Employment contracts aren’t mandatory in Australia but their absence can create all sorts of confusion and resentment for everyone. Just like a prenup, understanding who owes who what can be a solid foundation upon which to build. So, what should be in an employment contract? And how can they protect employers?
The 2022 Jobs Summit held in Australia this month came up with 36 initiatives they believe will position Australia better for the future. What was it all about and how do they affect you? And are they the solutions we’re looking for?
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.
Research tells us that the number 1 reason people leave jobs is because they don’t feel their contribution is being valued or they don’t feel ‘heard’ and it’s often not until their resignation is on the table that a manager sits up and takes notice. A solid Grievance Handling Policy can prevent this. But what is it and how does it work?
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?
If you want to get the best out of your recruitment advertising you need to look at the way your ads are crafted. It’s not the Job Boards such as Seek and Indeed that are the problem. It’s the content they are working with. So, how do you craft great ads that result in a great hire?
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?
Here we explore the Australian candidate market in 2022 – how it’s different from last year and why, and what you need to do if you want to attract the best staff. The path out of COVID is well and truly here. But things are different. What does this mean for you as a Hiring Manager in 2022?
Every year, we review applicant and candidate behaviours to see what’s “floating their boats”. This is the best way for us to accurately share what we know about market behaviour with our clients. When you know what people are attracted to, you can offer that. It’s a simple equation – find out what people are attracted to, make yourself attractive and snare a match. So, what’s floating candidate boats right now?
The emotional long haul of the pandemic has taken a toll on everyone and we need to understand how that will impact productivity and profitability as everyone starts drifting back to the office. It’s called ‘languishing’ and here’s what you can do about it.
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.
Too often, employers get irritated and feel exploited when candidates negotiate their worth in the candidate money wars. But it harks back to a Master-Servant sociocultural model that lost its credibility a hundred years ago. When you understand what skills and experience you need and why you need it, negotiating salary with the right candidate becomes an exercise in securing your investment, rather than fighting an outdated ideology.
The impact this pandemic and our initial response has had on our economy is coming home to roost a year on. The most talked about thing in the business world is no longer how hard it is to find ‘good’ staff but how hard it is to find staff at all. And everyone’s asking the same question, “Why aren’t they out there?”, followed quickly by “How do we attract them?”.
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.
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