful culture for all employees, candidates and clients. But we can do more. By sharing this blog more people can be part of the action oriented major summit taking place next February.

What have you done in your world @work to stamp out sexual harassment?

 

Invitation: Not In My Workplace

 

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Posted in Slade Executive, The Interchange Bench, The world @work

Experience – your gift to give.

A couple of times lately, younger professional women have come to seek my advice on some situations they’ve found themselves in in their work life… Anything from discussing appropriate work wear, or how to handle a tough conversation with a client or colleague, correct ways to entertain clients and how to be confident. And believe it or not, just plain feeling comfortable ‘being themselves’ in a business setting rather than ‘being an exemplar businesswoman’.

It got me thinking about the times when I went to my more experienced peers seeking advice (and I still do), and the positive impact of those conversations on me and how they shaped my career decisions.

The truth is, I feel really honoured to be a person that other women trust. Whether it’s to discuss a situation and seek my advice (somewhere along the track I may have experienced something similar or I am familiar with the circumstances) or to see how I would handle a situation. I help them make up their own mind about how to tackle it, and in most instances they just need a sounding board.

Experience in business, and the confidence that you gain as you encounter different situations, comes with time. Dealing with those difficult meetings, standing your ground on a decision, knowing when to negotiate and even knowing when to walk away from a deal, all come with time.

As a recruiter, I see many candidates who are starting out in their career and have aspirations of taking over the world – their enthusiasm for their work is palpable!  It’s something I find quite inspiring and probably something that makes me enjoy working with people daily.

I think those of us with experiences over time have a responsibility to guide and mentor others who are starting their professional life or making a change in their career. When the going gets tough and someone less experienced doesn’t know how to handle a situation, it’s up to us to listen. We should take time out to talk with them about how to handle that situation, so that once resolved, they can add it to their collection of experiences, to one day pass on with their experience gained with time.

Are you part of a mentoring program or have you benefited from being mentored at any stage of your career? What advice would you give to other professionals who are just starting out or are new to the industry in your world @work?

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Posted in Slade Executive, The world @work