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Australia’s bold step toward gender pay transparency in large organisations

Jan 10, 2024


  • 2min

Australia’s bold step toward gender pay transparency in large organisations

Industry News, Legislative Changes, Talent Operations
A groundbreaking initiative to close the gender pay gap is set to take effect in Australia early this year.

Data from the Workplace Gender Equality Agency shows that as of May 2023, women in Australia earned, on average, 87 cents for every dollar men earned. Legislative changes will compel larger organisations of 100 employees or more to disclose their gender pay data, marking a crucial step in promoting transparency, accountability, and ultimately closing the gender pay gap.

Mandatory gender pay reporting will be required for organisations with workforces exceeding 100 employees starting in 2024.

Key provisions

Mandatory gender pay reporting

Starting in 2024, organisations with a workforce exceeding 100 employees will be legally required to disclose their gender pay gaps. This disclosure will encompass data illustrating the disparities in earnings between male and female employees, shedding light on any existing inequalities.

Transparency in remuneration practices

The legislation is not solely focused on revealing the pay gap but also emphasises transparency in remuneration practices. Organisations will be obligated to provide insights into their salary structures, ensuring a clear understanding of how pay decisions are made within the organisation.

Inclusion of bonuses and benefits

Unlike previous reporting mechanisms that might have excluded bonuses and benefits, the new legislation mandates a comprehensive approach. Organisations will be required to disclose not only base salaries but also additional forms of compensation, providing a more accurate representation of the total remuneration received by employees.

Sector-specific benchmarks

Recognising that pay disparities may vary across industries, the legislation allows for the establishment of sector-specific benchmarks. This tailored approach aims to facilitate more nuanced assessments and comparisons within specific sectors, fostering targeted strategies for improvement.

Expected impact 

Heightened accountability

With mandatory disclosure, organisations will face increased accountability for their gender pay practices. The transparency brought about by the legislation will empower employees, investors, and the public to hold companies accountable for fostering an equitable workplace.

Identifying and addressing disparities

The detailed data on gender pay gaps, including bonuses and benefits, will enable organisations to identify specific areas of concern. Armed with this information, organisations can implement targeted strategies to address disparities and promote a more inclusive work environment.

Catalyst for change

The legislation serves as a catalyst for cultural and systemic change within organisations. By making gender pay data publicly accessible, there is a collective push for organisations to reassess their policies, promote fairness, and work towards closing the gender pay gap.

Australia’s decision to mandate gender pay disclosure in organisations with over 100 employees from 2024 signifies a landmark move toward workplace transparency and gender equality. 

As organisations prepare for compliance, the spotlight on gender pay gaps will undoubtedly drive a renewed commitment to fair remuneration practices, creating a more inclusive and equitable workforce for the future. This legislative shift reinforces Australia’s dedication to fostering gender equality and sets a progressive example for other nations to follow.

Our team can help you create and manage your own policies and procedures. Call us on 1800 868 254 or set up a meeting to discuss how we can help you.

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Recent FW decision in a digitally connected age

Nov 28, 2023


  • 2min

Recent FW decision in a digitally connected age

Industry News, Legislative Changes, Talent Operations
A person using their work laptop for personal browsing in a digitally connected age
In today’s digitally connected era, the line between personal and professional life has become increasingly blurred. The recent case of a lawyer being unfairly terminated for personal internet browsing during work hours sheds light on the challenges employers face in addressing this crossover.

This incident highlights the importance of establishing clear guidelines and procedures to balance an employee’s personal activities and professional responsibilities.

three men sit over a work table using a laptop and a personal phone.
We are more connected than ever, our business policies need to be adaptable.

Understanding the Modern Workplace Dynamics

In the age of remote work and constant connectivity, team members often find themselves juggling personal and work-related tasks. Employers need to recognise this reality and adapt their policies to accommodate the evolving nature of the workplace. The lawyer’s case underscores the need for a nuanced approach that considers the challenges of the modern work environment.

Performance Concerns and Remote Work Issues

The lawyer’s situation included concerns about both performance and unauthorised remote work. Employers must proactively address performance issues and set expectations for remote work to avoid misunderstandings. Regular performance evaluations, open communication, and clearly defined remote work policies can help mitigate such issues.

The Dilemma of Personal Internet Browsing

The lawyer’s seven-hour personal internet browsing over four days raised questions about the acceptable boundaries of personal activities during work hours. While employers have a legitimate interest in maintaining productivity, it is crucial to establish realistic expectations and communicate them clearly to team members. Striking a balance between personal freedom and professional responsibilities is key to fostering a healthy work environment.

Procedural Deficiencies in Termination

The Fair Work Commission’s ruling emphasised the procedural deficiencies in the lawyer’s termination. Employers should ensure that any disciplinary actions, including terminations, follow a fair and transparent process. This includes notifying team members of specific concerns, providing them with an opportunity to respond, and considering the overall context of their performance.

Recommendations for Employers

Clear Communication

Clearly communicate expectations regarding personal internet usage during work hours. Establish guidelines that distinguish acceptable from unacceptable behaviour.

Regular Performance Reviews

Conduct regular performance reviews to address concerns promptly and provide constructive feedback. This allows team members to understand expectations and improve their performance.

Remote Work Policies

Clearly define remote work policies, outlining when and how team members can work remotely. Address concerns about unauthorised remote work through open communication and collaboration.

Fair Disciplinary Process

Follow a fair and transparent disciplinary process when faced with performance issues. Notify team members of specific concerns, allow them to respond, and consider the overall context of their performance.

Training and Awareness

Provide training to team members on acceptable internet usage and the company’s policies. Foster awareness of the impact personal activities can have on overall productivity.

As the digital landscape continues to shape how we work, employers must adapt their policies and procedures to address the challenges posed by personal and work internet browsing crossover. Striking a balance between personal freedom and professional responsibilities and fair and transparent processes is essential for maintaining a productive and harmonious workplace. By navigating these boundaries thoughtfully, employers can foster a positive work environment that encourages accountability and employee well-being.

Our team can help you create and manage your own policies and procedures. Call us on 1800 868 254 or set up a meeting to discuss how we can help you.

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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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Five tips for hosting a fun and safe work Christmas party

Nov 27, 2023


  • 2min

Five tips for hosting a fun and safe work Christmas party

Employer Brand
A woman working at a laptop planning a work Christmas party with a Christmas tree and holiday bear in the background.
The festive season is almost here, and that means you’re probably in the throes of planning the work Christmas party. The annual work Christmas party is an opportunity for your staff to relax and socialise with colleagues and foster a positive team culture.

It’s a busy time of year with lots to do in preparation for end-of-year shutdowns, additional leave, and an increase in customers or requests from clients in the lead-up to the holiday season. With everything going on, it can be easy to simply book a venue and send out the invitations. However, there needs to be careful consideration and planning to ensure it’s a fun and safe event for everyone.

Here are five things to consider when planning your work Christmas party:

Four colleagues sitting around a table eating pizza with Christmas hats on.
One important tip: Don’t forget to have plenty of food available at your Christmas party.

1. Identify possible risks and set clear guidelines for your employees

Whether you’re hosting a Christmas party on your premises or choosing an off-site venue, you’ll need to conduct a risk assessment. Have a plan to identify, assess, control and review Christmas party hazards before, during and after the event.

Some common Christmas party risk areas include alcohol consumption, transportation to and from the event, employee behaviour, venue accessibility and activities or games happening during the event.

Your employees must also be aware of their responsibilities during festive season events. While a Christmas party is typically a more relaxed environment, it’s still a work event. The usual rules around harassment, discrimination and social media use still apply to ensure everyone has a safe and enjoyable time. Communicate these expectations early with your teams so everyone understands the expectations.

2. Understand your responsibilities as an employer

Planning your Christmas party is a good reminder to review relevant workplace policies, such as your code of conduct, drug and alcohol, health and safety, anti-discrimination and harassment, social media, and grievance handling policies.

Revisions to the Sex Discrimination Act at the end of 2022 placed a legal obligation on employers to eliminate sex-based harassment connected with work – including Christmas functions. So, if you haven’t updated your relevant employment policies, now is the time to do so.

It’s your responsibility to ensure you meet your WHS requirements and other legal obligations, such as responsible service of alcohol and accessibility during your Christmas event. Employers have a duty of care to their employees’ health and safety that extends to third-party venues hosting work-related functions.

3. Organise transport options to get employees home safely

Consider including vouchers or reimbursement for taxis or public transport in your Christmas party budget. Helping employees safely get to and from the event contributes to a positive workplace culture and overall wellbeing.

Some local councils offer vouchers or subsidies for businesses to help with the cost of providing transport for workplace Christmas parties. Check to see what’s available in your local area and communicate in advance that vouchers or reimbursements will be available, along with party start and end times, so that staff can plan accordingly.

4. Have alcohol-free options and plenty to eat available

If you plan on having a bar tab or providing drinks, set a clear end time for the tab and include plenty of non-alcoholic options. The rise in zero-alcohol beer and spirits over the last few years coincides with a decline in alcohol consumption, particularly among young adults. This means it’s easier than ever before to serve alcohol-free beverages while still enjoying the festive spirit.

Whether you’re planning a sit-down meal or finger food during the event, it’s important to have enough food to go around. Your venue or caterer will be able to guide you on how much food is needed based on the duration of the party and how many people will be attending.

5. Don’t forget to have fun

While there’s a lot to plan and prepare for, end-of-the-year Christmas parties are about having fun. Why not think outside the traditional cocktail party or dinner and incorporate an activity or experience? For any team members who don’t celebrate this time of year, you could provide time in lieu or offer another option so everyone feels included.

It’s also a perfect opportunity to take stock of the year, recognise significant achievements, and set intentions for the year ahead.

These tips aren’t just good for Christmas parties, keep them handy for any work functions you have throughout the year.

Contact our team to discover how you can have a fun, safe holiday season on 1800 868 254 or set up a meeting.

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Why you should invest in workplace wellbeing in 2024

Nov 13, 2023


  • 2min

Why you should invest in workplace wellbeing in 2024

Candidate Sourcing, Employer Brand
A group of happy, smiling employees working together around a computer
The concept of workplace wellbeing isn’t new. What began as strictly a focus on physical safety has grown into a more holistic approach encompassing mental and emotional health and safety. While it may sound like a buzzword, modern workplace wellbeing is much more than just a new trend that will fade in time.

As leaders and policymakers realise the importance of taking care of employees’ mental and emotional safety – not just their physical safety – investing in a workplace culture prioritising wellbeing is quickly becoming paramount.

Before delving into how to create a culture of wellbeing, let’s start by understanding what workplace wellbeing is.

Workplace wellbeing is more than acknowledging awareness days and providing a weekly free lunch.

What is wellbeing

Wellbeing includes physical, mental, social, and emotional health. It’s a state where we are happy and satisfied – we feel good about ourselves and the world around us. It doesn’t mean we live stress-free lives; it means we are equipped to effectively navigate life’s everyday challenges, both personally and professionally.

Why workplace wellbeing matters

Full-time employees spend around 20% of the year in the workplace. That’s a significant amount of time away from family and friends, so it’s important your employees feel valued and mentally safe when they are at work.

Poor employee mental health costs Australian businesses billions of dollars every year in lost productivity and is the leading cause of absenteeism. While the economic figures are staggering, there’s also the human cost to consider. With one in five adult Australians experiencing some sort of mental illness in the previous 12 months, organisations that prioritise workplace wellbeing can take an active role in helping employees create healthy and balanced lives.

A workforce with high levels of wellbeing is more engaged, productive, and motivated. It also tends to have lower absenteeism rates and greater loyalty to the organisation. When employees feel their wellbeing is valued, they are more likely to contribute their best to the organisation’s success.

A commitment to workplace wellbeing starts at the top

Workplace wellbeing is more than acknowledging awareness days and providing a weekly free lunch. It’s a strategic leadership commitment to fostering a culture that sets the tone for the entire organisation. It’s a commitment that shows employees they are valued and that there are policies, systems and supports for physical, emotional and mental wellbeing.

These could include policies on reporting and handling bullying or harassment claims or rules about contacting employees after hours. The policies you set for your workplace will be unique and should include any relevant legislation for your industry and be guided by input from your employees.

Once you’ve committed to workplace wellbeing, consult with your employees to find out what’s important to them and what issues they’d like to see addressed. You can send out a survey or use a tool like the NSW Government Workplace Wellbeing Assessment to gather feedback.

These insights will help you form an action plan to find the tools, resources and supports that meet your needs.

Encourage your employees to get involved

Fostering a culture of wellbeing is not solely the employer’s responsibility. Employees must take ownership of their wellbeing as well. You can encourage employees to actively participate in wellness programs, take advantage of available resources, and make healthier choices in their daily lives.

Open and transparent communication is key to fostering a culture of wellbeing. Regular updates, workshops, and feedback mechanisms can ensure that employees are informed and engaged.

Plan for the long term and find professional support

Creating a mentally well workplace won’t happen overnight. It’s a long-term commitment to changing your organisation’s culture and mindset. Building a supportive community within the workplace is crucial for employee wellbeing and takes time, but it’s worth the investment.

Don’t be afraid to reach out for assistance. Cultural change isn’t a simple task; bringing in outside support can make the process easier and more effective for everyone.

Ongoing analysis will help you measure results over time. These metrics could include improvements in employee satisfaction, reduced absenteeism, and enhanced job performance.

Embracing a mentally well workplace: a win-win for employers and employees

As more emphasis is put on creating a culture of wellbeing in the workplace, it’s becoming more than just a nice-to-have or box-tick idea. Prioritising employee wellbeing is now a strategic advantage and the future of work. It benefits your organisation and employees, reducing operational costs and creating an environment your employees genuinely enjoy. 

If your organisation is registered in the Albury LGA, you can access 12 months of AI-powered chat-based mental wellbeing for your employees at no cost to you. Registrations for the Albury Regional Mental Health Initiative are open until 20 December.

Contact our team to discover how you can incorporate workplace wellbeing within your organisation 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
Photography of four people sitting around a table laughing while having a business meeting.
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)

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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
photograph of five people standing against a grey wall from their chest down. You cannot see their heads. They are all wearing business attire.
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:
  1. 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.
A simple five step infographic displaying the top five recruitment mistakes.
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.

  1. 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.

  2. 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.

  3. 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.

  4. 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
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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