Welcome to The People & Culture Office – Quality HR solutions for organisations Australia wide

No Lock-in Contracts, No Ongoing Fees, No Hard Sells

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

Attracting & retaining Gen Z employees

Did you know the oldest Millennials are turning 40 in 2021! Over the past decade, we’ve heard a lot about how companies must adapt to the needs of Millennials. Well……I hate to break it to you, but it’s time we move on and explore the new kids in town (or the workplace)

Digital Integrators. Generation Connected. Dot.com kids. Millennial Intensified. These are just some of the creative terms used to label the newest – and largest – generation to enter the workforce: Gen Z

More than just hating on our side parts and skinny jeans, Gen Z is defined as those born between 1995 and 2009, they are now aged between 10 and 24 and make up approximately 30% of the world’s population. By 2021, Gen Z will make up approx 20% of a multigenerational workforce.

As I touched on in my 2018 blog Is The Ability to Engage & Motivate Millennials the Elusive Unicorn  the “kids these days” rhetoric from older generations surrounding these conversations is just history repeating itself. For the most part, Gen Z & Millennials aren’t uniquely any more disruptive to the workforce than Gen Xers or Boomers were.

A big standout from older generations is Gen Z’s commitment to their personal values and a very true sense of self, they don’t differ from Millennials too much here. They have very strong social values, particularly around diversity and inclusion. If they don’t like what their organisation is doing, they’re not afraid to publicly say so on social media. But on the flip side they aren’t shy about giving credit where credit is due, (think all the amazing organisations who continued to pay employees who were off fighting the 2019/2020 Australian bush fires).

But in reality every generation has had a tipping point that has spurred on activism of some point; the Vietnam War; 80’s greed; 90’s revolt against – well everything (including saccharine pop music and hair band ballads); the GFC & anti Wall Street protest and now Me Too, climate change and diversity & inclusion. And each & every generation has had their elders declaring them entitled and lazy, so stop yelling at the kids to get off your lawn and let’s unpack Gen Z.

If you aren’t online they won’t find you As the most connected generation in history, Gen Z live a digital life. This doesn’t mean they are online 24/7, it means this is their first point of call to source information, in fact 70% of Gen Z & Millennials use social media as their primary job search tool. As recruitment agency Hays suggests, if your job isn’t online, Gen Z won’t find it. It’s also worthwhile ensuring you’re running a quick, honest and transparent recruitment process.

The new way of working Gen Z are predicted to work 17 jobs and have 5 careers in their lifetime, according to the demographers and researchers at McCrindle. In short, they are adapting to the age of disruption by embracing everything the “gig economy” has to offer. With contract, freelance and gig employment no longer being considered “alternative work”, as it was in the past, today 81% of Gen Z would consider joining the gig economy. As someone who works in the gig economy (and a few years north of being a Gen Z) I can testify this new way of work can offer an amazing lifestyle change, which brings me to my next point.

Work life integration Technology started blurring the lines between work and life in the mid 2000’s. But rather than fight against this shift, millennials and now Gen Z are often the ones pushing for greater workplace flexibility in order to achieve an integration rather than a balance between work and life. Out the door is the idea of ‘balance’, where work sits on one side and life on the other, and are instead happy for the two to coexist – provided their employer allows them to utilise technology to work flexibly. Cloud technology, smart phones and various collaboration tools like Zoom enable work to be done from anywhere, at any time. Of course this isn’t relevant for every industry but could there be mind shift in your workplace that allows for greater freedom & autonomy in a push to achieve greater engagement and productivity?

People need to understand why Ok, this one isn’t specific to Gen Z but it’s something I see repeatedly so worth an inclusion. A common complaint heard from all employees, regardless of age, is that they have limited understanding of how their work contributes to the success of the organisation. The strategic goals of the company are not filtered down to a team or individual level. Gen Z want a clear purpose for their role – they want to understand their organisation’s “reason for being” and how their contribution helps to achieve this.

Gen Z is also highly motivated by social issues and making a difference – in their communities, personal relationships and the workplace. Research indicates that 38% of Gen Z’s want to work for a socially or environmentally responsible organisation, and 45% want work that has meaning and purpose beyond getting paid.

Give’em feedback & give it in the moment Checking in with them a couple of times a year won’t cut it (again, this applies across the board); they want clear goals, rewards and regularly refreshed personal challenges to keep them involved in the workplace.

How to go about this? Here are some great tips applicable for any generation.

  • Be intentional about the interaction. Relationships matter to Gen Z, so consider taking the time to reflect on the nature of the professional relationship you want to develop or maintain, not simply the facts and figures on the Performance Appraisal Form.
  • Use active listening. Give the employee a chance to talk, and then listen. It’s a two way street.
  • Lead with the positive contributions. Devote plenty of time to discussing areas where they’re performing well.
  • Share practical examples. Offer specific guidance and frameworks for areas where they need to improve. No generalisations – actual examples.
  • Show that you’re willing to help. Ask “How can I/we help you improve?” is a better approach than asking “How are you going to improve?”
  • Stick to the facts. Avoid value judgments. Ask for clarity if you perceive they are do not understand, don’t overcomplicate things.

There’s also a critical role for employers to play in ensuring these young workers have the right skillsets, beyond just technical expertise. Just 57% of surveyed Gen Z believe their education has prepared them well for future careers.

You can complain about it, or you can do something about it.

According to Dell Technologies: “Gen Z are full of tech swagger, but they worry about having the right soft skills and experience for the workforce.” Top of the wish list are collaboration and communication skills.

Every generation has its strengths, weaknesses and quirks, let’s not forget that as we welcome new employees into our workplaces.


Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

You can find us on our socials, give us a like on Facebook and follow us on Instagram

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.


THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Making the most of the CKB Go Bold campaign

Kalgoorlie Heartwalk

In November 2020 The City of Kalgoorlie Boulder launched the Go Bold marketing campaign aimed at encouraging people to relocate to the city.

The campaign consists of traditional TV placements and a digital campaign across all platforms which local organisations can leverage off when advertising positions vacant.

And the campaign is hitting the mark, want to know how I know this? I wrote this post late 2019, since the CKB launch I have had at least 1 person per day arrive at this post after typing “living in Kalgoorlie” into Google.

Either that or I have an obsessed stalker 😟

But for the average business owner or manager with zero formal recruitment training how do you put the tools to the most effective use.

For this campaign for Versatile Plant Hire & Contracting we set up Seek branding to display logo’s and a cover image banner within the ad

StandOut ads are great for promoting your brand to attract the right candidate, think about what it is you offer and place it here. You want to grab the jobseekers attention at the search screen, what’s the point of talking about how great you are in the body of the ad if only a small percentage are going to click to read – pull them in here.

I feel like a broken record saying this, people care about what it’s like to live here. The days of people dragging their families to crusty old mining towns with zero amenities for the sake of the availability of work is long gone.

Employees aged late 30’s and younger want to know what they can expect if they live here, we need to sell the absolute uniqueness that comes from living in the Goldfields – that bit of something special that can only be found here.

For at least the past decade this has been my focus when undertaking high volume, residential mining recruitment. Sell the lifestyle in the advertising / courting candidates phase; fly them & their partner up for a visit to put their concerns to bed; keep the conversation going & offer support with finding accommodation, schools, sporting clubs.

Trust me, the extra effort pays off.

We’ve used a call to action to ask potential candidates to email for for information on working for VPHC. As part of Phils recruitment strategy we put together a candidate guide on employee benefits, culture, values and living residentially, this is a further touchpoint with candidates that starts a conversation. From here you have an opportunity to really sell your organisation

Start rolling it out across your social media (including Linkedin) and repost throughout the recruitment campaign period.

Ask your employees to share the post to their networks, consider making up an Instagram stories version of the ad for younger employees – it’s a big ask to have them shared to their feed but stories generally isn’t a problem

Which platform is most useful will depend upon a range of factors including your target audience and the following your existing brand has


Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

You can find us on our socials, give us a like on Facebook and follow us on Instagram

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Is it an isolated incident, or evidence of systemic workplace problems?

Picture this – a single employee comes forward and alleges their manager is frequently abrupt when speaking to them and others. They’ve documented interactions and state other employees feel the same way but won’t speak up out of fear.

The HR representative commences an investigation, and as part of that, interviews the remainder of the team. On paper everything points to this being an isolated incident with this particular employee, the manager is counselled on appropriate interactions. Close the book, move on.

Pretty routine. Open & shut right? Let’s widen the lens and take a holistic look at the team.

Turnover is pretty steady and sits in the high 30%’s – but that’s normal right? People chase more money elsewhere & besides, young people are afraid of a bit of hard work.

Absentee rates are pretty high – but as I just said people just don’t want to work these days.

Team meetings are pretty quick because there’s no interaction. The manager speaks to a sea of downcast faces then back to work.

Feedback on performance is done annually, the manager speaks and the employee listens and overall the process is seen as a massive waste of time.

The longest serving employee has been there 2 years.


Now let’s widen the scope and look at the entire organisation.

Turnover is high at 30% +. Most of the turnover occurs in the first 12 months of employment. If they happen to employ a good fit for a role they quickly move on, but no one can work out why. Rarely do people stick around for 5 years or more.

The number of overall applicants for vacant positions is low, suitably qualified applicants are all but non existent. As a result only a small amount of people are talented enough to achieve the operational goals.

There is little focus on wellbeing, executive management might talk a big game but on the ground that messaging is nowhere to be found. After all, they are relying on a few to prop the team up which manifests burnout and anxiety.

The organisation makes no secret of the fact that their management style is profit over people. Growth at all costs.

Instead of dealing with problematic leaders they’ll just shift them into another job.


And around and around we go. This fictional company is built on a house of cards, and without HR intervention it will collapse.


Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture. Contact us to arrange an obligation free chat and experience a little bit of our magic.

You can find us on our socials, give us a like on Facebook and follow us on Instagram

We help you build a sustainable and enviable workforce through people and culture initiatives. A focus on building the capacity of the business through an inclusive and valued workplace.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

What happens after R U Ok??

Polaroids of happy people with text caption of There has to be more after R U Ok?

Every September in Australia for 1 day our socials are flooded with posts about R U Ok day. Big corporates do the obligatory “Ask a mate if they are ok” post, emails are sent out from our employers encouraging us to ask for help, then …………… nothing.

And while R U Ok day is great place to start for raising awareness, there is still a lot more that needs to be done to support employees with mental health issues.

There has to be more after asking R U Ok?

We all know 2020 hasn’t been great for mental health, and I’m not going to spend time in this space because the reality is workers compensation mental health claims have been rising by an average of 22% year – on – year since 2017. However, The Wellbeing Lab in-conjunction with the Australian HR Institute conducted a State of Wellbeing in Australian Workplaces survey in December 2019 with updated 2020 questions to capture the post bushfires and COVID impact. You can read the report HERE. to see the latest data with a COVID element applied.

According to the Black Dog Institute, the key to employers addressing mental health in the workplace is putting effort into implementing proven programs to support their colleagues, instead of simply holding coffee mornings to raise awareness. “Australia does not need any more mental health awareness campaigns because we do not have a mental health awareness problem,” said Sam Harvey, chief psychiatrist at the Black Dog Institute. “GP surgeries up and down the country are full of people asking for help with their mental health.”

The Institute has gone as far as identifying 4 key signs your workplace isn’t taking mental health seriously –

  1. You have morning teas on awareness days

Morning teas are social – they fool us into thinking that workplaces are ’doing their bit’. But do they really have your back when it comes to mental health? New research shows that Australia does not have an awareness problem, and that it’s time to move on from these campaigns. Workplaces need to use the momentum generated by morning teas and channel this into something constructive.

  1. They don’t offer flexible work arrangements 

We’ve been hearing about work-life balance for over a decade, and for good reason. Offering flexibility is a sure way for workplaces to look after their employees and this has never been more significant in a remote working COVID environment.  

  1. You feel guilty taking a mental health day 

Mental health is just as much a reason to take personal leave as a physical illness. Research shows that mentally healthy workers are more productive and less likely to take sick leave, so it’s actually a win-win for both employee and employer. If you struggle to ask for, or are denied, a mental health day, something needs to change.

  1. There is no practical training offered 

It’s 2020 and mental health is now part of Australia’s national agenda. This means workplaces need to implement mental health training for you and your colleagues and put support systems in place. 

My son works for a big employer in our hometown, this year they won an award for their industry leading mental health program to support its employees. The first my son, who has worked for this organisation for the past 4 years, heard about this initiative was when I sent him a screenshot of a LinkedIn post made by his employer. A bit of a disconnect between what they say they are doing and what they are actually doing isn’t there?

A lot of people in senior positions don’t know how to have a conversation about wellbeing, for many leaders they are from a generation (particulary males) who were taught that talking about feelings was airy fairy and best left alone. It’s also these attitudes that are killing our fathers, brothers and sons.

If you are concerned about someone’s mental health & wellbeing, talking to them about it just involves a simple sentence: “I’ve noticed you have been more or less (followed by the behaviour)” For example, I’ve noticed you’ve been arriving late to work, I’m just wondering if everything ok?. You are just stating you’ve noticed a behavioural change, no assumptions, no diagnosing, its just the start of a conversation

Workers who reported that their managers often expressed care, compassion, gratitude, and appreciation towards them were statistically more likely to be able to manage their wellbeing, and reported higher levels of job satisfaction, performance, and commitment to their organisations. 

But as with everything in life being able to do this, and do it well, is a learned behaviour. Training and coaching needs to occur throughout the organisation. It isn’t enough to roll a program out at the corporate level and neglect training those on the ground. It needs to be a whole of organisation approach.

Workplace Wellbeing strategies should provide a systems-wide approach to caring for wellbeing by providing workers, leaders and their organisation with an evidence-based framework that is easy to understand and measure and encourage small daily actions that can be incorporated into the way people work. Kylie McLerie from Collective Culture Consultancy can support your organisation, big or small, to implement a framework. You can find Kylie HERE.

As we head to the close of 2020 I will leave you with this thought

Practice what you preach, your token words don’t make you a better person. Your behaviour does.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

You can find us on our socials, give us a like on Facebook and follow us on Instagram

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Ahhhhh, there’s probably a better way to say it……..

As social norms have changed through the decades so have the “rules” around acceptable language in the workplace. Swearing has become common place in many workplaces with exceptions related to industry & workplace culture.

I have been known to let the odd f*** slip every now and then, sometimes it’s even popped out to surprise me while I’ve been trying to be a slick boss babe. My flanno wearing husband and sons all work in mining where slipping an F bomb into every conversation is almost mandated, when you’re hearing it all the time you become desensitised to it. That being said, you need to be mindful of who you are speaking to and the context of the conversation.

In the spirit of kicking back on a Friday afternoon and filling in time until knock off I’ve come up with a handy guide to help you with some alternatives to say when “being authentic” isn’t appropriate.

instead of saying……. try ……….

What the actual f***

Wow, that’s pretty interesting


You don’t have a f***ing clue do you

I think we might organise some more training for you


Seriously, go tell someone who gives a f***

I’m not really sure, maybe go check with ……….


How the f*** do you think I’m going to get this done in time

So I’ll be getting some paid overtime to stay back until I’m done?


Not a f***ing chance cobb

I can’t really fit that into my schedule but I can have it done by ………….


Ok let’s gets serious. You never know if swearing at someone in the workplace is going to come across as perfectly acceptable in the context or as a verbal attack. If you are discussing performance or providing feedback to someone, then find a way to say it without swearing. Every workplace and everyone you encounter will have differing opinions based on the workplace culture and their personal likes & dislikes. Because you never know how someone you don’t know well is going to respond to your use of language, it’s best to keep it professional until you know them well enough.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

You can find us on our socials, give us a like on Facebook and follow us on Instagram

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

Your Recruitment Playbook

Your recruitment playbook

One of the keys to running a successful business is having the right person, in the right job at the right time.

But landing great people is easier said than done, especially when you’re competing against big competitors with deep pockets and a plethora of dedicated recruiters.

Right now, the reality for many businesses is that quality candidates, or just any candidates for that matter, are hard to come by.

Whether that be because of a skills shortage, geographical location, that the vocation lacks a bit of “cool factor”, ineffective recruitment practices or the reputation of the employer; businesses approaching their talent acquisition efforts without having some sort of plan in place is an inefficient use of financial & people resources

To drive your company’s growth & success, you need a plan that gives you a shot at bringing in the top talent.

In fact, the top 10% of candidates have often landed their next role after searching for just 10 days, while the average time to hire for most companies is around 29 days!

By clicking here, you’ll find a Recruitment Playbook full of tips and tools that will help you recruit with the big guys & level the playing field

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

You can find us on our socials, give us a like on Facebook and follow us on Instagram

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

The psychology of recruitment

The People & Culture Office Recruitment

When it boils down to it recruitment is ALL about psychology, right from the moment a job vacancy arises through to the candidate starting and being retained, psychology impacts every step of the way

Before you commence the journey towards recruitment success you need to be able to answer the following 2 questions. What is the primary motivator for jobseekers and exactly WHO are you looking for?

Who are you looking for?

You can’t recruit effectively if you don’t understand the brief. What are the ideal skills and capabilities? What behaviours will best suit your ideal culture? (remember you are recruiting for the culture you want, not the culture you have). Are the skills required scarce?

Think about: Soft Skills – What soft skills does a candidate need to thrive in this role?; Culture and values – From a culture perspective, what are the necessary soft skills/values needed for this role?; Top performer – Who at our company is a high achiever in the same role?; Technical knowledge – What technical knowledge and/or qualifications are needed for the role?

A framework such as our Key Behavioural Capability Framework identifies the capabilities required to achieve organisation and team objectives. It guides the recruitment of suitably qualified staff. Through the use of the Framework your recruitment practices can be adapted to ask behavioural questions that will quickly identify candidates who possess the skills, behaviours and values to drive achievement of your operational outcomes.

Whats the motivator?

According to the Australian HR Institute 2019 Turnover and Retention Report, the top 5 reasons for leaving a job are: lack of career progression opportunities; better pay elsewhere; poor workplace culture; lack of training & development and poor work life balance.

It makes sense then when composing our advertising we touch on these motivators to appeal to those who place a high priority on them.


For the purpose of writing the remainder of this blog a quick Google search has pulled up some Core Values of a random organisation, and I’m going to pretend I’m looking for an Administration Coordinator.

Our Core Values – Accountability; Safety; Efficiency; Respect & Courtesy

Our Key Behaviours & Capabilities for the position – Welcome new challenges and persist in raising and working through novel and difficult issues; Promote a culture of integrity and professionalism within the organisation; Liaise with stakeholders on key issues and provide expert and influential advice; Build a culture of respect and understanding across the organisation; Drive a culture of achievement and acknowledge input of others; Exercise due diligence to ensure work health and safety risks are addressed; Comprehend the wider contexts in developing long term goals and determine strategies and actions required to achieve such goals; Encourage others to challenge “the way we’ve always done things” to increase efficiency and effectiveness.

The psychology behind the job ad

Your job ad needs to consist of more than a list of duties followed by a list of skills. Remember you are attempting to make a connection with the jobseeker, you want to use language that creates the ability for the jobseeker to imagine what it is like to work for you. Bullet points don’t convey the same amount of impact as taking the candidate on a journey with you.

Employ tactics that excite and engage

“The People & Culture Office is seeking an experienced Administration Coordinator to join our dynamic team.

A key role in our organisation, the Administration Coordinator drives the achievement of our strategic goals through leading a team of administration and finance professionals.

To succeed in this role you will require demonstrated experience in a similar role, including the ability to effectively lead and mentor high performance teams; you will require excellent time management and communication skills coupled with the ability to build effective relationships with internal and external stakeholders.

But what is really important to us is you, we recognise that our people build our organisations success and our values guide everything we do, including who we recruit. We value employees who embrace a culture of respect, integrity and achievement. Who have a safety focus and who exercise due diligence in all that they do; who strive to achieve because we know when you do well, we do well.

In return we will offer excellent compensation and benefits, personal development opportunities and a great place to work”

The psychology in the interview process

Asking behavioural questions is a good way to spot candidates who’ll excel. Behavioural based interviewing is the understanding that past behaviours determine future behaviours, by asking scenario based questions you can analyse candidate responses to measure their suitability for the role in question.

For example adaptability is essential for thriving in a rapidly changing work environment. Given that 54% of employees may require significant Employees who are adaptable are more likely to achieve better outcomes as priorities shift or setbacks occur, since they’re already comfortable making strategic adjustments. or upskilling over the next few years to keep pace with new technology and evolving business needs, adaptability is essential. You may want to ask questions such as:

  • Tell me about a time when you were asked to do something you had never done before. How did you react? What did you learn? Listen for: Excitement about tackling new challenges and willingness to leave their comfort zone, knowing they’ll learn something valuable from the experience.
  • Describe a situation in which you embraced a new system, process, technology, or idea at work that was a major departure from the old way of doing things. Listen for: Eagerness to explore new ways of working and improve based on what they learn; if they discovered a better way; whether they embraced the change.

Interview for culture fit. Companies with inclusive talent practices generate up to 30% higher revenue per employee. Employees should be fundamentally aligned with your company’s mission and core values. But finding the right person for the job doesn’t mean finding someone who’s exactly like everyone else. Ideally look for someone who not only “fits” your ideal culture but can also enhance it. Weed the top performers out by asking:

  • What are the three things that are most important to you in a job? Listen for: Alignment between what’s most important to them and what the role and company have to offer.
  • Tell me about a time in the last week when you’ve been satisfied, energised, and productive at work. What were you doing? Listen for: An indication that the work environment and day-to-day responsibilities are right for them.

65% of candidates say a bad interview experience makes them lose interest in the job

Its all about them, not you

The whole point to the interview process is to get to know the candidate so you are able to get an accurate insight into how they will fit within your team. All candidates feel nerves but an overly formal, stuffy recruitment process does little to put those nerves at ease. The goal is put the candidate at ease so they relax enough so their personality shines through.

Build rapport by centering the conversation around them. The goal is to solidify trust and uncover their wants, needs, and strengths. Stay genuinely curious. Be authentic. Don’t fool yourself into thinking tricky questions, formal / big panel style interview processes makes you appear professional.

To jobseekers, the recruitment team’s style offers a glance into life after hire. And for your organisation, it’s an opportunity to differentiate yourself from competitors chasing the same talent. Hiring is an intimate process. Make candidates feel welcome, and they’ll be far more likely to see it through to the very end – the start of their journey with your business.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

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It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.

What is it that you do?

I know you work in HR but what do you ACTUALLY do?

I don’t know a single HR person who hasn’t been asked this question at least once.

More than just policies and hiring & firing, HR is an integral component of any business looking to succeed. Human Resources is the function in an organisation that manages all employees and ensures maximum engagement & productivity, as well as making sure the company is protected from any issues that may arise from the workforce.

So what is it I can do for you?

A lot of businesses have been sold this idea that an outsourced HR function is a booklet of extremely (boring) generic policies, a template of an employment contract, a lock in contract and monthly fee’s whether you use the service or not.

Heck no! And I can’t stress this enough HECK NO!

Quality HR is a function that will add value to your business, policies are there to support the operations, but the role of HR in a business is a strategic one.

While a lot of senior managers view HR’s role as being there solely for the company, a good HR person will balance whats best for employees against a managers expectations. HR’s main objective is to minimise risk against an organisation, so understanding how managements expectations will impact the workforce, both in a positive and negative way, and being able to communicate that in a respectful and persuasive manner, is the role of HR. Theres no point in acquiescing to every request from management if it’s likely to bring the organisation before Fair Work and / or totally destroy the reputation of the organisation within the community and as a good employer.

Managing risk isn’t just about keeping Fair Work from your door, it’s managing the risk of not having the right people in the right place at the right time, the risk of developing a poor reputation as an employer, the risk of not being able to recruit in a proactive and cost effective manner, the risk of losing your top talent because you aren’t addressing performance issues and the risk of setting your pays way too high or way too low.

The People & Culture Office is Kalgoorlie owned and operated; with a background in mining & trades and considerable experience in undertaking high volume recruitment we are your local choice for quality HR services that will add value to your operations.

No lock in contracts, no ongoing fee’s and nothing but one on one quality service.

If you’re looking for less selling and more helping its time for us to chat.

Like what you see? Click around and discover how partnering with us can give your business a competitive advantage by aligning strategy with people & culture, or, give us a like on Facebook for regular updates on industry trends, blog posts & photo’s of me having coffee at my regular haunts and / or my dog & cat disrupting my work day

It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.

THE PEOPLE & CULTURE OFFICE IS A KALGOORLIE BASED HUMAN RESOURCES (HR) CONSULTING COMPANY THAT SPECIALISES IN DEVELOPING PARTNERSHIPS WITH SMALL AND MEDIUM ENTERPRISES. WE CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE INITIATIVES. 

CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC AND OPERATIONAL GOALS.

AT THE PEOPLE & CULTURE OFFICE YOU ONLY PAY FOR THE WORK WE UNDERTAKE FOR YOU;  NO ANNUAL OR MONTHLY FEES; NO CONTRACTS; JUST QUALITY, LOCAL, SERVICE.