New Legislation Allows Casual Workers to Request Permanent Employment

Jun 18, 2024

3min

New Legislation Allows Casual Workers to Request Permanent Employment

Industry News, Legislative Changes

As of August 26, 2024, a significant shift is underway in how businesses handle casual employees. The Fair Work Amendment (Closing Loopholes No 2) Bill introduces an ‘employee choice’ framework, shifting responsibility onto employees to notify their employers if they wish to convert from casual to permanent status.

Redefying Casual Employment

One of the cornerstone changes of the new legislation is the redefinition of casual employment, which now hinges on the practical nature of the employment relationship rather than contractual terms alone. This can be equated by considering work patterns, as well as the similarity in work between casual and permanent employees. This shift aims to clarify the status of casual employees and streamline the process for those seeking permanent roles.

Changes to Casual Conversion Responsibilities

Under the new framework, employers are no longer required to proactively initiate casual conversion assessments. Instead, employees must notify their employers if they believe they no longer qualify as casual and wish to convert to permanent status. This change is expected to reduce the administrative burden for employers, particularly in industries where casual employment is prevalent and often preferred by workers for its flexibility and higher pay rates.

Employment Requirements

Length of Employment: After six months (or twelve months for small businesses) of continuous service.

Dispute Resolution: No ongoing disputes with the employer regarding previous conversion requests.

Response History: No prior employer response to conversion requests within the past six months.

Upon receipt of a conversion request, employers must respond in writing within 21 days, either accepting or providing reasons for refusal. This process does not supersede any existing casual conversion procedures in modern awards or enterprise agreements, and disputes can be arbitrated by the Fair Work Commission (FWC).

Reasonable Grounds for Refusal

Despite the employee’s right to request conversion, employers retain the ability to refuse these requests under specific circumstances deemed fair and reasonable:

Casual Definition: Under the new legislative framework, the employee still meets the criteria for casual work. This assessment must consider the actual work relationship, not just the terms stated in the contract. Factors like the ability to decline shifts or irregular work hours will be crucial in determining casual status.
Operational Disruption: Employers may refuse a conversion request if transitioning a casual employee to permanent status would significantly disrupt business operations. Industries with fluctuating demands or weather-dependent work, such as retail and quarrying, are examples where maintaining a flexible workforce is essential for operational continuity.
Advance Commitment: Employers can also consider whether there are full- or part-time employees performing the same duties as the casual worker requesting conversion. If such employees exist, it may indicate a firm advance commitment to ongoing work, potentially justifying a refusal to convert the casual employee.

Best Practices for Employers

To prepare for these upcoming changes, Employers should focus on these practices:

Understanding the New Definition: While regular work patterns may suggest a move towards permanent status, employers must assess each situation based on the practical realities of the employment relationship, not just the hours worked. This nuanced understanding will help make informed decisions regarding conversion requests.
Communicate Clearly: Provide a detailed written explanation of the operational reasons for refusal, emphasizing how permanent conversion could impact business flexibility.
Legal Compliance: Maintain accurate records that reflect the casual nature of employment, including clear contractual terms and records of casual loading payments. These records are crucial in demonstrating compliance with the new definition of casual employment and justifying any refusals.

These changes aim to balance the needs of businesses for operational flexibility with the rights of casual workers seeking greater job security. By effectively understanding and applying these new laws, businesses can navigate the complexities while minimizing legal risks.

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How to build a high-performing team

Jan 31, 2024

2min

How to build a high-performing team

Candidate Sourcing

Maybe you’ve heard the term ‘high-performing team’ used by HR professionals on LinkedIn, in an industry report, or included in a job ad. It’s a term that, at first glance, could describe groups of people who seem just to get things done. That’s the definition of ‘high-performing’, after all, pumping out the work and focusing on quantity over quality. Isn’t it?

High-performing teams are the exact opposite. They don’t simply churn out work and move on to the next task and the next, and the next. While improved productivity and efficiency are desirable outcomes for high-performing teams, there is much more to it than meets the eye.

High-performing teams are groups of people aligned to the same business goals and focused on moving everything along in the same direction with purpose. Members often have specialised skills and can collaborate to get the job done. Individuals will have a clearly defined scope, and there are clear channels of communication. They work with the utmost clarity and have the tools, resources and freedom to deliver meaningful work to the best of their ability.

Effective leaders are excellent communicators who know how to get the best out of their teams.

Organisations can benefit from building high-performing teams in a number of ways, including increased productivity and efficiency, improved employee wellbeing and engagement, lower employee turnover, and improved decision-making and problem-solving among team members.

Start with the right foundations

You need to start with the right foundations to build a high-performing team. This might look different for every organisation, but there are some commonalities that should be considered.

Clear vision, goals, and job requirements

When you don’t know where you’re going, how can you get there? You can get in the car and start to drive, but you might get easily distracted by roadside attractions.

The same is true for organisations without clear vision and goals and employees without clear job descriptions. Without these resources to guide you, you can still get things done, but it won’t be as efficient, and the quality of the work will be lower.

High levels of trust

Trust is a fundamental component of the team dynamic. Team members rely on each other, and trust in leadership is established through consistency and transparency. When team members are confident that everyone else is doing what they need to, they can focus on their work without distractions.

Effective leadership

Leadership is about much more than telling people what to do. The most effective leaders don’t tell people what to do – they coach, provide feedback, mentor, and inspire those who work with them to do their best work. Effective leaders are excellent communicators who know how to get the best out of their teams.

Focus on resilience and sustainability

The Covid-19 pandemic has forever changed how we approach work and presented once-in-a-lifetime business challenges. Employees were either faced with the prospect of losing their jobs due to shutdowns and operating restrictions or became busier than ever as organisations tried to navigate the ever-changing situation.

For many, the lines between work and home blurred as remote work became the norm, leading to hyper-productivity, and the idea of being ‘on’ and available all the time started to take hold.

While there may have been an initial boost of productivity in the short term, working at full speed was never sustainable.

One of the hallmarks of high-performing teams is working to a sustainable and predictable cadence. Likewise, investing in programs and policies that help employees build resilience – the ability to recover from setbacks or other challenges – contributes to a performance-focused culture.

Building a high-performing team requires a strategic approach, emphasising collaboration, trust, and effective leadership. High performance is not merely about achieving quantity over quality; it’s about aligning individuals with a shared purpose, providing them with the right tools and resources, and fostering an environment of clarity and communication. Organisations can benefit from cultivating such teams, ranging from increased productivity and efficiency to enhanced employee wellbeing and engagement.

Leading Others is an eight-week workshop series designed to help you get the most out of your team and build your leadership skills. Contact our team for more information or discuss building high-performing teams on 1800 868 254, or set up a meeting.

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Five ways to reduce the impact of New Year resignations

Jan 10, 2024

2min

Five ways to reduce the impact of New Year resignations

Candidate Sourcing

For many people, the new year is a time for self-reflection and setting goals for the year ahead. For business owners and HR teams, this sometimes means an uptick in resignations as employees re-evaluate their careers and look to make changes related to job satisfaction, remuneration, and work-life balance.

Depending on the size of your business, one or two resignations at the start of the year can mean the difference between starting the year off on the right foot and spending the first quarter frantically recruiting to fill vacant positions.

The good news is that you can reduce the impact of, or even slow down, the dreaded January Great Resignation. It all comes down to proactively managing your employees throughout the year and creating a positive work environment.

Here are five tips for managing (and reducing!) New Year resignations.

Use each resignation as an opportunity to gather and review feedback to find areas where there may be room for improvement or update policies to keep up with employees’ expectations.

1. Prioritise personal and professional development

Needing more of a challenge, a higher salary, or wanting to learn something new are often the catalysts for New Year resignations. Working proactively with your employees to understand their aspirations, goals, and motivations can help them feel valued throughout the year.

If flexible working arrangements are important to a team member, work together to find ways to implement working from home a few days a week or modifying start and finish times so they can better balance family commitments.

If a team member is ready for new or more responsibilities, provide training in a core skill or stretch opportunities to try something new within the organisation.

2. Document critical information to reduce knowledge drain

Filling a vacancy from a key employee who has resigned isn’t the end of the story. The new team member will need to get up to speed and learn the ins and outs of the business and their new role. Even highly experienced new hires will have some learning curve to navigate in the first few weeks and months.

Encouraging employees to document their workflows and insights as a regular part of their role helps promote knowledge transfer. This is useful for new hires and makes it easier to cross-train employees in multiple areas and better manage coverage during annual or personal leave.

3. Support remaining team members

Resignations can create uncertainty and an increased workload for the remaining team. Providing support, reassurance, and, if necessary, redistributing tasks can help maintain a balanced workload and prevent burnout.

4. Create a workplace environment that promotes wellbeing

Team morale can take a hit when a number of employees leave within a short period. Open communication about why employees have left and how gaps in the team will be managed will help alleviate anxiety and keep everyone focused on meeting milestones and objectives.

A focus on workplace wellbeing can also help to reduce employee turnover. However, it’s more than just team-building exercises and free lunches and involves cultural and strategic changes to ensure all employees feel valued. It’s a strategic decision that requires buy-in from the entire organisation.

5. Use each resignation as a learning opportunity

Resignations are inevitable, but they don’t have to derail your operations. Instead, each resignation can be used as a learning opportunity to refine your practices to reduce the impact on your organisation in the future.

Take the opportunity to gather and review feedback to find areas where there may be room for improvement or update policies to keep up with employees’ expectations.

Contact our team to discuss your recruitment and employee retention needs on 1800 868 254 or set up a meeting.

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Five benefits of an Employee Assistance Program (EAP)

Oct 17, 2023

2min

Five benefits of an Employee Assistance Program (EAP)

Candidate Sourcing

In today’s fast-paced and competitive recruiting and work environment, employee wellbeing is becoming an important way to set your organisation apart from the rest. Forty-three per cent of Australians aged 16-85 years will experience some sort of mental health disorder in their lifetime, while one in five will experience a mental health disorder that lasts longer than 12 months.

Your employees are your organisation’s most important asset – without a healthy and productive team working alongside you, your organisation won’t get very far. If you have employees struggling with their mental health, even if it’s not workplace-related, the flow-on effects can be felt throughout the entire organisation.

Employee Assitance Programs (EAPs) are an effective way for organisations to support their employees’ mental and emotional health. These programs offer a wide range of benefits not only for employees but also for the organisations that provide them.

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program (EAP) is a workplace benefit that offers confidential, short-term counselling and referral services to employees dealing with personal and professional challenges.

For employees, it means they can access a set number of free, professional mental health support to discuss issues that are affecting them at work or in their personal lives. For employers, EAPs are an important method for early intervention in reducing the impact of mental ill-health in the workplace.

EAPs have been shown to have a significant positive impact on employees’ mental health and wellbeing and can provide an effective avenue for employees to seek additional or more tailored support as needed.

EAPs are gaining in popularity as more organisation leaders begin to understand the value they bring to their employees and overall organisation success.

Here are five key benefits of Employee Assistance Programs (EAPs)

Improved employee wellbeing

One of the primary benefits of EAPs is the improvement in employee wellbeing. These programs offer employees access to professional counsellors and therapists who can help them navigate various personal and work-related challenges.

Whether an employee is dealing with work-related stress, anxiety, depression, addiction, or family issues, EAPs provide a supportive space for individuals to seek help. Importantly, these sessions are confidential and impartial, which may make employees feel more comfortable addressing issues than if they were speaking to someone internally.

By addressing these issues, employees can improve their overall wellbeing, leading to increased job satisfaction and productivity.
Enhanced productivity

Mental and emotional wellbeing are closely linked to productivity. When employees are mentally-well they are more likely to be able to focus on their work and perform at their best. Collectively, mental health issues cost Australian organisations billions of dollars every year in lost productivity.

As remote and hybrid working becomes more common, employees are more likely to be isolated from their teams while working from home or other locations outside of the office. While remote and hybrid working does offer enormous benefits to organisations, leaders need to be aware of how reduced in-person interactions can affect their teams.

EAPs can help employees address any personal or professional issues and get back on track. By providing employees with the tools and resources they need to navigate life’s challenges, leaders can ensure that their teams remain engaged and focused on their tasks.
Reduced absenteeism

Mental health issues are a leading cause of absenteeism in the workplace. When employees are feeling stressed or anxious in the workplace, they are more likely to request days off, which can have flow-on effects with other employees or organisation areas.

When employees receive assistance and guidance to manage their challenges effectively, they are less likely to be absent for extended periods.
Reduce employee turnover and be an employer of choice

Recruitment and training of new employees is often a major cost for organisations. An EAP can help reduce turnover by creating a culture that supports mental health and wellbeing in the workplace. Not only are current employees more likely to stay with an employer that values their wellbeing, having an EAP in place can also help your organisation attract the right new employees as it grows.
Cost savings for employers

While implementing an EAP may involve a financial investment for employers, the long-term benefits can outweigh the initial costs. EAPs can lead to significant cost savings by reducing turnover, absenteeism, and employee healthcare expenses. When employees are mentally and emotionally healthy, they are less likely to require costly medical treatment or therapy outside of the workplace.

EAPs are a valuable resource that benefits both employees and employers alike. They contribute to improved employee wellbeing, increased productivity, reduced absenteeism, decreased turnover, and cost savings for employers. By investing in the mental and emotional health of their workforce, organisations can create a more supportive, productive, and positive work environment. EAPs are a win-win solution for all involved, and they are a crucial part of a modern, employee-centric workplace.

If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

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Top Five Mistakes in Recruitment and How to Avoid Them

Oct 02, 2023

2min

Top Five Mistakes in Recruitment and How to Avoid Them

Candidate Sourcing

Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process. Here are the top five recruitment mistakes to avoid:

Only focusing on technical skills:
Technical skills are the tools of the trade and are often what most job descriptions focus on. Depending on your industry, these skills can range from programming and computer coding for building a website, using specific accounting or project management software, knowledge about specific legislation or other government regulations, or the ability and formal training required to use a particular type of heavy machinery.

These skills are essential but are only part of the puzzle. It’s equally important that your new team member fits in with your organisation and has the soft skills required to succeed in the role.

How to avoid it: Don’t forget the soft skills
Yes, technical skills are important for any job but don’t forget to assess a candidate’s soft skills, such as communication, teamwork, and problem-solving. These skills can make a big difference in how well a candidate fits with the team and business and, ultimately, how successful they are in their role.

Soft skills are transferable from job to job, so consider what other roles the candidate has on their resume that would require similar soft skills and then discuss during the interview how they would apply them in a new context.

Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process.

Rushing the hiring process
Don’t get too caught up in trying to fill a position quickly. Rushing the hiring process can lead to missed opportunities to evaluate a candidate’s fit for the role and the business culture. Taking the time to reevaluate a recently vacated role also makes good business sense. When was the last time this role was available, and how has your business or team changed since then?

How to avoid it: Have a strategic recruitment plan in place

It’s important to take the time to plan out the recruitment process, from defining the job requirements to developing a thorough interview process. This also gives you time to properly evaluate the position to determine if any changes need to be made to your team’s structure or what the role will require.

If there are tasks that can be delegated to give other team members stretch opportunities, you may find that the role you need to hire for is very different from what you thought it would be.
Neglecting diversity and inclusion
Diversity and inclusion are essential considerations when recruiting new team members. Neglecting this can lead to a smaller talent pool and a team that lacks different perspectives and experiences. Being an inclusive employer could mean you take a proactive role in developing a wheelchair-friendly workplace or being flexible with scheduling to accommodate staff with caring responsibilities who may need to work different hours.

How to avoid it: Develop hiring practices that remove biases against certain groups of candidates
It’s important to actively seek out diverse candidates and make sure your recruitment process is free of potential biases. This starts at the strategic level and can be built into your brand ethos. When it comes time to advertise a new role, think about where you are advertising it to attract a wider group of potential candidates and think about how you can remove bias from your resume screening process.
Poor communication with candidates
When you’re recruiting for multiple roles and have a stack of resumes on your desk, it can be easy to overlook the importance of good communication. A lack of communication can lead to a poor candidate experience and can damage the business’s reputation in the long run. If the candidate feels the experience was too poor, they may even decline your offer of employment.

How to avoid it: Keep candidates in the loop throughout the recruitment process
Provide regular updates on the status of their application and give feedback after interviews. Frequent communication can help ensure candidates don’t go to your competitor, especially in a market scarce in talent.

Find ways to automate this process where possible while keeping in mind the importance of maintaining a personal touch – you don’t want to sound like a robot.
Not checking references or performing background checks
Checking references is a crucial step in the recruitment process. Don’t skip this step. References can provide valuable insight into a candidate’s work habits and performance, which can help you make a more informed hiring decision. Depending on your industry, it can be crucial to perform police or drug and alcohol checks to ensure your team member’s suitability for their position.

How to avoid: Be upfront in the recruitment process about reference checks and how they will work

If you require reference checks, then make this known early on in the recruitment process. This will give candidates the time they need to contact the appropriate people and get their information together. Conduct at least two reference checks, preferably from people the candidate has reported to. If the role requires police or working with children checks, let the candidate know that even if they don’t have those clearances currently, they can be obtained if needed.

Recruitment is an important process for any business, and avoiding these common mistakes can help make it more successful. Remember to assess a candidate’s soft skills in addition to their technical skills, take the time to plan out the recruitment process, prioritize diversity and inclusion, communicate effectively with candidates, and always check references. By doing so, you can increase your chances of finding the right fit for your business and building a strong, productive team.

If you’d like to find out more about our successful recruitment campaigns, call our HR experts on 1800 868 254 or talk to an expert.

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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

A good new team member induction process can be hugely beneficial to any business. Here are seven key benefits of a great induction process:

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.

A good induction process can make a big difference to your team members.

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.
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.
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.
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.
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.
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

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:

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.

Working from home or WFH has remained popular since the pandemic.

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.
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.
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.
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:

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.

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.
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.
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.
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.
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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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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New Legislation Allows Casual Workers to Request Permanent Employment

Industry News, Legislative Changes

Redefying Casual Employment

Changes to Casual Conversion Responsibilities

Employment Requirements

Reasonable Grounds for Refusal

Best Practices for Employers

Check Out our Leading Others Workshop!

Get more out of Total HRM

How to build a high-performing team

Candidate Sourcing

Start with the right foundations

Focus on resilience and sustainability

Get more out of Total HRM

Five ways to reduce the impact of New Year resignations

Candidate Sourcing

1. Prioritise personal and professional development

2. Document critical information to reduce knowledge drain

3. Support remaining team members

4. Create a workplace environment that promotes wellbeing

5. Use each resignation as a learning opportunity

Get more out of Total HRM

Five benefits of an Employee Assistance Program (EAP)

Candidate Sourcing

What is an Employee Assistance Program (EAP)?

Here are five key benefits of Employee Assistance Programs (EAPs)

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Top Five Mistakes in Recruitment and How to Avoid Them

Candidate Sourcing

Recruiting the right people is key for any business to succeed. However, there are common mistakes that many businesses make that can negatively impact their recruitment process. Here are the top five recruitment mistakes to avoid:

Get more out of Total HRM

7 key benefits of a great induction

Candidate Sourcing, Employer Brand, Recruiter Tips

A good new team member induction process can be hugely beneficial to any business. Here are seven key benefits of a great induction process:

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The benefits of workplace flexibility

Industry News, Recruiter Tips

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

Industry News, Recruiter Tips, Recruiting Metrics

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.

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.

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