Downsize Your Numbers, Not Your Reputation || The Real Cost of Recruiting

Tasmanian Labour Market Update || Industrial Relations Update

Staff News || Events || Social Environmental and Community Action (SECA) Update

Latest Tasmanian Market Trends || Star Candidates

The Real Cost of Recruiting

“Given that around 70% of most company’s assets are their staff, it’s a matter of critical financial importance to ensure you have the right people in place,” says Launceston Recruitment Consultant Cameron Clarke from Searson Buck.

From left: Cameron Clarke and Gemma Hine,

Recruitment Consultants

“The costs of in house recruiting are unknown and ongoing, but the cost of a bad hiring decision is at least double the salary for the position each year ongoing after the position is filled.  If you assume, based on industry standards, that for each year of employment an employee of average effectiveness pays for themselves every year, an ineffective employee results in a net loss equivalent to their salary, and an effective employee is a net gain equal to their salary, then you can see what the results of your hiring decision will cost in the long run.”

“The good news is there are ways to reduce the immediate and ongoing costs of in house recruitment,” says Gemma Hine, Cameron’s colleague, “here are some tips:

• Succession planning. Planning for the movement of staff and the transition of knowledge will help you to replace staff more quickly either internally or with someone new.

• Treat sourcing as marketing. Advertising on a job board can be part of this, but being creative and treating this as a marketing program rather than an administrative process will improve the quality of the candidate pool and allow you to see more top people. Imagine if you were only seeing top candidates - it wouldn't matter if you were bad at interviewing then.

• Use a more structured performance-based interviewing approach. This reduces variability in the hiring process.

• Don’t hire weak candidates. It may seem obvious, but hiring just anyone to get someone in the door quickly will lose you money in the long run.

• Improve the assessment process. Shift your hiring decision criteria away from skills and presentation towards performance and motivation. Defining the real job and using some type of structured interview process is all that's necessary to handle this part.

• Use technology. Widen your pool of candidates by using resources, such as websites for positions wanted, and develop your own database of candidates – someone you interview today may not get the job but may be ideal for another job later on.

• Dig deep. Take more than a superficial look at the prospective employee.

• Give the employee what they need immediately.

• Take care of your reputation as an employer. Remember, the best want to work for the best.”

For more information about reducing the costs of recruitment processes contact Cameron or Gemma on 6333 3888.

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Tasmanian Labour Market Update

Tasmania’s unemployment rate continues to be below the national rate.

The Treasurer, Michael Aird, said labour force data released today by the Australian Bureau of Statistics shows that Tasmania's unemployment rate in March in trend terms was 4.6 per cent, up 0.1 per cent from the previous month.

From left: Rob Howes and Anna Gledhill, Recruitment Managers

“This is well below the Australian rate, which rose by 0.2 per cent in trend terms to 5.4 per cent. It also shows that Tasmania's economy continues to be robust in the face of the global financial crisis.

“The Australian rate in seasonally adjusted terms in March rose by 0.5 per cent to 5.7 per cent.

“Apart from Queensland, Tasmania was the only state to record employment growth and our unemployment rate is now below NSW, Vic, SA and Queensland.”

Mr Aird said while the number of full time jobs declined, overall employment levels increased by 100 people to 239, 300 in trend terms.

“While the Tasmanian economy remains robust we continue to feel the impact of the global financial crisis on our jobs and especially on our state finances.

“We will continue to work with Tasmanian businesses to protect jobs wherever possible but to also ensure that we are strongly placed to take advantage of any turnaround in economic conditions whenever that may happen.

“Announcements such as the new National Broadband Network initiative this week show there are many reasons to be positive about Tasmania's future.

“Working with Tasmanian public sector unions to achieve wage restraint is an essential part of the Government’s response to dealing with the impact of the global financial crisis on the State Budget and to protect public sector jobs.

“Wage restraint together with a range of other important initiatives will ensure that not only are the hard won gains of recent years aren’t lost but the public sector is also strongly positioned to continue to move forward.

“We are committed to discussing a range of options with unions to arrive at the best possible outcome for State Sector employees."

Note: The ABS recommends using the trend data series for business or policy analysis, especially for a small economy such as Tasmania.

Source: Tasmanian Government Media Releases Thursday, 9 April 2009

http://www.media.tas.gov.au/release.php?id=26417

For more information on the Tasmanian Labour Market contact Rob Howes or Anna Gledhill on 6223 3055.
 

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Industrial Relations Update

New National Employment Standards: Employers worry over Flexible work provisions

Of the 10 National Employment Standards (NES) the Federal Government aims to have commence 1st of January 2010, there have been indications that employers are most concerned by those covering the changes to workplace flexibility and family responsibilities.

 

James Graham, IR specialist

The key concerns about implementing flexible work practices are around productivity, implementation, and the effect on

workplace culture. Specifically, employers are concerned about the productivity of those working from home or working flexible hours, and potential resentment among other staff unable to access flexible work.

Despite having some type of flexible work strategy in place, many employers are still concerned about the potential impact of the flexible work requirement. The proposed minimum condition requires employers to consider the requests of employees with children under school-age for flexible work, such as part-time work, alternative start and finish times, working from home or job sharing.

The NES will force employers to reconcile their concerns and adopt flexible work practices that accommodate both the operational requirements of the employer and the personal needs of the employee. Employers will be required to put new processes in place to ensure compliance with the flexible work arrangement provisions.

Correctly implementing flexible work practices involves challenging assumptions about how things must be done and coming up with new and innovative ways of utilising staff. Rigidity, inflexibility and not knowing what to do or how to do it have been major psychological barriers for many employers.

To comply with the NES, it is recommended that employers implement documented management guidelines and procedures to standardise the process involved when employers may make requests for flexible work arrangements. This will remove the ambiguity surrounding whether the employee is entitled to flexible working arrangements or not.
 

Explore redeployment first - redundancies may be illegal

From July 1 when the Fair Work Act takes effect, employers risk penalties of up to $3,300 if they are unable to prove they have proactively pursued at all other alternatives, including redeployment of workers into different roles or related companies, before making an employee redundant.

Under the new laws employers must also consult with, and make information available to, trade unions if they are planning to let more than 15 workers go.  HR and management should keep a paper trail of all communications, including emails and other correspondence, to help them prove they have explored all avenues to retain their staff, and that they have communicated with and followed the obligations discussed with trade unions.

To protect the company from litigation or compensation claims when transitioning an employee out, the emotional and personal well being of the staff member and those left behind must be considered.

Deacons Partner Stuart Kollmorgan stated that the new legislation will "add a layer of complexity to any redundancy process."  He recommends providing employees who are being transitioned out of the company with counselling and/or other outplacement services.  "The most successful, risk-free redundancy strategies identify all relevant stakeholders and include a thorough, documented, step by step process." he says.

Articles by James Graham, Searson Buck Industrial Relations Specialist

If you would like to ensure your business is meeting legislative requirements contact James Graham on 6223 3055.

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Staff News

Fiona Palfreyman, Permanent Recruitment Consultant, is off to travel the world and gain some wonderful life experience living and working in Scotland, then south and central America.  Fiona has been a role model within Searson Buck's Permanent Recruitment team since the day she started and her standards will remain part of what we try and live up to for a very long time. She continuously puts herself out of her comfort zone, offers unrivalled and market leading customer service to her clients and candidates. She will leave a big hole in our little team and personally it has been a pleasure to work with her - we will truly miss her dearly.

Caroline McCormack is our new part time Management Accountant.  Caroline has just returned to work after having 12 months off to have her daughter, Georgina. Previous to this she worked for over 2 years at Fonterra (a NZ dairy company) in Melbourne as their Senior Management Accountant within their Ingredients and Milk division. Prior to Caroline's role with Fonterra she worked as a Financial Controller for a health food company called Go Natural, also in Melbourne.

Caroline is originally from the UK, born in Manchester (and yes, she supports Manchester United) and moved to Australia 5 years ago when she met her husband Mark (a Tasmanian born and bred). Her previous employment history includes several years with Arthur Andersen where Caroline got her Accounting qualification and several roles in industry.

Sam Baker is completing a marketing internship until the end of May with Searson Buck as part of his business degree from the University of Tasmania.  He is currently in his final year of the degree majoring in Marketing and International Business.

Sam's long-term goals are to have a career in an International based government department, such as the Department of Foreign Affairs and Trade or AusAID.

After completing his degree this year Sam plans to spend about 3 months travelling, including a month in Mexico finishing learning Spanish, and some time in Europe.  Sam has been to Europe and Asia already, and has played ice hockey with his Tasmanian team in Vancouver.  When he returns Sam will either go back to uni to do an Arts Degree majoring in International Relations and Political Science or look to enter the job market in either a government department or a marketing position.

Bree Mitchell won Searson Buck's annual scholarship and is currently completing her Bachelor of Economics doing a double major in economic analysis and HRM.  She has a few ideas about what she wants to do when once her degree is complete and hopes that her time with Searson Buck will help her decide.

Outside uni, Bree works in hospitality and loves spending time at the beach, surfing, bush walking and diving.

Rachael Aspery, Marketing Coordinator, was engaged over the Easter long weekend with the wedding anticipated early next year. 

For more information about staff contact Searson Buck on 6223 3055.

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Events

Employment information sessions

CEO Stephen Porter, Recruitment Manager Rob Howes, and Recruitment Senior Consultant Rhiannon Carr gave their time to help CPA graduates and new members understand the current accounting sector job market, as well as guiding them through the job application process with hints and tips on resume writing and interviewing.

Stephen is also speaking jointly with Andrew Jenkins from the Career Coach at the Australian Marketing Institute professional development session for students and young/emerging marketers about 'how to get a job in marketing'.

Boags 48 Hour Relay Challenge
 

Workforce Operations Manager Aaron Schultz was involved with the charity run again this year with Searson Buck sponsoring the event and all proceeds going to the Red Cross 2009 Victorian Bush Fire Appeal.

Lifeline 13 Hour Bike Challenge

on Friday 13th March a rag tag group of riders from Searson Buck rode for 13 hours in the Life Line Bike Challenge to raise funds to assist in the support and training of Lifeline volunteers.  CEO Stephen Porter, Director and General Manager Finance Maurice Hine, General Manager South Tony Baker, Recruitment Manager Rob Howes, Donington Outplacement Manager Anna Gledhill, HR Consultant Ryan McConnon, and Recruitment Consultant Stuart Clark all participated in the ride.

Girls in Real Life (GIRL) Mentoring Program Claremont College 2009

Searson Buck's Marketing Coordinator, Rachael Aspery, is volunteering for the program this year, which aims to raise female students’ aspirations and awareness of life and/or career choices. Students volunteer for the program, and each is provided with their own individual mentor. As well as assisting students to make decisions about their future, the program offers many additional benefits, including personal development opportunities, problem-solving techniques, life management skills and above all, an increase in confidence, self-esteem, and motivation.
 

For more information about events Searson Buck is involved with contact 6223 3055.

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Social Environmental and Community Action Update

The Searson Buck Global Village has been a hugely successful innovation introducing transparency, targets and variety.

In January, 8 ducks were sent to Timor Leste. In February, a family in Vietnam received a first aid kit, and coconut, mango and banana plants were purchased for farmers in Sri Lanka.

In the north of the state, staff snapped on some heavy duty gloves and picked up an assortment of obscure items for Clean-Up Australia Day. Casual clothes donations have been made to Victoria Bushfire Appeal and the Cancer Council, whilst Gemma Hine is selling raffle tickets for St Giles.

Health and Wellbeing is a major focus with a project team dedicated to promoting the basics for a happy

From left: Cassie Blair looks on in amusement as Cameron Clarke

struggles to don the Clean Up Australia Day bib

lifestyle. Searson Buck staff recently completed a survey to see if they are getting enough fruit, vegetables, water and exercise. So far the results are mixed and we look forward to seeing if we have improved when the next survey is completed.  Yoga classes are now held on site and available for staff who are interested.
 

Perhaps SECA’s proudest moment to date was the 13 Sausage Challenge which was held to raise money to enter a team in Life Line’s 13 Hour Bike Challenge.

Maurice Hine, Finance Director, and Clare Gray, Executive Assistant, went head to head to see who could eat 13 sausages first. The endurance needed to consume 13 sausages came close to imitating the physical endurance of the bike ride and more than a spoon full of tomato sauce was needed to help the sausages go down.

From left: preparing to eat!  Rebecca Badcock places a bib

on Clare with Maurice looking on

Maurice won by half a sausage eating 13 to Clare's 12 ½.

Socially, the staff have been attending theatre openings, enjoying monthly drinks and, of course, partaking in many Easter chocolates.

Looking forward to the next quarter, SECA are brewing up more innovative fundraising activities to continue supporting our affiliates.
 

For more information about SECA initiatives contact Searson Buck on 6223 3055.

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