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Raising Retention Methods
Want to pay your star employee more or reward excellent work, but don’t have money in the budget? Whilst you need to pay appropriate market salaries to attract and retain top talent, money is not the only motivating factor when it comes to retaining staff.
So at this time of year when businesses are thinking about performance/salary reviews, what retention methods can you employ other than offering a raise?
Here are just a few of the options available:
- Rostered day off (RDO)
Offering a regular RDO to compensate for extra time worked after hours or on weekends is a great incentive to show your appreciation for an employee’s efforts.
- Set up a mentoring program
A mentor can help challenge, motivate and further a person’s career and can push them up the corporate ladder in terms of personal and professional growth.
- Offer additional leave
Some employers offer five weeks of annual leave instead of four as an additional incentive. This will not change an employee’s yearly salary.
- Provide tuition reimbursement
If your staff are thinking of professional development studies, offer to pay or part pay for their tuition.
- Memberships to organisations
Offer to pay for membership to relevant industry organisations. Industry memberships not only provide valuable resources, networking opportunities and industry support, they also give their members a great deal of credibility.
- Flexible working arrangements
Providing flexible work arrangements can be a powerful tool in retaining employees. Flexibility may be the reason an employee chooses to stay with you in spite of the lure of higher wages elsewhere.
- Recognise and reward your team
Sending your employees on a conference or seminar is a great way to reward and acknowledge their contribution.
- Increased responsibility
Increased responsibility can be very welcome for the right employee and is an acknowledgement of your trust in their work. However, be aware that some employees could perceive this as simply more work with no reward. If you are increasing responsibilities, seriously consider reflecting it in their job title. A better job title can mean more to some employees than money and is an official recognition of their abilities.
- It’s the small things
Don’t forget that small things can go a long way toward employee satisfaction. Getting staff involved in charity events, celebrating birthdays and milestones all contribute to employee satisfaction and help to build morale.
The added benefit is that many of these options could be a tax deductible expense for your business.
If you have been reading our newsletter, blog or industry publications, you will know how important it is to be proactive when it comes to employee retention.
Employees that can visualise their career progression and know they are working towards their professional goals will feel more empowered and are more motivated than those who can’t. These goals commonly include increased pay, more responsibility, a better job title and flexible work arrangements. Find out what goals are important to your employees (apart from pay) and implement a program to help them get there.
How to dress for job interviews
Whilst most of our candidates dress appropriately for job interviews, there are still some that occasionally miss the mark. When attending a job interview, you not only represent yourself, you also demonstrate how you would represent the potential employer - so it’s important to make a positive impression.
All work places have different dress codes and dress cultures and until you are familiar, it’s best to dress up rather than dress down.
Here are our top tips to make an excellent first impression at your next job interview:
Don’t dress down for your recruiter
Looking too casual for an interview with your recruiter is a mistake. If you reserve your presentation efforts only for interviews with potential employers, you are missing opportunities. Your recruiter will decide whether to recommend you for a role or not, so it is just as important to impress your recruiter and make a positive impression. Some of the biggest no-no’s we have experienced are candidates who wear thongs, jeans, sneakers and shorts to interviews.
What to wear?
A pant or skirt suit with a well-cut blazer, teamed with a crisp, white shirt is an excellent choice for a job interview. It’s not essential for men to wear a tie, but if choosing not to, ensure you wear a smart suit and shirt.
It’s ok to inject a little personal style into your outfit, but don’t overdo it with too much jewellery or makeup. Make sure you are remembered for your great skills and personality, not jangling jewellery and too much eyeliner! You can add a nice scarf or statement necklace to style up a simple suit and shirt combo.
It doesn’t leave a good impression to have the personal grooming of a yeti. Make sure your hair and nails are clean and tidy and your clothes are ironed. If you wear nail polish, make sure it is not chipped and avoid garish colours.
Shoes in good condition
The shoes you choose to wear to a job interview should be in good condition and polished. Avoid wearing sky high heels or boots. A nice court shoe, brogue or low – medium heel is an appropriate choice.
Don’t bring a scruffy, unkempt bag to your interview. If you don’t have a handbag or satchel in good condition, borrow one!
Even if the workplace you are interviewing for is quite casual, we always advise candidates to dress up and present themselves at their best. It shows that you are keen on the role and makes a positive first impression. 'Our rule of thumb is that you can never overdress for an interview‘, says Jane Carey, Director at Edge Recruitment.
Want to get the latest jobs, news and buzz about employment matters for the property industry? Join the conversation with Edge Recruitment on Twitter, Facebook , LinkedIn or visit our website.
What Ignites Motivation In Your Team?
Employers that solve this riddle, hold the key to unlocking hidden potential, increased loyalty, improved productivity and lower turnover rates within their team. Business owners and managers agree that keeping staff motivated requires continuing attention and effort. Not only does each member of the workplace have unique motivating factors, they also have unique life circumstances, which change throughout the course of their careers.
So, to create a highly-motivated workforce, it is essential employers understand what ignites motivation in each unique personality within their team.
Here are some of the top factors that drive people to perform:
Responsibility and ownership
The freedom to make decisions without being micro-managed or having to get approval gives employees a sense of accomplishment, pride and confidence in their work.
Employees are very motivated if they can tangibly see career advancement ahead. Employers that create career development opportunities demonstrate their commitment to the careers of their team.
Feeling valued and appreciated
An employee that feels valued is more likely to show loyalty, work harder and stick with an employer during tough times.
Putting trust in employees to manage their deadlines or their workload, their own way, can be very empowering and inspire motivation, loyalty and innovation. Providing flexible work arrangements can also assist employers to attract and hold on to top talent. Flexibility may be the reason an employee chooses to stay, despite the lure of higher wages elsewhere.
Salary and benefits
Pay is of course, a highly motivating factor for employees. People need to feel their pay is fair compensation for their skills, experience, qualifications and performance as well as being appropriate for their industry sector. Many employees will put in more effort for the opportunity of greater pay and bonuses.
When asked her opinion on this topic, Jane Carey, Director of Edge Recruitment says ‘Giving staff credit for the work they do weighs far above all other factors. There are many different ways to show your appreciation, such as giving praise in front of colleagues, giving a gift of champagne or flowers or simply saying thank you. It seems so simple, but is often something employers forget to do.’
Most people are motivated by a mixture of the above factors, but understanding which ones are integral to each individual is essential to getting the best out of your team.
Women in Property Raise Funds to Fight Cancer
Our annual Women in Property Morning Tea on 23rd May was a sell-out, attracting women (and a few men) from all areas of the property and real industries. Guests enjoyed the amazing food produced by the chefs at Madame Hanoi, excellent networking and fantastic prizes.
Our guest speaker, Rachel Kidwell from TCPinpoint inspired us on topics of career focus, life challenges and leading in male-dominated industries.
We are pleased to announce that we raised $2000.42 for the Cancer Council. Thank you to all who attended and bought raffle tickets - your efforts will help to aid the fight against cancer.
We look forward to seeing you at our next Women in Property event in September - stay tuned for details!
Big vs Small Business – What One Suits You?
Job hunters that have only worked in small business environments often tell us they want to work for big corporates. The perception being that big organisations provide more career benefits than small ones. We also receive the opposite request from job hunters who have only worked for large organisations wishing to move to a more intimate sized business. When it comes to choosing who to work for – which size business suits you best?
Each organisation, big and small has unique benefits, programs and structure, and what suits you will depend on how you work best in an organisation and what you hope to achieve.
If you like more formal business structures, you may be suited to a large organisation. Larger organisations can often provide more structured training and career development programs and better opportunities to move upwards than small businesses. However, decision making can be slower in large organisations as there are more management channels to sift through, which some people can find frustrating.
Here’s a few pros of working for a big business to consider:
With bigger HR departments, large organisations often have talent management programs in place that employees can benefit from. In the best big organisations resources are allocated to proactively manage the workforce, develop staff and retain the best and brightest people. People are valued!
Corporate health and wellness programs
Bigger businesses are more likely to have sophisticated health and wellness programs that employees can utilise such as onsite gyms, subsidised gym memberships, immunisation programs and social clubs etc.
Structured mentoring programs
Larger organisations often have dedicated mentoring and leadership programs designed to nurture and develop their talent to move upwards in the business. A good mentor is not only someone to bounce ideas off, but can provide a fresh perspective and guidance on problem solving, accountability and goal setting.
Large organisations, especially internationals can often provide opportunities for employees to move sideways in the business to interstate or overseas. This can be an enriching and rewarding experience for employees, providing the opportunity to learn new skills. Plus, it always look great on your CV!
Prefer to work in a more Intimate environment where everyone knows your name? Perhaps small business would suit you best. Job hunters who are hungry for career growth and big salaries sometimes overlook small businesses due to some misconceptions about what they can offer. If you dislike bureaucracy and having multiple channels to go through to get your work approved, then a smaller organisation may suit you better.
Here are few pro’s that small businesses can offer you:
Roles are often more diverse in smaller companies because there are less resources to spread the work around. This means more opportunity to try out a variety of responsibilities, which is especially useful for graduates working out their strengths and weaknesses.
As a recruiter, we speak with a lot of companies about salaries and work arrangements. In our experience, small businesses tend to be a bit more open to flexible working arrangements such as time off in lieu, leave without pay and telecommuting.
Working for a small business is a far more personal experience than working for a large one. There are more opportunities to collaborate with colleagues from all levels of the business, not just your department and key members of staff.
More of a chance to shine
Your successes are more visible in a smaller company. If you snag a new client or come up with a great idea, it’s more likely to get noticed by senior management or the owners of the business. You get to be a big fish in a small pond!
Large and small business structures both have their benefits and drawbacks and each is suited to different types of people. We hope this helps you to decide which size business suits you best.
2017 Women in Property Morning Tea
Join Edge Recruitment and friends at Adelaide's premier networking event for women in property. Take in the stunning surrounds at Madame Hanoi, enjoy fabulous networking, savour a delicious morning tea, whilst raising funds for the Cancer Council.
Hear from guest speaker Rachel Kidwell, an inspiring property professional, entrepreneur and award-winning founder of TCPinpoint, tenancy coordination software.
Raffle prizes will be on offer, so please bring some change!
Tuesday 23rd May, 9.30 - 11am
($20 from each ticket goes to the Cancer Council)
Secure parking is available in the Convention Centre carpark, Wilson Parking on Hindley St, The Terrace carpark on North Terrace and the Myer Centre carpark.
For further information about this event contact Emma on 8232 2220 or email email@example.com.
Who Pays for the Coffee?
A tongue-in-cheek look at the protocol of coffee meetings.
More than ever before we meet for business at a coffee shop. In the past, it was considered an informal way to meet, but increasingly it has become a place where networks are built and deals are done. Most business people have experienced that uncomfortable moment when the coffees have been ordered and each person awkwardly waits for the other to reach for their wallet. So, the pressing question remains - who pays for the coffee? Here is my take on the correct protocol:
- The person who requested the meeting pays for the coffee. That is unless the person who requested the meeting is going to give business to the other party, or do them some sort of favour. For example, if you are meeting someone who wants to discuss possible job opportunities at your workplace.
- If you are in South Australia and meeting a client for who works for local or state government at a coffee shop, you can't pay for the coffee. Due to laws surrounding abuse of public office, government workers cannot provide gifts to clients and suppliers. This includes small items such as coffee, so this instance, they will need to pay. Otherwise you can both have water, but that may make the coffee shop owner grumpy.
- Do you have to order coffee? In short no - but unless it’s a really hot day it may seem unusual to invite someone for coffee and then not have one. Best to order something to be polite. What if you don't drink coffee you ask? It is perfectly acceptable to order tea as a substitute for coffee. An iced coffee or bottle juice is also fine; however, it may be stretching the relationship if you expect your meeting buddy to pay for a $10 green smoothie with a shot of wheatgrass.
- If you arrive early should you order a coffee? No - unless you really need a coffee fix and are paying for your coffee and your guests. Otherwise you risk looking tight if they arrive, you are drinking coffee and expect them to buy their own.
- Can I order food? No. Unless it has been pre-arranged that you will both be eating (in which case you have organised to meet for lunch, not coffee) don't order food. Nothing is more awkward than one person eating while the two of you are trying to have a free-flowing conversation.
- What if the person you invited decides to order food when you get there? That is fine, especially if they are going to give you some sort of business or doing you a favour. If that’s not the case, they just may be trying to get a free lunch.
- Does it matter where we go for coffee? Absolutely. If you want to be seen out and about having coffee, head for the busiest coffee shops in your local business district. If discretion is important, consider your local McDonalds where the coffee is improving and your audience will be teenagers skipping school and frazzled mums with toddlers.
I hope this has cleared up some of the potential minefields around coffee meetings. Here's to the success of your next meeting!
Words by Jane Carey
Top Tips to Soothe Your Interview Nerves
Interviews can be life changing events, which is why many job seekers experience anxiety and nervousness. Some people can use the extra adrenal rush to their advantage, whilst others let the nerves overtake and come across as skittish and distracted during the interview. To help boost your confidence and soothe your pre-interview nerves, each of our consultants have provided their top tips.
Research, Research, Research
Start by researching the company you’re hoping to be a part of. Visit their website and familiarise yourself with their clients, their company values and any recent work. Reach out to your networks and contacts for information about the business. Do you know anyone who has worked there or knows anything about the reputation of the business?
Secondly, research the person you are meeting. If possible, find out about their work history, length of time at the business etc. LinkedIn is an excellent place to start for this sort of information.
lastly, research the role you are applying for. Do you know what the role entails on a day to day basis? Have you researched what salaries are appropriate pursuant to years of experience in the role? You can find our more about salaries in the property by visiting our Salary Portal.
Running late for an interview can be very stressful and all that preparation you’ve invested can be wasted if you arrive frazzled and rushed. This doesn’t mean you should present yourself at reception half an hour early which may inconvenience your interviewer. Simply give yourself enough time to allow for possible delays that may arise and any other unforeseen circumstances. Arriving early also provides you with a mental buffer to ensure you arrive as calm and relaxed as possible.
Try positive affirmations
Many of my successful clients and candidates swear by positive affirmations. They can reduce stress, calm the mind and help you focus on the present moment. I recommend that you repeat some positive affirmations about yourself prior to your next job interview. This might feel strange if you’ve have never tried this before, but it really helps to boost your confidence.
Nothing reduces your nervousness before an interview like preparation. In our experience, winging it rarely gets you the job. So, before your next job interview, our advice is to prepare, prepare, prepare to put yourself in a positive frame of mind for this important task.
Hiring for the long term
Over the years, we have heard many employers admit that they saw ‘red flags’ during the recruitment process, but these were ignored due to a need to hire swiftly. Others have said they couldn’t wait for the perfect employee to come along, so hired the ‘best of the bunch’ that applied.
As most employers are aware, poor hiring choices can cost big dollars and be disruptive to the productivity and synergy of an existing team. We find that most employers are adept at checking obvious job requirements when hiring, such as the appropriate skills, qualifications and experience, but in order to hire top talent for the long term, employers must dig a little deeper. Once the hiring stage is over, employers also need to pay attention to retention strategies to hold on to staff for longer. Here are our suggestions:
Is your candidate a good long term fit?
Ask your candidate what they want to accomplish in the next few years and beyond. Are they the ambitious type or perhaps more focussed on security and working in a harmonious team environment? Whatever their motivations, it’s in your best interests to find out if their goals can be partly or wholly achieved within the role on offer.
Consider their commute time
Commute issues can have a big impact on hiring success and retention, so it’s important to check if the commute time is suitable. To avoid your new hire becoming fed up with the commute over time, we suggest they travel the route to work in peak hour, before you offer them the role. Candidate’s with a history of a similar length commute can provide some assurance to employers.
Are they a good cultural fit?
Firstly, it’s helpful for organisations to have an understanding of their workplace culture. Is your workplace highly social, more formal or perhaps informal and laid back? Whatever the culture, matching the incumbent to your company culture will give you a higher chance of a successful and longer term placement.
Offer a competitive salary
Money is not the only reason people stay in their roles, but it rates very highly. Businesses who offer market competitive salaries applicable to skill level and experience will attract higher quality candidates and see better retention rates. To learn more about salaries in the property industry, feel free to ask one of our friendly consultants for advice or visit our Salary Portal.
Retention methods beyond salary
Keep in mind that salaries are not the only motivating factor for employees. Benefits such as; flexible hours, mentoring programs, tuition reimbursement, increased responsibility and simply saying thank you are all excellent retention methods.
Is there opportunity to grow in the role?
This is an important consideration for many career-orientated professionals. Employees that can visualise their career progression and know they are working towards their professional goals are more settled, feel more empowered and have greater job satisfaction than those who cannot.
Do they show enthusiasm for the job?
It may sound obvious, but don’t discount the importance of a candidate who is genuinely excited about the role on offer. People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace environment.
Choosing the right people to join your team is a critical decision and is so important to the smooth running and bottom line of any business. When assessing a candidate’s suitability for a job, it’s important to understand there’s a mix of factors to consider in addition to their skills and recent experience. With the right strategies in place, businesses can hire the right people in the first place and hold on to their top talent for longer.
Top Five Essentials I look for When Hiring
Jobseekers often tell me they don’t know what recruiters and employers are looking for when hiring. As a recruiter, it’s my job to place candidates who match my client’s requirements, ensure they are a good cultural fit and are well positioned to excel once in the role. To do this successfully, I look for a number of essentials when assessing a candidate’s suitability, that go well beyond simply having done the job before.
Here’s are my top five essentials to look for in a candidate:
Adaptable to change
This is a timelessly important skill that is often not given the credit it deserves. Candidates that can demonstrate their ability to produce excellent work at a time of change are highly valuable and more attractive in the eyes of employers.
As the saying goes - past behaviour predicts future performance. Having a stable work history shows that you are a secure choice, is an indicator of loyalty and it may be the reason you are chosen over another candidate with similar experience and skills.
People who display enthusiasm for what they do are happier in their jobs and contribute positively to their workplace environment. Therefore, candidates that come to their job interviews equipped with enthusiasm and a positive attitude are more likely to win the job.
A motivation to grow
Exhibit drive and determination by showing your motivation to grow within an organisation. Candidates that can show a history of moving upwards in a business are more impressive than those that stay at the same level from job to job.
A great attitude
When it comes to choosing the best candidate, their attitude will outweigh their skills and experience for importance. A person’s attitude encompasses their personality, outlook on life, work ethic and how they respond to challenges. These are elements that can’t be taught on the job. You can fill in any gaps in skills and experience with training, but you can’t teach attitude.
Remember, candidates that possess a number of these attributes, in addition to the right skills and experience will be at the top of my list for any role. I hope this advice is helpful for any jobseekers looking for a new position in 2017.