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.
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 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
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.
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.
When does a new employees’ introduction to your business begin? Day 1? Signing of the contract?
It starts when they first hear about your job and make that decision to apply. And that settling in, falling into the culture of your business process, takes about a year.
Task & skill wise it takes a new employee about 3 months to be working at capacity, but people rarely leave jobs because they can’t do the work, they leave because of poor leadership, poor communication, poor culture and poor organisation in the way the business approaches it operations.
28% of new employees will quit a job within the first 90 days, 64% within the first 12 months. In my experience you can usually tell within 6 weeks if you’ve lost a new starter or not. Sure they might still be attending work, but they aren’t “there”, they aren’t productive, a bit of a fish out of water, just not quite fitting in.
The solution?
A contemporary & structured recruitment and onboarding process (“Onboarding, also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organisational members and insiders.”)
Struggling to attract Kalgoorlie residential employees? I’m here to help!
One that doesn’t finish on day 1 after their induction.
According to research by Hibob, many new employees feel as though their role wasn’t accurately portrayed during the recruitment process. Whether that be tasks omitted from discussions or workplace culture being misrepresented it becomes startling evident on day 1 and the emotional disconnect commences. The process has been misleading, the excitement has soured.
More than 25% of employees say that they didn’t receive enough information about their job before accepting the offer. Only 40% of employees say that their current job completely reflects how the position was described during the interview process.
So what does this mean as an employer? It’s all about communication. Make the tasks and your expectations clear from the get go, and keep talking to your new employee about it. People thrive when they know what’s expected of them and what they are working towards.
A week— even a month — isn’t nearly enough time to grasp the complexities of a new company; understanding individual roles and how they fit into the bigger picture.
Beyond the essential information needed to do the job, onboarding is an opportunity to build connection with peers, leaders, work and the organisation. Weaving in workplace cultural elements — the vision, mission, values, norms, behaviours and rituals — in the early stages, takes onboarding beyond improving how individuals work, to strengthening the way in which people work together towards a common purpose.
As the first experience people have with the business, onboarding plays a crucial role in delivering on the promises of the employer brand, and should feel relevant with the overall employee experience.
The People & Culture Office can build your business a Recruitment & Onboarding Strategy, 100% tailored to your business, your values and your strategic goals. Contact us for an obligation free meeting to discuss how we can help you.
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.
The irony of this post is that those who need it the most won’t see it.
Why?
Because their business practices haven’t kept up with the changing face of doing business, nor technology. They aren’t online, they don’t have business frameworks in place, their business was the bomb in the pre-social media days and their mindset is back there.
And I get it, in the early to mid 2000’s Kalgoorlie & the WA mining industry was booming. Skilled & unskilled workers flocked to town, no effort was required to find staff because they were walking through your door. Work was easy to get and there were very little hoops to jump through to get a lucrative contract.
It was the glory days, then it all stopped.
First the GFC, which had minimal impact on gold but hit nickel & iron ore hard. Then gold crashed, the downturn in Kalgoorlie really started to bite. Mining contractors had to cut tradies hours back, people lost their jobs, people left town.
Those that came here in the boom returned home to more stable industries.
But that wasn’t the only change, the Occupy movement had its moment and people started to look at corporations differently. Instagram dropped and suddenly the idea of posting travel & lifestyle pics for a bunch of strangers was highly appealing. People became more aware of their eco footprint, healthy living and mental health.
A high paying mining job was no longer a mark of success, instead people started looking for employers that could offer something more. Flexibility, career development, social awareness & responsibility, a great culture and the biggie – feeling like they were an integral cog in the wheel; an employer who regularly communicated where the business was at, where it was heading and how important it was that everyone helped them get there (and then got a thank you)
We also have 50% of the workforce made up by a generation who had parents or older friends impacted by the GFC and the continued downturn in business confidence. Theres nothing like being made redundant to drive home just how quickly a company will let you go when it comes to money.
Which brings me to the point of this post. Times have changed, the workforce demographic has changed and if you want to keep up, you need to change with it.
Yesterday I went to a business forum in Kalgoorlie, wandering around at the break I overheard a conversation.
“We’ve been advertising for an apprentice for weeks now and haven’t got 1 application. I tell ya kids are bloody lazy, you just can’t get them to work. We’ve spent thousands on ads on the radio and nothing”
😳
I’m 46 and I haven’t listened to the radio in a good 5 years. You’d be lucky to find anyone under 40 listening to the radio let alone the target market for an apprenticeship.
When I got home I googled the company – no Facebook, no Instagram just a webpage with an ad for the position that consisted of 2 lines.
Do you think the reason they had received no applications was because of those damn lazy millennials or because they were looking in all the wrong places?
Businesses are competing against FIFO – same pay with the City lifestyle. Competing against business who have been early adopters and are offering up flexible, lifestyle friendly workplaces. Businesses who are super professional with quality HR processes that give applicants and new employees great insight into the business and it’s expectations right from the first point of contact. Businesses who have a reputation of treating it’s employees fairly and strive to do the right thing.
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
What was working for you in the past may now no longer be relevant.
And so if you are wanting to improve your recruitment practices, or are looking for new ways to do things, here are some basic tips on recruitment, values based recruitment and considerations for your business before you post that job ad, and for something a little more comprehensive – Contact Me
Struggling to attract Kalgoorlie residential employees? I’m here to help!
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 CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.
This blog has been updated 16 November 2020 to contain the City of Kalgoorlie-Boulder Go Bold campaign
I want to tell you about my love affair with my home town, like most regional area’s we are struggling to attract skilled professionals, trades people and families. If you’re reading this you’ve probably hit Google up post COVID, something about a new adventure, a new opportunity, the ability to accelerate your career made you click to find out more.
I want to share with you photo’s and information about living and working in Kalgoorlie-Boulder to pique your interest, to prompt you to do some research to seriously consider relocating here. If you’ve clicked because you are seeking FIFO opportunities this isn’t what this post is about – but stick around because I reckon I could change your mind by the time you get to the end of the post.
So a bit of background; I’m a locally based independent HR Consultant. I work with locally owned small – medium businesses to assist with creating professional & contemporary workplaces, and part of this consists of assisting with recruitment. I have my finger on the pulse of the local community, and as a long term local and business owner I want to do everything I can to promote our community and to encourage individuals & families to relocate here to enjoy the many spoils of living & working in Kalgoorlie-Boulder (in the least touristy way possible.)
Kalgoorlie CBD
The primary industry of Kalgoorlie-Boulder is mining and you may know of Kalgoorlie as being the home of the Superpit, supporting the mining companies are hundreds of locally owned businesses such as mechanical workshops, industrial retail, earthmoving, plant hire, heavy fabrication, electrical contractors and then of course feeding into that are the industries and careers that keep the town ticking; government, childcare, hospitality, retail, education to name but a few.
DeBernales
Right now local industry is crying out for workers – Mechanics, boilermakers, machinists, heavy machinery operators, chefs, carpenters, mining professionals, child care workers you name it. If you are great at what you do, we want you living here!
Kalgoorlie is quite unique in that our town centre is quite cosmopolitan with numerous restaurants, cafe’s and high street retail, yet, a 20 minute drive from the CBD finds you out bush and amongst nature.
From the streetscaping in the city centre to the multitude of suburban playgrounds you’d be forgiven for believing that you weren’t on the edge of the desert.
Greenview Park, HannansCutbush Park, LamingtonKingsbury Park, Lord Forrest PrecinctHammond Park
The Goldfields Oasis and adjoining playing fields are home to the majority of team based sports as well as an indoor pool complex & gym. The newly constructed Ray Finlayson complex is home to soccer, cricket and the 20/20 season.
Linked by a series of bike paths weekends can be spent on lazy bike rides, or jump in the 4WD and headout to one of the numerous dams & camp sites surrounding the town.
Near Ora Banda – 40 minute drive from Kalgoorlie
The family will love Hammond Park with its lush green lawns and gardens, BBQ’s, play equipment and animals such as birds, peacocks, emu’s and kangaroos
Hammond Park
Serviced by the big nationals such as Target, Kmart, Woolworths & Coles and joined by IGA’s, high street stores, local independent retailers and award winning beauty & hair salons theres always the opportunity to indulge in a bit of retail therapyor luxe pamper sesh.
Youth precinct Kalgoorlie CBD
From the Hannans Boulevard situated in the northern suburbs to the Target, Woolies and Kmart complexs in the CBD, and arts centric shops in Burt St, there is a little bit of something for everyone.
Heartwalk Street Art initiative
In recent years Kalgoorlie has seen an explosion in the local makers & artists scene.
Porter Street
The Heartwalk street art project has bought a new look to the city’s buildings, art trails, the annual Art Prize, markets, theatre groups, Goldfields Art Centre and the WA Museum are just a few of the experiences on offer to enrich your soul
City of Kalgoorlie-Boulder Art Prize
Take a stroll down Hannan Street stopping in St Barbara’s Square to sit & soak up the sun while enjoying a coffee from a nearby cafe.
Our cosmopolitan cafe & restaurant scene is well catered for to suit all tastes & budgets. Both Hannan & Burt Streets are dotted with pubs, restaurants and cafes sure to appeal to all age groups and demographics.
Whether seeking out a parmi & a pint, Melbourne style laneway cafes, multicultural cuisine or just a great meal in a modern setting, Kalgoorlie can cater to all tastes.
Shops are open 7 days per week all year round
Housing in Kalgoorlie is a wonderful mix of heritage and modern (& the decades in between).
From the traditional old Goldfielder’s of Lamington, miners cottages of Boulder to the modern brick homes in the newer suburbs of O’Connor, Hannans & Broadwood you are sure to find something to suit your needs & style.
GreenviewCentral KalgoorlieO’Connor
The Goldfields has a rich sporting history, home to a multitude of sports and state of the art complexes. AFL, soccer, touch, squash, cricket, tennis, tri’s, cycling, swimming, t-ball, motorsport, moto x, park runs, golf, water polo, pony club, BMX, horse racing, netball & basketball are all well represented
Very much a family town, the city of Kalgoorlie-Boulder is home to a number of state & private schools.
Primary & Upper school students are well serviced by a number of state schools servicing each suburb with a separate senior campus for year 11 & 12. Both the state and private high schools are support by the Central Regional TAFE in it’s vocational courses for VET students.
Curtin University operates the WA School of Mines (WASM) in the city centre, a world class facility, WASM delivers mining based degrees as well as those in health science, commerce and education
Eastern Goldfields College (years 11 & 12)
With Perth a short 1 hour flight away and a direct flight to Melbourne once a week, catching up with family and friends (or going to the footy at the G) can fit easily into a weekend.
Missing the beach? Australia’s best beaches are located a 4 hour drive south in Esperance.
Esperance foreshore
Seeking a bit of history? At the turn of the century the Goldfields was home to a number of bustling mining towns. With most now nothing more than a cemetary and a few relics, they can be explored in a day trip, or, take the weekend and head north to the historic townsite of Kookynie and Lake Ballard, home to the famous art installation by Antony Gormley
But you can’t talk about Kalgoorlie without talking about how much we love a party
The days of Kalgoorlie being the wild west are long gone. Nowadays you’re more likely to find the average Kalgoorlie resident frocked up for the ultra glam Childrens Charity Ball & the iconic Race Round events.
A quiet drink listening to live music in Judds beer garden or downing a famous Broady Burger at the Broad Arrow Tavern.
From Sunset at the Soundshell, Coffee & Cars, the Community Fair, Kidsfest, the Multicultural Festival, the lighting of the Christmas tree to the St Barbaras Day parade there is always something happening.
So how did I go? Ready to find out more? Click Here to view the GO BOLD website
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 CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.
The People & Culture Office – A different kind of HR Consultant
Lᴇᴛs ʙʀᴇᴀᴋ ɪᴛ ᴅᴏᴡɴ
Who am I & what do I do?
I want to start with my mission statement – “To build capacity of small – medium enterprises through people & culture initiatives. We aim to be the leading provider of human resource solutions in the local Kalgoorlie-Boulder area, and the wider Australian business community, helping to create more successful, productive and high performance organisations.”
So in other words, I want to build your knowledge, and improve your tools and the resources you have at hand, to help you achieve business success through quality employees and employment practices. And I will do this by embedding HR solutions into your business framework
Buying a set of cookie cutter policies from a HR provider that has whacked your logo on there to make it feel individualised is not a HR solution – that’s an insurance policy to lull you into a sense of security should Fair Work come knocking.
Having a set of policies in a folder means diddly if you don’t understand the content, don’t follow them or aren’t being provided the support from an experienced HR professional to use them effectively in your business – someone who’s willing to share their knowledge to help you develop your skills in managing employee relations issues.
Additionally, a solution by its very definition is a means of solving a problem or dealing with a difficult situation. Are your set of generic policies really a solution?
Having trouble attracting employees? Would having a Recruitment Policy in place solve that? No, because a policy doesn’t tell you how your going to get there, just what you’re going to do once you’ve arrived.
A recruitment strategy, on the other hand, will assist with attracting employees because it’s designed as a plan of action. A recruitment strategy can identify how & where you can source candidates and what initiatives you can put in place to build your employer profile to make you more attractive to employees.
This is a HR Solution, and this is the true value of HR in your business.
And this is why when you become my client I don’t lock you into a contract, because the value I can offer over my competitors speaks for itself, and that’s why I’m a different kind of HR Consultant
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 CAN PARTNER WITH YOU TO GAIN A COMPETITIVE ADVANTAGE THROUGH PEOPLE & CULTURE INITIATIVES CONTACT US TO ARRANGE AN APPOINTMENT TO DISCUSS WHAT SOLUTIONS WE CAN PUT IN PLACE TO DRIVE ACHIEVEMENT OF YOUR STRATEGIC GOALS.
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