Ace your job interview: Our top tips

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Landing a job interview is an exciting milestone in your career journey. It’s your chance to stand out, highlight your skills, and show why you’re the best candidate for the role. But it’s also the stage where preparation and confidence are key to success.

At Elevate Recruitment, one of Queensland’s leading recruitment agencies, we know what it takes to impress potential employers. Director Sean Jeddaoui explains, “This is often the final round before a decision is made, so it’s time to bring your A-game.”

To help you succeed, we’re sharing some common job interview mistakes to avoid and expert advice on how to shine.

Mistake #1: Poor Time Management

Arriving late to an interview can leave a negative impression, even if it’s unintentional.

What to do instead:

  • Plan your journey in advance, whether it’s navigating traffic or setting up your virtual interview tech.
  • Do a trial run to ensure everything goes smoothly. If something unexpected happens, always call ahead to let the interviewer know, they may prefer to reschedule if you are considerably late.

Mistake #2: Dressing Inappropriately

First impressions matter, and your outfit plays a big role in how you’re perceived.

What to do instead:

  • Choose attire that matches the company’s culture, but aim for one step above.
  • Pay attention to grooming and personal presentation to show professionalism.

Mistake #3: Lack of Preparation

Walking into an interview without understanding the role, the company, or the industry sends the wrong message.

“If your answers feel forced or vague, it can be hard for the employer to connect with you,” says Jeddaoui.

What to do instead:

  • Research the company’s mission, values, and recent achievements.
  • Prepare answers to common questions, like Tell me about a time you handled conflict at work or How did you manage multiple priorities under pressure?
  • Use the STAR method (Situation, Task, Action, Result) to structure your responses.

Employers appreciate candidates who show genuine interest in their business and come prepared with ideas.

Mistake #4: Rambling or Oversharing

Nerves can lead to talking too much or providing irrelevant details.

What to do instead:

  • Keep your answers concise and focused on the question. If you need a moment to gather your thoughts, don’t be afraid to pause.

Mistake #5: Overselling Yourself

Confidence is important, but appearing overly boastful can be off-putting.

“Employers value authenticity and a willingness to learn,” explains Jeddaoui.

What to do instead:

  • Be honest about your skills and achievements while showing humility and a desire to grow.

Mistake #6: Speaking Negatively

Criticising previous employers or roles reflects poorly on you as a candidate. Potential employers may wonder if you had something to do with the negative outcome.

What to do instead:

  • Highlight the positives, such as what you’ve learned or how challenges you have faced have prepared you for future success.

Mistake #7: Failing to Stand Out

Recruiters and employers may interview several candidates in a day, so it’s crucial to leave a lasting impression.

What to do instead:

  • Showcase your personality and unique skills. Share specific examples that demonstrate your value and make you memorable.

Why Work with Recruitment Agencies in Brisbane or the Gold Coast?

Partnering with a recruitment agency like Elevate Recruitment can make all the difference in your job search. Based on the Gold Coast, but looking after roles nationwide, we specialise in matching top talent with leading employers. Our recruiters provide personalized advice, interview coaching, and insider tips to help you succeed.

Whether you’re seeking career opportunities in Queensland, NSW or the Northern Territory, we’re here to support you every step of the way.

Ready to land your dream job? Get in touch with Elevate Recruitment today and take the next step in your career.

Our top 5 non-financial benefits to retain employees when a pay rise isn’t an option

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Retaining top talent is critical for business success, but what if offering a pay rise isn’t feasible? In the current market, non-financial benefits can be effective in keeping employees engaged and motivated. Our blog post explores our Top 5 non-financial benefits that can help retain employees and improve job satisfaction, even when salary increases aren’t on the table.

1. Flexible Work Arrangements

Offering flexible work arrangements is one of the top non-financial benefits employees seek today. Flexible working conditions, such as remote work, hybrid work, or flexible hours, allow employees to balance their personal and professional lives. This freedom can lead to increased job satisfaction and reduced burnout, making employees feel more engaged and loyal. In fact, employees who have more control over their schedules are often more productive, which benefits both them and the company. For retention, workplace flexibility is a major factor in attracting and retaining top talent.

2. Extra Annual Leave

Providing extra annual leave is a fantastic way to enhance employee retention without impacting the budget significantly. By offering additional paid time off, employees can recharge, reduce burnout, and maintain a healthy work-life balance. This benefit demonstrates that the company values its employees’ well-being and understands the importance of time away from work. Employees who feel they have enough ‘me’ time to rest and rejuvenate are more likely to remain committed and engaged in their roles.

3. Career Development and Learning Opportunities

Offering career development opportunities is a strong way to retain employees who are looking for professional growth. Providing access to training programs, certifications, or mentorship can help employees expand their skill sets and feel valued in their roles. A clear path for career progression, coupled with regular learning opportunities, fosters long-term loyalty and engagement. Employees who feel they are growing professionally are less likely to seek employment elsewhere.

4. Company Car

Offering a company car is a substantial perk that can enhance employee satisfaction and loyalty. This benefit not only provides practical value for employees who need to travel for work but also demonstrates that the company invests in its staff. A company car can reduce personal transport costs and add to the overall employee experience, making it an attractive non-financial benefit that can lead to higher retention rates.

5. Employee Recognition and Appreciation

Creating a culture of recognition and appreciation is a simple yet effective way to build loyalty. Regularly recognising employees for their contributions can come in many forms—whether it’s a shout-out during team meetings, an annual award, or even a personalised thank you note. Employees who feel appreciated are more likely to remain committed and engaged. Establishing a culture of appreciation helps to maintain a positive work environment, reduce turnover, and motivate employees to continue performing at a high level.

Conclusion

When pay increases aren’t on the table, focusing on non-financial benefits like flexible work arrangements, extra annual leave, career development, a company car, and employee recognition can have a significant impact on employee retention. These perks not only boost job satisfaction but also create a work environment that promotes loyalty, engagement, and productivity. By offering these benefits, you can retain top talent and build a stronger, more cohesive team—without relying solely on financial incentives.

New employment laws: What you need to know about the Right to Disconnect

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August 25, 2024, several significant changes to employment laws have come into effect, reshaping the way businesses and employees interact. The introduction of the “Right to Disconnect” for employees of non-small businesses (that is a business employing 15 or more employees) will apply from today.

Understanding the Right to Disconnect

The Right to Disconnect is designed to help employees better manage their work-life balance by ensuring they have the right to disengage from work-related communications outside of regular working hours. This means that employees are no longer expected to respond to emails, messages, or calls from their employer outside of their normal working hours. The key objectives of this regulation are to reduce burnout, improve mental health, and foster a healthier work environment.

Key Features of the New Employment Laws

  1. Right to Disconnect: Employees have the legal right to not engage in work communications outside of their designated working hours, unless the refusal in unreasonable. This regulation applies to all forms of communication, including emails, phone calls, and instant messages. Whether a refusal in unreasonable will depend on the circumstances including the reason for the contact, the level of the employee’s responsibility, how disruptive the contact is to the employee and/or any relevatt pay or compensation they receive for working additional hours or remaining available outside of normal working hours.
  2. Clear Boundaries: Employers are required to establish clear policies regarding work hours and communication expectations. The right to disconnect does not prohibit employers contacting their employees, nor does it prevent employees contacting one another, but eligable employees are protected from adverse action. These policies must be communicated effectively to all employees.
  3. Enforcement and Compliance: Employees can raise complaints if they believe their right to disconnect is being violated. Employers must ensure they are in compliance with these new regulations to avoid potential legal repercussions.

What This Means for Employers

For employers, the Right to Disconnect represents both a challenge and an opportunity. To align with these new laws, businesses will need to:

  • Update Policies: Revise existing policies and create new ones that clearly define working hours and expectations for communication outside of these hours.
  • Communicate Changes: Inform all employees about the new policies and the importance of respecting the Right to Disconnect.
  • Monitor and Adjust: Implement systems to monitor compliance with the new regulations and make adjustments as needed. This may involve setting up processes for employees to report any violations and addressing them promptly.

Benefits of the Right to Disconnect

The introduction of the Right to Disconnect is a step forward in promoting a more balanced and respectful work culture. By setting clear boundaries, employees can enjoy a clearer separation between their professional and personal lives, leading to increased job satisfaction and overall well-being. For employers, this can translate into improved productivity, reduced turnover, and a more positive workplace environment.

Moving Forward

At Elevate Recruitment, we are here to support you through these changes and help you navigate the evolving landscape. If you have any questions, feel free to reach out to our team.

More reading here.

Out of office response tips

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Taking some time off for a holiday or heading out on a work trip? An Out of Office (OOO) message is a must for letting your clients, suppliers, and colleagues know you’re away from your desk.

Writing an Out of Office message might seem pretty easy, but anyone who has sat there with a blank email knows it can be harder than it seems. Should you keep it light, professional, or straight to the point? And what about setting different messages for internal versus external contacts?

We’ve pulled together our tips for crafting the perfect OOO.  No matter why you’re away, this guide has got you covered.

When to Set an Out of Office Email: Use an OOO message anytime you’ll be away from your emails longer than usual and won’t be able to respond promptly. Not sure what is expected in your workplace? Check with your manager or HR, as many companies have policies about when and how to use OOO messages, including what information to include. It’s a good idea to review these guidelines before setting up your auto-reply.

What Makes a Good Out of Office Email? A solid OOO message is brief and to the point, giving the reader all the necessary info in just a few sentences. Some prefer a direct approach, while others like to add a bit of personality or humor. We’ve included some examples of both styles to help you decide how to write your own message.

Five Tips for Writing the Best Out of Office Messages The most effective OOO messages are clear, concise, and professional, yet they still have a personal touch. Here are some tips to help you hit the right balance:

  1. Keep It Clear Your message should be straightforward and easy to understand. Get to the point: your leave dates, expected return date, an alternate contact, and when you’ll be checking your emails again.
  2. Keep It Short Aim to keep your message brief and organised. If you need to include multiple points of contact or other details, consider using bullet points. If it’s not essential, leave it out.
  3. Keep It Friendly Even if you’re away, your OOO message should reflect your professionalism. Double-check your spelling and grammar, and make sure you’re comfortable with anyone receiving your message.
  4. Keep It Human Your message doesn’t have to sound robotic. Be polite, use a friendly tone, and consider addressing recipients by name if your email system allows it. Also, provide an alternate contact in case someone needs assistance before you return.
  5. Keep It Light A touch of humor can make your OOO message more engaging, but use it wisely. Avoid sarcasm, as it can easily be misunderstood. A light-hearted pun or a bit of warmth can add personality without compromising professionalism.

Examples for Different Situations Still not sure what to write? These OOO templates can serve as a starting point. Just remember to personalise them to suit your tone and situation.

Setting an OOO Email for Annual Leave When you’re on annual leave, your OOO message should be clear and concise, letting people know when you’ll be back and who they can contact in your absence.

Template: “Hi there,
I’m currently on annual leave from [Leave-Date] to [Return-Date] and won’t be checking emails during this time. For urgent matters, please contact [Colleague-Name] at [Phone-Number] or [Email-Address]. I’ll get back to you when I return.
Kind regards,
[Your-Name]”

Setting an OOO Email for Business Travel If you’re travelling for work, it’s good to let people know that your email responses might be delayed.

Template: “Hi,
I’m out of the office on a business trip with limited access to email from [Leave-Date] to [Return-Date]. For immediate assistance, please reach out to [Colleague-Name] at [Phone-Number] or [Email-Address] or I’ll reply on my return.
Best regards,
[Your-Name]”

Setting an OOO Email for Medical Leave If you’re on medical leave, your message should be informative but brief, providing an alternate contact for urgent matters.

Template: “Hello,
I’m currently on medical leave from [Date] and unable to access my email. I plan to return on [Date], but in the meantime, [Colleague-Name] is available to assist you. Please contact them at [Phone] or [Email].
Thank you,
[Your-Name]”

Setting an OOO Email for a Family Emergency In the event of a family emergency, your OOO message should be both professional and empathetic, directing people to someone who can help in your absence.

Template: “Hi there,
Due to a family emergency, I’m out of the office from [Date] and will return on [Date]. If you need assistance before then, please contact [Colleague-Name] at [Phone] or [Email].
Thank you,
[Your-Name]”

Setting an OOO Email with some humour – Maybe best kept for internal replies

Template: “Hi there,

I’m currently out of the office, relaxing on a sun lounger sipping coffee/cocktails in [Date]. I’ll be back on [Date], hopefully refreshed and not too sunburned.

In the meantime [Colleague-Name] at [Phone] or [Email] is bravely handling my queries. If your request is not urgent, I’ll get back to you on my return, probably with travel stories to share!

Cheers

[Your-Name]

Best Practices for Out of Office Messages Setting up an OOO message is a small step that can have a big impact on how you’re perceived while you’re away. Here are a few best practices to keep in mind:

  • Set it up in advance: Schedule your OOO message as soon as you know your leave dates, so you don’t forget.
  • Include exact dates, if possible: If you know your return date, include it in your message. Some people extend their OOO timeframe by a day or two to allow for catching up.
  • Provide alternate contacts: Make sure to include a colleague’s contact details for any urgent matters.
  • Different messages for different audiences: If your email system allows, set up separate OOO messages for internal and external contacts, tailoring your tone and information accordingly.

Navigating Australia’s job market in a cooling economy: strategies for success

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Australia has long been renowned for its vibrant economy and robust job market, attracting both local talent and skilled professionals from around the globe. However, recent economic indicators for 2024 suggest a cooling trend, presenting challenges for job seekers and employers alike. In this post, we explore the current state of Australia’s job market amidst a cooling economy and look at strategies for navigating uncertain times.

In recent years, Australia has experienced steady economic growth fueled by factors such as a booming resource sector, robust construction activity, and strong domestic consumption. However, several factors have contributed to a slowdown in economic momentum, including global economic uncertainties and international political tension.

The impact of this cooling economy is felt across various sectors, with job creation slowing down and unemployment rates edging up. Industries heavily reliant on consumer spending, such as retail and hospitality, have been particularly affected, while sectors like manufacturing and construction are also facing challenges due to lower investment and weaker demand.

Challenges for Job Seekers: For job seekers, navigating the current job market presents unique challenges. With job opportunities starting to slow and increased competition for roles, securing employment can be more challenging than during periods of economic growth. Additionally, uncertainty surrounding the future of the economy may lead to hesitation among employers to make new hires or expand their workforce.

Strategies for Success: While the job market may seem more challenging in a cooling economy, there are several strategies that job seekers can use to enhance their prospects:

  1. Diversify your skillset: In a competitive job market, having a diverse skillset can set you apart from other candidates. Consider acquiring new skills or certifications that are in demand across multiple industries.
  2. Network effectively: Networking remains one of the most powerful tools for finding job opportunities, even in a challenging economic environment. Attend industry events, join professional associations, and leverage online platforms like LinkedIn to connect with potential employers and industry peers.
  3. Be flexible and adaptable: Flexibility is key during uncertain times. Be open to exploring opportunities outside your usual scope or industry, and demonstrate your ability to adapt to changing circumstances.
  4. Upskill through education: Consider pursuing further education or professional development courses to enhance your qualifications and stay competitive in the job market. Many institutions offer flexible online learning options that allow you to upskill while balancing other commitments.
  5. Stay resilient and persistent: Job searching can be a rollercoaster of highs and lows, especially in a challenging economic climate. Stay resilient, remain persistent, and don’t be discouraged by setbacks. Every rejection brings you one step closer to your next opportunity.

While Australia’s job market may be facing headwinds with a cooling economy, there are still opportunities for those who are proactive, adaptable, and resilient. By understanding the current landscape, leveraging effective strategies, and remaining persistent in your pursuit of employment, you can increase your chances of success in today’s competitive job market.

Recruitment trends in Australia: 2023 review and a glimpse into 2024

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As 2023 moves into Q4, the recruitment landscape in Australia has undergone significant transformations. The past year has been marked by new challenges and opportunities, shaping the way organisations approach talent acquisition. As we prepare for 2024, we reflect on the trends that have dominated recruitment in Australia in 2023 and anticipate what the future holds. In this post, we will explore the key recruitment trends of 2023 and provide insights into what we can expect in 2024.

Emphasis on Diversity and Inclusion
Diversity and inclusion have been at the forefront of recruitment trends in Australia throughout 2023. Companies have recognised the importance of building diverse teams to foster innovation, enhance workplace culture, and cater to a multicultural customer base. In 2024, we can expect this trend to intensify, with organisations proactively focusing on building more inclusive recruitment practices and fostering an equitable workplace.

Hybrid and Remote Work
The pandemic accelerated the shift towards remote work, and in 2023, many organisations adopted a hybrid work model. This change has implications for recruitment, as it broadens the talent pool. In 2024, we anticipate that hybrid and remote work opportunities will continue to be a major consideration for both candidates and employers, leading to a more globalised approach to talent acquisition.

Upskilling and Reskilling
The rapid pace of technological advancements and evolving job roles have made upskilling and reskilling a central theme in 2023. Companies are increasingly investing in employee development programs to retain and grow their existing talent. In 2024, we expect this trend to intensify, with employers prioritising the development of their workforce to meet the demands of a changing job market.

Data-Driven Recruitment
The adoption of data-driven recruitment tools and technologies has gained significant momentum in 2023. These tools provide valuable insights into candidate sourcing, selection, and retention. In 2024, this trend will continue to evolve, with the integration of artificial intelligence, predictive analytics, and machine learning to make more informed hiring decisions.

Green and Sustainable Recruiting
Environmental sustainability and corporate social responsibility have become essential factors for job seekers in 2023. Companies that prioritise sustainability not only attract top talent but also align themselves with growing public awareness of climate change. In 2024, we can expect more organisations to incorporate sustainability into their employer branding and recruitment strategies.

Candidate Experience
A positive candidate experience remains a critical aspect of recruitment in 2023, with candidates expecting a smooth and respectful hiring process. In 2024, organisations will invest more in creating a seamless, candidate-centric recruitment experience, leveraging technology and feedback to continuously improve their processes.

AI-Powered Recruitment
Artificial intelligence is becoming increasingly integral to the recruitment process. AI tools can help automate routine tasks, screen candidates, and improve the overall efficiency of the hiring process. In 2024, we can anticipate further advancements in AI recruitment solutions, streamlining the recruitment workflow and enhancing candidate matching.

Conclusion

Recruitment trends in Australia in 2023 have reflected the evolving needs of the job market and workforce. Diversity, remote work, upskilling, data-driven recruitment, sustainability, candidate experience, and AI-powered tools have all played a significant role in shaping the recruitment landscape. As we look forward to 2024, it’s clear that these trends will continue to evolve and influence the way organisations attract and retain top talent. To stay competitive, employers and recruiters must adapt and embrace these changes to navigate the dynamic world of recruitment successfully. Elevate Recruitment is committed to staying at the forefront of these trends, ensuring that our clients and candidates benefit from the latest insights and innovations in the recruitment industry. We are excited to continue supporting your recruitment needs in 2024 and beyond, helping you navigate the ever-changing landscape of talent acquisition in Australia.

 

What’s your management style?

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Great managers can inspire, bring out the best in their team, and lead teams to success. Certain management styles may appear to be better than others, but sometimes it may be necessary to be able to move from one style to another depending on the situation. The way a manager chooses to interact and lead their team can impact the way they:

  • hire talent
  • develop talent
  • delegate tasks (or don’t)
  • manage their own time
  • create good morale (or don’t)

We take a look at the different management styles and how to get the most out of them.

  1. Micro-manager – A micro-manager is focused on the task, not on the team member, it can come from a lack of trust. A micro-manager can be seen as always getting involved in tasks even after delegating them. The approach can be beneficial in certain situations – new team members or less experienced team members may benefit from close attention while they get up to speed.
    • When using this management style – try delegating small tasks first, focus on the outputs or end results, not the way the team members approach the task, and make sure you give feedback on why you’d like a task approached a certain way so the team is aligned.
    • When working for a micro-manager – highlight the outputs (end results) reassure your manager that you’re comfortable with the task, make sure you’re clear on the priorities from your manager, and make sure you communicate any issues that prevent you from completing tasks.
  2. Democratic manager – Democratic managers show strong collaboration skills and make decisions based on their team’s input. This can result in slower decision-making as they consult with their team before making a decision and they can be indecisive if the team is split on their opinions. Employees feel heard but the manager has to be able to cut through the different opinions and make the final decision. If they’re not able to do this it can result in conversations going around in circles.
    • When using this management style – focus on problem-solving and the goal of working together towards a common goal, be prepared to make the tough decisions, and use employees expertise to make the decision that is best for the company.
    • When working with a democratic manager – sometimes your ideas may be rejected or not used, remember it’s not personal. Know your strengths and how they fit into the team and make sure you return any trust that your manager shows you but trust them to make the decision that benefits the company.
  3. Autocratic manager – An autocratic manager doesn’t consult with their team before making a decision. Sometimes this is a necessary approach such as when time is of the essence or when there isn’t really an alternative, however, it can mean employees feel undervalued and can promote low morale.
    • When using this management style – make sure you tell your employees that you appreciate them and value them, explain why the decision was made that way but be open to suggestions.
    • When working with an autocratic manager – if you believe a decision should be changed provide proof or build a case to present to your manager, ask them to talk you through the decision, if you can understand why a decision has been made this way it can help you be more aligned, and collaborate with your peers – suggestions from a group can be harder to ignore but make sure not to make them feel like you’re ganging up as this may have the opposite effect.
  4. Big picture manager – A big picture manager has a strong vision for the future and has clear goals. They are usually good at delegating but they can sometimes lack the skills to make their team see the same vision as they do.
    • When using this management style – be clear on your role and your values, you need your team to help you deliver your vision. Be clear on expectations and make sure your goals are achievable and realistic.
    • When working with a big-picture manager – if you don’t trust the manager you won’t believe in their goals so you either need to have faith in your manager or if you really don’t maybe it’s a red flag that your role is not the right one for you.
  5. Mentoring manager – A mentoring manager puts a high focus on bringing out the best in their employees and developing their skills over the long term. They tend to be personable and have great communication skills. This type of management style can take up a lot of energy and time and they may not see short-term results as quickly as other management styles can.
    • When using this management style – Make sure you keep your own skills up, allow for mistakes and build this into any timelines and be patient.
    • When working with a mentoring manager – Don’t be afraid to make mistakes, this type of manager will be happy to offer constructive feedback on how you can do better next time. Make sure you make the most of having this type of manager – use their knowledge and take the opportunity to develop your skills.

While some managers may fit perfectly into one of these management styles many managers show tendencies across a variety of these styles and may adapt their approach according to where the task or company is at the time. Teams, workloads and companies are constantly changing which means management styles need to change too. There is no ‘best’ management style – being flexible is probably the best style of all.

ATO reveals the top 10 highest paid jobs in Australia

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The Australian Taxation Office (ATO) has revealed the highest paid Aussie jobs, with the medical profession taking out four of the top 10.

The highest paid position was for surgeons, of which there are only 4,157 in the country, earning an average of $457,281 per year.

Next on the list were anaesthetists, of which there are 3,479, earning an average of $426,894 per year.

The other medical professionals that made the cut were internal medicine specialists (at number four) earning $334,267, and other medical practitioners (at number six) earning $251,722 per year.

Chief executive officers, which by far had the most people working the field coming in at 224,015, just made it into the list at number nine earning $177,506.

What does the average Aussie earn?

The new data from the ATO revealed the average Aussie wage – the halfway point if you add up every Australian’s wage – was $68,289 per year.

However, the median Aussie wage – so taking the “middle” value, the value for which half of the wages are smaller and the other half are larger – was just $50,980 per year.

According to the data, 44.5 per cent – the biggest proportion of workers – earn between $44,001 and $120,000 per year.

The second largest portion of workers (29 per cent) earn between $18,201 and $45,000 per year.

Only 4.1 per cent of Aussies earn more than $180,001 per year.

However, it should be noted that those 4.1 per cent of the population pay 35.4 per cent of the tax revenue.

credit: yahoo! finance

Interview dos and don’ts for employers

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Interviews…a crucial element in the recruitment process. If you don’t make a candidate feel at ease you may not get the best from them and miss an outstanding hire. If you don’t dig deep enough and you may find that the candidate is looking to use your role as a stepping stone to somewhere else.

We’ve lost count of the number of job interviews we’ve undertaken here at Elevate Recruitment. We’ve pulled together a list of our top dos and don’ts of the interview process for employers.

Dos: 

  1. Establish a rapport with the candidate. Make them feel at ease so they are comfortable as they can be during the interview process, you’ll be more likely to see the ‘real’ person to establish if they’re a good fit for your team.
  2. Be positive. Although it is important to be realistic when describing the nature of the role, make sure you’re ‘selling’ the company and promoting the positive things the business has achieved and the great things they can expect as part of the role – whether that be the amazing team they’ll be working with or perks or benefits offered by the company.
  3. Allow a realistic schedule. If you have a number of candidates you’re interviewing for the same role make sure you allow enough time for the interview as well as additional to cover any questions the candidate may have. Also, allow enough time so no one is waiting for another interview to wrap up – each candidate wants to feel special.  If you make them feel like just a number it won’t leave a good impression of your company.
  4. Use open-ended questions. How, what, when, why – for example – Tell me about a time when a project you were working on did not go to plan. What did you learn from this experience? Open-ended questions encourage the candidate to open up and talk, prompting them to go into more detail if necessary. The last part of this question we think is key – everyone makes mistakes, it’s how we learn. You want to know that the candidate has learned from their mistakes and what they do now to avoid making the same mistake over and over.
  5. Use criteria to compare candidates. Decide what the key competencies are prior to a series of interviews. Evaluate your interview notes and if necessary mark candidates on each competency, especially if your interviews are spread out over several days.
  6. Thank candidates for their time. Candidates often have to take time off to attend interviews, some travel long distances, and some put in hours preparing for the interview. Even if they are not successful in getting the role, if you show appreciation for their time and give constructive feedback (if asked for), this will leave them with a positive impression of your company.

Don’ts:

  1. Be unprepared – especially if you are running a series of interviews. To make it easier to compare candidates each candidate should be asked the same (or very similar) question that covers one of your key competencies. Top candidates will see if you’re unprepared and you’ll come across as unprofessional.
  2. Spend more time talking than listening. You are there to find out as much as you can about a candidate in a short space of time. A potential employee wants to leave the interview feeling like they’ve had a great opportunity to present themselves in the best way possible – not leave feeling like they couldn’t get a word in sideways.
  3. Don’t ask unprofessional questions – including about the potential employee’s race, religion, age, marital status and sexual orientation.
  4. Don’t speak negatively about the company or co-workers. You do not want to create doubt in the mind of a potential employee because of something negative said about the company or a co-worker at an interview. Remember top candidates will be in the running for more than one role – they are as much interviewing you as you are them.
  5. Don’t over-promise. Be honest and avoid making false promises on job details in regard to salary expectations, career prospects, employee benefits and other job details as this will leave you in a no-win situation.

We can help you pre-screening, providing you with a short list of candidates that we know can do the role – leaving you to decide which one is the best fit for your company. Not finding the right candidate costs time and money, our goal here at Elevate Recruitment is to make sure you get the right person for your team. We’re so confident in our ability to do this that we offer a candidate guarantee.*

*If your new staff member doesn’t work out for any reason during the agreed timeframe, we’ll find a replacement at no extra charge. Ts and Cs apply. Contact sean@elevaterecruit.com.au for more details. 

Workplace trends we can expect in 2023

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As we move into 2023, we’ll see new workplace trends and the continuation of trends that emerged in 2022. We’re three years on from the start of the pandemic which changed the workplace in many ways. New approaches to work location and employee retention, as well as changes in technology, will drive continued changes to workplace trends. How you as an employer respond to them could determine whether you’re an employer of choice.

Here are some trends to look out for:

1. Focus on flexibility

We’re no longer driven by the necessity for remote working like we were during the pandemic, however, for many employees remote working (or at least the option to work remotely for at least part of the work week) is now a requirement when considering a new job role. Many companies will continue to experiment with different forms of remote and hybrid working or as a minimum, flexibility for those on the frontline where remote working is not an option eg stability in work schedule or control over work schedule. A survey by Omdia found that 54% of survey respondents believe working from home has increased productivity. In contrast, companies like Tesla have made news by forcing all employees to return to the office.

2. Talent shortages and skills gaps

Hiring is difficult in the current labour market but many organisations are further challenged by severe talent shortages in critical areas. Around three-quarters of companies currently hiring have reported finding qualified applicants difficult for certain positions ranging from construction to technology. Savvy companies will work to improve upskilling and reskilling to retain staff in 2023.

3. Ongoing hiring and retention challenges

Continuing from #2 workers continue to leave their jobs at higher-than-usual rates. The gap between the number of people seeking work and the number of job vacancies remains wide – making employee retention highly important.

4. A focus on skills over jobs

In this environment, we can’t stress enough how employees should be looking at what skills employees can bring to the table rather than their previous roles. Many valuable skills like sales, project management experience or data analysis can be applied to many different roles. An increase spend on in-house upskilling will help retain staff and fill gaps in the labour market.

5. Soft skills

This is a trend we’ve seen over recent years, soft skills were important before the pandemic but the need to build relationships virtually and made them even more important. Soft skills that are always in demand are management and leadership skills, creativity, and problem-solving.

6. Transforming HR with technology and data

Many companies are turning to cloud computing, collaboration technology and digitisation to improve the employee experience, recruitment experience and HR operation.

7. Use of AI and automation

Along with automation technology, AI offers growth opportunities for companies if they’re prepared to take them on. As these opportunities unlock companies will need to invest in upskilling employees to work with these technologies.

8. Continued focus on sustainability

Demand for sustainability practices is being driven by the consumer. For many organisations embracing sustainability practices will require investment and employee upskilling to improve the company’s environmental footprint.

As workplaces continue to evolve in 2023 it’s clear the pandemic (among other factors) has driven workplace change at a rapid pace and employers need to make sure they keep up and upskill employees more than ever before.