Edition 15 - June 2009A Word From The Editor: Welcome to the latest edition of Access HR News. In this newsletter, we are focusing on work / life balance and the effects the economic crisis may have on this. It is crucial to understand the importance of work / life balance for ourselves as individuals, and how we can make a better balance even during the tough times. In other issues we have covered some useful tips for both employers and employees to help make your next interview a successful one. We have covered most of the important aspects of interviews varying from what to wear to the frequently asked questions to help you prepare. We hope that you enjoy reading this edition of Access HR News. If you require further information on any of the topics that we have covered in this edition, or for assistance with recruitment or employment please do not hesitate to contact the Access HR team, we are always happy to hear from you.
From the Access HR team, stay motivated, enjoy your work and leisure, create a balance for yourself and stay positive! The Access HR Team! | |
Work/Life Balance During the Recession
Due to the economic crisis, companies are under pressure and are looking at how to reduce their costs as the severity of the global financial crisis increases. Unfortunately for some, the biggest costs within a business are usually within their payroll. The dilemma in this lies with cutting employees, including good and talented staff were hard to come by in the first place. Some organizations in this situation have had to reduce their staff and hand over the workload to other employees. This strategy can be seen as a positive and a negative.
Luckily, a large percentage of companies are generating strategies to cut costs without having to make any of their employees redundant. A lot of businesses are opting to cut their working days to four days a week, in order to keep all their employees. This strategy influences the concept of work / life balance. This concept means different things for different people. ‘Work Life Balance’ is described as the balance between an individual’s work and
However, in some organization redundancies cannot be avoided. This may lead to employees taking on extra workload and working longer hours to appear to be ‘on the mark’ and committed to their work in view of avoiding the possibility of retrenchment. Work / Life balance strategies enable employers and employees to be more productive in their job and healthy in their work and personal lives. There are many signs of imbalance in employees and these may include:
The opportunity of employees having flexible working hours can be a welcomed strategy to the business, even in the midst of the economic crisis. Some benefits of a better work / life balance are listed below:
If you would like further information on how to improve the work / life balance of yourself or your employees, please do not hesitate to contact Access HR on 03 9544 1899. |
|
The Value of HR
Human resources is at the centre of a whirlwind of economic change. Its role within organizations is evolving to that of change agents and advisory staff to CEOs. As more inclement conditions blow in, this role is increasingly being recognized as a critical part of any company’s survival guide. It is a known fact that one of the toughest things of being a CEO is that nobody talks to you, and that’s where HR comes into effect in a company. HR is a key player in helping to drive a business forward, implementing new people initiatives to directly align them with the overall objectives of the business. A CEO needs to make things happen, to accept the importance of HR and the people strategies required. A CEO needs to get genuine feedback about what is happening on the ground level, how the business is performing, and what are the problems. An initiative that has been successful in many organizations is to have on a rotating six monthly basis a team of employees from all levels of the organization meet with the CEO every four weeks to discuss the business as a whole and relay any problems or ideas. The CEO can then get the perspective on how the business is doing and how everyone is working together to get things done. So who implements this? Getting feedback is one thing but actioning is another. It is important that HR drives the implementation of people initiatives and holds the HR team accountable for that implementation. HR must deliver and be accountable for their initiatives and the implementation. This in turn builds trust which is critical for survival and what follows from that is loyalty and retention of staff. From a business outlook, 2009 looks uncertain for many companies, but with a broad diversified business model and strong people within the company, keeping people focused on serving the customer is paramount no matter what type of business. It is important to deliver the value that the company creates. While some cost reduction initiatives are essential for survival, too often short-term decisions are made without identifying second order costs, such as rehiring, retraining and damage to your employer brand. A critical and constructive contribution that HR can make is to help managers build resilience, both on an organizational and personal level - to be able to withstand knocks without becoming distracted from goals, strategy and priorities. As a CEO it is The economy is currently in a flux of change, effecting everyone and it is important that companies recognize the importance of forward planning and retaining employees - HR is the nuts and bolts of the business. At Access HR we are in contact with companies who prefer not to have a HR department within their organization. As a consequence of this they are outsourcing their HR to organizations like ourselves not only for recruitment but also for HR strategies such as performance management, succession planning, retention of employee initiatives, OH&S, Quality– procedures and systems, payroll outsourcing, redundancies. Likewise we have HR department using our expertise for their outsourcing of specific projects and we tailor a solution to suit your business needs. This is a cost effective solution to maintain your HR without the expense of staff overheads. If you feel it is time to concentrate on your HR give Anna Lane a call on 9544 1899 and she will assist you to make a difference in your business. |
|
Interview Tips for Job Seekers
Job interviews may be nerve racking but they are the most important part of the job searching process. We have included some tips for you to help make your next interview a successful one. Be Prepared: First impressions count so looking right for the job is very important. Your attire should be neat and tidy and appropriate for the position you are going for. Turn your mobile off or to silent before entering the building. Be Yourself: This is very important, so while being professional, don’t forget to show your personality. Listen Attentively: The worst thing you can do is ask a question that has already covered in the interview. Practice Makes Perfect: Make sure your answers are clear and succinct, are appropriate and address the job criteria. Try practicing some answers to the most common interview questions that we have listed. Research: Do your research on the company before going for your interview. They will appreciate how much you know about their organisation and how well prepared you are. Think Before You Speak: When asked a question, take a short moment to gather your thoughts and put together an answer that is appropriate. Communication Skills: Greet your interviewer, shake their hand, make eye contact and engage them in what you have to say. About Your Past: Never bad mouth your past employer and your ex coworkers. This puts off the interviewer by thinking what you might say about them if you ever leave. It also make you appear to have a negative attitude towards your work and fellow employees. Follow Up: Send a quick email to thank them for taking the time to see you and to consider you for the position. Be On Time: Be on time for your interview or even 5 - 10 minutes early. If unsure of where the company is, take a drive to the company a couple of days before your interview so you know exactly where it is and how long it will take to get there. If you think you will be running late, call and let them know. |
|
Question Time - Top 10 Interview Questions
The following are some questions that are usually used in interviews to obtain all the information the employer needs to know about the potential employee. Job seekers can use these questions when practicing their interviewing skills.
|
|
Interview Tips for Employers
The interview is the most important part of the recruitment process. So after shuffling through a pile of resumes, you’ve short-listed the ones that have stood out and the next step is to meet them and see if they are the right person to join your company. Once you have your shortlist, you need to think about what it is that you need from the right candidate. Whether it be amount of years experience, qualifications, what kind of personality etc. This combined with the resume and the references, you will form your final decision. Before the interview, you must prepare. Make sure the your interviewee knows where your company is. Help them in finding it easier by giving them directions or naming a few landmarks in the area. With this help, your interviewee will arrive on time and Have a set position description ready so the interviewee can know what the job entails. The interview is for you to find the right candidate and for the candidate to find out about your company. It is up to you as the employer to explain what the position is, why they should work for your company and to make it interesting and appealing to candidates. To also be prepared and to get the most out of conducting an interview, you can have a set list of questions that you will ask the candidates. Noting each candidates answer can help you compare the candidates and come to the conclusion of who to hire. You can have one list of questions that shows the experiences with questions such as - “Why did you leave your last position?” and “What are your responsibilities in your current position?”. And have another list of questions to find out about their personality with questions such as - “What can you bring to this company?” and “What made you apply for this position?”. These questions are important in helping you look for the experience and personality traits that you are after in an employee. When the interviewee is answering your questions, it is important that you listen intentively. If you don’t understand their answer, ask them to repeat it or explain their answer. You can also look at their body language to see if they are confident or shy and It is important to make your candidates feel comfortable during the interview to get past their nerves and jitters. Candidates who are at ease are more likely to answer your questions with confidence and you will be able to see their true self. If the candidate seems to be stumbling on a question, make sure you move on to the next question as to not embarrass them and make them nervous. At the end of an interview make sure to be happy and polite. Thank them for coming and let them know when they should expect to hear from you. It is important to not leave them hanging. After the interviews, note down any thoughts you have of the candidate and how the interview went. This is important to have when it comes deciding on which candidate to take on. Don’t make any decisions on who to hire until you have interviewed all the candidates. If you hire the first person you interview, you might miss out on a more experienced candidate. It’s decision time. Gather your notes from each of your interviews and group them with their resumes. From their resumes, qualifications, experience and the notes taken down during the interview, you should be able to come to a final decision on who to hire with confidence that you are making the right decision. Ref: www.hospitalityguild.com/GuidePro/Management |
