Posts in Employer Blog

20 Biggest Hiring Mistakes (And How To Avoid Them)

July 19th, 2017 Posted by Employer Blog 0 thoughts on “20 Biggest Hiring Mistakes (And How To Avoid Them)”

In Australia alone, staff turnover costs businesses up to $20 billion a year – according to AHRI’s latest HRpulse survey. As people are the centre of most businesses, the ability to hire the right staff can make or break an entire operation. We’ve compiled some of the biggest hiring mistakes a business can make to help you avoid them.

  1. Hiring for skills, rather than attitude: You can’t train enthusiasm, work ethic or interpersonal skills. Skills, on the other hand, can easily be transferred relatively easily from experienced to non experienced staff.
  2. Making promises you can’t keep: Know ahead of time what you can and can’t promise offering a candidate as promising the wrong thing can have massive implications further down the road.
  3. Not conducting a good job interview: A common misconception is that it is the role of the candidate to prepare for the interview. Effective hiring is grounded on the ability of the interview to be prepared to ask questions that elicit informed facts and information, rather than just opinions from the candidate.
  4. Expecting too much: Many employers think the best way to find a candidate is having an exhaustive list of qualifications. This can lead to finding a candidate with generalist experience, as opposed to something with very developed skills in key areas.
  5. Asking the wrong questions: Interviewers need to be aware of particular sensitivities that may arise in the interview process. Asking a question about what sports a candidate plays may discriminate against a handicapped person. Be wary of these when crafting interview questions.
  6. Rushing the hiring process: There is always a rush to fill vacant positions, this can lead to the candidate being vetted poorly. To avoid this, make sure to set a realistic time frame on the hiring process.
  7. Engaging in intuition based hiring: Having a personal preference of one candidate over another will often shape a hiring decision. It is best to keep an objective scorecard to make sure you are hiring with your brain and not your heart.
  8. Not performing adequate background checks: False resumes, fraud degrees and exaggerated technical skills are not uncommon in the business word. Failure to complete adequate background checks could not only land you the wrong candidate, but also tarnish your company’s image.
  9. Placing too much emphasis on the interview: Some candidates are “interview stars” but their performance may fizzle after being hired. The trick to avoid this is asking questions that uncover the candidates true personality. Try asking them about influencers or how they would deal with a situation, rather than simply talking about the job and resume.
  10. Hiring “whatever comes along”: When you run job ads or go to a job fair keep in mind that you are only accessing candidates actively searching for a role. Sometimes the best candidates might be the ones you have to go after, not the ones who come to you.
  11. Failing to fully prep a candidate for the interview: Some people think fast on their feet and don’t need much preparation. Others prefer to take their time preparing for situations. If you want to enable all candidates with the opportunity to shine, make sure they are all prepped when coming into the interview.
  12. Spending too much interview time talking: A job is about doing, not talking. Instead of sitting down and talking for hours, consider taking the candidate on a quick tour and getting them hands on to see how they work.
  13. Hiring your own image: It’s natural that you might want to work with people similar to yourself, but take a moment to consider if that’s the best thing for your business. Sometimes having a variety of personality types within a team covers many more bases.
  14. Not being clear about what you want: Until you have written a clear job description of what you want, you shouldn’t even consider starting to hire. A good place to start is considering purpose, duties, qualifications and next steps.
  15. Not having a long term plan: The amount of time a candidate will work for you is a very important factor to consider when hiring. A short term role is suited better to a fast learner whereas a long term role is often more appropriate to an experienced, reliable candidate.
  16. Hiring a sales team too early: Many business owners think that their business will rise or fall based on the ability to get customers. This leads them to hires a sale team very early to accomplish this – often before the product is entirely ready.
  17. Hiring friends and family: When a position opens up many business owners will look to hire a family member or friend as a favour. This is particularly dangerous as they are often not the best candidate for the role and may lead to personal conflicts.
  18. Not having a clear hiring process: By established a defined hiring process you can be sure that each candidate is being provided with the same information and opportunity. This should make the decision making process more simple and efficient.
  19. Offering someone the job on the spot: Whilst tempting, it is nearly always better to walk away and think about how the interview went. This reduces the likelihood of intuition hiring and makes the process more objective and reliable.
  20. Hiring before determining why the last person left: Possibly the most overlooked hiring mistake. Before you hire someone new it’s important to work out why the last person left. If it’s a persistent problem you may experience the same problem with the next candidate.

Need help with your hiring process? Here at Found we specialise in finding the right candidates for your business. If you’re interested in getting access to Australia’s next generation of hiring, check out  Found today.

11 Ways To Get More Out Of Your Staff

July 5th, 2017 Posted by Employer Blog 0 thoughts on “11 Ways To Get More Out Of Your Staff”


Now that you’ve got your staff it’s time to maximise their output. These 11 actionable steps will help you create a team that works well together, and encourages hard work and dedication.

  1. Understand each employee is different: Instead of thinking of your team as a singular workforce, remember that each individual has different needs, habits and expectations. Understanding and working with these differences is key to unlocking their potential and ensuring they are a productive, healthy member of your team.
  2. Manage expectations (yours and theirs): Once you understand the differences between your team members, it’s important to establish realistic expectations of their work. This should involve clear communication and transparency between you and the worker to make sure you are both on the same page.
  3. Maintain clear communication
  4. Engage your workers: Make sure that your workforce is engaged. This involves including team members in the decision making process (when appropriate) as well as encouraging input and ideas.
  5. Provide a challenging environment: No one likes working in an unchallenging, monotonous environment. Try to create a realistic challenge for your workers that fosters creativity and excitement.
  6. Act like a boss – but be consistent: Having a good relationship with the rest of your team is important, but there are times when it is necessary to be the boss. Problems arise when a manager may act like a peer at times and a boss at other times – consistency is key here.
  7. Lead by example: One of the most underrated motivational factors in a workplace is having a leader that works harder than everyone else. Leading by example promotes work ethic and can produce some great results.
  8. Build ownership amongst team: When your team feels connected to the work they are doing they will be more motivated and work harder. Try to make your workers feel connected to the work they are doing.
  9. Keep your team informed: Business leaders often have a much clearer picture of what’s going on in the company than workers. Lack of information can leave a team feeling confused or unwanted, and this erodes motivation and productivity.
  10. Reward employees (not just with money): Whilst you can reward workers with monetary compensation, verbal recognition and perks can also go a long way in motivating hard work.
  11. Don’t be afraid to cut workers: Whilst hiring the wrong worker is never the intention of an employer, cutting a worker loose is a necessary part of maintaining a healthy workplace environment.

How losing 48% of applicants became ‘Ok’ (and why it takes 20x longer to apply for a job than to catch an Uber)

June 21st, 2017 Posted by Employer Blog 0 thoughts on “How losing 48% of applicants became ‘Ok’ (and why it takes 20x longer to apply for a job than to catch an Uber)”

Remember the early ‘90s, before the internet arrived, when we called each other on landlines and wrote letters? Job ads were in the paper, and usually ended with “Please post your application to the Hiring Manager at PO Box…”
In the late ‘90s, the Job Board replaced the Careers Section of the newspaper, and the Applicant Tracking System (ATS) began its long march to dominance.
That was almost 20 years ago. The Founder of Facebook was still in high school. No one had ‘Googled’ anything. And we all caught buses and taxis (what is this ‘Uber’ thing?)

How much progress has been made since then? In Australia, more people now have access to a Smartphone than a Laptop or Desktop. And yet, we expect candidates to follow a process that’s changed little since the ‘90s.

As recruiting teams have become greater consumers of data, there’s a constant drive to collect more and more information from applicants.

Fact: The average time for a candidate to find and apply for a role through an ATS is 40 minutes.

An Uber takes 2 minutes to arrive. It takes one minute to post a Facebook status update. I can Snapchat my friends instantly. And 48% of candidates drop out during that 40 minutes.

What would happen to Uber if they didn’t turn up 48% of the time?

I have a theory why this is now “ok”. The 52% of candidates who make it through the process is usually “enough” to fill the role. And no one knows how good those candidates in the 48% really are.

Did you just bury one of your future business leaders in 40 minutes of forms?

To get started with next generation of recruitment tools check out Found today.

Tips for embracing the next generation of workers

June 7th, 2017 Posted by Employer Blog 0 thoughts on “Tips for embracing the next generation of workers”

HOW MANAGERS SUCCESSFULLY MANAGE MILLENNIALS IN TODAY’S WORKPLACE.
The future of Australia sits firmly in the hands of millennials. Born between 1975 and 1995, if you look around you right now, there’s an excellent chance that you’ll be in the company of someone defined as a millennial.

Many millennials, particularly in the tech sector, are successfully executing roles in senior leadership and are emerging as a force to be reckoned with, demonstrating ongoing success as commanders of organisations across the globe.

So why are so many managers opposed to hiring millennials for their jobs?

Millennials are different to previous generations of workers; their attitude, confidence and approach to work-related tasks are new, unique and require an entirely different style of management.

Global economic analysis heavyweight Deloitte released a survey this year that found that 50% of millennials plan on being in their role for a mere two years. That’s a staggering half of the workforce born between 1975 and 1995 intend to move on after just two years in a role. When you consider the costs involved in hiring and recruitment, you can see how important it is to not only attract, but to engage and retain the best and brightest of this generation.

Millennials are passionate, energetic and committed to making a difference in their role so it’s crucial that managers today adopt techniques and learn to work with, rather than against, those previously feared personality traits.

Here are a few tips for managing millennials in the workplace successfully:

DON’T MANAGE, LEAD
Millennials are strong in their convictions and have the skill-set to back this up. Don’t mistake their confidence for arrogance; embrace their ideas and inspire them through your leadership. Managing and ‘teaching them who’s boss’ will have a detrimental effect which will be a wasted opportunity for your company.

CREATE OPPORTUNITY
You’ve got an employee who’s chomping at the bit to take the next step; they’ve identified a need in the business, and they’re eager to meet it. Rather than quashing their thought process, welcome it. What can you do to help them reach their goals? Working with a zest for growth that is so common in millennials, will see that initial two years turn into much longer.

KEEP STAFF CHALLENGED
Millennials get bored quickly. They have been raised in a disposable society where toys were plentiful, and there is an ever-evolving stream of technologies that are constantly entertaining. Rarely idle, millennials brains work at a fast pace and their ideas come thick and fast. If a millennial is over-achieving in their role, create new tasks for them and keep them mentally stimulated. It is this diversity of their role that will keep them hanging around for the long haul.

ENCOURAGE YOUR TEAM
There is no doubt that millennials are passionate and want to be active in a role that makes a difference. As per Deloitte’s survey findings, they want “businesses to focus more on people…products and purposes – and less on profit, and because of this, if you nurture them and give them wings, they will surely help your business to fly.

There is no doubt that millennials are breaking the mould as far as industry standards are concerned, but it is taking advantage of this which will revolutionise the way you do business and help take your organisation to the next level.

To unearth the perfect candidate for a role within your business, check out the Found Talent platform today

Do you know how to convey your company culture in a job ad?

May 24th, 2017 Posted by Employer Blog 0 thoughts on “Do you know how to convey your company culture in a job ad?”

Company culture describes the environment and culture of the workplace. Some employers might not care about their workplace environment because they only believe it’s important to get the job done quickly; however, successful companies find that this attitude actually hurts profits. Positive environments improve productivity and help businesses and employees earn more money.

A POSITIVE COMPANY CULTURE PAYS OFF

According to research published on Entrepreneur.com, businesses with great cultures perform 20 percent better than those that don’t. They also tend to have employees who earn more money. It isn’t necessarily because these companies pay higher starting salaries than others in their industry. Sometimes they don’t. It’s Lower turnover and increased productivity that helps these happier companies compete.

With that said, conveying the company culture in job descriptions is critical for two reasons:

  • Job seekers value positive work environments. Communicating this in a job posting will increase the attractiveness of the job offer.
  • In Australia, employee turnover hovers around 23 percent and costs companies almost $4 billion in extra recruitment costs and lost productivity. Today’s employers know that employee turnover costs money, and they prefer to hire people who are likely to enjoy their jobs, coworkers, and surroundings.

HOW TO DEMONSTRATE COMPANY CULTURE IN JOB LISTINGS

It’s pretty obvious that job descriptions should include more than just actual tasks and required skills; also, they should promote the investment in employee happiness that a company makes. By following these three suggestions, employers can give job seekers a chance to understand their business culture:

  1. Be direct and clear: Don’t be afraid to introduce your job listing with a paragraph or two about your culture. You might even include some direct testimonials from current employees who perform a similar job. Also, emphasise that you’ve included this section to let job seekers know why they would like to work at this company. Your clarity will also reflect well upon your business.
  2. Consider what you have: Google is one example of a company that has grown famous for its positive work climate. According to Fast Company, perks like free food and gym memberships were no accident but part of a deliberate strategy to attract and retain top talent. Not every company can invest in a work culture like Google has; however, even an entry-level job may offer paid training, internal promotions, employee discounts, flexible work schedules, and a great location. Find out why current employees like their jobs and start there.
  3. Use the right media for job postings:  Quite simply, if you’re looking for younger workers, and even some older ones, you need to use mobile apps for job listings. Eighty-seven percent of mobile device users say that they have their phones by their side 24 hours a day and are more likely to check online with them than with a laptop or desktop. They’re more likely to use employment apps and mobile sites than to read newspaper listings or even listings on traditional job sites. Younger workers also like using mobile apps for work, so your use of one for job listing is another way to demonstrate that your culture is in tune with their preferences.

Postings that reflect a positive company culture will attract the right type of employees. To find great local Job Seekers near you try the Found Platform today.

Make Any Job Attractive!

May 10th, 2017 Posted by Employer Blog 0 thoughts on “Make Any Job Attractive!”

When you’re trying to hire for a job that is less than exciting, you’d better be prepared to get creative. Jobs that are perceived as boring or undesirable are less likely to attract the kind of qualified candidates that you have been able to find for other roles. Here are some tips on how to make a boring job attractive to the right people.

FOCUS ON THE INTANGIBLE BENEFITS

Many things can make a job more attractive, including the perks and benefits that go along with it. Try focusing on the intangibles that might make a person prefer this job over another. Here are some to look for:

The Exposure

Will the employee have the opportunity to network and gain better exposure for a future career in the company? Sometimes employees are willing to take a lower paying, monotonous job if there’s opportunity to make important career connections.

The Working Environment

Is the office casual and lenient as far as dress code and cubicle space? Are pets allowed to come to the office? These small benefits are considered very appealing, particularly to the millennial workforce, who expect to work in a place that they don’t consider to be “uptight.”

The Hours

Are the hours perfect for working mothers who want to be home for their kids after school? Many smart women look for jobs where they can drop off their kids in the morning and be home to fix a snack and help with homework.

The Flexibility

Can the employee come in early if they choose, and go home early? If the job doesn’t currently have this flexibility, it’s possible the department manager may be willing to negotiate such a situation. Certain jobs, such as data entry, are perfect for such arrangements. Is there an opportunity to work from home one day a week? This might be a huge perk to parents or those who have to commute a long way to get to work.

FOCUS ON THE FUTURE

If there’s no way to disguise the boring job as anything more than mundane, and there are few intangible benefits to entice applicants, focus on the future. Many low-profile boring jobs can lead to an exciting and high-paying job within the same or similar industry.

For example, a boring job of reading through slush pile manuscripts at a publishing company could eventually lead to a big city job as a top agent. A job washing hotel linen might enable that employee to work themselves up to the position of hotel manager at a big resort. Every job can lead someplace more promising. It’s up to you to figure out the best possible ultimate job, and focus on that possibility when advertising for the boring job. Try to find examples of people who started out in the lowly position and are now in positions with high salaries and respect. That will go a long way toward convincing an ambitious person that this boring job is worth more than meets the eye.

Finally, your ideal candidate shouldn’t take too much convincing. With a little prodding, if they can’t imagine how they might leverage the boring job into something more attractive down the road, they may not be right for the job. Give a nudge to candidates, but then let them allow their imaginations to take over.

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How 2017 can be the year you go mobile for hiring

December 16th, 2016 Posted by Employer Blog 0 thoughts on “How 2017 can be the year you go mobile for hiring”

Millennials have gone mobile. They spend an average of 90 hours per month on smartphone apps. But there’s a huge gap between the usage rate of mobile to find jobs and the percentage of companies that use mobile to recruit.

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6 Personalities To Avoid When Hiring

December 16th, 2016 Posted by Employer Blog 0 thoughts on “6 Personalities To Avoid When Hiring”

When hiring, look beyond the C.V., and consider the personality of any candidate you’re seriously evaluating. A bad hire can impact far more of your workforce; your company morale and culture can be severely tarnished.

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