Instead of focusing on the negative aspects of this generation, more focus needs to and should be placed on the positive aspects this generation brings to your organisation. Here are some positive aspects to having Generation Y in your workplace:

• The most educated generation compared to previous generations, enjoy constantly developing themselves and their careers
• They tend to be more optimistic about life
• Generally more socially aware than previous generations, and they want their work to make a difference in the world
• They are tolerant and accepting of cultural differences, often with travel experiences or internships abroad, and tend to get along with a wide variety of peoples
• They are technically savvy, always in tune with the latest social media tools or new gadgets and will use this skill to find smarter ways of working,
• This generation has the ability to find information fast and use this to generate new ideas or come up with better processes

Once you understand what this generation wants, hopes and dreams for, they are quite easy to understand and work with. Generation Y want their job to have a purpose, be fun and they want to feel that what they do counts. They want to have a mentoring relationship with a senior management employee, to be given opportunities to lead and thrive and the chance to learn new skills or develop their careers. This generation tends to have a low boredom threshold because they give up multi-tasking from a young age so they need to always undertake new challenges, or new experiences or at least know that there is an opportunity to do so.

Here are some strategies on how to manage and motivate the Generation Y workforce:

• Let them know that what they do matters and explain to them why it matters.
• Tell them the truth, if something isn’t going right, tell them and don’t pretend it is because they will later find out on their own and question why you hide it.
• Explain the why of what you re asking them to do and tell them what’s in it for them. Don’t just “order” them to do it because then they won’t want to do it.
• Learn their language – communicate in terms they understand or use social media tools, or the Intranet to communicate.
• Be on the lookout for “rewarding opportunities,” not just compensation.
• Praise them in public surrounded by other employees.
• Make the workplace a fun place to be at.
• Practice the model behaviour or “talk the talk”– don’t expect one thing out of them that you don’t and won’t deliver yourself.

Offboarding should involve more than a casual lunch on an employee’s last day. If you want to identify opportunities for improvement in your organization’s process, structure and values–and to wrap up any loose ends–your exit process should be include three main components:

Administrative. Questions addressing administrative, legal and compliance items should be straightforward. Though goals for this portion of the interview will vary by employer, you should generally focus on: recovering company property; discussing severance pay and benefits options; and reviewing non-disclosure and non-compete agreements.

Strategic. Getting to the heart of an employee’s reasons often requires some digging. Spark constructive conversations by beginning with high-level question on these topics, and then peel back that onion with care:

• Are employees connected to the company culture? Is decision making aligned with company values?
• Are there things the company should change regarding compensation, succession planning, or work/life balance? Would those changes have persuaded the employee to stay?

Tactical. When handled effectively, offboarding presents a great opportunity to gauge the efficacy of your everyday processes. In the case of employees being asked to leave, Schmidt says, “You want to get a sense of why things didn’t work out from the employee’s perspective. Maybe they weren’t in the right role. We as employers shouldn’t assume that fault is solely on the employee.” And If you handle these situations with care, departing employees can provide some perspective on how the employer can recruit candidates that would be a better mutual fit.

Ending Employment Shouldn’t End Relationship

Regardless of where an employee is going or why, Schmidt advises doing what you can to end things on a good note. “You want to maintain those ties, and oftentimes there are bounce-back employees.” Although you’ll definitely come across a bad apple from time to time, respect and professionalism will go a long way toward closing this chapter of an employee’s career on a positive note.

About the Author: Kyle Lagunas is the HR Analyst at Software Advice. He blogs about technology, trends, and best practices in human resources and recruiting.

National banking services provider

This sales focussed role will see you developing customer relationships and engaging customers, identifying their banking requirements and cross selling financial products.

Position summary:

• Meeting set sales KPIs
• Developing an in depth product knowledge in order to assist customers
• Generating sales leads to be followed up at a later date
• Processing a variety of banking transactions
• Managing & approving new member details
• Check loan application documentation
• Participating in business development activities & product promotions

Key competencies:

• Demonstrated strong sales background & the ability to upsell is a must
• Competence at Tier 2 level is an advantage, although this training can be provided to the right person
• Ability to deliver a high standard of customer service
• Bank or credit union background, or the ability to rapidly acquire this knowledge
• Excellent personal presentation
• Good time management skills
• Ability to work autonomously
• Friendly, genuine sales approach

If you would like to be considered for this role, submit your application online today.

All applications remain confidential.

Apply online:  http://www.signaturestaff.com.au/job-seekers/find-a-job

Here is how to build a complete profile on LinkedIn and use your profile to find a new position:

• A complete profile with a photo

Your profile should read like your resume, and should contain all of the same information you have listed on your resume. List your current and past positions, any achievements (such as Employee of the Year), education, and professional associations you belong to. You should create a professional summary to display in the Summary section which sums up who you are, what you do, and what value you bring to an employer.

• Network building

Once you have a complete profile, you need to next add to your network. More connections means more opportunities whether it is networking, jobs or publishing. Start by looking up current or former co-workers and any professional members you know of through your professional associations. The one rule to follow is only add those people that you actually know.

• Recommendations

Once you have added your connections, now you need to focus on getting recommendations for your current or past work. Recommendations bring life to your profile and make you more “real” to someone who is viewing your profile, whether a possible employer or a former co-worker.

• Groups

You need to join groups on LinkedIn which are related to your profession, industry, expertise, etc. Groups help you networking with others on LinkedIn, share or gain ideas, or learn about job opportunities.

• Follow companies

Follow companies that you are interested in on LinkedIn as they typically post company news or new job openings on their company profile page. In addition, you can see who is on LinkedIn that works for that particular company (and how you are connected), and the company’s hiring/employment statistics.

• Continue logging in

After creating a complete profile, building your network, getting recommendations, joining groups and following companies, you still need to do some work. You should be logging into your LinkedIn profile at least once a week or checking the emails sent to you by LinkedIn and the groups you belong to on LinkedIn.

It is important that all new employees receive induction training at the beginning of their employment and that they are provided with all the equipment and information necessary to carry out their jobs effectively. Induction programs can vary from training or mentoring, can be conducted by HR and/or the department manager, and may last weeks or even months. Regardless of the length, these programs allow the employee to gain valuable information regarding the organization and how they will be expected to integrate in it.

Benefits of induction programs are include increased retention of newly hired employees, improved employee moral and increased productivity, not to mention an increased sense of acceptance into the organisation by the new employee. A well designed employee induction program not only saves your money and time in the long run but it avoids having that money being spent on covering absences such as hiring replacements if the induction program wasn’t well done.

A number of organizations do not provide induction training which means new employees are then left to pick up the information necessary to carry out their jobs effectively on their own or through asking, following or copying existing employees. This waste’s the organisation’s time and money and also doesn’t guarantee that the new employee will learn the “right” way of doing things.

The induction program should include:

a) An employee handbook that covers all of the organisation’s OHS policies and procedures

b) Organisational chart, and face-to-face introduction to key staff

c) Tour of the building, pointing out key items such as exits, bathrooms, meeting rooms, boardrooms, and useful offices such as IT, and personnel

d) Health and safety training if necessary

e) Guidance on how to complete day-to-day tasks and projects should take place over a number of days and can include on-the-job training from another co-worker who has been previously trained.  Each task should be explained, and then the trainee should be left for a short to practise, later the trainer should come back to check on the progress, see if the information has been learnt and if they can proceed to the next task.

Personal appearance is extremely important because as most people know, people will judge you on the way you look. For your interview, you must be dressed professional and look put together. You don’t want to distract your interviewer with your personal appearance so don’t over do it with makeup, perfume/cologne, accessories, clothing, etc. By having these types of distractions your interviewer will be focusing on those items instead of your answers and your personality.

Once you have a professional appearance put together, now you can focus on your body language and what does your body language say about you. In your interview, the first four to five minutes of your body language is extremely important as within that time a strong, positive impression can be formed or also a strong, negative impression can be created. By having a firm positive handshake you inspire a sense of strong confidence and create the tone of the interview as you being a strong, positive and confident applicant. On the other hand, a weak and limp handshake will undermine or affect an otherwise positive interview.

During your interview, your hands should either be placed loosely on your lap or put them on the armrest of your chair. When you use hand gestures during your conversations, the interviewer views you as confident and comfortable with the progress of the interview. It is important not to over exaggerate your hand gestures as that instead shows over excitement and projects apprehension or aggression.

Our body language is important because we not only speak with our words, we also speak with our facial expressions, tone of our speech, and eye contact. A steady, controlled, and clear voice that can be easily heard makes you come across as confident and positive to the interviewer compared to someone who speaks in a low voice, showing nervousness, or unsure about their speaking ability.

How to use your body language correctly:

• When seated, don’t fidget. If you feel uncomfortable, adjust your position slightly and sit up straight to maintain alertness.
• When faced with a difficult question, first breathe, stay calm, and avoid rushing to answer the question. Be mindful of your negative body language habits before answering. This is where it helps to practice answering interview questions before attending the real interview.
• Observe and mirror the interviewer’s gestures (but not over the top), by mirroring their gestures it signals togetherness and you will likely receive a more open response from the interviewer.
• Relax and breathe throughout the interview. You shouldn’t try to rush the interview, allow the interviewer set the speed and instil yourself in a calm and comfortable mind.
• Maintain eye contact with your interviewer, but avert your gaze from time to time to avoid staring.
• Remember to smile! Smiling creates positive emotional responses and re-affirms your enthusiasm and positive attitude.

If you wish to receive advice and speak to our consultant please email us on HRSupport@signaturestaff.com.au 

Take advantage of out complimenary  HR&OHS Products - just one click away!

In this month’s edition for you:

• 5 Steps to Comply with WHS Laws 
• Legal Wisdom with Travis Sturgeon 
• How to Structure a Killer Interview
• Job Description the Working Document
• IR Wisdom with John Hartigan
• Whats on Offer

You may view all the articles once you have open the Newsletter.

Here are some tips on creating a strong interview process:

• Ensure that you make time to go through the candidate’s CV – do not leave it until the last moment

• Offer the candidate a glass of water before the interview starts. Everyone is nervous at these times, which can result in a poor interview and you letting the best candidate slip through your fingers

• Explain to the candidate the structure of the interview, which will help put them at their ease and result in a better interview

• Tell them a little about your company. Ask a little about them, including the information on their CV. Be wary of any inconsistencies between the candidate’s CV and what they’re telling you.

Some strong interview questions that you should ask each applicant are listed below. By asking each applicant some of the same interview questions, you will gain comparative insights into the different applicants and their answers.

Why are you the right person for the job?

This is a fantastic question because it allows candidates to answer however they see fit, providing insight into their personality and working style. Some may provide a list of qualities and tell you how they fit the position, whilst others may concentrate on passion for the industry. Consider how their answer fits in with your current team and your business goals as a whole.

What do you know about our company?

Candidates that display knowledge about your company show they have made an effort to prepare for their interview. Good preparation skills are essential for any job and reveal self-discipline and a realistic approach. If a candidate hasn’t bothered to find out about your organisation, your strategic goals or your products and services, do you really want them working for your team?

What are your biggest weaknesses?

Be prepared for a wide range of answers. The content is less important than the candidate’s willingness to accept their imperfections and commit to either improving or working around them. If the candidate doesn’t address how they deal with their weaknesses, don’t be afraid to follow up.

Where do you see yourself in five years’ time?

Candidates with strong professional aspirations often display drive and enthusiasm that can really benefit your business. Look for candidates that have a good working knowledge of the industry and can identify relevant opportunities that may relate to their own careers.

What do you like to do in your free time?

When hiring employees it’s important to consider their place in your team. Finding out what candidates do in their free time can help you decide whether they will integrate successfully with your current team.

Do you have any questions about the position or our company?

This is a great leading question that allows candidates to find out relevant information; they may ask where you see the company in five years, how you feel the industry is changing or why you’re recruiting for the role. You’re looking for engagement and interest.

Recruitment and Selection HR Tools

This role involves managing menus and food preparation for both the guest restaurant and the staff canteen.

The Restaurant:
The kitchen specialises in preparing innovative seafood cuisine featuring local produce, offering other alternatives also.

Position Summary:

• Overseeing the operation of the restaurant & staff canteen
• Managing budgets & monitoring expenditure
• Negotiating terms with suppliers
• Menu planning
• Communicating with Chefs & kitchen staff regarding menu items
• Monitor kitchen hygiene & ensure that legislation is adhered to
• Maintain high standards in food preparation

Key Competencies:

• Tertiary qualifications (Certificate III in Commercial Cookery)
• Strong A La Carte skills
• Experience as an Executive Chef in a 5 star environment
• Solid kitchen management &leadership skills
• The ability to motivate a close knit kitchen team in a remote location
• Excellent communication skills

Please note: This position will involve relocation to the island on a permanent basis, with single accommodation only available.  Applicants are advised to consider whether remote living suits their current aspirations.

In the first instance, please submit your application online for this position by selecting the Apply option below.  We will be contacting applicants individually to discuss further details about the position.

APPLY ONLINE

Recruitment Cairns

• Established, local business
• January 2012 start date
• Busy enviroment
• Small office team

Our client has an opportunity for a Receptionist to be the first point of contact for visitors to their successful automotive panel beating business. If you are looking for a role in a busy office with the opportunity to learn new skills, this could be your new job for the new year!

Position Summary:

• Answering all incoming calls promptly
• Direct calls & take accurate messages
• Process service and repair queries
• Book in vehicles for repair
• Data entry
• Liaising with customers, insurance companies, mechanical employees
• Preparing invoices & explaining charges to customers
• Delivering friendly & efficient customer service

Key Competencies:

• Fantastic telephone & customer service skills
• Accurate & strong data entry skills
• Experience in an automotive or insurance related role will be highly regarded
• Recent experience in a Reception position
• Demonstrated ability to build and maintain client relationships
• Excellent personal presentation
• Background automotive knowledge would be an advantage
• Permanent Residency or Australian Citizenship essential

If you are looking for an ongoing role in the Cairns area and meet the above criteria, submit your application online today.