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Employing Temporary Workers – What You Need to Know

The world of work is changing rapidly – nearly a quarter of Australian employers report using temporary or contract staff regularly, with a further 44% utilising them for special projects or workloads. 

The idea of the standard working week is shifting from what it was in the past few decades, as the digital revolution has made remote jobs more accessible, and the need for a different type of workforce has emerged with our 24/7 culture.  

Freelancing has increased across all sectors, and the number of casual workers in Australia has risen from 20.8% around four years ago to 22.6%. 

In the past, temporary work was viewed as something of a ‘stop-gap’ for those between jobs, but this is not the case anymore. Highly skilled professionals such as accountants, graphic designers and marketers are increasingly choosing ‘gig’ work over a regular career option for the benefits of freedom, the ability to travel and to fit around their busy family lives. 

As a recruiter, I have seen first-hand the immense benefits that temporary workers can bring to an organisation – don’t overlook these crucial points when considering temporary employees. 

 

Fast and Flexible 

The two primary situations when I would suggest considering contract workers is to take care of a temporary staffing issue such as maternity or a sudden staff shortage or to help with the extra workload of a big project.  

One of the main benefits of hiring temporary workers is the speed at which a recruiter will be able to fill your vacancy. Temporary workers are familiar with being placed quickly in roles, as opposed to often weeks and sometimes months that it takes to find a permanent candidate for your position. 

 

It Isn’t More Hassle 

Sometimes, an employer will be reluctant to go down the temporary route believing that plugging their gap with a temporary employee is more work for their business when in reality, a temporary worker is a perfect solution to their current staffing issue. 

A big part of employers’ reluctance to hire temporary workers is the perceived confusion around temporary contracts. Many employers believe that hiring a temp worker carries the risk of being slower, more complicated and more expensive than waiting it out for the perfect long-term employee; in reality, the opposite is true. 

Aexceptional  recruiter can find temporary skilled employees for your organisation in a way that is faster, less expensive and easier than struggling along waiting for the ‘right’ candidate or worse – permanently hiring an employee who is wrong for your company. This in itself can be a huge problem – the cost of a wrong hire is estimated to be between $7,000-$10,000 and even higher for executive positions.  

 

A Unique Set of Skills 

The nature of temporary work means that these employees have a unique set of skills that those who have been in the same company (or role) for years do not possess.  

Freelance or contract workers are generally more adaptable, quicker at picking up new skills and can integrate with ease at a much higher level than ‘traditional’ employees.  

Staff shortages can put extra pressure on an already stretched workforce, and this can lead to severe problems such as low staff morale, decreased productivity and even physical and mental health problems. Temporary workers can bring a new outlook to stressed personnel and will boost morale as the workload is shared. Your employees will be grateful that you are pro-active throughout your temporary staffing issues. 

 

Interim Directors  

There has been an increase in demand for temporary/interim executives as companies struggle in the current skill-short candidate market to find the right people to fill executive positions.  

Interim directors are often referred to as ‘consultants’ as they are called upon to help a business through a tricky situation or a time of significant change, but there is a difference between consultants and true temporary directors. A true temporary director will not only identify the issues in the organisation that need solving, but they will also roll their sleeves up and get to work themselves. 

Temporary directors are invaluable to businesses who need a specialist in their sector with substantial experience who is able to steer the business through a time when strong leadership is needed.  

 

How a Recruiter Can Help 

Recruitment companies have done historically well in the temporary work sector, as we are skilled at putting the right people in the right jobs, quickly. 

Working with a recruitment company like JobFitts will ensure that not only is your business provided with the right temporary candidates, that we can cover the vast majority of administration and HR responsibilities – freeing up your valuable time. 

To find out how JobFitts can help your organisation to grow with temporary workers, get in contact with us today. 

Thanks,  

Amrutha Murali 

How to Prepare for a Skype Interview

A job interview for an exciting new role can be one of the most nerve-wracking and memorable experiences in your life – as a recruiter, I see candidates receive life-changing job offers on a regular basis – it never fails to excite me! 

Working with companies and candidates across the board, I have seen a spike in the number of initial interviews being conducted via Skype or other video programs.  

I am asked time and again by candidates on how to prepare for and conduct a Skype interview, so here are my top tips. 

 

Check Your Speed 

Increasingly, Skype interviews are happening in public places such as local libraries, in your car or even quiet coffee spots – basically anywhere you can get a quiet place and, more importantly, away from your current workplace. This is understandable as our working lives are increasingly busy, and you might only have a specific timeframe to be able to conduct your interview. 

If you have no alternative than to conduct your interview where you are relying on someone else’s internet speed, it is important to check the speed of the internet before you decide on this as a suitable interview place. Internet speeds in public places can be highly unreliable, so where possible, we suggest using your own home, that of a friend or relative, or an office space where you can guarantee that you will have enough bandwidth. 

Remember to make sure you have Skype (or the interview software that you will be using) downloaded on your device and that your username and password are correct, and sign in a few minutes early. 

 

A Quiet Place 

Alongside internet speeds, if you must conduct your interview somewhere other than your home or office, make sure that your place of choice is as quiet as possible, with no distractions.  

If you must use a coffee shop, avoid the lunchtime rush hour. If you are interviewing from your car park away from busy roads and in a quiet spot, turn noisy engines and air-con off. 

 

Make Notes – But Don’t Rely on Them 

You might be nervous, and this is understandable if the role is one you’ve wanted for a while, or for a company you admire. I always suggest to candidates to make notes to help them remember certain topics they might want to cover or specific stories they want to talk about – but not to rely too heavily on these notes. 

What I don’t suggest is trying to memorise your notes word for word or consulting them every time you go to answer a question. Always looking down at your notes will make you appear nervous (even if you aren’t) and the breaking of eye contact will not put the interviewer at ease. 

The key is to familiarise yourself with your notes – this can be done in the days leading up to your Skype interview (don’t leave it until the last minute) and use them as a frame of reference for the interview, not a hard and fast guide. You want your conversation to flow freely, and this is hard to achieve when you refuse to stray from a determined set of answers.  

Sometimes candidates tell me that they made a long list of notes, only for them to completely forget about them once the interview has started! Each interview is different, remember to gauge the tone and pace of the interview – your notes are there to help you if you get stuck, it’s not a script. 

 

Work the Camera 

It is tempting in Skype interviews to look at yourself on the screen, rather than into the camera of your device, but remember to resist the urge to do this – it is off-putting and can make you come across as vain, self-centred or simply confused by the whole process. 

Dress in smart attire that you would wear if you were attending a face-to-face interview, and yes, I suggest from the waist down also. If you must get up suddenly in the middle of the interview, you don’t want the interviewer seeing that you’re wearing gym shorts. 

Smile and don’t be afraid to use hand gestures, even if you aren’t sure if the interviewer can see them. I feel that in Skype interviews, it can be harder to let your personality come across than in a face-to-face interview, so you might need to try a little harder to let your true self come across. 

It can be strange conducting a Skype or video interview, especially if you aren’t used to them, so it is useful to remember that they are not as formal as a face-to-face interview and that once you have cleared this stage, you can wow the interviewer in real-life. 

If you are still looking for your next role to progress your career, get in touch with us today to find out how we can help. 

Thanks,  

Amrutha Murali 

Why Quality Candidates Are Rejecting Your Job Offers This Year

The number of job vacancies in Australia is at an all-time high, with 242,900 at the last count. While this represents strong economy, which is ultimately good for business, it leads to issues when it comes to recruiting. 

A tight job market means that candidates have their choice of available jobs – so companies must work harder to attract the attention of the best candidates. 

As a recruiter, I understand how frustrating it can be when a potentially excellent candidate match falls through – for whatever the reason, but it can be particularly difficult when the candidate chooses to work for a competitor instead of you. 

So, I have put together this guide on the main reasons candidates are likely to reject your job offer, so you will know what to avoid to get the quality candidates to say ‘yes’. 

 

Your Compensation Package Isn’t Good Enough 

First and foremost, you must be offering your candidates salary and benefits package which is at least as good the other companies your candidates will likely have considered. 

While a competitive salary is a must, employers are having to be increasingly market-aware when it comes to giving candidates an offer they can’t refuse. 

Just recently I was working with a candidate who was considering two similar job offers; the salary offered in both positions was comparable, but the deciding factor was that one company was offering a much better health insurance package and the availability to work from home sometimes  – the candidate had a young family and these benefits really spoke to her. 

If you can offer candidates benefits such as  

  • Healthcare insurance 
  • Additional Superannuation  
  • A company car 
  • Work laptop/mobile 
  • Homeworking opportunities 
  • Flexible working hours 
  • Gym membership 
  • Subsidised food and drink 
  • Commission (if applicable) 

Then you are more likely to be seen as a more attractive employer to all potential employees. These perks are more than affordable for larger companies, and they will pay dividends in attracting the best talent and creating a happier working environment. 

 

Little Chance of Promotion 

The workforce of the last 30 years has been dominated by boomers; however, this is set to change. It is estimated that by 2020, millennials and X-ers will make up 35% and 35% of the workforce respectively, with boomers accounting for a mere 6%.   

Younger workers have felt a sense of frustration that they don’t stand a chance of being promoted to above, or even equal to, their more experienced superiors. 

 So, offering promotion prospects to Gen X, millennial and Gen Z employees is a reliable way to attract them to your organisation. 

A recent Business Insider survey found that more than 75% of Gen Z workers believed that they should be promoted within their first year of work. When a promotion is simply not an option, employers are offering substitutes such as a raise, being offered a new title and ‘workversary’ celebrations so that they feel valued. 

If you can offer some of these promotion-related benefits perks, this will help in getting your candidate to say yes to your offer. 

 

Your Recruitment Process is Too Slow 

One of the main benefits companies report in working with recruiters is that the speeding up of the process drastically reduces the number of great candidates who drop out of the process along the way. 

One of the main reasons we hear from candidates as to why they remove themselves from the recruitment process is that the process takes too long and in that time, another company has made them an offer that they decide to take instead. Even candidates who are particularly interested in your company over another can be tempted away by a swift recruitment process.   

It is widely accepted that your time to fill should be as short as possible. The Society of Human Resource Management reports the average time to fill is 42 days – how does your company measure up? 

 

Your Culture Doesn’t Speak to Them 

Many smaller companies fall into the trap of believing that creating a great ‘company culture’ is reserved for bigger organisations. 

There is the idea that you need to spend lots of time (and money) on staff away-days, employee events and programs, office relaxation spaces and monthly guest speakers – but it does not have to be this involved. 

Creating a positive company culture can be attainable for every single business, all you need is two things. Firstly, a company ethos and mission statement which you have thought about carefully, and secondlyto hire people who fit into the ethos and agree with the mission statement. 

I have worked with companies of all sizes, and great company culture is not something which is only achievable for a select few, nor is size important – I have witnessed fantastic company culture from a range of differently-sized businesses. 

In order to highlight to candidates why your organisation should be their first choice, tell them about your culture in the interview. If possible, take them into the office to see how employees interact with each other, and direct them to your company social media where they can see what values your organisation stands for. 

Remember, this is also a two-way street; both you and the candidate need to discern if this is a partnership that will work out.  

If you need help, not only attracting the best candidates to interview with your company but to say yes to the final job offer – get in touch with us today to find out how we can help.  

 

Thanks,  

Amrutha Murali 

What to Do When You Are Rejected for Being Overqualified

During my time as a recruiter, I have matched countless candidates to a wide variety of skills and positions, and I can say confidently – you never know what’s around the corner.  

I have seen all manner of hiring partnerships and recruiting trends come and go over the years. 

But increasingly, there has been a rise in the number of candidates being turned away from even executive roles for being ‘overqualified’. 

This is as frustrating for me as I know it is for the candidate – but it is also understandable. 

In recruiting, being told that you are overqualified usually means that the hiring manager thinks you are either going to get boredbecome unsatisfied too quickly or that you are using this role as a steppingstone until something better comes along. 

But as the world of work has changed around us, there is not one ‘set’ trajectory for many careers or professions anymore. It is now quite common for candidates of all abilities to seek out new challenges – a change of career direction, training in an area you have always been interested in or a move to a new city; there are plenty of reasons for candidates of all abilities apply for a range of roles. 

This has led to a mismatch between the available roles and the types of people applying – and it has led to some confusion for hiring managers. 

If you have been turned away from a role and the reason was that you were ‘overqualified’, it can be disheartening, but, remember – you aren’t the only one.  

This article discusses the current issue of ‘overqualified’ applicants and what to do if you find yourself in this situation.  

 

Go Direct (to the Recruiter or Hiring Manager) 

 

 

This is probably the most crucial piece of advice I have, and so I’ll cover it first. 

If you are applying to a role direct or using a recruiter, make sure you speak directly to the hiring manager (or get the recruiter to talk to them on your behalf) to position yourself before you start your formal application. 

This is a critical step as it allows you to explain your situation. Yes, you might be applying for a role which they consider is below your level of expertise, but there’s a reason for it – and this is your opportunity to explain your situation, showing how serious you are about the position. 

This will put the hiring manager at ease and set you apart from the other applicants. It is such an easy way to give yourself an advantage over the other applicants, but you would be surprised as to how many candidates overlook it.  

 

Explain Your Position 

 

 

Often, when an HR manager is looking at a CV or Resume of someone who they think is overqualified, they presume that you will get bored in your position or move on quickly.  

Yes, you may be overqualified for the role, but in explaining exactly why you are applying for this job at this time, it will put their mind at ease. 

Another reason I see candidates being rejected is the belief that the company will not be able to afford them due to their extensive experience. 

This is one of the times when I would suggest mentioning salary at an earlier opportunity. You don’t have to be explicit, but if you really want the job, it’s worth mentioning at the start of your conversation that you are aware this might be an issue, and that you are prepared to negotiate.  

 

Sell Your Transferable Skills 

 

 

Being rejected for being ‘overqualified’ for a job can be a confusing time for any job seeker. If it were a relationship, we’d be hearing the words ‘it’s not you, it’s me’… 

There are plenty of reasons for the hiring manager to hire you, but they often get put off initially by the perceived imbalance of skills and/or salary expectations. 

In your initial talk with the hiring manager, be sure to highlight your transferable skills. Demonstrate your communication skills, teamwork/team leader experience (if applicable), organisational skills, adaptability and work ethic. 

Likewise, it can be a sensible idea to downplay particular previous experience if it is irrelevant to the position you are applying for.  

For example, if you have previously held a few different management roles and are now applying for a lower-level position, you might only include the most recent post. Similarly, you might want to omit a higher-level position you held in a field unrelated to the job you are currently applying. 

Finally, as recruiters, we strongly advise tailoring your CV specifically to each role you apply for. 

 

How Your Recruiter Can Help 

A recruiter can help guide you through the process of applying for jobs that your CV might not align with, whatever the reason. 

A good recruiter will be able to help you tailor your CV to the positions that you want, will be able to guide you through the interview with their expertise, and crucially, they can be the key to getting you the interviews you really want in the first place.  

If you have been turned down for a position you truthfully wanted for being ‘overqualified’ and aren’t sure what your next steps should be, speak to a recruiter, like the experts at Jobfitts. 

 

Thanks, 

Amrutha Murali 

The Role of a Recruiter in Your Candidate Experience Strategy

Many employers are now in the habit of ensuring their company delivers an excellent employee experience, but when was the last time you assessed your candidate experience? 

The candidate experience is the journey each candidate who applies to your organisation goes through, from the first email or application through to the interview day and job offer. 

The journey that your candidates go on is essential for both the candidate and your businessGood candidate experience will ensure you are futureproofing your business to attract the best calibre of candidate, and it gives your organisation an opportunity to grow its talent pool and strengthens your overall employer brand. 

In the busy process of recruiting, it can be easy for an email to get missed, a candidate to be left un-replied to, or worse – ignored completely. As recruiters, we see these occurrences all too often.  

This can be damaging to your organisation as it weakens your brand and puts off potential candidates from ever applying again, not to mention everyone else they speak to about their experience. 

Your organisation will find it much easier to provide an excellent candidate experience with the help of a good-quality recruitment expert – and in this article, we will explain why.  

 

What Is the Candidate Experience? 

 

 

The candidate experience describes everything candidates who apply to an organisation experience from first clicking on a job advert or description, right through to receiving a job offer and negotiating their salary. 

In the past, companies often came under fire for their poor recruiting habits, and especially in the post-recession era of the last decade – there were so many candidates applying to so few roles that businesses with small HR departments found it impossible to reply to each application individually. This meant that some candidates slipped through the net – sometimes, really valuable candidates.  

But times have changed recently – and rapidly. It has only been in the last five or so years that ‘review culture’ has taken off – with companies encouraging customers to review their product, service or experience online for all to see. 

The candidate experience is all about effective communication. This includes whether your candidate gets a confirmation email after sending their application (this Monster survey found that, shockingly, 86% of applicants do not receive a confirmation email after applying for a job). 

A great candidate experience not only educates potential employees about your companybut it also projects a positive company culture. If the applicant is not lucky first time round but they have a good overall experience, they are statistically more likely to apply again in future. 

 

Why is Candidate Experience SImportant? 

Last week I needed to buy something for my house. Upon browsing my regular go-to sites, I found myself overlooking the price, delivery cost and times, and went straight to the reviews – I’m sure you have done something similar yourself. 

Customer reviews have become indispensable in the modern world. We don’t only like to read them – we have come to expect them – in all aspects of our lives, from buying a kettle to booking a month-long cruise, and recruitment is no different. 

 

 

Positive candidate experience is essential in today’s job market for several reasons. One Hay Group study found that 70% of graduates are put off by someone else’s bad experience with a company – a negative candidate experience might be turning away potential talent before it has even applied to your organisation. 

In giving an excellent candidate experience, you are not only fulfilling a courteous agreement which benefits the candidate, but you are also enhancing your talent pipeline.  

 

Your Candidate Experience as a Talent Pipeline  

You might be thinking that there is little incentive for the employer to give a great candidate experience, but this is not true. 

In the current skills-short job market, it has never been more critical to build a talent pipeline for your company – a culture of individuals who are aware and engaged with your company, who are likely to apply in future when then right position comes up. 

This can be hard to cultivate naturally, but it is something which a recruiter can help with. Candidates don’t often have candid conversations with their potential employer about their job prospects and aspirations – but they do with their recruiter. 

A recruiter will liaise with active and passive candidates on your behalfallowing you to give them the best experience and at the same time creating a talent pipeline of engaged candidates for any of your future vacancies.  

 

How Can a Recruiter Help to Improve Your Candidate Experience  

 

 

How can you ensure that every candidate who applies to work for you has a positive experience? 

As mentioned previously, a good channel of communication is the main thing that candidates are looking for from their potential employers. If you don’t have a dedicated recruiter whose job it is to take care of every applicant, communication can sometimes slip. This is why it is so crucial to work with a recruiter – they take care of every email and enquiry with their sector-specialist knowledge. 

Poor candidate experience can come from their expectations being too high, or they realise that their values do not align with the company half-way through the process. These are things that little can be done to remedy. 

However, the reasons for a poor experience have been outlined in the extensive Talent Board Candidate Experience Benchmark Research Report 2018. The main negative reason candidates gave for withdrawing from the application process due to bad experience was that the process simply took too long. 

One of the main benefits of utilising a recruiter is that they drastically reduce the amount of time that the recruitment process takes.  

Having the luxury of time to spend with each candidate is something a recruiter can afford, that most companies do not have. This is the way to create the best candidate experience, to boost your employer branding and to create that all-important talent pipeline for the future.  

If you have got to the stage where you feel you need a recruiter to help enhance your candidate experience strategy – contact us today.  

 

Thanks,  

Amrutha Murali