Blog Archives

Unravelling the Spaghetti Matriciana (aka the crazy labour market)

Three steps to hiring the best talent and at the right price.

Confused? It’s not just you. Right now the whole labour market is like a bowl of starchy spaghetti and you need to be super dextrous to unravel the threads to sate your appetite. You want the talent, but you and countless others can’t afford the premium. In this blog, we’re setting out the three fundamental steps to beating the competition in order to hire the talent you need. We suggest you don’t even try and make sense of the macro data – we’ve been listening to the economists too and none of them has nutted out the strange equation of the current Australian labour market.

Step 1.

Understand the value of high performing and high potential talent.

These two categories of employees are gold. Make sure you identify what you are looking for in a new hire – do you want this person to perform in the same capacity for ever after, or step up in the future? High performers are shown to deliver up to 4x the productivity of your lower average performers, but will your organisation be able to create the culture for a repeat of that high performance, or to bring out the high potential in an almost there candidate? Sort this out so you know what gap you’re filling.

  Low Potential High Potential
High Performers Regularly exceed benchmarks
Lack skills to perform at a higher level
Set standard of behavioural excellence
Model leadership and cultural values
Low Performers Little-to-no aptitude
Repeatedly fail to deliver
Have above-average aptitude
Show inconsistent performance

Step 2.

As we’re back in the war for talent, have a co-ordinated hiring (attack) strategy agreed and set.

Take it from the troops on the ground – too many hiring organisations are losing out on good talent because of one simple fact – disorganised, muddled hiring processes. Hope and winging it will not land you high performing talent. Time delays, poorly prepared interviewers, managers who don’t understand the current labour market, and poor engagement will set you back in the bunker time and time again while the good talent is signed up to your competition. Take extra time up front to prepare your approach and timeline. If you’re the Commander, bring your internal Officers in on your approach early, and then make military-style moves.

Step 3.

The salary package you have on offer is important but for some organisations, top quartile compensation isn’t an option. What to do? Our advice is have the remuneration and benefits conversations early on – it saves time, money and heart-ache when late on in a negotiation it’s a deal breaker. And again, salary is only one part of the equation – make sure you’ve identified all the attractive benefits of working with your organisation – some of which you may take for granted, but which are great attractors. What else do you offer? Extra paid leave days, a good workplace and amenities, tailored professional development, culture and values alignment, wellness benefits, clear career paths, flexibly work schedule, recognition and rewards etc. Write them down and share with enthusiasm.

Bring them in and they will build!

What is your world @work?

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Posted in Slade Executive, The world @work

When Temp is the Word: 5 points for a positive experience

Temp.

I often hear the word uttered in a mildly objectionable tone – and I get it, there’s some horror stories out there… I’ve heard plenty about snaky recruiters slithering their way through businesses, tarnishing the profession one careless placement at a time. They’ve done a great job of making the temporary contracting process completely exasperating for businesses and candidates alike.

Hiring a temporary resource should never be a case of simply finding someone with a pulse to fill a chair and hoping for the best. Thankfully, most of us aren’t like that. As a recruiter who cares about the talented people and the organisations I represent, let me tell you our Temps can save your butt in times of need.

Here are five things to look for when it comes to temporary recruitment to ensure it’s a positive and productive experience:

  1. Find a fantastic recruitment business partner. It’s like any relationship, if your significant other/life partner/hairdresser doesn’t take the time to get to know you, understand you and respond to your needs, you wouldn’t stick around, right? (Hair flick and walk away). Your relationship with your recruiter should be no different. So do your homework, find a provider who actually listens to you, asks the relevant questions, and understands your business and your people.
  2. Trust is everything, so be honest with your recruiter. Talk about your company culture (the real and ideal). Be upfront about your management style. Let them know the reasons behind recent staff turnover or changes to the team. A major dislike of PowerPoint? We understand, the more information the better! With this knowledge we can find a candidate with the relevant skills and experience required for the job, as well as someone who shares your company values.
  3. Go steady. Once you find a great recruiter, don’t be a commitment-phobe. Partnering with a single agency will streamline your recruitment process. Repeating your brief to multiple providers is time consuming. It’s also inefficient when you receive duplicate candidate resumes. So, put your time into making your business relationship work with someone who works well with you. Not only will you receive a more tailored approach from your recruiter, you will enable them to focus on your organisation.
  4. Keep it real. Sometimes we just have to face the facts and as much as we would all love to find the perfect unicorn/human hybrid temporary resource, available to commence tomorrow on a part time basis with relevant industry experience, with the ability to play the ukulele and work their way around Adobe Photoshop at an advanced level, unfortunately this may not always be possible. So, be open to options, let your recruiter come up with short-term and long term solutions to help fill your current gaps.
  5. Temps are people We take pride in our flexible, adaptable and switched-on temporary and contract talent. Please remember to treat them with the same respect as your permanent employees; we want them to feel comfortable in your work environment. And you never know, we often place permanent employees through a temp assignment!

There is no greater feeling in this role than matching a temporary candidate with a workplace, finding out that they are absolutely nailing it and sitting back like a proud parent, and watching their working relationship blossom.

Find a recruitment partner that you trust and communicate with them. Be straight with them and don’t be afraid to work together to achieve a resourcing solution that really works for you – not just a person with a pulse!

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Posted in Interchange Bench, The world @work

A boomerang with many happy returns

“For employers, hiring former employees who left on good terms is a no-brainer: They know their past experience and assume they picked up some new skills to bring to the table during their time away.” – Robyn Melhuish, Business Insider.

What brings a former employee back to an organisation? I’m about to rehire a team member who left our business about a year ago. We parted on good terms: She gave appropriate notice, maintained a strong work ethic, designed and delivered a transition plan, which assisted me to replace her with a new hire who is now one of my top performers.

While there will always be a need to source externally and same role/same needs/same company vacancies are relatively unusual, we’ve had a number of people return to Slade Group at various times in their careers, myself included.

As reported in Forbes, people move on for all kinds of reasons: to further their career, to take advantage of an opportunity or to accommodate a change in personal circumstances. That said, there’s nothing wrong with welcoming back someone who left your company after a long period of service simply because they wanted to try something different.

It might surprise you that in a US Workplace Trends Survey of 1800 HR professionals, “While only 15 percent of employees said they had boomeranged back to a former employer, nearly 40 percent said they would consider going back to a company where they previously worked.” And why wouldn’t they if you’ve got a strong employer brand, a clear employee value proposition (EVP) and the culture of the organisation is a good fit?

Here are the key benefits to boomerang hires, as identified by careerrealism.com:

  1. They’re a known entity – boomerang employees have a well-known track record with your company
  2. They’re easier to train – if they’re already familiar with your company’s operations and its unique processes, they can start contributing and producing sooner
  3. Their turnover rate is lower – they know what to expect from you and your company and knowing what else is out there, they chose to come back
  4. They provide a competitive advantage – they may have gained significant insights from their time working at another company in the same industry or a different market sector

If you choose to rehire, career site Monster recommends taking the time to introduce a boomerang employee to your business as if they were a new staff member. Whilst it might take a little while to get re-accustomed to the flow of things, you can counter some of the initial awkwardness on both sides by briefing them on new projects and establishing clear expectations from the start.

I’m looking forward to our ‘new’ starter.

Have you successfully boomeranged someone as a hiring manager? Have you made a successful return to a previous employer?

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Posted in The world @work