Adcam Recruiting Ltd.
Connect with us
  • Home
  • Looking for Staff
  • Social Media for Businesses
  • Looking for Work
  • The Adcam Team
  • Business Services
  • Resources & Links
    • Your CV
    • The Interview
    • Employment New Zealand
    • RCSA
    • EMA
  • Contact
  • Testimonials
  • Blog
  • Our Business Partners
  • Sponsorship

Retaining and Motivating Staff under financial pressure

6/19/2019

1 Comment

 
With the minimum wage creeping up many SMEs are starting to worry about the impact it will have on their businesses. The minimum wage currently $17.70 is indicated to rise to $18.90 in 2020 and $20.00 per hour in 2021 (subject to annual review).

If you are paying your new untrained or unskilled workers a higher minimum wage then more senior staff and supervisors need to be on an increased wage or you could offer incentives in other ways to keep your staff motivated and wanting to remain with your business.

When employees were recently surveyed in New Zealand about what motivates them the following statistics came out:
  • 38% Would like more flexible working arrangements
  • 2% Would like more social events
  • 2% Would like promotions
  • 20% Would like an increase in wages or bonus'
  • 1% Would like improved health and safety in the workplace
  • 16% Would like development or training

The interesting thing here is 80% of staff are not necessarily looking for more money. When it comes to motivating your team do you know what makes them tick individually and what their long term goals are?
What works for one staff member may not work for another. Think about what self development you can offer them to align with their goals - it might not even be work related. This can turn on motivational factors in your team keeping your business running more effectively without more costs. It could for example be business mentoring for their long term future which could be as easy as a monthly sit down chat over coffee.

Spend time up-skilling and training your staff but protect your investment by creating policy which states if you leave within a certain time of completing the training they will be liable for 80% reimbursement of the cost to the company. Pro rata the cost over the time until it is paid off. As long as the policy is well written and agreed upon and signed it can be enforced.

Other options to keep your staff motivated are:
  • Ensure their work is challenging
  • Invest in professional development
  • Promote internally
  • Progress and performance reviews
  • Rewarding a job well done

On the flip side  the biggest de-motivator of staff was the management (or lack of) of bad performance.


1 Comment

What do employers REALLY Want?

3/10/2019

1 Comment

 
What do employers really want and expect from young people entering the workforce?

Employers now-a-days are not necessarily looking for lots of qualifications they are looking for candidates who are flexible and have a getting-it-done attitude.

As we talk with businesses the same attributes they are looking for in candidates keep cropping up, no matter what the industry.

* Diversity
* Attitude and Aptitude
* Motivation and Reliability

Diversity - Having a diverse team gives more skills and attributes. More and more businesses are allowing workplace flexibility so parents can work around children or other commitments. Being a parent gives a whole new set of skills in addition to ones learned in the workplace and should not be discounted. If this is you hold your head up high and recognize it. Having a diverse range of people with skills that are utilized gives more job satisfaction and employees are more likely to remain for longer. If you, as an employer, are developing a new process, customer offer or even app - ask the team for their input, they might have something you haven't thought about before and will feel valued.

Attitude and Aptitude - Having a great deal of aptitude and the ability to learn quickly and figure things out for yourself is a big plus for an employer. Businesses don't hire more staff than they need, as it isn't profitable so there are less people to show you the ropes and give ongoing training too. Give things a go and try and find answers for yourself. Employers are looking for team members who have a good attitude towards wanting to work. In specialist roles it's important to have the qualification to back you up but experience isn't always that necessary, if you have the right attitude. On the job training is always provided and a good employer should have this as a constant so everyone keeps their knowledge up to date.

Motivation and Reliability - Some of the top requirements of employers are motivation, reliability and using initiative. An employer also likes someone who can clean up after themselves whether it be on a building site or in the office kitchen - it shows respect for fellow employees. If you can show you are reliable and eager to learn, then an employer will give you their time. Communicating well together is key, you must be able to have a conversation with both positive and critical feedback and make the necessary changes.


​
1 Comment

Be careful at the work Christmas party

12/5/2018

1 Comment

 
Many team members look forward to the work Christmas party all year. It is an opportunity for everyone from all over the business to get together in a more relaxed environment.
When alcohol is introduced it's easy to see how lines can get crossed.

It is the employers job to make sure everyone knows the expected behavior and the guidelines, without this some can get too relaxed and take things too far and become inappropriate. This could range from Monday morning gossip through to disciplinary procedures needing to happen. Many employers give their staff some leeway at the Christmas party but as an employee you need to make sure you know the boundaries.

As an employer set some rules in advance and make sure everyone knows these to ensure safety and enjoyment. Think about providing food, transport options and a plan of the event to ensure a smooth outcome. You need to lead by example and keep an eye out for anyone who is edging towards crossing the line. You might need to tactfully remove people from a situation or conversation. The safety and well-being of your team is your responsibility and if an employee is feeling uncomfortable, unsafe or unwell it is your responsibility to do something about it. 

If last years Christmas party became a little too rowdy or inappropriate maybe think about changing it from an evening party to a day time activity or a family event.
1 Comment

5 things employers wish they could say about your cover letter

12/4/2018

1 Comment

 
When it comes to applying for a position, cover letters are crucial. They introduce you to the employer and tell them how the experience outlined in your CV makes you a great match for their position.

Make sure you can write a winning one.

1. Your cover letter might not be the first thing that is looked at but if your application doesn't have one you're putting yourself at a disadvantage.
All application processes are different but it's generally expected that you include a brief, relevant cover letter. Pay attention to what the employer requests in the ad and make sure you follow it. If they ask for one in Word, don't send it in a PDF. If you emailing an application the email content replaces the need to attach a cover letter.

2. Keep it brief
Any correspondence you send in an application demonstrates how you might communicate with people inside and outside the company if you worked there. Keep it professional. If in an email four or five paragraphs is enough and if you are attaching a cover letter it should be no longer than one page. The purpose of the cover letter is to offer the reader a snap shot of who you are, your potential fit for the position and want to make them read your CV.

3. Get to the point
Explain why you're the right fit for the job straight away. The opening sentence of your first paragraph should include your most relevant qualification (if you have one) and your objective. "With a background in closing contracts at top organisations, I am confident that I will excel in the role of Sales Executive." The cover letter is the opportunity to tell the person reading it which role you are applying for and why you are interested in it and your CV then goes into more detail about why you are a good fit.

4. Don't just copy your CV
A cover letter should expand upon the relevant points, rather than repeat them. Once you have gotten the recruiters attention with your opening statement, introduce yourself and include how you heard about the role, why you want to apply for it and any relevant understanding you have about the position and the company. Show that you understand the culture of the company you are applying to, if their website is in informal conversation speak to them like that in your application.

5. Know who you are talking to
If the job ad says who you should address the application to make sure you do that. If it is unclear stick with "To whom it may concern."

Follow these simple tips and you'll be on the right track with your cover letter.
1 Comment

5 tips on finding candidates for hard-to-fill roles

12/4/2018

1 Comment

 
When candidates are hard to find, employers need to think creatively to find hidden talent. Experts share five top tips for filling hard-to-fill roles.

1. Use a recruitment agency

2. Use a recruitment agency

3. Use a recruitment agency

4. Use a recruitment agency

​5. Use a recruitment agency

1 Comment

The ever changing employment world

10/24/2018

0 Comments

 
Currently the average 15 year old will now likely have 17 different jobs over 5 different career paths in their lifetime.

Gone are the days when you choose a career for life, instead employers will be looking for skills which are transferable across industries. Student should be preparing themselves and working on their soft skills.

Some of these skills haven't yet even been developed. They will come through the creation of new roles as technology advances. How on earth can you plan for a job that doesn't even yet exist?

Businesses don't yet know what the jobs will look like or what people will need, they can only recommend you stay up to date with technological advances through continual learning and personal development.
Artificial intelligence in the workplace is still a work in process and there is uncertainty around how these will yet work. Businesses are going into it unknown. As an employee, you need to keep up.

Young people should expect to be working differently than today with a focus on efficiency and flexibility, hierarchy structures will become a thing of the past as people assume more responsibility, and work collaboratively across all areas of a business and teams. You will be using your skills broadly across the board instead of in a specific task focused job.

A good thing that students can look forward too is a more flexible work environment. We are starting to move this way with a focus on work life balance. An example of this is the new 4 day work week some businesses are raving about.

Going forward people will be able to choose when they work, when it suits them. As long as the work gets done and the outcome is the same does it matter if your team aren't at their desk 8.30-5pm?
0 Comments

Basic Employment Law

10/15/2018

0 Comments

 
It seems like basic employment law but there are still businesses that are not complying with basic employment law.

Today I picked up the Whakatane Beacon to see "Company paid below minimum wage" and then the Rotorua Daily Post "Richora ordered to pay worker." Both these companies are in trouble and have been fined $132,000 and $25,000 respectively for breaching basic employment law.

Now reading the articles these businesses certainly knew they were doing the wrong thing but it got me thinking, how many businesses do not know their requirements? It's hard enough to run your business without trying to keep up to date with all the new legislation changes to employment law.

Here at Adcam Recruiting you can ask us for advice when it comes to all matters regarding recruiting, employment and leave entitlements. Simply flick us an email at admin@adcam.co.nz or give us a call 07 308 5030.

​Adcam Recruiting - Delivering Quality Recruitment Solutions
0 Comments

Value your team

8/9/2018

0 Comments

 

The long-term success of your business comes down to having the right team. We know that people are your number one asset but are you doing what you can to retain the right staff? Retaining the best employees ensures happier customers, increased sales, and a satisfied and productive team. If you fail to retain key employees your bottom line is going to be effected. The cost of recruiting and then training a new team member to a productive level is huge.
 
So how do you retain the best employees? It is important for your team to know what is expected of them.  Ensure each person has a detailed job description outlining their responsibilities.  People leave companies because of managers more than their dislike for the job. Be a good manager by offering your team good management, training, performance feedback, encouragement and regular catch ups.  Ask your team for their feedback and ideas, and keep them informed about what’s happening in the business.  This will gain their buy-in, they will feel empowered and more likely be in invested in what you are trying to achieve.  
 
Make sure your team have everything they need to succeed including time and training. Keep developing your employees so they continue to thrive. It might not seem relevant to their role or may seem inconvenient for you, but they will feel more valued and will be less likely to leave.  Senior management should acknowledge all new employees to make them feel welcome and an instant part of the team.  Most importantly let them know they are appreciated. This can be from a simple “thank you”, to a morning tea shout or a more generous cash bonus. Appreciation leads to motivation and motivated employees perform better than those who are not.
 
Millennial employees are the greatest example of this. They want a future with a good employer and to be able to progress through the ranks.  They want purpose from their job, this is often more important than the money.  Let them know how their role fits into your business and what future they can have with the company and they are more likely to stay. 
They also want flexibility and are prepared to take a pay cut and reduced hours to get this.
Bring them into the decision-making process - they might not have the authority to make final decisions in their role but in conversations they could add value and an insight that you never thought of.  After all, they are the experts in everything digital – utilise them and they will feel valued!

0 Comments

    Hannah Horner

    Managing Director of Adcam Recruiting and recruitment specialist.

    Archives

    June 2019
    March 2019
    December 2018
    October 2018
    August 2018

    Categories

    All

    RSS Feed

Proudly powered by Weebly