Thoughts and Experiences
Employers have mistreated candidates for decades. From disrespectful behaviour and inappropriate questions to unpaid 'trial shifts' and dance offs to 'test confidence', this stuff still happens! Here's our take.
The Christmas tree is still up, left-over pudding and pasta salad is spilling from the fridge, and the summer sun sizzles as you sip a sprite. Ah… it’s holiday time. But as you relax, there’s something niggling at the back of your mind… you can’t help but think about the inevitable First. Day. Back. At. Work. It’s only a week away, but right now, it feels like you could float on your inflatable flamingo for eternity…
When it comes to convincing your CEO to invest in a quality recruitment process, it’s all about effective communication to nail your pitch. CEOs are hard-pressed for time, so the few moments you have with them count. The key question you need to ask yourself is: What does the CEO want and how does a better recruitment process help them get there?
“Treat others as you’d like to be treated” is something our mothers told us all the time – even when we came home crying, and wishing with all our heart that we could take revenge on the school bully. But as distraught as we were, most of us kept to these deeply-ingrained values of mutual respect and kindness. Yet, as I’m starting to realise, there’s something sinister that can come out in people when they see someone else at their most vulnerable point.
We examined 50 random Australian careers websites and found that employers are simply not doing enough to captivate talent and turn them into candidates. In fact, employers are failing in 5 key design areas - making it hard for job seekers to even find job listings, learn about what it is like to work for a particular company, and get a sense of an organisation’s genuine employer brand.
We analysed 50 random job listings on Seek, one of Australia’s most visited job boards, and found employers are actively turning off job seekers. The results reveal employers are failing to attract job seekers in 5 key ways.
My close friends will tell you that I love a bit of self-deprecation. Hey, I’m a middle aged Englishman; it’s how we get attention. But this article, I’m pleased to say, isn’t that. It’s actually the opposite.
Every leader knows the importance of employing the right people. The quality and engagement of your workforce is the key factor of organisational success, mediocrity or downright failure.
Almost 3 out of 4 Australians are stressed at work. Yet research suggests only 1 in 2 employees would be honest with their boss if they were asked “Are you okay?” and they weren’t.
Competing with bigger organisations can be tough but it’s a battle you can win. If you’re the underdog in an arena of giants, here’s how you can fight smarter and punch above your weight.
In a recruitment market full of SHOUTY JOB ADS!!!!, lazy mistruths and hollow hype, here’s my advice on being, and showing that you really are, a great Australian employer.
Candidate expectations and behaviours are changing dramatically yet too many Australian employers are still doing what they’ve always done. Here’s what’s changed and how you need to respond.
If you’re working in recruitment or HR, you’ll know the common question - Is employer branding a job for HR or marketing? The answer, obviously, is that both need to be involved. The secret is understanding when and how. Here’s what experience has taught me.
Employer branding is on pretty much every organisation’s radar right now but not everyone’s getting it right. Here are 4 examples of what not to do, featuring people and organisations who really should know better. We challenge you not to laugh out loud.
All candidates and employers want from each other is honesty - to really get to the truth about each other before committing. So why are we still doing that awkward dance?