TNQ Skills Master Class Local skills shortage solutions - PDF document

TNQ Skills Master Class Local skills shortage solutions Presentation Notes Advance Cairns & The Vocational Partnerships Group

How to package & sell jobs to potential How to package & sell jobs employees? to potential employees? � Advertising � Selling a job Chris Cunsamy Executive Recruitment Consultant � Staff Retention Advertising Where � Where � Reputable CAIRNS based Recruitment Company � How to write your ads � How to write your ads � Newspapers N � Key words � Online vacancy systems � Your website � Be specific How to write your ads Key Words 4 Communication Styles � Job title � Driver/Blamer → Decision maker � Type of language � Type of language � Expressive/Distractor → Creative person � Expressive/Distractor → Creative person � Essential skills � Amiable/Placator → Team player � Analytical/Computer → System/compliance � Use them often 1

Avoid this Get this Be Specific � Location � Salary � Achievement Advertising with the candidate in mind, will ensure � Do they REALLY need number of years experience “Best Candidate the market has to offer”. Selling a Job � Painting the picture � Structured positions � Clear guidelines Sell your company as the company that you’re � WIIFM / KISS proud of & others want to be associated with! � Interviews Staff Retention Payroll is largest co. expenditure � FACT – Payroll is largest co. expenditure � Grow your staff � FACT – War for talent War for talent � FACT � To reward or not to reward � To reward or not to reward � FACT – Staff attrition can be minimised � More money is not the only answer � FACT – You can be a Great Leader 2

Minimising Staff Attrition War for Talent � Training opportunities � Scarcity of quality candidates � Career progression � Flexible work arrangements � Putting employees first � Better performance management � 22% of Australians aged 20-24 change � More delegation of authority employers each year � More money � Win/Lose on employee mobility � Shareholding � Multi-skilling job rotation Identifying capabilities The Great Leader What is the specific goal or task � Identifying capabilities � � How strong or good are the individual’s demonstrated task knowledge and skills � Knowing your staff � Knowing your staff How strong or good are the individual’s transferable � skills � Knowing your style � How motivated, interested, and enthusiastic is the individual � Getting the best from your staff � How confident is the person Knowing your staff Knowing your style � Self Reliant/Achiever � Direct them � Capable but Cautious � Capable but Cautious � Coach them � Coach them � Disillusioned Learner � Support them � Enthusiastic Beginner � Delegate to them 3

Avoid this Get this Getting the best from your staff � Direct the Enthusiastic Beginner � Coach the Disillusioned Learner � Coach the Disillusioned Learner � Support the Capable but Cautious Don’t ASSUME, identify your staff’s potential to � Delegate to the Self Reliant/Achiever Maximise Staff Retention. How to package & sell jobs to potential employees? THANK YOU THANK YOU Chris Cunsamy Executive Recruitment Consultant 4

Challenges • Are you finding it hard to recruit quality employees? • Have you settled for ‘less than ideal’ y employees? Attract the future: • Are your employees feeling challenged? • Are your employees equipped to take a step Growth from within up if needed? • Are your employees leaving for ‘greener Stacey Speight pastures’? Human Resources Today, I want to show you how we address the challenges of the labour shortage at BDO invested in me BDO. We all need to invest in our people Education • Education • Encourage & support further study • University, TAFE, Diplomas, Institutes, • Resources Post graduate certificates Post-graduate, certificates • Growth • Technical development • On the job learning • Environment • Local & National Learning and development • Diversity programs/conferences • Program of Choice 1

Resources Growth • On the job learning • Vacation Employment • Graduate Employment • Access to knowledge • Mentoring • Mentoring • Invest time in developing trainees and I t ti i d l i t i d • Performance Reviews graduates • Development Plans • Engagement and retention Generation Y • Competencies • Referrals working for you – spotter fee • People and leadership skills development • Advancement opportunities Environment Diversity • Balance between technical, • Create a learning culture professional and personal • Attract referrals – finders/spotter fee development p • Develop people, not just technical skills D l l t j t t h i l kill • Balance between work and life • Don’t compromise standards away from work Invest, support and develop employees What are the BENEFITS TO YOU • Quality employees benefits for benefits for • Right people in the right jobs • Attract other motivated, quality employees • Word of mouth advertising you? • Positive employee morale • Learning culture • Employee engagement – say, stay, strive = increased efficiency of the business = profits = growth 2

Our Success • Vacationers – Undergraduates – Graduates • Graduates – CA/CPA Qualified Accountants/Auditors • Accountants – Managers - Associates • Secretaries – High level EA’s Invest in your people • Office Junior –Human Resources 3

MENTORI NG GEN Y MENTORI NG GEN Y W � �� �� “ THE ROYAL PAI NS I N OUR ASSETS THE ROYAL PAI NS I N OUR ASSETS ” ” ���� �� Elmarie Gebler & Graham Caldwell Elmarie Gebler & Graham Caldwell – – WHK WHK M������ WHK “I T’S ALL ABOUT RESULTS “I T’S ALL ABOUT RESULTS” ” Primary Outcome Primary Outcome • Ensure Succession Ensure Succession • Develop effective Team Work Develop effective Team Work W �� �� • Provide Enhanced Client Care Provide Enhanced Client Care Provide Enhanced Client Care Provide Enhanced Client Care • Personal Development Personal Development M��������� • Achieve Improved Results within Budget Achieve Improved Results within Budget WHK “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” Qualities may include Qualities may include • Deep Personal Interest Deep Personal Interest • Counsellor or Teacher Counsellor or Teacher • More Experienced Person More Experienced Person • R R Reputation that you Earn Reputation that you Earn i i h h E E G��������� � • Power free Relationship Power free Relationship • Trusted Friend Trusted Friend “let me strugl so dat I cn lern” “let me strugl so dat I cn lern” WHK “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” 1

Gen Y or “Gen Why?” Gen Y or “Gen Why?” Who is generation Y? Who is generation Y? “Y do we need them?” “Y do we need them?” WHK WHK “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” Demographics Demographics Gen Y’s categorised as …. Gen Y’s categorised as …. Description Description Born Born Age Age Seniors Seniors Before 1925 Before 1925 > 82 > 82 • • Lazy Lazy Builders/Traditionalists Builders/Traditionalists 1926 – 1926 – 1945 1945 63 - 63 - 82 82 • • Impatient Impatient p • • Demanding Demanding Baby Boomers Baby Boomers 1946 1946 – – 1964 1964 44 44 - - 62 62 • • Difficult to manage Difficult to manage Generation X Generation X 1965 – 1965 – 1981 1981 27 - 27 - 43 43 • • Need instant gratification Need instant gratification (Sandwichgen) (Sandwichgen) Generation Y (KIPPERS) Generation Y (KIPPERS) 1982 1982 – – 2000 2000 8 8 - - 26 26 Generation Z Generation Z 2001 + 2001 + < 7 < 7 WHK WHK “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” Matter of Perception Matter of Perception More about Gen Y workers … More about Gen Y workers … • • High expectation of Self High expectation of Self • Impatient & demanding = Ambition Impatient & demanding = Ambition • • High expectation of Employer High expectation of Employer • Need for instant gratification = Desire for Need for instant gratification = Desire for • • • • Want Ongoing Learning Want Ongoing Learning Want Ongoing Learning Want Ongoing Learning continuous feedback & being involved in decision continuous feedback & being involved in decision • • Immediate Responsibility Immediate Responsibility making making • • Goal Oriented Goal Oriented • Demanding = Variety of challenges Demanding = Variety of challenges • • They have the Financial Smarts They have the Financial Smarts • Difficult to Manage = Willingness to learn & Difficult to Manage = Willingness to learn & • • Work life Balance isn’t just a buzz word Work life Balance isn’t just a buzz word improve FAST improve FAST • • Change Change Change Change Change Change WHK WHK “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” “I T’S ALL ABOUT RESULTS” 2