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Tips for Retaining Your Team Over the Christmas Break

Nov 28, 2023


  • 2min

Tips for Retaining Your Team Over the Christmas Break

Employer Brand, Recruiter Tips, Recruiting Metrics
Two people in suits meeting with their team, after using tips for retaining your team over christmas break
The holiday season is upon us, and while it’s a time for joy and celebration, it can also be a challenging period for employers concerned about retaining their team members.

It’s not uncommon for team members to return from the Christmas break with a fresh perspective and new resolutions, which sometimes include contemplating a change in their professional lives.

Here are some friendly and approachable tips for retaining your team over the Christmas break to help you keep your team intact and motivated in the coming year.

Woman with Christmas nails returning to work after Christmas break
Your team is your business’ biggest asset. Ensure you are proactive in their return to work.

1. Organise Feedback and Reviews Before the Break

Before everyone heads off for their well-deserved break, take the time to provide constructive feedback and conduct performance reviews. This not only gives employees a clear understanding of their strengths and areas for improvement but also shows that you value their contributions. It sets a positive tone for the new year, making employees feel acknowledged and motivated to continue their hard work.

2. Address Remuneration Reviews Transparently

Salary and compensation are significant factors that influence an employee’s job satisfaction. If you’ve promised a remuneration review, ensure it happens before the Christmas break. If adjustments are made, communicate them transparently, explaining the rationale behind the decisions. Demonstrating a commitment to fair compensation goes a long way in fostering trust and loyalty among your staff.

3. Follow Through on Year-End Commitments

If there were projects, promotions, or other commitments promised to be completed by the end of the year, make sure you follow through. Employees may feel disheartened if assurances are left unfulfilled. By delivering on your promises, you reinforce a culture of accountability and reliability, reassuring your team that their efforts are valued and respected.

4. Communicate a Vision for the Upcoming Year

As the year comes to a close, share your vision for the upcoming year with your team. Discuss exciting projects, potential opportunities for growth, and any changes in the company’s direction. Creating a sense of anticipation can boost morale and keep employees engaged during the break. When they return, they’ll be excited to be part of the business plan you’ve outlined.

5. Encourage a Positive Work-Life Balance

While the holidays are a time for relaxation and rejuvenation, they’re also an opportunity to reflect on work-life balance. Encourage your employees to take a break, recharge, and spend quality time with loved ones. A healthy work-life balance contributes to job satisfaction and, in turn, reduces the likelihood of post-holiday resignations.

By proactively addressing these points, you not only create a positive work environment but also increase the likelihood of retaining your valuable team members. The key is to show appreciation, provide clarity, and set the stage for a successful and fulfilling new year.

Contact our team to plan your business needs in 2024 on 1800 868 254 or set up a meeting.

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7 key benefits of a great induction

Sep 15, 2023


  • 2min

7 key benefits of a great induction

Candidate Sourcing, Employer Brand, Recruiter Tips
Three people sitting around a table with laptops. There are colourful squares on the wall behind them.
A good new team member induction process can be hugely beneficial to any business. Here are seven key benefits of a great induction process:
  1. Faster integration: A good induction process can help new team members integrate more quickly into the business. They can learn about the business’s culture, values, and expectations, as well as the roles and responsibilities of their new position. This can help them feel more comfortable and confident in their new role, which in turn can lead to greater productivity sooner.
Three professional women sit around a cafe table with coffees, with one silver laptop between them. They are smiling and laughing looking at each other.
A good induction process can make a big difference to your team members.
  1. Improved retention:
    A good induction process can also help improve retention rates. When new team members feel welcome and supported, they are more likely to stay with the business for the long term. This can help reduce turnover, which can be costly and disruptive for businesses.

  2. Better understanding of business processes:
    A good induction process can help new team members understand the processes and procedures that are essential to the business’s success. They can learn about the business’s goals and objectives, as well as the steps that are necessary to achieve them as they relate to their job function.   

  3. Enhanced communication:
    A good induction process can also enhance communication between new team members and existing team members. By providing opportunities for new team members to ask questions and interact with others, the business can foster an environment of open communication and collaboration.

  4. Improved performance:
    A good induction process can also lead to improved performance from new team members. By providing them with the knowledge and tools they need to succeed, the business can set them up for success and help them reach their full potential.

  5. Greater engagement:
    A good induction process can also help new team members feel more engaged with the business. When they understand the business’s mission and values, and feel connected to their role and the broader team, they are more likely to be committed to their work and motivated to succeed.

  6. Positive brand image:
    A good induction process can help create a positive brand image for the business. When new team members feel supported and valued, they are more likely to share their positive experiences with others. This can help attract new talent to the business and enhance its reputation in the industry. This is especially important in the current market where great talent is scarce.

So, in essence, a good new team member induction process can bring numerous benefits to any business. From faster integration and improved retention to enhanced communication and engagement, it can set new team members up for success and help them feel welcomed and supported within the business. Additionally, it can improve overall performance and contribute to a positive brand image for the business.

If you need any HR advice or help with your HR documentation, please call us on 1800 868 254 or email your questions to info@totalhrm.com.au.

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The benefits of workplace flexibility

Sep 05, 2023


  • 2min

The benefits of workplace flexibility

Industry News, Recruiter Tips
Dave in the foreground on a duel screen computer set up in Total HRM office, with Caitlin and Felicity in the background working on the computers. Dave wears a red checkered shirt, Caitlin wears a black and white striped shirt. Workplace flexibility allows the team to work when they can.
In recent years, flexibility in the workplace has become increasingly important for both businesses and team members. Workplace flexibility refers to the ability of team members to work outside traditional hours and locations, such as working from home or adjusting their work hours to accommodate personal commitments. Below, we list the benefits of workplace flexibility and some options for you to incorporate flexibility into your workplace.

Here are some of the key reasons why offering team members flexibility in the workplace is beneficial:

  1. Improved work-life balance: 
    Offering flexibility in the workplace can help team members achieve a better work-life balance. It allows them to better manage their personal and professional commitments, which can help reduce stress and improve overall well-being.
A woman sits at home desk in front of a monitor with various windows open using the benefits of workplace flexibility.  The desk has a lamp, pot plant and a digital clock, with three photos of landscape and a white horse hung on the wall.
Working from home or WFH has remained popular since the pandemic.
  1. Increased productivity: 
    Research has shown that team members with flexibility in the workplace are often more productive. They are able to work within timeframes when they are most productive and can avoid distractions that may be present in a traditional office environment.

  2. Greater job satisfaction:
    Team members with workplace flexibility often have greater job satisfaction. When they feel trusted and valued by the business, they are more likely to be satisfied with their role and to stay with the business longer.

  3. Attract and retain top talent: 
    In today’s competitive job market, offering flexibility in the workplace is a ‘must’ to help businesses attract and retain top talent. Many team members place a high value on work-life balance and flexibility and may choose to work for a business that offers these benefits over one that does not.

  4. Cost savings: 
    Offering flexibility in the workplace can also lead to cost savings for businesses. By allowing team members to work from home, businesses can reduce the need for office space and associated costs, such as utilities and office supplies.
Offering team members flexibility in the workplace can bring numerous benefits to the team and the business. It can improve work-life balance, increase productivity, enhance job satisfaction, attract and retain top talent, and lead to cost savings. By prioritising flexibility, businesses can create a culture that values team members’ well-being and success, leading to long-term success for the business.

Now we understand the benefits of workplace flexibility, here are seven ways that you can offer workplace flexibility to your team:

  1. Flexible work hours: 
    Offering flexible work hours can be a great way to accommodate team members’ personal commitments. For example, allowing team members to start and finish work earlier or later than usual can help them manage childcare or other responsibilities.

  1. Remote work: 
    Allowing team members to work remotely, either full-time or part-time, can be a great way to provide flexibility in the workplace. It can be particularly useful for team members who live far away from the office or have other commitments that make it challenging to come into the office. It may also allow you to tap into a remote workforce, especially when good talent is scarce.

  2. Job sharing: 
    Job sharing involves splitting one full-time role between two or more team members. Job sharing can be a great way to provide flexibility while ensuring the work gets done.

  3. Reduced hours:
    Offering team members the option to work reduced hours can be a great way to provide flexibility. It could mean working part-time or reducing the hours worked per week.

  4. Compressed workweek: 
    A compressed workweek involves working longer hours over fewer days. For example, a team member could work four 10-hour days instead of five 8-hour days. You should check the appropriate Award to ensure you are not paying overtime rates.

  5. Flexibility around leave: 
    Offering flexibility around leave can be a great way to accommodate team members’ personal commitments. It could involve offering additional leave days or allowing team members to take leave at short notice.

    Workplace flexibility can take many different forms. By offering flexibility in the workplace, businesses can help their team members manage their personal and professional commitments, which can promote productivity, increase job satisfaction, and improve well-being.

    Contact our team to discover how you can incorporate workplace flexibility within your own business on 1800 868 254 or set up a meeting.

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Why salary reviews are a good idea

Jun 27, 2023


  • 2min

Why salary reviews are a good idea

Recruiter Tips, Recruiting Metrics, Talent Operations
Salary reviews are an essential part of ensuring that team members feel valued and rewarded for their work.

While the frequency of salary reviews can vary depending on the needs and circumstances of the business, there are several compelling reasons why conducting salary reviews once a year following a formal performance review can be beneficial.

Salary reviews are a great way to show your team members how they are performing.
We have set out some of the main reasons why we think salary reviews are a good idea. If you need help conducting salary reviews or performance reviews, our team of HR experts are ready to help.


Clear performance metrics: When salary reviews are conducted once a year following a formal performance review, team members are able to clearly see how their performance is being evaluated. This can help to ensure that they understand what is expected of them and what they need to do to achieve salary increases and other compensation.

Consistency and fairness: Conducting salary reviews once a year can help to ensure that team members are evaluated consistently and fairly. This can help to prevent biases and ensure that all team members are evaluated on the same criteria.

Motivation and retention: Conducting regular salary reviews can help to motivate team members and increase their sense of job satisfaction. This, in turn, can help to improve retention rates and reduce turnover.

Budget planning: Conducting salary reviews once a year can also help businesses to plan their budgets effectively. By knowing when salary reviews will take place, businesses can plan their finances accordingly and ensure that they have the necessary resources to reward high-performing team members.

Better communication: Conducting salary reviews once a year following a formal performance review can also help to facilitate better communication between team members and managers. By having a clear process in place, team members can feel more comfortable discussing their performance and compensation with their managers, leading to better relationships and a more productive work environment.

There are several reasons why conducting salary reviews once a year following a formal performance review can be beneficial for businesses. By ensuring that team members are evaluated consistently and fairly, and by providing clear performance metrics and better communication, businesses can help to motivate their team members and improve retention rates.



If you’d like to find out more about salary reviews or performance reviews, email your questions to info@totalhrm.com.au or talk to an expert.

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Good Governance: what is it and why is it important?

May 02, 2023


  • 2min

Good Governance: what is it and why is it important?

Employer Brand, Industry News, Recruiter Tips
To be good at something, we must first understand what we are becoming good at. So, what is good governance in HR? Why is it essential for your business to have good governance?

‘Governance encompasses the system by which an organisation is controlled and operates and the mechanisms by which it, and its people, are held to account. Ethics, risk management, compliance and administration are all elements of governance (Governance Institute of Australia, 2023)’

In simpler terms, it is the framework of rules, relationships, systems and processes within and by which authority is exercised and controlled in organisations. (Governance Institute of Australia, 2023).

Good HR governance involves creating a culture of trust, transparency, and accountability in you HR management practices.
Good governance is critical for the success of any organisation, and human resources (HR) is no exception. Effective HR governance ensures that an organisation’s people are managed efficiently and effectively and comply with legal and ethical standards.

Good governance in HR helps promote transparency, accountability, and fairness in an organisation’s human resource management practices, making its significance undeniable. This article will explore the importance of good governance in human resources and how it can benefit organisations in the long run.
Managing an organisation’s people fairly, consistently, and transparently requires implementing practices, policies, and procedures that constitute good governance in HR. It involves establishing clear lines of authority, responsibility, and accountability for all HR functions, including recruitment, selection, retention, training and development, performance management, and compensation.

Effective HR governance requires a sound understanding of legal and regulatory requirements and industry best practices. It involves adopting ethical and transparent practices that promote workplace diversity, equity, and inclusion.

In short, good governance in HR involves creating a culture of trust, transparency, and accountability in an organisation’s human resource management practices.
  1. Ensuring Compliance with Legal and Ethical Standards
    One of the primary benefits of good governance in HR is that it ensures compliance with legal and ethical standards. HR policies and practices must comply with the local, state (which may differ from state to state if you have a national business), and federal laws and industry regulations. Effective HR governance ensures that the organisation’s HR policies and practices comply with these legal and ethical standards, which, in turn, helps to mitigate costly legal and reputational risks for the organisation.

  2. Improving Recruitment and Selection Processes
    Effective HR governance can improve an organisation’s recruitment and selection processes. HR governance helps ensure that recruitment and selection processes are transparent, objective, and merit-based. It also promotes diversity and inclusion in the recruitment process, which can lead to a more diverse and inclusive workplace. Effective HR governance can help to reduce bias in the recruitment and selection process, leading to better outcomes for the organisation as well as a good experience for the candidates, which helps your organisation’s brand and reputation.

  3. Enhancing Employee Engagement and Retention
    Good governance in HR can enhance team members’ engagement and retention. Effective HR governance ensures that employees are treated fairly, with respect and dignity. It also ensures employees have the necessary tools and resources to perform their job effectively and that you invest in training for them to grow and become more valuable to you. Employees who feel valued and engaged are more likely to stay with an organisation and contribute to its success, saving you the cost of re-hiring or retraining new staff.

  4. Promoting Organisational Performance
    Effective HR governance can promote organisational performance. HR policies and practices aligned with the organisation’s goals can help promote productivity, innovation, and efficiency. It can also help reduce turnover, absenteeism, and poor performance costs. Good governance in HR ensures that HR policies and practices are aligned with the organisation’s strategic goals, leading to improved organisational performance.

  5. Fostering a Culture of Trust, Transparency, and Accountability
    Effective HR governance fosters a culture of trust, transparency, and accountability. HR policies and practices that are fair, consistent, and transparent help to build trust between employees and the organisation, promoting a sense of accountability among employees and leading to better organisational performance. A culture of trust, transparency, and accountability also helps to attract and retain top talent, which is critical.

Good HR governance means your business can go from strength to strength. By actively mitigating issues from arising, you can save yourself from headaches and stress that inevitably occur when things go wrong. It not only protects you from people issues, but it also helps to strengthen the support and culture between your team members.

Does your business need help to create policies or implement change to improve your HR governance? Our team of experts can help you determine any missing gaps and areas to improve; talk to us today.

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2023 Job Market Crisis: Employers and Recruiters Struggle to Find Ideal Candidates

Apr 12, 2023


  • 2min

2023 Job Market Crisis: Employers and Recruiters Struggle to Find Ideal Candidates

Industry News, Recruiter Tips, Recruiting Metrics
In 2023, employers and recruiters are facing a daunting challenge: finding ideal candidates in a job market that has tightened considerably since 2020. Seek Statistics has provided an in-depth analysis of current market trends, industry growth, and salary marks, as well as insights on how to become an employer of choice.

Nationally, employers are feeling the pinch in finding those ideal candidates, which is not surprising, with a noted 1.8% drop in candidate applications month-on-month since 2022. Candidate availability was at its lowest in 10 years in mid-2022, while job ads hit a record high in mid-2022. Notably, the trends are showing that job ads are coming back down while candidate availability is coming up, as Australia’s states and businesses begin to step towards normality after Covid restrictions ease. Unsurprisingly, the states that experienced significant Covid lockdowns and restrictions have had the biggest impact in their markets; Victoria, ACT, and New South Wales were down 14%-19% in job ad volumes from Feb 2022 – Feb 2023.

The top growth industries for Seek were those that became essential services during Covid.
With hirer demand at such a high and candidates at a low, recruitment difficulty increased by 5% month-on-month as it was harder for employers to stand out against the influx of job opportunities for candidates.

The Australian Governments Jobs and Skills statistics further highlights these trends regarding recruitment difficulty increases while now needing also to consider the expectations for an increase in staffing levels by 3% month-on-month. The top growth industries for Seek month-on-month were Education & Training, Community Services & Development, and Healthcare & Medical, which is expected when considering that these markets boomed during Covid due to being essential fields. With predicted staff level increases across 2023 and considering new market demands and trends, it will be interesting to see 2023’s industry growth.

So, as employers and recruiters, what can you do to attract and retain talent? The job market has become a candidate’s market – with companies pushing to find unique Employee Value Propositions (EVP) and incentives to peak candidate interests in their company over their competitors. Tactics such as advertising salaries have shown an increase in remunerations by 4.4% year-on-year. The most significant salary leap in the past 12 months has been in Trades & Services, Design & Architecture, Manufacturing, Transport & Logistics, Insurance & Superannuation, and Administration & Office Support. However, any increase is still behind when considering the inflation rises.

With the rise in living costs, candidates are looking for more than just working-from-home and flexibility perks; they are seeking competitive incentives such as discounted goods/services and discounted health insurance and travel to compete with rising living costs.

Based on the presented Seek data and recruitment challenges, Employers and recruiters need to consider their industry’s salary competitiveness within the market, their current EVPs, and identify possible incentives they can offer to combat rising living costs.

Have you created an EVP yet? Our HR experts regularly host free online webinars that take you through the steps of creating a great EVP. You can register on our Events page or at Create your EVP. If you’d rather work together to fulfil your recruitment needs, get in touch with our team who love a good challenge at info@totalhrm.com.au.

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Tips to improve your recruitment

Oct 26, 2022


  • 2min

Tips to improve your recruitment

Candidate Sourcing, Recruiter Tips

There are plenty of articles and news clips about how it is an employee market at the moment – and it is. Candidates have competitive options, and businesses and organisations are struggling to bring in candidates.

It’s time for businesses to adapt to the changing job market and start appealing to the demands of job seekers. We have compiled a list of the top six things candidates and employees want. Retaining established quality employees is the best solution for businesses, but we can’t expect our team members to be able to cover every job role.

If you aren’t getting candidates applying to your positions, look at the list below and see if you can add some value to your proposition.

Top six things candidates (and employees) want:

  1. Flexibility. COVID-19 changed the way we work across industries. How your team perform their roles has been turned on its head. If your team members could work from home during COVID-19 – why should they be expected to return to an office 9-5 role? Many team members want flexibility, and there are various ways employers can build this into their business in a way that suits the majority. If you can offer full-time Work From Home (WFH), this might be suitable for your team who are living in different parts of the country or foreign countries. Hybrid-working seems to be the most sought-after, having some days in the office and the rest WFH. Another change is when the hours are worked, compressing the traditional five-day work week into a four-day work week without cutting pay, or starting earlier or finishing later. One-third of Australians are now seeking WFH as a standard in their next role.
  2. High remuneration and salary reviews. Offering the base award wage is not enough when the cost of living keeps rising faster than the wage growth. Above award wages and sign-on bonuses make you an attractive employer. Candidates want to know they are being paid fairly and treated equally. There is growing pressure to remove the silencing of remuneration. People are talking about how much they are getting paid and how much they should be paid. Uncompetitive remuneration will see candidates declining your offer quickly. As well as offering increased remuneration, salary reviews are essential to discuss achievements and pay raises. At a minimum, this should be done annually, not just in line with the minimum wage review.
  3. Longevity. Another impact of COVID-19 was the sheer amount of job loss and unemployment. People want to job security. They want progression, and if you aren’t offering a career progression, chances are you will have a higher turnover of employees. You can help mitigate these fears by reducing the trial or probationary periods and having regular mentoring or catchups with your team members. You have to remember that your job isn’t a job for your candidates, it’s their career, and they will want to keep moving up the ladder. Offer professional development opportunities for casuals, PT, and FT team members to help them progress through your business.
  4. Employee Well-being. It’s not enough to have an Employee Assistance Program (EAP) and not back it up with leadership. If your team members don’t have a productive and healthy lifestyle outside of work, how can we expect them to give 100% of their energy during work? Leadership must actively back and advocate these programs, meet with the team regularly to explain the benefits and encourage the use of the EAP at every opportunity. The EAP must become part of the everyday culture and all stigma removed. It’s not enough to offer a cuppa on R U OK? Day and not back it up throughout the year. When team members have a productive home life, they will have a more productive work life.
  5. Healthy working conditions. Everyone is different, so it doesn’t make sense to offer a one size fits all approach. Get to know and understand your candidates and team members, find out what they need to thrive and come up with an offer. Do they prefer to work by the window? Do they need a quiet workspace, or can they use noise-cancelling headphones? You don’t have to provide every request, but working with your team to ensure they feel valued will benefit you with a more loyal and productive team.
  6. Fast recruitment process. Review your recruitment process and determine where the roadblocks are and how to remove them. Are you spending weeks deliberating about a candidate only to find they have accepted another position? Are you expecting them to meet 100% of your job requirements when they can meet 70% and learn the rest? Are you roadblocking yourself? Do you spend too much time on recruitment with minimal returns? Candidates are not waiting on you. They have options and power here.

It’s hard to find great candidates, but it can be done. There are strategies you can implement to benefit your recruitment process. If you’re still struggling or don’t have the time, reach out to our team, who are experts at finding unfindable candidates.

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