By Andrew Hobbs - Employment Law Handbook, Friday 1 December, 2017
WE’VE all been on the answering end of a job interview, but when it is our responsibility to hire a new employee, it can be a real challenge to find the right person for the role and the business. Below we list some of the points you should keep an eye on when preparing to hire a new worker, either to replace a person who has left or because of an increase in business. It might take a long time Recruiting often takes longer than you think it will. It usually takes between 45 and 50 working hours to fill an average position, and about 70 hours to hire someone in middle management – assuming the relevant hiring managers are available to interview and not out of town or simply too busy. How do you want to source the talent? Advertising on job boards like Seek or MyCareer can often deliver hundreds of resumes, so be prepared to devote the time to reading all the resumes you will receive. If you prefer not to advertise, you can always approach people directly or via LinkedIn. LinkedIn tends to be a great resource for senior roles, but proves less effective for more junior roles. This is because for a junior role, it is better to consider a large number of resumes, but to find the right person for a senior position, networking is likely to be much more effective. When using social media to assess an applicant’s suitability, be sure the information you obtain has direct relevance to the job requirements – such as cultural fit, discretion, maturity and ability to spell correctly. Do not breach discrimination laws or privacy laws in any conclusions you draw from accessing an applicant’s social media accounts. Be clear about what you want To hire effectively you will need a position description drawn from a job analysis – by interviewing the current employee and their peers, conducting focus groups of informed people or documenting the activities of another person doing that job. A good position description will outline the tasks and responsibilities you expect to be met and the competencies and behaviours you want the person to demonstrate. Many organisations focus on one or the other, rather than both. This means they tend to hire people who fit in well at the company, but can’t do the job, or people who can do the job, but don’t fit in. Be clear about what you will offer them In order to attract the best possible candidate, you need to be clear about what you can offer them – in terms of training, salary, location, hours, parking and any other terms. You need to be able to deliver anything you promise during the recruitment process, unless you are making a statement about a future matter – in which case you must have reasonable grounds for making the statement. If you do not do this, you could be liable for misrepresentation and are likely to find yourself managing a very unhappy and unproductive employee. Use the right interview techniques The best interviews are relaxed and informal with a core of questions that are asked of every candidate to allow objective comparisons to be made. If you are going to conduct one interview, make sure you include both technical and behavioural-based interview questions. If you decide to hold two interviews, ensure the second interview builds on the first or delves into areas not covered in the first interview. Remember that it is unlawful to ask an applicant of a particular group – that is, age, sex or race – questions that you would not ask of a different group, unless it relates to the inherent requirements of the role or concerns a health and safety matter. Check their referees Once you have decided on your shortlist, ask for a minimum of two referees from each candidate. Ensure the people you are taking a reference from directly managed the candidate, and try to ask them questions relating specifically to the needs of the job once you have confirmed the previously stated facts. If you have any niggling doubts about any aspect of the person’s ability to perform in the role, explore these with the referee. Many things to consider The process of recruiting a worker may differ depending on the role you are trying to fill – a permanent role or a casual one, a contractor, officer or company director? Even writing a job advertisement can be challenging, let alone knowing what to ask of both applicants and their referees. Go to our friends at the Employment Law Practical Handbook which covers these topics and more, including a checklist of what to consider if an employee has a criminal record, the role of post-employment restraints and template job analyses, position descriptions and letters for unsuccessful applicants.
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Matrix Announces Collaboration with Google Glass; Marks the First Professional Beauty Brand to Pioneer the Application of Wearable Technology JANUARY 17, 2014 (NEW YORK, NY) - Matrix, a subsidiary of L'Oréal USA and the leading professional hair care and hair color company, announces the launch of "Matrix Class for Glass™." Setting the standard in beauty and trend innovation, Matrix introduces a program featuring the wearable device for the next generation of beauty education. "Matrix Class for Glass" is an ongoing program throughout 2014 that features a three-phase rollout, including an exclusive Blogger Video Series, The Matrix Eye for Style Google Glass Salon Chair and a salon professional education platform. Also coming in late spring, the first Professional Google Glass App will house an exclusive library of content that can be downloaded by consumers and professionals. "This new initiative will completely transform the hair styling experience," declares VP/ Matrix General Manager Paul Schiraldi. "Wearable technology is the next frontier -poised to revolutionize the way we live and work, in the same way that smartphones and tablets have done. "We’re extremely excited to be leading the way in professional and consumer hair education with this initiative," says Schiraldi. Exclusive Blogger Video Series Using Google Glass technology and expertise from Matrix Celebrity Stylist, George Papanikolas and Matrix Artistic Director, Ammon Carver, intimate and in-depth tutorials will capture styling sessions directly from the eye of the stylist. These videos will offer a new and unique view from behind the chair and power the styling experience with unbounded technology. The "Matrix Class for Glass" video series will showcase a cast of America’s best known bloggers as they explore the latest trends and share their experience. Videos will live on mymatrixfamily.com, youtube.com/matrix and blogger social media channels. By John Kelly Editor-in-Chief, Smart Tax Handbook Now that the Abbott Government has had time to settle in and consider the changes announced but not legislated by the previous Government, it will be interesting to see what tax changes 2014 holds in store for us. A press release addressing which of the unlegislated Labor tax initiatives the new Government would proceed with and which they would abandon was issued just before Christmas. The 4 main initiatives the Government intends to proceed with are:
John Kelly Editor-in-Chief Smart Tax Handbook The ATO has now also released details of further compliance-related activities for 2013-14, and the following all feature on its 'to-do' list:
By Jeff Haden Mistakes are a great way to learn. But why not skip the pain and suffering yourself--at least on these 9 mistakes. Making mistakes is a great way to learn. Making mistakes is also not particularly fun. It's a lot more fun to avoid them entirely. Here are some of the most common mistakes entrepreneurs—and businesspeople in general—tend to make: 1. Think of a plan as an end result. Say you’re agonizing over a business plan; somewhere along the way you've forgotten your goal is to actually start the business. Establish goals, create long-range plans, make to-do lists, and get going. Most successful people are solid planners and excellent adapters. Get started so you can start adapting. 2. Assume style indicates substance. Logos, identity packages, killer wardrobes, eccentric work spaces... none of those matter if you can't deliver. Businesses are built on go, not show. Your business or personal style will create a memorable brand as long as you deliver. Just be you. And get to work. 3. Think of business as all-you-can-eat. Ideas are thrilling. Opportunities are tantalizing. Dreams are exciting. Great, but execution is everything. Take on too much and you do few things well. Keep getting distracted by the latest trend and your best ideas get ignored. Check out everything on the business menu, but only select a few items at a time. Don't be afraid, or have too big an ego, to start small. Small is almost always your start-up friend. 4. Underestimate the time required. Nothing ever goes as quickly as you predict; in a start-up, time passes in reverse dog years. Create timelines but always factor in scenarios and sensitivities. If you don't reach your estimated sales in six months, what will you do? An estimate is theoretical. Plans are more concrete. Know what you will do if your timelines are wrong. They will be. 5. Assume perfection is required. Trying to create a product that meets every conceivable customer need? Sooner is almost always better than later, so do a Tim Gunn and make it work. Get to market and then start refining your products or services based on actual customer feedback. 6. Underestimate the money required. It’s easy to underestimate cost when you let hope creep into your calculations. A start-up, no matter how bootstrapped, always has unforeseen costs. Just because you really want something to work out doesn't mean it will magically cost less. Apply sensitivities and create plans in case your estimates are wrong. Just like your time estimates, they will be. 7. Give up too soon. Success rhymes with excess for good reason: Entrepreneurs who succeed do so because they work harder and longer. Before you give up, take a step back and decide whether additional effort is all that's required to overcome roadblocks or hurdles. Sometimes it's not the business or the market. Sometimes it's you. Never quit until you’re sure it’s not you. 8. Stop acting silly. If you’re like me your favorite childhood stories involve something stupid you did. (How else would I know the right mixture of sulfur and saltpeter will burn hot enough to turn a Tonka truck into a glop of metal?) Business is serious enough. Every once in awhile, do something silly. Silly is memorable. Silly makes you feel like a kid again. Laughing at yourself will make the toughest day a lot easier. 9. Adopt expectations. We are all influenced to some extent by what other people think about us. But what do you want? What really matters to you? Live your life based on the opinions of others and you live their lives, not your own. What matters most is what matters most to you. Always be sure you're living your life. It’s the only one you get. |