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CAREER ADVICE
& EMPLOYER INSIGHTS
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NZTOPDOG The Superpower of a Dog at Work
#NZTOPDOG is BACK! Get your dog in today.โPets in the workplace make employees happier, increase productivity and team morale, improve employee retention, decrease stress and absenteeism โ just be being themselves. Howโs that for pawsome!Since the launch of NZ Top Office Dog (2014) Frog Recruitment has observed a steady increase of businesses that are open to their employees bringing their (well-behaved) dog to work. Be it on a building site in their own vizy-vest, supporting the gang at the ad agency, adding light relief at the courier company or legal firm; there is no doubt that Willow, Ruby, Allen, Whisky, Lottie or Texas have super-powers that make a positive impact! โ5 Science-Backed Reasons to Have Dogs In The Workplace.1.ย ย ย ย ย ย Stress Reduction A โstress-reduction tacticโ, a policy that allows a dog in the workplace helps the mood of everyone in the office and thereโs research to prove it. Deakin University: โcontact with a dog can provide an effective strategy in the prevention of mental ill health.โ ย ย Washington State University: โpatting a dog for just 10 minutes a day reduces stress because as you cuddle or stroke a dog, your body releases oxytocin, a stress reducing hormone.โVirginia Commonwealth University: โemployees who brought their dog to work stayed considerably less stressed than those who left their dog at home.โย 2.ย ย ย ย ย ย Increase Retention / Decrease AbsencesA welcoming, relaxed work environment creates a workspace that humans are less likely to want to leave.Allowing employees to bring their canine friend to work can make them feel valued which translates into loyalty and talent retention. The less the stress, the less the absenteeism; the more job satisfaction the better the retention. โ3.ย ย ย ย ย ย Drive Up MoraleDogs have a magic way of lightening the mood and making people smile which in turn, lifts the morale in the workplace. For many years, organisations have dreamt up โice breakerโ activities to get people interacting, but it appears that a four-legged colleague can quietly engineer this to happen every day they are on the job โ even by video link!โ4.ย ย ย ย ย ย Optimal Performance!Possibly seeming counterproductive, studies show that regular breaks such as walking the dog, are an ideal refresher or distraction to encourage positive mental breaks which support people to perform optimally. Clearing the mind by literally walking the dog for a short break is an excellent way to boost brain power.โ5.ย ย ย ย ย ย Boost ProductivityDogs remind humans to pause/step back/take five/go for a walk/have a little playtime - all of which helps clear the mind and boosts brain power โ and is a sure-fired way to boost productivity. โโ#NZTOPDOG is BACK! Get your dog in here. Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โ
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NZTOPDOG โ6 Work Lessons My Office Dog Taught Me
Our dogs make great companions, but did you know that these four-legged friends can teach us a thing or two about being a successful employee?ย Ruff! Yes, it true. Positivity, sincerity, and curiosity can go a long way in terms of your pooch getting his favourite treat so could imitating the very qualities that makes your pooch so lovable, benefit you in the office and beyond?ย We think so. Read onโฆโPositive Typically, no matter whatโs going on around them, dogs have a knack of being able to focus on the positive. They could be left at home, lose their favourite toy, or not feel well, and yet they will still be wagging their tail when you walk through the door, eager for a cuddle on the couch. Staying positive amid turmoil at work is a good professional strategy to use; we're more productive and relaxed when we're able to focus on the good in the day rather than the bad.ย (NOTE: Couch cuddles are not included as recommended office advice.)ย ย PlayWork shouldn't be serious or stressful all the time. 2020 has proven this to be true without a shred of doubt.ย To stay energised and focused on your most important tasks, try to make time for fun at your job, too. Give yourself permission to be creative, break the rules on occasion, and take breaks when you need them. You will feel rejuvenated when you return to your responsibilities, and Mable or Scooter will certainly approve.ย ย ย Letting GoOne of the best qualities a dog has, is their ability to forgive and forget. Perhaps Spot got in trouble for digging the lawn again?ย Well, an hour later he has forgotten all about it and is back to his jovial self again. We could learn a thing or two from this mentality. Rather than getting hung up on our mistakes and setbacks in the office, take the time to learn from it and strive to do better next time. Holding onto the past will only hurt you in the long run โ and after all, we are human!ย Sniffing & CuriousIt can be easy to fall into a rut work, especially if in the same position for some time. When feeling uninspired, bored, unmotivated, or lazy, seek out opportunities to challenge yourself by learning something new. How can you make your job easier, more efficient, or more entertaining? Being curious is a good habit to master and opportunities for improvement are always available if you take the time to sniff around a bit.ย ย Be YourselfAuthenticity rules the day! It is hard to trust a person who is pretending to be something they're not which is one reason dogs are so charming; they aren't afraid to be themselves. If you are feeling the pressure to put on a show for your boss or co-workers to respect you, think again. Rather than exaggerating to make aspects of yourself seem different than they are, be yourself. You may be surprised by just how much others appreciate the traits that make you special.ย LoveWhen you incorporate love into how you do your job, it shows. Not only do your peers and customers notice, but the people above you will as well. Dogs are known for the unconditional love they give to everyone around them, regardless of who they are or what they have to offer. They give freely without expecting anything in return, and people appreciate them for it. By mimicking this approach, you're sure to make everyone around you feel great, yourself included!ย Final yelp!People can learn a lot from their dogs, especially when it comes to thriving in the workplace. Whether you just landed your first job or have been running your own company for many years, becoming a happier, more productive, likable employee could be a s simple as behaving like a dog!โโ#NZTOPDOG is BACK! Proudly brought to you by Frog Recruitment and PETstock, your NZ retailer of pet supplies.โ2020 Charity: Pet Refuge. Support this pawsome cause.โโ
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Employer Insights 7 Steps to Successfully Induct Your Remote Workforce
โBeing in the midst of a global pandemic sees employers having to allow their employees, contractors, and temps to work remotely from home, as we fight to help keep our communities healthy. Fortunately, remote work can lead to astonishing productivity regardless of being permanent, contracting or temporary arrangements.ย Itโs all about providing clear guidelines and expectations.According toย a two-year study by Stanford University of 500 peopleย who worked both remotely and in an office setting โ the productivity among remote workers was equal to an extra full dayโs work each week.Now, thatโs impressive!Read on for our 7 simple steps to remote workforce inductions ย 1.ย Set up all essential systems, accounts and communication platforms.ย Make sure everything is set up for your remote people so they can get started straight away.This includes email (if you require), access to any software or programmes they require e.g your CRM or databases, and video conferencing channels such as Skype, Zoom or Microsoft Teams.2.ย Show what you stand for.ย Make sure you have information on your companyโs values, purpose and any links to useful information to enable your team member to ensure they are representing the company accurately.3.ย Introduce them to their team.ย Set up a video team meeting to introduce all staff who will be interacting with your remote worker. Get each individual to give an overview of what they do and how theyโll be working together.During this session, itโs imperative to ensure that the new starter knows who to talk to if they have any questions.4.ย Select a dedicated mentor.ย No matter how comprehensive your company onboarding process is, theyโre still likely to have questions or simply need an informal sounding board to check in with, during the early days or weeks of employment.5.ย Set out success metrics, deliverables, and key projects.ย Ensure you are crystal clear about the expectations and details of the task so your remote workers can meet these. Defined goals and clear guidance provide your new starter with focus and direction and keeps everyone on track.6.ย Plan check-in meetings every day or every second dayย to ensure the project is staying on track. This is an opportunity for any questions to be asked and makes people feel connected to the process. Keep in mind that remote working might be new to both your and your new starter so communication is essential. Donโt skimp on this process.7.ย Establish your โrules of engagementโ: Remote work becomes more efficient and satisfying when managers set expectations for the frequency and use of different communication platforms. For instance, let your new worker know if you would prefer to be contacted on email or Microsoft Teams chat.Also, make sure to advise of your accessibilityย or if they should be communicating with another member on the team instead. You donโt want their work to be delayed or for them to lose motivation if they are waiting on responses from you.Flexible working arrangements for entire organisations is a relatively new concept for most of us, but with the correct induction process in place, it can (and will!) provide highly successful results for all.For all contracting, temporary, remote or permanent staffing requirements, we are ready to assist with our 100% health checkedย Frog Force, nationwide.ย Tย 09 362 0528ย lย ย Eย janek@frogrecruitment.co.nz
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Employer Insights This Thing Called Grit
โThe newest addition on the high-in-demand attribute list.Over the years, the highly desirable attributes that organisations have been keen to see in potential candidates have included commercial nous, hit-the-ground-running and learning agility.Today, the common catch-cry is for this thing calledย grit.So what exactly is Grit?Well, to start, how come some people accomplish so much more than others? We all pose ourselves this question at some point in our lives โ and our responses will vary from wealth to education to just plain luck โ but it turns out that external factors play less of a role in success than we may have given them credit for.ย In assessing the differences between those who succeed and those who donโt, it appears that this character trait known as grit plays a big part.The Oxford Dictionary defines โgritโ as: courage and resolve; strength of character. Itโs a word most of us associate with toughness and steely determination.It was the title of a well-known move in 1969 (True Grit) and โ it turns out that grit has made its way to the top of the โhighly desirable attribute listโ for the modern workplace of today. Research even suggests that hiring employees and managers who show grit as a character trait, will greatly enhance a businessโs odds of success.GRITย Dr. Paul G. Stoltz, author of GRIT: The New Science of What it takes to Persevere, Flourish, Succeed ย believes grit can be defined according to this acronym:ย Growth,ย Resilience,ย Instinct, andย Tenacity.Hiring people who display these traits are in high demand across all industries. Apparently, 98% of employers would prefer to hire an employee with GRIT than one who is otherwise perfectly qualified but lacks these characteristics.To why is gritย so important in the workplace, letโs zoom in on some of the character traits associated with grit.Courageย โย Courage is not the absence of fear, but rather acceptance of it as part of a process. A courageous employee will manage their fear of failure and understand that valuable lessons can be taken away from defeat.Achievement-orientedย โย An achievement-oriented employee will work tirelessly to complete tasks, but will also step out of their comfort zone occasionally to succeed in their job. It contrasts with adependable employee who shows up every day and performs their job duties, but never takes risks or shows initiative.Perseveranceย โย Without long-term goals, very little would be achieved in this world, but setting goals is only part of the process.ย An employee must be able to follow through. Long-term goals provide a framework that give small everyday tasks meaning, enabling us to look at the bigger picture and work toward success on a larger scale.Resilienceย โย Failure is an unavoidable part of life. How a person copes with their failures says a lot about their character and their potential work performance. A resilient employee will take failure in stride, learn from it, and move forward.Excellenceย โย An employee with grit strives for excellence rather than perfection. Perfection is an ideal that is by nature, almost entirely unattainable. A perfectionist employee will be anxious and unforgiving of failure. In contrast, excellence is an attitude which prioritizes progress over perfection.Spotting GritThereโs no doubt that education and experience are important, but by focusing on grit during the hiring process, you will make sure that new hires will have the desired characteristics to succeed.Here are some questions that you could weave into your interviews. Answers to these questions will provide a good idea of what an individual could bring to the company in terms of their strength of character.Tell me about a dream you turned into a reality?ย This can help identify potential leaders who are willing to take calculated risks, seek out growth opportunities and follow through on achieving them.Tell me about a time you failed and how you bounced back?ย A potentially successful employee will discuss lessons learned rather than deflecting and assigning blame.Tell me about an idea you had to improve your workplace, and how you implemented that idea?ย This is to see if potential new hires have the initiative, problem-solving abilities, andcommunication skills to do something proactive.Tell me about a long-term project you worked on, and how you stayed engaged throughout?ย Todayโs workplaces are full of distractions so staying on task can be difficult. You want employees who have tenacity and strategies for keeping themselves and others focused.For more information on how the Frog team can help you or your organisation, please call us on 09 362 0528 or email usย hereย weโd love to hear from you!ย
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Employer Insights How to Save Time Within Your HR Team
โAs we all know, things can change with little or no warning.โYou can plan for some situations - an event or a project - but unexpected resignations or even a global pandemic are likely to catch you off-guard and feeling overwhelmed. Life is unpredictable. Some days youโre on top of your workload and feel like you can take on the world โ you can visualise where youโre heading and what you want to achieve - other days, well, letโs just say, you canโt visualise the woods for the trees.On those days you might consider some temporary support. Listing your pain points and the key areas you need support in is a good place to start. You might consider, for example, someone to take sole responsibility for certain tasks leaving you free to pursue more pressing matters, or someone who can simply assist you as you go through your day, making your life a little easier. Adding a temporary resource to your team is a brilliant way to get your job done. But where do you even start?Isnโt it ironic? You need additional support because there arenโt enough hours in the day which invariably means youโre too busy to find that someone too. Advertising, reviewing CVโs, screening, interviewing, verifying and speaking with referees all take time and complying with health & safety and employment law obligations is paramount. Such a huge investment in time for a position youโre not even sure exists yet (and what if you still donโt find the right person after all that?). Due consideration should also be given to your brand. Every CV in your inbox will need to be responded to in a way that provides a memorable brand experience. How do you say โitโs not you, itโs meโ without the negative connotation? The good news is that we take care of that too. We consider ourselves custodians of your employer brand and we understand that every touch point must be memorable for all the right reasons.So, once youโve identified your need, get in touch with our team of specialist temp consultants. We work collaboratively to find you the right person (or people) with not only those hard skills you so desperately need, but the all-important soft skills. We select only the best temporary talent who are all interviewed by a Frog Talentologist, credit and background checked (if required) and reference checked twice. If youโre not already a Frog client, we will first seek to understand your organisation, visit you on site to meet your team and observe your environment then consider one of our hand-picked temps who will meet all your requirements, including team and organisation โfitโ. Most Frog temps have worked with us before in a variety of assignments so we know where they will thrive and, more importantly, where they will exceed your expectations. Thereโs a reason many of our Frog temps are offered permanent positions with our clients.So, thatโs the selection process sorted, but weโve also taken the hassle out of paying for your temporary resource. Our temp rates are extremely competitive and include all payroll costs and employer obligations. You wonโt need to manage holiday pay, sick pay, public holidays, ACC, or KiwiSaver costs, itโs all included in our fee. We take care of IRD too. Our timesheet authorisation process is as easy as opening an email and clicking on a link. Our invoicing is simple too. You only pay for each hour worked and nothing else. Lastly, If your needs change mid-assignment or you no longer require support, we take care of that conversation too. Our minimum assignment period is four hours so the length of time you have a temp on board is up to you - and there is no minimum notice period?โWhat could be simpler? Take a few moments now to get in touch and we will save you hours of time and stress. Peace of mind is a phone call away: 0800 GO FROG.โ
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Employer Insights Shaping Up Business at Home
โExercising at home is one thing as many in their bubbles will tune into a Les Mills Workout on TVNZ (an excellent initiative!) or a Zumba class on-line, as we work and โwork outโ in our bubbles, butย our current hibernation provides a time for employers to become โfitโ too. In an interview with Jane Davis, Director, The Flourishing Institute, we looked at the three different stages of adaptability that are set to become apparent as we navigate this significant disruption.#1 AdaptingKiwi businesses are adapting to the situation.ย Business have made some tough calls to reshape teams and adapt their workforce to match the current market. As an example, one employer, a pharmaceutical company, has pivoted quickly and hired a temporary backup team to manage the volume of orders โ all within twenty-four hours. Another, an IT business, has moved all their employees to form a โmonster IT help teamโ to support Kiwis across the country.Communications last week, with over 2,500 business and government agencies nationally, showed that this first phase, or โthe hitโ, saw many Kiwi businesses doing well, pointing clearly to the strength of their Kiwi ingenuity.#2 BoredomAccording to Jane Davisโs research, the second phase will require some quick attentionย as New Zealanders get used to being in their bubbles and boredom becomes one issue that needs combatting.A few industries will emerge as the clear winners in the second phase such as entertainment, streaming organisations, app development companies, online training, and online services. Jane Davis suggests that plugging people into programmes to keep them focussed on positive mental health is key in this phase. With programme topics such as managing distractions, thriving through change and building healthy thinking patterns being ideal for employees in their home locations, supporting people at this time will pay huge dividends.The good news isย that if businesses didnโt have enough time to plan for the extremely fast arrival of the first phase, they now have room to act quickly for the second one. Digital transformation, already a trending topic prior to today, is set to become a pillar to reinvent our business models. From gym businesses creating more and more online content to one of our employers, a medical technology firm, using โaugmented realityโ to create new training programs through to toy suppliers designing mobile appsโฆ there are opportunities out there.#3 Slow return to normalIn the third and last phase, the โslow โreturn to normalโ,ย our New Zealand way of life may have been disrupted to the extent that โnormalโ could see significant changes. For example, once-considered perks, such as working from home, flexible hours, four-day working weeks might just become a natural part of the way we work.Jane Davis believes that Kiwi organisations having been given an opportunity to test and enjoy the advantages of working from home, remote working systems and flexible hours, could use this as a time to evolve organisational models, improve productivity, add a competitive advantage to their business vis increased speed and responsiveness plus reduce operational costs.So, with the first phase under way and the second phase looming,ย the goal of coming out of this extraordinary time in great shape as stronger, hardier and more productive and innovative is in our collective hands. By using new channels, learning new remote leadership techniques and developing strong teams, we can use this time to build our organisational fitness to a level that sees us healthy and in great shape.For all contracting, temporary, remote or permanent staffing requirements, we are ready to assist with our 100% health checkedย Frog Force, nationwide.ย Tย 09 362 0528ย lย ย Eย shannon@frogrecruitment.co.nz
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Employer Insights 7 Steps to Successfully Induct Your Remote Workforce
โBeing in the midst of a global pandemic sees employers having to allow their employees, contractors, and temps to work remotely from home, as we fight to help keep our communities healthy. Fortunately, remote work can lead to astonishing productivity regardless of being permanent, contracting or temporary arrangements.ย Itโs all about providing clear guidelines and expectations.According toย a two-year study by Stanford University of 500 peopleย who worked both remotely and in an office setting โ the productivity among remote workers was equal to an extra full dayโs work each week.Now, thatโs impressive!Read on for our 7 simple steps to remote workforce inductions ย 1.ย Set up all essential systems, accounts and communication platforms.ย Make sure everything is set up for your remote people so they can get started straight away.This includes email (if you require), access to any software or programmes they require e.g your CRM or databases, and video conferencing channels such as Skype, Zoom or Microsoft Teams.2.ย Show what you stand for.ย Make sure you have information on your companyโs values, purpose and any links to useful information to enable your team member to ensure they are representing the company accurately.3.ย Introduce them to their team.ย Set up a video team meeting to introduce all staff who will be interacting with your remote worker. Get each individual to give an overview of what they do and how theyโll be working together.During this session, itโs imperative to ensure that the new starter knows who to talk to if they have any questions.4.ย Select a dedicated mentor.ย No matter how comprehensive your company onboarding process is, theyโre still likely to have questions or simply need an informal sounding board to check in with, during the early days or weeks of employment.5.ย Set out success metrics, deliverables, and key projects.ย Ensure you are crystal clear about the expectations and details of the task so your remote workers can meet these. Defined goals and clear guidance provide your new starter with focus and direction and keeps everyone on track.6.ย Plan check-in meetings every day or every second dayย to ensure the project is staying on track. This is an opportunity for any questions to be asked and makes people feel connected to the process. Keep in mind that remote working might be new to both your and your new starter so communication is essential. Donโt skimp on this process.7.ย Establish your โrules of engagementโ: Remote work becomes more efficient and satisfying when managers set expectations for the frequency and use of different communication platforms. For instance, let your new worker know if you would prefer to be contacted on email or Microsoft Teams chat.Also, make sure to advise of your accessibilityย or if they should be communicating with another member on the team instead. You donโt want their work to be delayed or for them to lose motivation if they are waiting on responses from you.Flexible working arrangements for entire organisations is a relatively new concept for most of us, but with the correct induction process in place, it can (and will!) provide highly successful results for all.For all contracting, temporary, remote or permanent staffing requirements, we are ready to assist with our 100% health checkedย Frog Force, nationwide.ย Tย 09 362 0528ย lย ย Eย janek@frogrecruitment.co.nz
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Employer Insights 7 Measures of a Great Contractor
No matter what the job or project, when gearing up to add additional expertise, itโs natural to want to have the crรจme de la crรจme on the team. Yet, faced with a vast sea of independent contractors all boasting an array of expertise and capability, how do you determine whether youโve found a good one? Or not?Success in hiring contractors starts, by knowing at the outset, that you are clear about exactly what your company is looking to achieve within the contract.With this in place, the next step is to identify people who fit in well with your company to ensure your company will receive the planned results it needs, when it needs. To assist you identify high calibre contractors each and every time, here is our take on the 7 ideal contractor qualities you need to be on the lookout for;#1 Connectors:ย ย Possessing a natural affinity to connect well with people, the best contractors are the ones who understand the importance of communicating effectively with people across all levels of your organisation.Now โ weโ re not saying that contractors have to be โpeople pleasersโ but they do need the confidence to navigate an organisational matrix and work effectively with a wide range of individuals. The skill here, is taking the time to get to know the individuals they are working with and connecting with them to ensure that theyโre able to effectively meet their needs.#2 Active listeningThe best switched on contractors are adept at listening. From your conversations with them, they in turn, decipher your real needs out of the conversation. They donโt require you to break things down for them, instead they will listen, absorb the information, ask questions to clarify and then apply the information youโve given them to complete your project. Poor listeners can derail a project, so make sure you check their โears aptitudeโ.#3. Solution findersA switched-on contractor can see and understand the problems facing an organisation and will be willing to go the extra mile to offer solutions needed to assist solve these organisational dilemmas. Itโs both an intuitiveness with problem identification and a willingness to offer practical solutions that make them so valuable.#4 Outcomes seekersGreat contractors have the expertise to look at the outcome required and develop a process that will get you, and them, there. ย Itโs the ability to be able to break down the pieces of a project, work backwards from the projected outcome and plot the process needed to get the job done. (aka: strategic staircasing)#5 Highly organised and carefully plannedContractors must be able to zero in on the goals rather than scrambling around to find relevant information. When hiring contractors, actively search for those who have demonstrated previous organisational skills with a project management mentality that guided their work. Check they were structured, organised, well-planned and efficient on the job. And check out that they stayed within the timeframe and budget given them. Extensions are prone to be very costly!#6 InfluencersLike great leaders, great contractors have the capacity to bring stakeholders along with them on the journey. Some situations reveal that a brave conversation is needed to highlight errors,ย mistakes or areas for improvements or alternative solutions.ย Given the audience might be less than receptive, this is where the โrubber meets the roadโ in contracting-land. Confident, respectful and diligent contractors are worth their weight in gold when it comes to instigating those awkward conversations that could end up saving you millions.#7 Ego-freeย ย Great contractors arenโt seeking fanfare or accolades; rather they are driven to using their skills to get the job done and to do it well regardless of the recognition that they receive in the process.For more information on all things contracting, please call us on 09 362 0528 or email usย here.
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Employer Insights Writing Gender Neutral Position Descriptions
โHaving been immersed in the recruitment industry since the mid-eighties when it was perfectly acceptable to advertise for;โ Man wanted, aged between 25 โ 32 years for Accounts Manager positionโฆโ, itโs fantastic to see we have come a long, long way.Yet from time to time we spot something that hasnโt changed; that we havenโt given much thought to โ and it sits quietly within our processes, unnoticed and out-of-touch.For example, in casting my eye over this Position Description last week, plus the accompanying advertisement on SEEK for an Operations Manager, I read the following:โโฆย We are looking for an Operations Manager to run multiple departments from CAD, logistics and the factory while providing top quality leadership to the staff members in his teamโฆ. Someone who is hardworking, down to earth and think skinned, fair, strong and humorousโฆโโThe interesting fact here is that the company involved are strong proponents of diversity within their workforce, yet the use of this language is a perfect example of the unconscious bias that sneaks into our workforce practices โ and needs to be addressed.Four Tips for Writing Gender-Neutral Position DescriptionsThe idea is to create job content that is geared toward everyone, rather than marketing open positions to a specific gender.Even if youโre in a field dominated by a specific gender e.g. males in IT/women in nursing; it may be that the ideal job candidate is a member of the gender you inadvertently failed to market to.Fortunately, there are strategies to use to enable you to write effective job postings and position descriptions that foster gender neutrality, making it easier to shape job requirements and create postings that reach everyone.Tip #1:ย Ditch the pronouns when writing a job description: Do your best to avoid pronouns entirely. If you must use them, opt for a gender-neutral โtheyโ or, even better, write directly to your potential candidate by using โyou.โ This will help create a non-gendered description that will better appeal to your candidates.Tip #2:ย Watch your language โ itโs not just pronouns that can indicate a gender bias. Many words are typically associated with a specific gender and may leave candidates frowning (such as the example above). Consider avoiding using words like โsupportiveโ and โcollaborative,โ which tend to be female-oriented words, or words like โdirectโ and โdominate,โ which tend to be more oriented toward men.Tip #3:ย Decrease soft requirements: while itโs fine to be specific about what you want from your ideal candidate, take into consideration how those requirements are gendered. For example, if youโre creating a long list of soft skills that youโd like from a candidate, are you insisting that they โbe strongโ or be able to โtake command,โ or are you looking for an individual with โempathy and understandingโ?ย In some cases, focusing on a hard skill set e.g. listing certifications or programs of study, may help neutralise the gendered impact of your job description.Tip #4:ย Show off your values. Showing off your values will help both male/female applicants better connect with your company and create a more effective environment for bringing in applications.Is your company committed to diversity and equality?Are you an equal opportunity employer?Do you have a value set that can be identified with by individuals of either gender?By expressing some of these through your positions descriptions, job adverts and other media considered by potential applicants increases your appeal to a wide number of individuals of either gender.Finally, by writing gender-neutral job descriptions, you arenโt just benefiting your candidates, you are reinforcing the values and opportunities within your company. And it means you wonโt risk turning away some of the best talent in your field before you even have the chance to consider them.For more information on the services offered by Frog Recruitment, please donโt hesitate to call our team on 09 362 0528 or emailย frog@frogrecruitment.co.nz.ย
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Employer Insights How to Create Success in Newly Promoted Managers
โHey, donโt forget, new Managers need training. People leave managers, not companies.One common complaint we hear from job seekers when we are deciphering their ideal working environments, is that they often feel unsupported by their managers.As we dig further, it becomes all too apparent that in many organisations, newly appointed managers are not receiving the support they need in order to be successful in their role.ย This creates a knock-on effect of employees not feeling supported and before you know it โ you have a vicious cycle on your hands.Thinking about promoting one of the team into a managerial position?Getting to the nub of the issue, success starts right at the beginning of the promotion phase with several questions that need answering:Are the right people being promoted?What qualities should a good manager have?What ongoingย ย should the organisation offer?Before going any further, consider the following to ensure you are fostering a collaborative environment for the entire team.Q1: Does your employee actually want to be a manager?This question may seem very obvious but for some reason, all too often, it is overlooked in the wider scheme of workforce planning.ย But the reality is โฆ not everyone wants to be a manager. And thatโs okay.Success lies in promoting employees who truly want to lead and can handle all the responsibilities that come with their new job title.Great managers believe that the goals of others are as important as their own and as such, make the time for others. They build meaningful relationships that can then serve to achieve results together, as a team. So, does this person enjoy helping others achieve their goals?The impact of poor managers can be catastrophic. Decreased employee morale, increased staff turnover, increased absenteeism, reduced market share and a reduced bottom line โ so finding someone who actually wants to manage and understands what it means to be a leader, is essential.Q2: Is the manager a communicator or listener?We all know that communication is the foundation of every successful relationship but the fact is;ย โthe soft stuff is the hard stuffโย for most managers.Managers need to communicate with all employees in a way that they understand as well as being open to hearing about ideas, suggestions or concerns that their team have to offer.And hereโs how simple it can beโฆ in a study of 85,000 adult workers in the US in 2014, a high percentage admitted they would work harder if they simply received more praise for their efforts.ย Thatโs it!Wrapped up in communication skills, a successful manager will have solid people skills which are the essence of leadership. Being able to relate to others and for others to be able to relate to you is critical in earning trust and building a foundation of respect.Q3: Can they motivate the team?As mentioned, many employees feel that they do not feel supported by their manager, so when selecting an employee for promotion, it is important to assess that this person can focus on the success of the entire team.It means having a genuine understanding of what employees need to feel motivated and valued.ย Itโs about the ability to connect with the team in a truthful, sincere and genuine way so that team members feel they are being listened to and understood. Insincerity is sniffed out so quickly in the work place โ itโs not something that can be faked โ it has to be real.Employees want to know that their bosses see their efforts and truly value it.ย This connects to a feeling of job security, well-being, and opportunities for development.ย And it affirms that the whole team is seen as being trustworthy, dependable, creative and resourceful.In short, by ensuring employees feel motivated, recognised and rewarded, the platform is set for a positive working environment, increased productivity and skyrocketing results.Now what? Provide training!Now that you have assessed this is the right candidate for promotion, it is essential to develop and implement ongoing support for the new manager. Contrary to popular opinion, learning to be a good manager takes time because good talent management skills are not intuitive to most. Training is about:Giving effective feedbackCoaching employeesTracking employee performanceSetting clear goalsDeveloping employeesRecognising and rewarding good performanceDealing with performance issuesThere really is no excuse not to provide training. There are loads of excellent books, podcasts, blogs, webinars, training courses, mentors and coaches, articles, seminars and short courses available to help your managers develop or hone a basic talent management suite of skills.Your investment in developing strong employee performance and talent management skills in your managers will pay off in terms of high employee performance, employee engagement, satisfaction, retention, and ultimately, improved organisational results.Feedback is vitalReceiving performance feedback from others is one of the best ways for a manager to learn. Identify people who can help your managers identify their strengths and areas that need development, without judgment or condemnation.The best way for an organisation to support their management is to provideย ongoing support and training, just as you expect managers will do for their teams.Open lines of communications between managers, their supervisors or the business owners are needed as is a willingness to foster a whole company environment that is supportive of the needs of its employees. This creates an ideal knock-on effect and before you know you have a virtuous circle in place.For more information on promoting new managers in your organisation, or information on recruiting management for your company,ย contact usย today.
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Employer Insights Why You Should Hire Older, Wiser Career Seekers
โโOld age is no place for sissies.โย Bette DavisOne good thing right now โ the employment market is ideal for people of all ages and stages to secure a role to keep earning, learning, focus and enjoy working life. ย Unfortunately though, we hear from mature candidates that this positivity isnโt shared by all as there is a feeling that the mature workforce is unwanted, and therefore, finding it hard to secure work.We concur. Having gathered ad-hoc commentary over the last year via our talent communities, it does point to this bias being a very real issue. So, below we have listed the most common misconceptions touted by Hiring Managers along with a number of benefits in support of mature workers, because, they are โgood for businessโ.Common MisconceptionsThis represents the usual common misconceptions that regularly crop up (with monotony) as to why not to employ a mature worker:Cost more than a younger worker in terms ofย salary and benefitsAre more set in their waysLess tech-savvyHave health problemsHave less energy and focusRegarding cost; usually, the skills required in the job determine the cost. It is not unusual that a mature worker applying for a role to have a whole host of skills and expertise that might not be required for the role. In our books, thatโs perfectly ok.ย Typically they will be very open to meeting the pay scale and as an added advantage, will bring โbang for buckโ.One of the interesting facts revealed in researching hiring the mature worker fell right at the feet of the hiring process itself; often, it turns out, the person doing the hiring is younger than the mature worker and feels intimidated by a mature workerโs experience but wonโt admit it.Its important companies are aware of this and train Hiring Managers to use competency-based interviewing techniques, interview guides and decision-making tools to eliminate this happening. As well, โunconscious biasโs training is readily available to assist level-the-playing-field when interviewing e.g.ย www.diversityworks.org.nzWe are encouraged by Massey Universityโs long-running study of 11,000 older workers that reports that two-thirds are in good shape and healthy. Not only are they doing just fine, and their health is not declining, they can and want to remain in the workforce.The most important advantage of older people is their experience. Successful older people use their brains differently, and by doing so are doing just as well as younger people. While they do things differently in general they are more conscientious, agreeable and emotional stable than younger people.In youth we learn, in age we understandWith loads being documented about the benefits of the older worker, here are some of our โtop-of-the-popsโ reasons you should feel comfortable having mature workers in the team:Loyaltyย โ where millennials can be more flighty, mature people offer stability and commitmentData showsย that people who are older stay on the job three times as long as people who are younger. For companies that are facing problems with turnover, this is a great solution!Perspective and insightย โ gathered over the years, this allows them to see past the irrelevant issues that trip others up and get to the nub-of-the-issue.Flexibleย โ are used to being asked to flex and change and are generally happy to obligeFads come and goย โ they know what works best and they are great mentors for newer staffLife experienceย โ skills and qualities built up over yearsFinally, as we all know, younger workers have just as many problems as older workers; they are just different problems. ย If hiring ageing workers is not aย strategy your company currently hasย โ you could be missing out on a huge opportunity to separate your organization from a talent perspective.Many talent acquisition processes will fail at overcoming this bias. Why not use this as an opportunity to take advantage of the one giant talent pool that is growing in the world and itโs not 24-34-year olds!For more information on how Frog can help you, please call us on 09 362 0528 or emailย frog@frogrecruitment.co.nzSource:https://www.nzherald.co.nz/nz/news/article.cfm?c_id=1&objectid=12098618https://www.weforum.org/agenda/2015/09/are-older-workers-less-productive/https://www.fastcompany.com/3066330/five-ways-for-older-workers-to-combat-age-discriminationย
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Employer Insights What is your business doing to attract and retain top talent?
โWeโve all heard the stories โ in this day and age, students are pouring out of universities, adding to the long list of job seekers looking for work in an already competitive market. However despite this perceived excess, top talent are still hard to find. Whatโs more, once youโve identified your best applicants, hiring and keeping these people within your company can be just as tricky. Itโs up to you to provide a workplace environment that attracts and retains great talent.Business success relies on having exceptional people. In a world where money really is talking, your business needs to have a clear strategy for encouraging good staff to stay. Start off by knowing your high-potential employees expectations:What learning and development opportunities are they looking for?Is there a clear career pathway for them within the business?Are they challenged in their role? Is there enough variety?When your staff feels supported and cared for, there is a greater incentive for them to stay than just their monthly paycheck.Company culture is another aspect your business should be focusing on; itโs what inspires and motivates your employees to come to work each day and put their best foot forward. Itโs also what job applicants are looking for. Ask yourself:Are your managerโs good leaders who coach and mentor their team?Is there flexibility for your staff to work anytime and from anywhere?Is there a sense of community amongst your employees?These are just some of the things that could be contributing to a positive culture in your workplace. Get your company culture right, and the sense of loyalty and belonging that employees will feel in your business will encourage them to stay with you long-term.In the words of Richard Branson: โTrain people well enough so they can leave, treat them well enough so they donโt want toโ. Focus on providing your staff with growth opportunities, and a company culture they are proud to be a part of, so that exceptional talent not only want to work for your company, but they never want to leave.โ
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Employer Insights Snap Survey: In the Midst of a Pandemic
โIn April 2020, Frog Recruitment and the people2people group sense-checked key workforce areas to obtain a โgut feelโ for how employers were feeling about the Australian and New Zealand labour markets during Covid-19. The survey was both qualitative and quantitative, and covered:Senior managers representing over 160,000 employees.300 career seekers across Australia and New Zealand.A range of industries that included: health, education, IT, legal, government, not-for-profit, manufacturing and professional services.Thereโs no doubt, uncertainty is creating huge angst at this current time. However itโs clear, innovative and future-focused thinking has been at the forefront of respondentsโ minds. In 2020-2021, employers and career seekers need to adapt and evolve.Download the Snap Survey report.
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Employer Insights Beat the Default Setting After a Resignation
Opportunity knocks...When a team member decides to head out the door it can cause a considerable upheaval, however, ever a fan of the motto โwhen one door closes, another one opensโ; a resignation gives you the opportunity to re-scope the role to ensure that it fits better with your current and future operations.It may be that you have been thinking about changing the role for a while?Perhaps business growth or a shift in the customer mix has happened?Has a new system been implemented requiring a different skill mix?One thing for sure โ itโs not always easy to change a job description while someone is still in it. ย A common mistake that occurs is the โdefault setting syndromeโ where no analysis of the position happens meaning a critical opportunity to evolve the role is missed.A resignation creates the opportunity time to analyse what the position should now include or not include, and hereโs how.#1 Pull Out the Initial Job DescriptionReview what the tasks were because this is the starting point to figure out what you want to change. Then develop a list of all the โextraโ tasks they did.Often, once a person has learned about the business or has been employed with you for a while, itโs logical that they will have ended up doing more as the needs of the business (and the role) evolved.This review process lets you decide if the extra tasks need to be included in the role or delegated to others or not be included at all.#2 Review Other Roles in the DepartmentLook at what the other people within the team or branch are doing. ย Are they carrying their weight?Did the person who resigned take on other tasks because others were under-performing?#3 What Needs to Be DoneHaving assessed what was being performed and what others in the team are doing, you will have a clearer idea of what needs to be changed.Some people create busy work for themselves, others end up completing vital organisational responsibilities. A thorough look at the tasks determines if theyโre vital to the success of the business or not โ and donโt forget your business needs of the future. Whatโs happening in the next twelve months that might require increased expertise?This is the perfect time to modify the role to include other skills or abilities that you have always wanted in the team. E.g. social media expertise.#4 Re-write the job descriptionWith a person resigning, you get to start over. You can avoid the default setting of the โsame old, same oldโ position content; you can change the job title, change the salary, re-orient the role completely, make the role part-time or beef it up.Job positions evolve just as often as a business does; what made sense three years ago may not make as much sense now. The secret is to ensure the new position fills the need and includes all the tasks and responsibilities that will help your operations thrive.Check out this fantastic tool for transforming your job descriptions:ย www.ongig.comFor more information on how Frog can help you, please call us on 09 362 0528 or email us here.
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Employer Insights COVID-19 Burnout: Is it a Thing?
โTWO THIRDS OF YOUR EMPLOYEES ARE FEELING MORE BURNOUT THAN THEY DID PRIOR TO COVID-19Stressed employees adapting and readapting to an ever-changing work environment through the Covid-19 pandemic has led to an increase in burnout, according to leading recruitment agency Frog Recruitment.A recent survey of 900 Kiwi workers showed that more than sixty-four percent feel more burnt out at work now, than they did prior to the lockdown beginning.Burnout, officially recognised as an occupational condition by the World Health Organisation, is a syndrome occurring from chronic workplace stress that has not been successfully managed.As New Zealand has moved down the Alert Levels, many in our workforce have seen the emergence of new routines and new places of work such as the kitchen table; forced reactional decisions, fostered a no-handshake hello, and seen virtual work relationships develop.Virtual work is intertwined with technology and as our workplace has become more portable, the boundaries or personal time and work time have been blurred.Jane Kennelly, Frog Recruitment Business Relationship Director, says employers and managers feel a pressure to over-perform, and many have developed work and lifestyle habits that have blurred work and home life so much, that they struggle to separate the two.โIn many cases this means anxiety levels are through the roof. We have heard from clients whose sleep patterns have been disrupted, eating and drinking are on the up, and balance has become a thing of the past.โItโs time to think about restoring the balance. To successfully thrive in our new world order that may mean working from home and the office, it is essential to plan a sustainable work and life flow.โWhen canvassed, employees raised the issue of the disappearance of boundaries between work and life. One commented: โI feel I am on duty whenever Iโm not asleep and on weekends as well.โ Another said, โas a working parent, I find myself stealing a couple of minutes to send emails as I am getting dinner ready.โOrganisational psychology expert Jane Davis fromย The Flourishing Instituteย says research is starting to emerge internationally showing there are increases in anxiety, depression and post-traumatic stress due to Covid-19.โBurnout seems to be more prevalent and many employees are experiencing fatigue and exhaustion due to prolonged stress. Right now, it is very important for leaders to listen deeply to their team members and understand their personal situations. Focus on meeting their needs; particularly the psychological need to feel competent, the need for control, and social needs,โ says Davis.Kennelly suggests a proactive stance be taken by employers and employees to acknowledge the merging that has occurred and agree new healthy work habits that drive an environment where both results and balance are achieved.Overcoming Burnout#1 Acknowledge the situationThe last three months have been a rollercoaster for employees and employers. Tough decisions have had to be made, which has increased stress on all sides of the work spectrum. For those working in harder-hit hospitality, travel and events sectors, there is uncertainty to when their stress will end.In general, our response has been to work longer hours and do whatever it takes to help, to go the extra mile and to give our all โ coupled with making-do in the home work setting where the demands are high and resources are low.#2 Spot the signsBurnout is a gradual process. It can start with complete commitment to the job at hand, compulsion to prove oneself, high productivity levels and readily accepting responsibility despite the onset of stress beginning to creep in. Some days become more difficult than others, optimism wanes and stress symptoms appear such as lower levels of energy, and efficiency, reduced motivation, headaches, fatigue, irritability, and frustration.When work overload is chronic, which is how people have described their โwork from homeโ in recent months, there is little opportunity to rest, recover, and restore balance.#3 Prevention strategiesIt is important to identify employees who are the most at risk e.g. overachievers, working parents, โyesโ people. Start with designing prevention strategies at an organisation level then customise it to individuals to match their situation.Provide clear expectations for all employees and make sure that each person understands these expectations.ย Check that employees have the necessary resources and skills to meet expectations.Provide ongoing training to maintain competency.Reinforce their value to your organisation and their contributions to the organisationโs goals.Set reasonable work hours. People without good boundaries need to be checked.Assess the workload for those who feel pressured to beyond normal business hours.Set reasonable and realistic expectations. Be clear as to which activities require the highest standards and when it is okay to lower the bar and still meet business needs.Foster social support and respect within and among work teams.Encourage and support physical activity throughout the workday.Strongly encourage the taking of breaks away from the work environment.#4 Leaders leading the wayPositive mental health starts at a company level with leaders paving the way by showing support for physical activity throughout the day, taking breaks away from the workplace and working during work hours only.When a manager replies on the team to work after hours, it can give the impression that you need to work outside of your normal hours to succeed. Now, with many employees working from home, the problem is exacerbated further. Kennelly says, โAn email notification arriving in at 8pm can result in an immediate response. And so, the vicious circle develops that sees more work occurring โjust for a couple of hoursโ, every night.#5 Design a recovery planEven with the best plans in place, Kiwi employers wonโt be able to stop burnout, however learning to avoid unhealthy habits leading to burnout does require regulating the โworking from home regimeโ. Establishing a new balance will result in higher productivity, happier employees, and lower turnover.Here are three elements to include in a plan:Know how to recognise and celebrate your employeeโs wins and successes. Feeling valued at a team and organisational level will fight a loss of confidence.Rethink the work relationships and task allocations within the team. Focussing on what people do best will reduce cynicism and anxiety.Assess and prioritise workload with team members so it is manageable. Provide clear expectations to foster motivation and sense of accomplishment.For all questions about our survey results, donโt hesitate to contactย Jane Kennelly.ย Tย 09 362 0528ย lย ย Eย janek@frogrecruitment.co.nz
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