Expecting your employees to discharge their job descriptions as agreed is not unreasonable. Contrary to popular belief, it’s not difficult to dismiss serial poor performers. There’s no general rule that you have to give an employee 3 warnings, or even 1 warning, before ending their employment. But there’s a way to do it that is fair and reasonable and keeps you out of trouble.
The top 5 reasons why Australians quit their jobs or start looking for a new one have been pretty much the same for a while now. Yet we still see people resigning for the same reasons. And it’s not what most employers think. So, what are the reasons and what can you do to pre-empt them?
Engaging contractors to keep your employee headcount down can seem like a good idea – no tax, super or work cover obligations to worry about and you can finish them up when it suits you. But if it’s found they aren’t genuine contractors, you can be hundreds of thousands of dollars out of pocket. So how do you tell the difference between an employee and a contractor?
Every company strives to achieve and maintain the two big “P’s” – Productivity and Profitability. It’s universally accepted that a huge part of achieving both is making sure the third ‘P’ is working for you – your People. But in your efforts to get the most out of your people, are you ‘killing’ them? So, what are the secrets to keeping you and your team on track, happy to be at work and performing at their very best?
The ‘great resignation’ that was predicted has started. Are you confident that your staff are all really locked in and secure for the coming year? Like any relationship breakdown, the signs of a pending resignation are often there. It’s just that we prefer not to see them, so we don’t – the head in the sand approach that is all too familiar. So, what are the signs that someone is fed up and about to leave?
If you decide to mandate vaccines for staff in order to comply with the re-opening rules, are you going to be hit with a claim after December 1st? Data gathered from employees suggests you can approach your vaccine policy with confidence.
Last week we had our first candidate instruct us not to represent her to any firms who intend to mandate COVID vaccines. Welcome to the new world! But employers must tread carefully on this subject of mandating vaccines.
Even though unemployment levels are still high in a number of sectors, Hiring Managers and Recruiters are struggling to get the candidate response rate they’ve been used to. The candidate market is thinking, feeling and engaging differently as a result of the last year and we need to catch up with that.
Here’s what every business owner or hiring manager needs to know about the four recruitment pricing models – the percentage of salary model, retained search, fixed fee (flat fee) recruitment, and an hourly billed fee-for-service approach.
It’s easy to think that the thousands of people who have lost their jobs because of COVID must make candidate sourcing for hiring managers easier – after all, more candidates must mean easier recruitment, right? Not so! This week’s blog explores why candidate sourcing is actually more difficult in an economic crisis like this one.
These past weeks have been surreal, to say the least. All of us have been riding the wave of uncertainty, fear, inertia and hope as we come to terms with this new way of living. It is easy to stay stuck on what we are losing… But I can’t help but wonder about what we are gaining and learning.
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