Blog | Mansfield & Co Recruitment

3 misconceptions of temp staff

Wed, 04 Mar 2026 01:39:14 GMT

Whether you’re a business leader or HR manager, understanding the true value of temp employees can help you build a more agile, effective team.

1. Temps aren’t skilled

Many people assume temporary employees are “just filling a gap,” but in reality, temp staff can bring a wealth of experience and specialised skills. They can offer fresh talent and expertise, and a new perspective can often help your team think differently and thrive.

2. It’s too expensive

From the outset, hiring a temp might seem costly compared to using internal resources. But when you factor in recruitment, training, and benefits for permanent hires, temporary staff can be a surprisingly cost-effective way to support your team.

For short-term projects, seasonal peaks, temps can deliver exactly what you need without unnecessary overhead costs; you pay for the hours you need, without long-term benefit commitments.

3. It takes too long to organise

Some businesses avoid temps because they think sourcing someone is a lengthy process. With access to a trusted network of temp professionals, finding the right person can actually be fast and easy.

Additionally, temps are often fully prepared to hit the ground running, which reduces onboarding time.

Why it’s worth reconsidering temp staff

Temporary employees can bring flexibility, innovation, and efficiency to your team. By challenging these common misconceptions, you open the door to new talent, fresh ideas, and smarter ways of working for your business.

Do you have a temp need in your business?

With a clear, easy process and a trusted temp network, we can help you find someone reliable for your team (often within 24 hours). Chat with us today .

How unrealistic job ads quietly sabotage your recruitment

Tue, 03 Feb 2026 00:13:40 GMT

At first glance, a job ad seems like a simple thing.

List the duties, outline the experience required, add the salary, hit publish… right?

In reality, job ads are often where recruitment quietly starts to unravel.

Not because employers don’t care - but because expectations, market realities and legacy role assumptions don’t always line up. And when that happens, even the most well-intentioned job ad can unintentionally work against you.

The “perfect candidate” trap

One of the most common things we see is a job ad that’s trying to cover everything.

Someone who:

Has extensive technical expertise
Brings strong leadership capability
Is strategic and hands-on
Can hit the ground running
Fits the culture perfectly
Comes from the same industry
And is happy with a salary set several years ago

Individually, these things aren’t unreasonable. Combined? They often describe three different people - not one.

When expectations creep over time (often shaped by what previous incumbents grew into), the role becomes unrealistic for today’s market. The result? Fewer applications, longer time to hire, and frustration on all sides.

When the salary doesn’t match the brief

This is a big one.

We regularly see roles taken to market on the same salary as the previous incumbent - sometimes set five or more years ago - without considering how the role, the market, or candidate expectations have shifted.

Candidates can spot this immediately.

If the responsibilities read as senior, but the salary suggests otherwise, strong candidates will quietly opt out. Not because they aren’t interested in the role, but because they assume the organisation hasn’t aligned expectations internally yet.

And once that perception is formed, it’s hard to undo.

The “nice to have” list that scares people off

Job ads often include long lists of skills that are labelled as “desirable” but feel very much like required.

From a candidate’s perspective, this creates hesitation.

Ironically, this tends to discourage great, capable candidates, while less suitable applicants are often the ones who still apply (with confidence!).

The quiet cost of getting it wrong

Unrealistic job ads don’t usually fail loudly. They fail quietly.

They lead to:

Roles being re-advertised
Shortlists that don’t quite hit the mark
Candidates dropping out mid-process
Hiring managers feeling like “there’s no good talent out there”

When in reality, the right people were there - they just didn’t see themselves reflected in the brief.

A better starting point

Before you advertise, it’s worth pausing and asking:

What problem does this role actually need to solve today?
Which skills are essential, and which can be developed?
Is the salary aligned to the level of responsibility and the current market?
Are we clear (and honest) about flexibility and expectations?

A well-considered job ad doesn’t just attract more applicants — it attracts the right ones.

And that’s when recruitment starts to feel less painful, less time-consuming, and far more successful.

4 key strategies for retaining top talent

Wed, 03 Dec 2025 04:28:28 GMT

Keeping great employees isn’t just about perks. Here are four strategies that can help you build a team that sticks around.

At Mansfield & Co, we work closely with a wide variety of workplaces and understand how things operate from the inside. And while no two businesses are the same, it doesn’t take long to recognise the kind of environment people want to stay in (and the kind that sends them looking elsewhere).

So, what can you do to strengthen engagement and hold onto great people?

1. Engage in regular conversations with your team

Don’t wait for performance reviews. Have meaningful, honest conversations to help understand their career goals, strengths, and areas where they seek growth.

2. Develop personalised career development plans

Understand motivators for your employees and work on plans that align with their aspirations. Offer opportunities for skill enhancement and progression within your company.

3. Empower employees to learn and grow

Make sure employees are aware of any mentorship programs, job rotation opportunities, and/or tailored training they can undertake to support their development needs.

4. Recognise and celebrate employee achievements

Ensure your team feels valued for their hard work and contributions. Small, thoughtful gestures help people feel connected and motivated.

Importantly, take a close look at what’s happening in your culture and address any friction points. This can include workload, clarity, culture, leadership. Read our insights on nurturing healt hy team culture here .

Is AI preventing your application from standing out?

Wed, 17 Sep 2025 05:26:51 GMT

A cover letter is your opportunity to shine as a candidate. If you’re using AI to write cover letters for your applications, here’s how it could be letting you down.

The use of AI in job applications is becoming more common and we’re seeing a high volume of AI written cover letters in our recruitment process. We regularly screen hundreds of candidates across multiple industries, yet there are increased consistencies in cover letters that are noticeably AI generated. Similarities with formatting, sentence structure and phrases are delivering generic, repetitive cover letters and are missing key qualities recruiters are searching for – personality.

Our advice for using AI for your cover letter

Spend some time writing your own cover letter. This is your opportunity to express your interest in the role and the value you can offer the organisation. Remember: AI can’t share your authenticity in the same way that you can.
Use AI to check your draft and find errors in grammar and punctuation, or to help refine your text. If you update your letter with text generated by AI, read it back to ensure it still sounds like you.

In a sea of similar cover letters, those that are standing out the most to recruiters are the ones with a little flair.

How Mansfield & Co Recruitment excels in securing the hard-to-fill jobs for employers

Mon, 01 Sep 2025 06:25:59 GMT

Mansfield & Co Recruitment fills the roles that organisations can’t by continuously interviewing and building talent pools, taking a proactive approach, leveraging online platforms, building networks in core areas and being a trusted advisor to candidates. Our methods ensure that we can provide the right candidate for the right role at the right time, bridging the gap in Adelaide’s job market.

Regularly interviewing and building talent pools

At Mansfield & Co Recruitment, we believe in the power of preparation. We are always interviewing potential candidates, even when there are no immediate vacancies. This allows us to build a robust talent pool that we can tap into when a suitable role arises. By doing so, we ensure that we have a ready supply of qualified candidates, significantly reducing the time it takes to fill a position.

Proactive approach in utilisation of online platforms

In the digital age, we understand the importance of being proactive and utilising online platforms to search for potential candidates. We leverage various job portals, social media networks and professional networking sites to reach out to a wide array of talent. This proactive approach enables us to find potential candidates who may not be actively looking for a job but are the perfect fit for a role.

Building networks in core areas of specialisation

Over the years, we have been building networks in our core areas of specialisation . These networks provide us with a deep understanding of the industry trends, skill requirements and candidate expectations. They also enable us to identify potential candidates who possess the specific skill sets and experience required for a role. We have a deep understanding of the job market and can identify top talent.

Trusted advisor to candidates

Candidates often approach us for work because they see us as a trusted advisor. We have a reputation for providing honest advice, maintaining confidentiality and supporting candidates throughout the recruitment process. This trust encourages more candidates to apply through us, increasing the pool of talent we can draw from.

Time and cost efficiency

The hiring process can be time-consuming and expensive. Recruitment agencies can streamline this process, saving businesses time and money.

Streamlined screening and selection

At Mansfield & Co Recruitment, we handle the administrative tasks associated with hiring, such as screening resumes and conducting initial interviews. We have experience in salary negotiation, ensuring that businesses secure new hires within their budget. We can also conduct confidential searches which is particularly useful when a company is looking to replace a current employee.

Mansfield & Co Recruitment – bridging the gap in Adelaide’s job market

By partnering with Mansfield & Co Recruitment, businesses can improve the quality of their hires, streamline the hiring process and ultimately enhance their overall success.

Mansfield & Co Recruitment stands as Adelaide's reliable recruitment specialists , providing local expertise, personalised service and outstanding outcomes in linking businesses with top-tier talent. Our recruitment team is dedicated to supporting the Adelaide community, and our commitment is evident in our strong South Australian focus. We possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. Our team comprises highly knowledgeable and professional individuals who genuinely comprehend current and future workforce trends. This ensures that the talent we recruit is not only an excellent fit for your organisation now but also in the long term. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here . Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page . Let’s build a stronger, more effective team together.

Is Your Company Culture Toxic?

mel@mansfieldandco.com.au (Melanie Mansfield) — Tue, 01 Jul 2025 00:49:43 GMT

Culture can be your company’s greatest asset—or its quietest risk.

At Mansfield & Co, we spend our days inside a wide range of workplaces and are exposed to every kind of culture you can imagine. And while no two businesses are the same, it usually doesn’t take us long to get a feel for the environment—both the good and the not-so-good.

Culture doesn’t live in handbooks or mission statements. It lives in the energy of a team, the way people interact, how safe they feel to speak up, and whether they look like they actually want to be there!

So how do you know if your culture is veering into toxic territory?

5 Signs Your Culture Might Be Doing More Harm Than Good

1. High turnover and low morale

If your team is constantly changing—or if the people who stay seem disengaged and disconnected—your culture could be part of the problem. High turnover is often a symptom of deeper issues: lack of recognition, unclear direction, or poor leadership.

2. Silence in the room

When employees don’t feel comfortable speaking up, sharing ideas, or owning up to mistakes, it creates a culture of fear rather than growth. Psychological safety is the foundation of innovation and team performance.

3. Micromanagement and mistrust

A culture built on control rather than trust rarely inspires great work. Micromanagement stifles creativity, slows productivity, and signals a lack of confidence in your people.

4. “Cultural Fit” as a filter for sameness

Hiring for culture fit can be valuable—but only when it’s inclusive. If your definition of fit excludes those who think differently, come from diverse backgrounds, or challenge the status quo, you may be building an echo chamber.

5. Values that don’t show up in real life

Many companies have values written on the wall—but if they’re not embedded in how people lead, behave, and make decisions, they’re just words. A disconnect between stated values and lived experiences erodes trust fast.

What a healthy culture looks like

Having visited hundreds of workplaces, we’ve learned to spot the green flags quickly too. The best cultures aren’t about perks or ping pong tables—they’re about people.

Some of the most encouraging signs we see include:

Being greeted warmly by at least one team member, not just the person we’re meeting
Teams collaborating naturally—there’s conversation, connection, and energy in the room
A general “buzz” that says people feel safe, seen, and motivated
People simply appearing happy and engaged (you’d be surprised how rare that can be)

When these elements are present, it usually means the culture is intentional, inclusive, and human—and that’s when great things happen.

Ready to Take a Closer Look?

If any of this resonates, it might be time to take a closer look at what’s really happening in your culture. The good news? Culture isn’t static. With the right insight and action, it can evolve into a powerful driver of performance and retention.

At Mansfield & Co, we’re not just here to help you hire—we’re here to help you build a workplace people want to be part of. When we’re sourcing talent for our clients, the number one selling point is almost always the company culture. People want more than a job—they want to be part of something bigger. A healthy, positive culture doesn’t just help you attract great people; it helps you keep them.

Mansfield & Co Recruitment

At Mansfield & Co Recruitment , we possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. Our team comprises highly knowledgeable and professional individuals who genuinely comprehend current and future workforce trends. This ensures that the talent we recruit is not only an excellent fit for your organisation now but also in the long term. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here . Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page . Let’s build a stronger, more effective team together.

How To Get Past the ATS and Into the Interview Room

mel@mansfieldandco.com.au (Melanie Mansfield) — Thu, 19 Jun 2025 01:51:02 GMT

In today’s job market, getting your application seen by a human can be half the battle. Applicant Tracking Systems (ATS) are now the norm in recruitment—especially for high-volume roles—and if your resume isn’t optimised for them, it may never make it into the hands of a hiring manager.

Here are three practical, insider tips to help you navigate the system and give yourself the best possible chance of progressing.

1. Apply for roles that genuinely match your experience.

It might sound obvious, but this is the simplest way to boost your odds . ATS software is programmed to search for alignment between your background and the job description—so if your skills, experience, and qualifications clearly match the role, you’re far more likely to be shortlisted. Resist the urge to pump out generic applications ; a targeted, relevant one is always more effective.

2. Keep your resume formatting clean and simple.

It’s tempting to get creative with your resume design, but when it comes to ATS compatibility, less is more. Stick to a straightforward layout , avoid graphics or columns, and use a Microsoft Word file when possible. While many systems can handle PDFs, complicated formatting can confuse the software , meaning your details might not be parsed correctly—or worse, skipped altogether.

3. Put your key skills front and centre.

Whether it’s in a personal summary or a clear “Skills” section, make sure the key capabilities and qualifications listed in the job ad are mirrored in your application. ATS tools are essentially keyword scanners —so surfacing the right terms early in your resume can help ensure your application is recognised as a strong match.

At Mansfield & Co, we personally review every application—because we know there’s a real person behind every resume , and sometimes great talent doesn’t tick every box on paper. But not all agencies or hiring companies take the same approach. Many rely heavily on ATS software to filter candidates, which is why following these tips is so important. With a few simple adjustments, you can drastically improve your chances of standing out, getting seen, and stepping into the interview room.

Mansfield & Co Recruitment

8 effective strategies for assessing cultural fit during interviews

Thu, 03 Oct 2024 03:35:19 GMT

Assessing for cultural fit during an interview is crucial for ensuring that new hires will thrive within your organisation. Here are some effective strategies to evaluate cultural fit:

1. Define Your Company Culture

Before you can assess fit, clearly define your company culture. Identify core values, work styles, and team dynamics that are essential to your organisation. This will guide your interview questions and evaluation criteria.

2. Ask Open-Ended Questions

Use open-ended questions to encourage candidates to share their values and experiences. For example:

"Can you describe a work environment where you felt most productive and happy?"
"How do you approach teamwork and collaboration?"

3. Explore Core Values

Directly ask candidates about their alignment with your core values:

"What does integrity mean to you in a workplace?"
"How do you handle conflicts with colleagues?"

4. Behavioural Questions

Incorporate behavioural questions that reveal how candidates have responded to situations in the past:

"Tell me about a time you faced a challenge at work. How did you handle it?"
"Describe a situation where you had to adapt to a significant change. What was your approach?"

5. Gauge Adaptability and Flexibility

Assess how adaptable candidates are to different work environments or changes in the workplace. Ask questions like:

"How have you reacted in the past when priorities shifted unexpectedly?"
"Can you share an experience where you had to change your approach to a project?"

6. Discuss Team Dynamics

Inquire about candidates' experiences working in teams:

"What role do you usually take on in group projects?"
"How do you ensure everyone's voice is heard in team discussions?"

7. Observe Communication Style

Pay attention to how candidates communicate. Do they align with your organisation’s communication style? Are they collaborative, direct, or reserved? Their communication style can indicate how well they might fit within the team.

8. Involve Team Members in the Interview Process

Include potential teammates/internal stakeholders in the interview process. This allows for a more rounded evaluation of cultural fit and gives candidates a sense of the team dynamics.

Conclusion

Assessing for cultural fit requires thoughtful questioning and active listening. By focusing on values, experiences, and interpersonal dynamics, you can better gauge whether a candidate will thrive in your organisation. Remember, a strong cultural fit enhances team cohesion and overall job satisfaction, leading to better retention and performance.

At Mansfield & Co Recruitment , we possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here . Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page .

Searching for a new role? Build a relationship with a recruitment agency

Thu, 30 May 2024 08:16:49 GMT

Are you on the hunt for a new job but feeling overwhelmed by the myriad of opportunities and not sure where to begin? You're not alone. The job market can be a daunting place but there's one resource you might not have considered: a recruitment agency . Building a relationship with a recruitment agency can provide a significant advantage in your job search. From gaining access to off-market roles to receiving personalised advice and support, recruiters are a valuable resource in navigating the job market.

Why build a relationship with a recruiter?

Building a relationship with a recruiter can be a game-changer in your job search. Recruiters are not just about filling vacancies; they're about building relationships and matching the right candidate with the right role. They have a deep understanding of the job market, the needs of hiring organisations and the skills and experiences that make a candidate stand out .

The hidden job market: off-market roles

One of the significant advantages of working with a recruiter is gaining access to "off-market roles". These are positions that aren't advertised publicly and are often filled through networking and word of mouth. Senior recruitment consultants have an extensive network of contacts and are often the first to know about these exclusive opportunities.

Insight into the hiring organisation

Recruiters work closely with hiring organisations and have a unique insight into their culture, working conditions and expectations. This information can be invaluable in helping you understand whether a particular role or company is the right fit for you.

Negotiating salary, hours and conditions

Negotiating the terms of a new role can be challenging. Recruiters can assist with this process, advocating for you to ensure you receive a fair salary and favourable working conditions. Senior recruitment consultants understand market rates and industry standards and can provide guidance and support throughout the negotiation process.

Your personal cheerleader

Think of recruiters as your personal cheerleader. They want to see you succeed and will provide advice and guidance to help you do so. This can include tips on improving your resume, preparing for interviews and presenting yourself in the best possible light.

Experts in matching candidates

Recruiters are experts in matching candidates with the right teams, culture and more. They consider not just your skills and experiences, but also your personality, career goals and other factors that could influence your job satisfaction.

Mansfield & Co Recruitment – proven results

Mansfield & Co Recruitment is South Australia's go-to executive search and recruitment specialist across six key professional domains:

· People and culture

· Accounting and finance

· Office support

· Sales and marketing

· C-Suite and executive

· Supply chain and logistics

Our team of recruiters are highly experienced and widely networked, giving you the assurance we can help you take the next step in your career. At Mansfield & Co Recruitment , we possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. Our team comprises highly knowledgeable and professional individuals who genuinely comprehend current and future workforce trends. This ensures that the talent we recruit is not only an excellent fit for your organisation now but also in the long term. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Are you looking for work? Browse our job vacancies here and explore our job specialisations . Submit your CV here and check out our Facebook page . Reach out to Mansfield & Co Recruitment today and take the first step towards finding your perfect role.

Tempted to get AI to write your resume and cover letter? You might want to think twice.

Wed, 15 May 2024 02:40:35 GMT

As recruitment specialists, we read hundreds of resumes each week and we have some pretty strong opinions on the use of AI in the application process.

Firstly, let’s take a look at what AI thought about this topic. We asked ChatGPT to write a short paragraph about why you shouldn’t use ChatGPT to write your resume, and this was the response:

“In the dynamic landscape of career advancement, it’s enticing to embrace innovative tools like ChatGPT to sculpt your resume and cover letters. Yet, amidst the allure of AI assistance, it’s prudent to pause and….. Ok, we can’t take any more��‍♂️

Whilst ChatGPT is a fantastic tool and can be useful in many circumstances, sending a resume or cover letter written like the above is not going to be well received. Here’s why:

Personal Touch:

Writing your own cover letter is your opportunity to inject a bit of your personality into the application process – and don’t underestimate just how valuable this is! A personalised, well-written cover letter can help the recruiter or hiring manager to get an insight into you as a person, why you believe you’re a good fit for the role and what has motivated you to apply.

Customised application:

A well-written cover letter will address the key criteria listed in the job advertisement which makes it easy for a recruiter or hiring manager to make a quick assessment of your suitability . It is also an opportunity to convey your genuine interest in the position advertised. There is nothing more frustrating (and counter-productive) than receiving a generic cover letter that has likely been used for dozens of applications.

Correct use of language:

Some AI tools only use American English which can include different spelling to Australian English. Seeing ‘z’ used instead of ‘s’ is a pretty good indication that AI has written the piece. The language being used is also a good indication of who authored the work. Read some of the (bizarre) examples of what we’ve seen in resumes here

Whilst it can be great to get some guidance from AI when applying for jobs, we recommend against solely relying on it to write your resume and cover letter. Recruiters and hiring managers read countless resumes every day and we want to see something that stands out – or at least makes sense! Unfortunately, AI is not going to create that for you and could in fact hinder your chances of landing your dream job.

Excelling as a Temporary Employee: Strategies for Success

mel@mansfieldandco.com.au (Melanie Mansfield) — Fri, 10 May 2024 05:42:22 GMT

In today's dynamic job market, temporary employment, also known as temping, offers flexibility, diverse experiences, and valuable opportunities for career growth. Whether you're transitioning between jobs, exploring different industries, or seeking short-term assignments, temping can be a rewarding option. However, succeeding as a temporary employee requires a unique set of skills and strategies. In this blog post, we'll explore how to excel as a temp employee and make the most of your temporary assignments.

Embrace Adaptability:

One of the key attributes of successful temp employees is adaptability. Temp assignments often require you to hit the ground running, quickly understanding new roles, processes, and team dynamics. Embrace change with a positive attitude, demonstrate flexibility in your approach, and be open to learning new skills on the job. Your ability to adapt to different environments and challenges will set you apart as a valuable temporary employee.

Communicate Effectively:

Clear communication is essential in any workplace, but it's especially crucial for temporary employees who may not have the luxury of time to build long-term relationships. Take the initiative to introduce yourself to colleagues, ask questions when needed, and seek clarification on tasks and expectations. Regularly update your supervisor or manager on your progress and any challenges you encounter. By demonstrating strong communication skills, you'll establish trust and credibility as a reliable team member.

Show Initiative:

While temporary assignments may be short-term, there's still ample opportunity to make a positive impact. Take initiative by proactively identifying ways to add value to your role and the organization. Volunteer for additional tasks, offer creative solutions to problems, and demonstrate a willingness to go above and beyond expectations. By taking ownership of your work and showing initiative, you'll leave a lasting impression and increase your chances of being considered for future opportunities.

Network Strategically:

Temping provides a unique opportunity to expand your professional network and make connections across different industries and organizations. Take advantage of networking opportunities by attending company events, industry conferences, and professional networking groups. Connect with colleagues, supervisors, and fellow temp employees on LinkedIn and maintain ongoing relationships beyond the duration of your assignment. Building a strong professional network can open doors to future job opportunities and referrals.

Seek Feedback:

Feedback is a valuable tool for growth and improvement, regardless of your employment status. Take proactive steps to seek feedback from supervisors, colleagues, and clients throughout your temporary assignments. Welcome constructive criticism as an opportunity to learn and grow and use feedback to refine your skills and performance . By demonstrating a willingness to learn and improve, you'll position yourself as a proactive and adaptable temporary employee.

Temping offers a unique pathway to gaining experience, expanding your skills, and exploring different career opportunities. By embracing adaptability, communicating effectively, showing initiative, networking strategically, staying organized, and seeking feedback, you can excel as a temporary employee and maximize the value of your temporary assignments.

Whether you're seeking short-term opportunities or considering a long-term career path, mastering these strategies will set you up for success in any temporary role.

Thinking about temping? Submit your CV here https://www.mansfieldandco.com.au/submit-cv and we will keep you in mind for our upcoming temp assignments.

April Breakfast: Demystify, Strategise & Transform your Workplace Culture

Thu, 02 May 2024 05:06:59 GMT

Thank you to everyone who attended our fantastic breakfast event Demystify, Strategise & Transform your Workplace Culture with Simon Thiessen last month.

We were thrilled to have over 40 individuals from across SA to join us for a morning of networking, inspiration and insightful conversation.

If you would like to be part of our next M&Co event, register your interest here .

The hidden costs of internal recruitment: a closer look

Fri, 26 Apr 2024 06:59:42 GMT

When it comes to recruitment, many businesses are often torn between managing the process internally and engaging a recruitment agency. While the latter may seem like an added expense, the true cost of internal recruitment can be surprisingly high. Let’s delve into why.

The cost of time

The first factor to consider is the time it takes to manage the recruitment process internally. From crafting the job description to screening resumes, conducting interviews and finally onboarding the new hire, the process can be time-consuming. Let’s say a manager spends 30 hours on the recruitment process. If their hourly rate is $80, that’s already a $2400 investment. And this doesn’t even take into account the opportunity cost – the time the manager could have spent on other revenue-generating activities.

Lack of expertise

Unless your business has a dedicated talent acquisition team, chances are your managers aren’t recruitment experts. They may not be familiar with the latest recruitment strategies or know where to look for the best candidates. This lack of expertise can lead to suboptimal hiring decisions, which can be costly in the long run.

Restricted talent pool

When managing recruitment internally, businesses often rely heavily on job boards like Seek. While these platforms can be useful, they only provide access to active job seekers. This means you’re missing out on a large pool of passive candidates who may not be actively looking for a job but would be open to the right opportunity. Recruitment agencies , on the other hand, have extensive networks and databases of candidates . They can tap into this resource to find the best fit for your business, going beyond those who’ve applied to your job ad.

The true cost of a bad hire

Finally, it’s important to consider the cost of a bad hire. If a manager lacks the expertise to effectively screen candidates, there’s a higher risk of making a poor hiring decision. The cost of hiring wrong, underperforming individuals can range from 30% to 150% of their yearly salary. This non-cash expense is often overlooked. Unless you’re a HR expert, you might not realise how much profit is lost with each poor hiring decision. For SMEs and startups, these decisions can make or break your success. But why is the cost of bad hires so high? Consider the time spent on screening, interviewing and onboarding. Add the overheads of employment, the disruption caused by a poor performer and any potential severance pay.

Mansfield & Co Recruitment – your trusted partner in the recruitment process

While engaging a recruitment agency may seem like an added expense, the true cost of managing the recruitment process internally can be much higher. By outsourcing recruitment to experts like Mansfield & Co , businesses can save time, tap into a wider talent pool and reduce the risk of costly hiring mistakes. It’s an investment that can pay off in the long run. Remember, the goal isn’t just to fill a vacancy – it’s to find the right person for the job. And sometimes, that requires a little help from the experts. Mansfield & Co Recruitment stands as Adelaide's reliable recruitment specialists, providing local expertise, personalised service and outstanding outcomes in linking businesses with top-tier talent. Our recruitment team is dedicated to supporting the Adelaide community and our commitment is evident in our strong South Australian focus.

Mansfield & Co Recruitment – proven results

References

https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/03/10/the-real-cost-of-bad-hiring-decisions-and-how-to-avoid-making-them/?sh=327c25b15dac

https://www.forbes.com/sites/forbesbooksauthors/2024/03/20/the-cost-of-executive-mis-hires-and-how-to-avoid-them/?sh=690b65de187d

The pitfalls of engaging multiple recruitment agencies for one role

mel@mansfieldandco.com.au (Melanie Mansfield) — Fri, 23 Feb 2024 03:50:54 GMT

The pitfalls of engaging multiple recruitment agencies for one role

In today's competitive job market, companies can be tempted to engage multiple recruitment agencies in their quest to find the best talent for open positions. While this strategy might seem like a smart move to widen the candidate pool and expedite the hiring process, it comes with its own set of pitfalls and challenges. In this blog, we'll delve into the potential drawbacks of engaging multiple recruitment agencies for a single role.

Candidate Confusion and Duplication: One of the most significant risks of involving multiple agencies is the potential for candidate overlap and confusion. It's not uncommon for candidates to be approached by multiple recruiters for the same position. This can create a disorganized and frustrating experience for candidates, as well as reflect poorly on the employer's brand.

Lack of Loyalty and Attention: When engaging multiple recruitment agencies, it's crucial to recognize that recruiters are working on behalf of multiple clients simultaneously, so their attention and time allocated to each role is divided. Naturally, it’s the roles that they’ve been engaged to work on exclusively that will get most of their attention. Consequently, the employer might only receive a fraction of the recruiter's focus and effort, diminishing the chances of finding the best-suited candidates.

Lack of Accountability: With multiple agencies involved, accountability can become a challenge. It may be unclear which agency is responsible for managing which candidates, leading to finger-pointing and miscommunication. This can result in important candidates slipping through the cracks or receiving inadequate attention throughout the hiring process.

Risk of Damaged Relationships: Working with multiple agencies can strain relationships with both candidates and recruiters. Candidates may feel bombarded with repetitive messages, leading to frustration and a negative perception of the company. Likewise, recruiters may become disillusioned if they perceive that their efforts are undervalued.

Quality vs. Quantity: Quantity does not always equate to quality when it comes to recruitment. While engaging multiple agencies may yield a larger pool of candidates, it does not guarantee that these candidates will be the right fit for the role or the company culture. Focusing on quality rather than quantity is essential for long-term hiring success.

In conclusion, while it may seem tempting to engage multiple recruitment agencies to expedite the hiring process and cast a wider net, the potential pitfalls outweigh the benefits . Building strong partnerships with a select few reputable agencies who understand the company's culture and hiring needs will prove to be a much more effective and efficient approach in the long run.

Best Practices for Managing Difficult Conversations with Employees

mel@mansfieldandco.com.au (Melanie Mansfield) — Fri, 23 Feb 2024 03:02:12 GMT

Navigating Tough Talks: Best Practices for Managing Difficult Conversations with Employees

Introduction:

Difficult conversations with employees are an inevitable part of leadership. Whether it's addressing performance issues, delivering constructive feedback, or discussing sensitive matters, navigating these conversations with empathy and professionalism is crucial for maintaining healthy working relationships and fostering growth. In this blog post, we'll explore some best practices for effectively managing difficult conversations with employees.

1. Prepare Thoroughly:

Before initiating the conversation, take the time to prepare thoroughly. Clarify the purpose and desired outcome of the conversation, gather relevant facts and examples to support your points, and anticipate potential reactions or questions from the employee. Preparation will help you approach the conversation with confidence and clarity.

2. Choose the Right Time and Place:

Selecting the appropriate time and place for the conversation is essential. Choose a private setting where you won't be interrupted, and where the employee feels comfortable expressing themselves. Avoid scheduling the conversation during stressful or busy times, and ensure both parties have enough time to fully engage in the discussion.

3. Start on a Positive Note:

Begin the conversation on a positive note to help set a constructive tone. Acknowledge the employee's strengths and contributions and express your genuine desire to support their growth and development. Starting with positivity can help to ease tension and create a more receptive atmosphere for the conversation.

4. Use Active Listening:

During the conversation, practice active listening to demonstrate empathy and understanding . Give the employee your full attention, maintain eye contact, and refrain from interrupting. Encourage them to express their thoughts and feelings openly and validate their perspective by paraphrasing and summarizing key points.

5. Focus on Behaviour and Impact:

When discussing sensitive issues or providing feedback, focus on specific behaviours and their impact rather than making personal judgments. Use factual language to describe observable behaviours and their consequences and avoid making assumptions or generalizations. By focusing on behaviour and impact, you can keep the conversation objective and constructive.

6. Remain Calm and Professional:

No matter how challenging the conversation may be, it's essential to remain calm and professional throughout . Stay composed, maintain a neutral tone of voice, and avoid becoming defensive or emotional. Keep the conversation focused on the issue at hand, and refrain from allowing it to escalate into personal attacks or blame.

7. Offer Support and Solutions:

Show your support for the employee by offering assistance and solutions to address the issue at hand. Collaborate with them to identify potential solutions, set achievable goals, and create a plan for improvement or resolution. Emphasize your commitment to their success and wellbeing and offer any resources or support they may need to succeed.

8. Follow Up and Provide Feedback:

After the conversation, follow up with the employee to provide feedback , clarify any misunderstandings, and ensure they feel supported moving forward. Acknowledge any progress or improvements they've made since the conversation and continue to offer guidance and encouragement as needed. By following up consistently, you can reinforce your commitment to their growth and development.

Conclusion:

Difficult conversations with employees are never easy, but with careful preparation, active listening, and a commitment to professionalism and empathy, they can become opportunities for growth and positive change. By following these best practices, you can effectively navigate tough talks with employees, foster stronger working relationships, and support their success and development in the workplace.

How to hire a great manager: a practical guide

Tue, 20 Feb 2024 08:07:18 GMT

In today’s dynamic business environment, a proficient manager plays a pivotal role in propelling an organisation toward success. Whether you’re a startup, a small business or a large corporation, finding the right manager not only ensures efficient operations but also cultivates a positive work culture, driving sustained growth and innovation. At Mansfield & Co Recruitment , we’re committed to helping you make the right choice. Here’s our practical guide on hiring a great manager.

Define your ideal manager

Before embarking on the hiring process, take a moment to envision your ideal manager. Reflect on the essential skills, traits and experience required. Consider both technical expertise and soft skills. A great manager not only understands the industry but also excels in communication, leadership and adaptability.

Create an engaging job description

Your job description isn’t just a checklist — it’s an insight into the opportunities this person will have to shape the organisation or department. Clearly outline the role, expectations and growth prospects. Showcase how the manager’s contributions will impact the organisation. Use language that resonates with top-tier candidates.

Explore diverse channels

Hidden talent exists beyond traditional job boards. Look beyond the obvious — tap into LinkedIn, industry forums and professional networks. Don’t hesitate to reach out to your existing contacts. They might know the perfect fit.

Go beyond standard interviews

Avoid being provided with rehearsed answers through competency based interviewing. Competency based interviews (or behavioral based interviews) are based on the premise that past behavior is the best predictor of future behavior. Ask about real-world challenges they’ve tackled, decisions they’ve made and conflict resolution. Seek evidence of problem-solving skills, resilience and emotional intelligence.

Assess cultural alignment

A great manager enhances your company culture. Evaluate their values, work style and interpersonal dynamics. Will they thrive in your environment? Can they inspire others? Cultural fit matters as much as technical ability.

Explore references in depth

Reference checks go beyond surface-level information. Speak to former colleagues, supervisors and direct reports. Ask about leadership style, teamwork and adaptability. Consistent feedback matters.

Gauge long-term vision

A great manager thinks beyond today. Discuss their vision for the team, growth strategies and succession planning. Are they committed to long-term success?

Smooth onboarding

Once you’ve found the right fit, ensure a seamless onboarding process. Introduce them to the team and outline company values and goals. Set clear expectations and provide ongoing support.

Invest in development

A great manager evolves. Encourage their professional growth through mentorship and leadership training. Nurture their potential. Remember, hiring a manager isn’t just filling a role — it’s shaping your organisation’s future.

Mansfield & Co Recruitment – connecting you with great managers

Looking for top talent or your dream job in Adelaide? Mansfield & Co connects businesses with highly skilled candidates. We leverage local expertise and personalized service to ensure perfect fits. Our team understands the Adelaide market and future workforce trends, guaranteeing long-term success. Build exceptional teams and find fulfilling careers with Mansfield & C o. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Explore jobs , candidate profiles , and more on our website or Facebook page . Let's build a stronger Adelaide workforce together!

References

1.https://www.hackingthecaseinterview.com/pages/consulting-behavioral-fit-interview

2.https://eddy.com/hr-encyclopedia/onboarding/

3.https://www.linkedin.com/pulse/reinventing-job-descriptions-storytelling-personalization-0r49f

South Australia’s job market in 2024 – Employment Trends and Growing Sectors

Tue, 13 Feb 2024 09:02:59 GMT

The job scene in South Australia in 2024 will be a mix of tech progress, diverse industries and the ongoing need for employers and job seekers to be adaptable and skill-savvy. The key to success lies in being informed, innovative and open to change. Mansfield & Co Recruitment offer practical advice to navigate the changing tide of the South Australian labour market.

Challenges for job seekers in 2024

In navigating the job market in 2024, anticipate challenges associated with skills enhancement, technological adaptation and heightened competition. Along with these challenges, there are noteworthy opportunities within thriving sectors such as Information Technology, renewable energy and health services, representing lucrative pathways for career advancement. To effectively capitalise on these opportunities, it is advisable to enhance proficiency in both technical skills and interpersonal qualities. Continuous learning, strategic networking and staying abreast of industry developments are imperative strategies to remain well-positioned in the professional landscape, facilitating the adept management of challenges and the maximisation of available opportunities.

Challenges for employers amid a landscape of rapid change

For leaders in the South Australian business community, the strategic imperative is clear: acquiring and retaining top-tier talent amidst a landscape of rapid change. Challenges include encompassing the establishment of flexible, inclusive and innovative work environments, along with addressing shortages in key skills. However, within this dynamic context lies a wealth of opportunities, particularly for those proficient at leveraging technology to optimise operational efficiency and assemble high-performing teams. The main challenge will be the constant battle for top talent among organisations. However, businesses have the power to turn this challenge into a win by investing in employee development, putting a spotlight on well-being initiatives and nurturing a corporate culture that aligns with the principles of innovation and continuous learning. Achieving success in this space goes beyond simply attracting talent; it's about sustaining growth and resilience, positioning organisations to flourish amid ever-changing challenges.

Spotlight on industries and jobs in South Australia

The key industries in 2024 are technology, renewable energy, healthcare and advanced manufacturing. Tech is shaking hands with different sectors, paving the way for roles like data scientists and software engineers. Renewable energy is flourishing, creating jobs in engineering, project management and sustainability. Healthcare is on the up, too, thanks to tech advances and a spotlight on overall well-being. In advanced manufacturing, the big players include automation, robotics and process engineering.

Future predictions: flexibility and tech all the way

Looking ahead in South Australia, expect a future of flexibility, tech-heavy roles and a constant need to polish those skills. Remote and hybrid work setups are here to stay, shouting loud and clear – adapt and keep learning.

Top tips for employers in 2024

Foster a workplace that's inclusive, innovative and all about learning. Invest in tech to stay ahead and offer flexible work setups to snag and keep top-tier talent. Lean on the expertise of recruitment agencies for insights and planning. Most importantly, stay flexible and roll with the punches of market changes.

Top tips for employees in 2024

Throughout your professional journey, it's crucial to keep your skills on point, covering both the technical aspects and soft skills. Strategic networking is essential to make meaningful connections and pave the way for career opportunities. Staying abreast of industry trends and updates is a proactive way to remain relevant and informed. Embracing a continuous learning mindset positions you for success in a dynamic work environment. When engaging with potential employers, make that first interaction count – showcase why your career move aligns perfectly with your skills and aspirations, leaving a lasting and positive impression.

Mansfield & Co Recruitment – embracing the job market in 2024

Mansfield & Co Recruitment stands as Adelaide's reliable recruitment specialists, providing local expertise, personalised service and outstanding outcomes in linking businesses with top-tier talent. Our recruitment team is dedicated to supporting the Adelaide community, and our commitment is evident in our strong South Australian focus. We possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. Our team comprises highly knowledgeable and professional individuals who genuinely comprehend current and future workforce trends. This ensures that the talent we recruit is not only an excellent fit for your organisation now but also in the long term. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here or find out the roles we specialise in. You can also check out our candidate profiles and Facebook page .

References

https://www.techtarget.com/searchhrsoftware/feature/7-talent-acquisition-and-recruitment-trends

https://www.statebudget.sa.gov.au/our-budget/jobs-and-economy

https://regionaldevelopmentsa.com.au/wp-content/uploads/2023/10/RDA_Outlook-2023-24_web.pdf

The future of work: How Artificial Intelligence is Changing The Job Search Process

Tue, 13 Feb 2024 07:40:44 GMT

AI is not just changing the job search process but also influencing career trajectories. In this blog, we discuss emerging trends and opportunities for both job seekers and employers in a world where Artificial Intelligence is an integral part of the recruitment landscape.

Smarter matching, faster results

Gone are the days of sifting through endless job listings that don't quite match your skills and aspirations. AI-powered recruitment platforms use advanced algorithms to analyse resumes and job descriptions, ensuring a more accurate and efficient matching process. This means job seekers spend less time scrolling through irrelevant positions and more time connecting with opportunities that align with their expertise.

Enhanced candidate experience

The recruitment journey can be daunting but AI is here to streamline the process and create a more user-friendly experience. Chatbots and virtual assistants powered by AI are available 24/7 to answer candidate queries, schedule interviews and provide valuable insights. This not only improves communication but also ensures that candidates feel supported and informed at every step of the application process.

Unbiased decision-making

One of the most significant advantages of AI recruitment is its ability to minimise bias in hiring decisions. Traditional recruitment methods often unintentionally perpetuate biases but AI relies on data-driven insights to assess candidates objectively. This ensures that candidates are evaluated based on their skills, qualifications and experience rather than factors unrelated to their ability to excel in a role.

Data-driven insights for employers

For businesses, AI recruitment provides a treasure trove of data-driven insights. Employers can gain a deeper understanding of the talent pool, including trends in candidate preferences, skillsets in demand and market dynamics. This information empowers companies to make informed decisions about their hiring strategies and adapt to the ever-changing job market.

Continuous learning and adaptation

AI is not static; it's a dynamic force that continues to learn and adapt. As recruitment platforms evolve, they become more adept at understanding the nuances of different industries and job roles. This means that over time, the AI becomes increasingly proficient at making accurate and relevant job matches, benefiting both employers and job seekers.

Mansfield & Co Recruitment – embracing the power of AI

AI recruitment is not just a buzzword; it's a game-changer. At Mansfield & Co Recruitment , we embrace the power of AI to connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here or find out the roles we specialise in. You can also check out our candidate profiles and Facebook page .

References

https://www.theguardian.com/technology/2023/oct/23/ai-recruitment-job-search-artificial-intelligence-employment#:~:text=%E2%80%9CThey%20may%20be%20turning%20to,also%20be%20assessed%20by%20AI.%E2%80%9D

https://www.forbes.com/sites/ashleystahl/2021/03/10/how-ai-will-impact-the-future-of-work-and-life/?sh=5f3a9ac079a3

South Australia Shines with Strong Job Market

Wed, 07 Feb 2024 02:35:52 GMT

South Australia has clinched the top spot in CommSec's State of the States report , marking its first-ever ascendancy to the peak of economic prowess. The quarterly report, which analyses key economic indicators, highlights the remarkable performance of South Australia in real economic growth, jobs , construction work and dwelling starts.

State of the States report explained

The CommSec State of the States report uses the latest available information to provide an economic snapshot of each Australian state and territory by comparing eight key indicators: economic growth, retail spending, equipment investment, unemployment, construction, population growth, housing finance and dwelling commencements. South Australia’s performance is important because it's the first time the state has reached the number one spot.

Job market and building projects – the current state of play

CommSec's Chief Economist, Craig James, pointed out that South Australia's strong job market and building projects played a huge part in getting the state to the top. The report says that the state's success is because the number of people moving there has tripled in the last two years. This increase in population is showing up in a busy housing market and more economic activity.

Soaring economic growth – a state by state comparison

South Australia's economic growth is impressive, being 9% higher than the average over the past four years. That's better than other places like New South Wales, which only reached 8.3%. The job market in South Australia is a big winner, with a jobless rate of 3.8% in December, which is much lower than the average over the last ten years. Construction work in South Australia is also standing out, going 23.4% above the average for the last ten years. Even compared to New South Wales, South Australia is doing better in this area, with a higher percentage above the decade average. This success story means that South Australia has moved past bigger states like Victoria, which used to be at the top. Now, Victoria and New South Wales are sharing the second spot, showing that things are changing in Australia's economy.

South Australia needs to stay focused

While everyone is happy about this great result for South Australia, Craig James reminds us that the state still needs to stay focused. Challenges might come from New South Wales and Victoria in the future as things keep changing in the economy. The success in South Australia fits with what is happening across Australia. A good job market and more people moving in have been helping all the states and territories. However, Craig James warns that things might slow down for everyone because of higher interest rates, more expensive borrowing and prices going up. Even though challenges might come, the state is set to keep doing well and making a big impact on Australia's economy. It's a time for South Australia to enjoy its achievements and face whatever comes next with the same determination that got it to the top.

Mansfield & Co Recruitment – embracing the job market in 2024

Mansfield & Co Recruitment stands as Adelaide's reliable recruitment specialists, providing local expertise, personalised service and outstanding outcomes in linking businesses with top-tier talent. Our recruitment team is dedicated to supporting the Adelaide community, and our commitment is evident in our strong South Australian focus. We possess a deep understanding of the local landscape, demonstrated by our proven results and satisfied clients. Our team comprises highly knowledgeable and professional individuals who genuinely comprehend current and future workforce trends. This ensures that the talent we recruit is not only an excellent fit for your organisation now but also in the long term. We connect talented individuals with their dream jobs while providing businesses with the tools they need to build exceptional teams. The future of recruitment is here, and our award-winning recruitment agency is excited to be part of this transformative journey. Join us as we navigate the future of employment, where innovation meets opportunity. Are you looking for work? Explore our job vacancies here . Visit our website to find out the roles we specialise in . You can also check out our candidate profiles and Facebook page .

References

https://www.commbank.com.au/articles/newsroom/2024/01/commsec-state-of-states-january24.html

https://www.commsec.com.au/content/dam/EN/Campaigns_Native/stateofstates/January2024/CommSec_State_of_the_States_January_2024.pdf

https://www.themandarin.com.au/238457-canberrans-love-to-shop-but-south-australia-wins-on-economic-activity/

Is December the Right Time to Kickstart Your Recruitment Process?

Fri, 08 Dec 2023 00:51:52 GMT

December is often synonymous with holiday cheer, festivities, and a winding down of the year. However, for businesses contemplating whether to initiate a recruitment process during this time , the decision may not be as straightforward.

Mansfield & Co Recruitment, a seasoned player in the industry, sheds light on the nuances of December hiring.

The December Dilemma

Embarking on a recruitment journey in December is a decision that warrants careful consideration. The key factor influencing this choice is the level of the role you're looking to fill. Mansfield & Co emphasizes that while it's certainly feasible to recruit for lower-level positions or office support roles during this month, the same might not hold true for more senior positions.

Navigating the Levels: Lower vs. Senior Positions

1. Lower-Level Positions and Office Support Roles:

December can be an opportune time to source and hire candidates for positions that don't demand a prolonged decision-making process.

The job market may have reduced competition for these roles, making it easier to secure top talent swiftly.

2. Senior-Level Positions:

Mansfield & Co advises against initiating the recruitment process for senior-level positions in December.

High-level roles often require a more extensive selection process , involving multiple stakeholders and meticulous evaluations.

The holiday season may hinder the availability of key decision-makers, potentially elongating the recruitment timeline.

Mansfield & Co's Expert Advice

The experienced team at Mansfield & Co understands the delicate balance required for successful December recruitment. For roles that can be swiftly filled and don't necessitate complex decision-making processes, the holiday season can be an advantageous time to secure talented individuals.

However, for senior-level positions, Mansfield & Co recommends a strategic approach . It's advisable to use December for preliminary preparations, such as crafting compelling job descriptions and initiating initial outreach, with the full-fledged recruitment process kicking off in the new year.

Connect with Mansfield & Co Before the Holiday Break

Mansfield & Co wants to ensure that you have the opportunity to discuss your recruitment needs before the holiday break. The team will be fully staffed and ready to assist until Friday, December 22nd . If you have a vacancy you'd like to explore or if you seek expert advice on the best approach for your specific situation, now is the time to get in touch.

Conclusion: A Strategic Approach to December Recruitment

In the realm of recruitment, timing is crucial. Mansfield & Co advocates for a nuanced approach to December hiring, acknowledging the potential benefits for certain roles while urging caution for others. By aligning your recruitment strategy with the nature and level of the position, you can make informed decisions that set the stage for a successful hiring process, whether it unfolds in December or awaits the dawn of the new year.

4 Reasons Temp Staff Are Good For Business

Thu, 26 Oct 2023 10:41:22 GMT

Hiring permanent employees is a big commitment and sometimes you need a bit more flexibility in the workforce. This is where temporary staff come in. You can bring temporary employees in when the workload peaks and let them go when it eases. It’s a cost-effective and practical way to manage fluctuating demands without the long-term commitments. In this article, we outline 4 reasons why hiring temp staff is a smart move.

1 . Temp staff offer flexibility to meet fluctuating demands

In the world of business, things can change faster than you can say “coffee break.” You might find yourself with a sudden influx of work that your regular team just can’t handle on their own. On the flip side, you might need some extra hands during a busy season but don’t want to commit to long-term hires. That’s where temporary employees shine. Hiring temp staff allows you to scale your workforce up or down to match your needs. Need someone to cover a maternity leave, a seasonal rush or provide project support? The flexibility of temp staff means you can adapt to market changes without making a long-term commitment.

2. Hiring temp staff is cost-efficient

Hiring permanent staff can be pricey. There’s recruitment, training, benefits and more to consider. Temporary staff work on a project on an hourly basis, eliminating the need for long-term financial commitments. You pay for the work done without worrying about providing benefits which significantly reduces labour costs. Plus, you don’t need to allocate additional office space, equipment or resources. It’s a budget-friendly way to manage your workforce.

3. Temp staff offer fresh talent and expertise

Temporary staff often bring a wealth of diverse skills and fresh perspectives to the table. They can be a breath of fresh air, injecting new ideas and best practices into your business. Whether it’s a specialist skillset or just a different approach to problem-solving, temp staff can infuse your team with innovative thinking. It’s like having a revolving door of talent, keeping your business dynamic and adaptable.

4. Reduced risk

Unlike full-time employees, temp staff don’t need severance pay, which can be a significant cost-saver in a case of downsizing or restructuring. They also provide a safety net during an unexpected leave of absence or short-term projects.

5. Mansfield & Co Recruitment – committed to supporting employees and employers

With years of experience connecting top-tier talent with leading organisations across various industries, the award-winning recruitment team at Mansfield & Co Recruitment is one of South Australia’s most trusted names in the recruitment industry. With a keen eye for detail and a commitment to client satisfaction, our core strength lies in identifying and matching candidates with the right skill sets, experience and cultural fit to ensure successful and enduring placements. Are you looking for employees? Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page.

References

Rise of temporary workers

https://intheblack.cpaaustralia.com.au/careers-and-workplace/how-to-manage-temporary-workers

September Breakfast: The Power of Communication to Activate Human Potential

Fri, 06 Oct 2023 10:27:56 GMT

Thank you to everyone who attended our fantastic breakfast event The Power of Communication to Unlock Human Potential with Tamsin Simounds last month.

We were thrilled to have over 40 individuals from across SA to join us for a morning of networking, inspiration and insightful conversation.

If you would like to be part of our next M&Co event, subscribe to join the Mansfield & Co Community .

How To Ask For A Salary Increase

Thu, 28 Sep 2023 10:11:26 GMT

As professionals, we continually seek to enhance our skills, take on more responsibilities and make significant contributions to our organisations. With the growth in experience and expertise, it is only natural to expect that our compensation should reflect our hard work.
However, asking for a pay rise can be a challenging endeavour. At Mansfield & Co Recruitment, we recognise the importance of fair compensation and are here to provide guidance on how to successfully request a salary increase.

1 . Build a compelling case before asking for a salary increase

Do your research before approaching your manager to discuss a salary increase. Begin by researching industry salary benchmarks for your position. Consider factors like your experience, accomplishments and the cost of living.

2. Showcase your achievements

When making your case for a salary increase, focus on your contributions to your organisation. Highlight specific accomplishments, projects in which you’ve excelled, and how your efforts have positively impacted the company’s financial success. At Mansfield & Co Recruitment , we encourage clients to use concrete examples to demonstrate their value.

3. Timing matters

The timing of your request is crucial. Aim to initiate the conversation during a performance review or shortly after achieving a significant milestone. Additionally, consider your company’s financial health and be mindful of economic conditions.

4. Practice your presentation

Practice is vital when discussing sensitive topics like a pay increase. Write down your key points, rehearse your pitch and anticipate potential questions or objections your manager may raise.

5. Maintain professionalism and respect

Approach the salary negotiation conversation with professionalism and courtesy. Maintain a positive attitude and try not to come across as demanding. Instead, frame your request as a discussion about your future with the company and how a salary increase would align with your continued dedication and performance.

6. Explore non-monetary benefits

Encouraging innovation is crucial for staying competitive. Leaders who foster a culture of creativity and experimentation can drive their teams to come up with groundbreaking solutions. Westfield has been at the heart of Australian retail innovation and development since Frank Lowy and Jeno Schwarcz (later John Saunders) formed a partnership in the mid-1950s. Both holocaust survivors, they arrived in Australia with next to nothing and built an empire. One of Lowy’s innovations was to move beyond shopping centre development and, by controlling the ownership and management of the centres, create a long-term, institutional-grade business. Another innovation was to see the shift, in the late 1990s, to retailing in “flagship” malls, often in the city centres with strong entertainment attractions, which benefited from changing demographics and mass transit links.

7. Listen and be open to feedback

During negotiations, actively listen to your manager’s perspective and be receptive to feedback. If a pay rise isn’t feasible now, enquire about clear expectations and a timeline for revisiting the discussion. Maintain a constructive and collaborative approach throughout the conversation.

8. Follow up after the conversation

Ethical behaviour and integrity form the foundation of trustworthy leadership. Leading with honesty and authenticity earns respect and loyalty from team members.

9. Mansfield & Co Recruitment – committed to supporting employees and employers

With years of experience in matching the right person to the right job, our award-winning recruitment team at Mansfield & Co Recruitment possess a deep understanding of the nuances of salary negotiation and are committed to supporting you every step of the way. By conducting thorough research, emphasising your achievements and approaching the conversation with confidence and respect, you can increase your chances of securing the compensation you rightfully deserve. Remember, it’s not just about seeking more money; it’s about recognising and valuing your contributions within the workplace. Are you looking for work? Check out our current vacancies or visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page .

Do You Have What It Takes To Be A Leader?

Mon, 04 Sep 2023 10:00:32 GMT

Leaders are not born; they are made through experience, learning and a commitment to personal growth. As the heart of an organisation, leaders are not merely responsible for managing tasks and overseeing operations, but for shaping the company culture, fostering innovation and navigating through challenges. In the dynamic landscape of modern business, a leader’s ability to guide, inspire and motivate can steer teams toward unchartered territories and achieve remarkable results. So, what does it take to be a leader?

1 . Vision

A leader needs to have a clear vision that inspires and aligns a team towards a common goal. This vision provides direction and purpose, allowing the team to work cohesively towards success.

2. Communication

Leaders who prioritise communication skills can improve employee engagement, productivity and retention. Leaders need to articulate their vision, provide feedback and listen actively to their team members. When leaders talk openly and honestly, it helps everyone trust each other and work better as a team.

3. Adaptability

In a rapidly changing world, leaders must be adaptable. They should be ready to embrace change, pivot when necessary, and lead their teams through uncertainty with confidence. Leaders who can navigate through change and uncertainty with a clear sense of purpose can steer their organisations towards sustainable success. The pressures placed on businesses in recent years have forced the need for digital transformation at a pace that would have previously seemed impossible for most organisations. Even if your business primarily focuses on in-person services, you need to make the digital approach a priority by adopting new technologies to streamline your business strategy and ensure scalability.

3. Empathy

Understanding and valuing the perspectives and feelings of team members fosters a positive and inclusive work environment. Empathetic leaders can connect on a deeper level and motivate their teams effectively. In June 2023, Australia’s richest man, Andrew “Twiggy” Forrest, gave $5 billion to Minderoo Foundation, the charity he started with his wife in 2001. The organisation focuses on many areas – from community projects and ocean research to ending slavery and collaborative efforts to fight cancer.

5. Resilience

Challenges are inevitable in any business journey. Resilient leaders remain steadfast in the face of adversity, learning from setbacks and using them as stepping stones to success. Melanie Perkins, an Australian billionaire and founder of Canva, was rejected by 100 CEOs before finding her first investors. Founded in 2012, Canva is an Australian global multi-national graphic design platform that is used to create social media graphics and presentations. Leaders who possess resilience not only inspire their teams but also create environments where individuals can learn, grow and contribute meaningfully.

6. Innovation

7. Collaboration

No leader achieves success alone. Collaborative leaders build strong teams by recognising individual strengths and promoting a spirit of unity.

7. Integrity

Ethical behaviour and integrity form the foundation of trustworthy leadership. Leading with honesty and authenticity earns respect and loyalty from team members.

8. Mansfield & Co Recruitment – connecting your business with exceptional leaders

At Mansfield & Co Recruitment, we understand the essence of leadership. We believe that leadership is not confined to a title; it’s a mindset. Our team specialises in identifying individuals who possess the qualities needed to lead and inspire. Whether you are an organisation seeking exceptional leaders or an individual aspiring to lead, we are here to help you find the perfect match. Are you looking for top talent? Mansfield & Co Recruitment is here to assist organisations in finding and securing their ideal candidate. A significant advantage of engaging the services of a specialist recruitment agency like Mansfield & Co Recruitment is that job seekers will often trust third party endorsements more than those that come straight from the source. With years of experience in matching the right person to the right job, our award-winning recruitment team are experts in recruiting and know exactly what best motivates our candidates. We take the time to get to know your business and its culture, so all the candidates we send to interview will already have a positive and honest impression of your organisation. Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page .

To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield, click here . If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/04/04/why-we-need-resilient-leaders-to-tackle-the-future/?sh=43f6b33544a1

https://www.afr.com/property/sir-frank-lowy-combined-mall-mastery-with-constant-innovation-20171213-h03nva

Revitalising Your Team: Proven Strategies For Boosting Engagement

Tue, 22 Aug 2023 09:29:47 GMT

Employee engagement serves as the cornerstone of organisational success. It involves measuring an employee’s enthusiasm and commitment to their role. Engaged team members display enthusiasm for their tasks and the overall work environment, fostering a profound connection to their organisation’s achievements. A team that is actively engaged can bolster productivity, innovation, and overall success. In this article, we delve into established methods to rejuvenate your team’s engagement, unlocking their untapped potential.

1 . Streamlining the hiring process

Elevating employee engagement commences during recruitment. Simplifying the hiring process offers a chance to make a positive first impression on applicants. By optimising the hiring journey, companies can effectively convey their dedication to efficiency and professionalism, signalling to potential employees that their time and efforts are valued. A streamlined process minimises unnecessary delays, reducing candidates’ time in limbo and showcasing the company’s respect for their schedules. Moreover, a well-structured recruitment process ensures candidates receive clear and consistent communication, cultivating a positive perception of the organisation from the outset. As new hires seamlessly transition into their roles, they experience an elevated sense of belonging and purpose. This comprehensive approach contributes to a positive employer brand, attracting top-tier talent that recognises the organisation’s commitment to fostering an engaging and supportive work environment.

2. Implementing employee engagement surveys

Employee engagement surveys play a pivotal role in comprehending existing levels of employee engagement and the factors influencing their dedication or detachment. Without a profound understanding of the underlying dynamics of employee engagement, offering substantial solutions remains challenging, often leading to surface-level fixes. A well-constructed employee engagement survey gauges how valued employees feel at work and how connected they are to their job and organisation. Survey questions revolve around topics impacting engagement, such as leadership, empowerment, alignment and development. It is important to remember that conducting a survey is only the first step; thorough data analysis is essential to identifying key themes for actionable improvements. Make sure you take the time to analyse the data and find key themes you can act on.

3. Connect employees with your mission statement

Ensure that your employees resonate with your company’s core values. Well-defined and compelling mission and vision statements are crucial. Job seekers closely assess a company’s beliefs to determine if they align with their own values and aspirations. As a business leader, achieving your vision hinges on a team that’s genuinely excited to contribute. One strategy to achieve this is by crafting job descriptions that underscore the direct connection between daily tasks and the organisation’s overarching goals. When employees perceive their meaningful role in the company’s achievements, it heightens their awareness of their impact on the organisation.

4. Cultivating transparent communication

Effective communication is one of the most important aspects of any business. Foster a culture that prioritises transparent dialogue and candid input. Feedback can be shared spontaneously during real-time events or discussed in individual sessions between managers and team members. In both scenarios, the foundation rests on employees’ confidence in confiding in their managers, feeling empowered to voice questions, concerns, or innovative ideas. Encourage transparency across all organisational levels. Regular team meetings and one-on-one discussions should be standard practice. Consider implementing anonymous feedback sessions to provide employees with a platform to express opinions, ideas, and concerns. This approach nurtures a sense of belonging while facilitating prompt issue resolution, ultimately fostering increased trust and commitment.

5. Provide growth opportunities

A lack of career development opportunities ranks as the second-most common reason employees depart their roles. Business owners can cultivate growth opportunities through collaboration, education support programs, mentorships, feedback mechanisms, and cross-departmental involvement. Encourage employee participation in development initiatives through thoughtful scheduling, knowledge sharing, internal job application assistance, and clearly defined promotion pathways.

6. Recognising and rewarding achievements

When employees feel valued and supported, toxic behaviours like gossip and bullying are less likely to arise. Demonstrating appreciation can enhance engagement, retention, productivity, and morale. Express gratitude through events, social gatherings, volunteer options and annual retreats. Other recognition approaches include awards, acknowledgment programs, gift cards, wellness opportunities, paid time off and accolades on social media.

Mansfield & Co Recruitment – helping businesses find and retain top talent

With the proven strategies outlined in this article, companies can create a culture of engagement that drives productivity, innovation and overall success. Are you looking for top talent? Mansfield & Co Recruitment is here to assist organisations in finding and securing their ideal candidate. A significant advantage of engaging the services of a specialist recruitment agency like Mansfield & Co Recruitment is that job seekers will often trust third party endorsements more than those that come straight from the source. With years of experience in matching the right person to the right job, our award-winning recruitment team are experts in recruiting and know exactly what best motivates our candidates. We take the time to get to know your business and its culture, so all the candidates we send to interview will already have a positive and honest impression of your organisation. Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page.

To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield, click here . If you have a question for Melanie Mansfield and her team, phone 08 8463 1198 or email admin@mansfieldandco.com.au

6 Ways Employers Can Create a Positive First Impression During The Hiring Process

Mon, 03 Jul 2023 07:34:13 GMT

The way you approach the hiring process can significantly impact the impression you leave on potential candidates. Now more than ever creating a great first impression to candidates is important. You never know when ‘the one’ might arrive. Remember – candidates are evaluating you and your company and the proposed position just as much as you are evaluating them, their background and personality fit for your team. In this article, we’ll outline 6 ways an employer can create a positive first impression. From clear jargon-free job ads to fair and inclusive selection practices, each step plays a vital role in attracting top talent. Discover how you can enhance your hiring process to stand out from the competition and make a lasting impression.

1 .Clear and jargon-free job advertisements

Effective communication is the cornerstone of any successful hiring process. Job advertisements serve as the front door to a position, so should be clear, accurate and easy to understand. Studies have shown that a significant percentage of job postings contain vague phrases that can alienate candidates. By prioritising clear and thoughtful communication in your job advertisements, you send a strong signal that your company values transparency and effective communication.

2. Clear and transparent communication

Regular and timely communication throughout the recruitment process demonstrates professionalism and respect for candidates, keeping them engaged and informed. In the current market where job vacancies are high and candidates are scarce, it has never been more important to keep close to your candidates and communicate with them at every step.

3. Outline the benefits your organisation can offer candidates

While you are evaluating the candidate, you can be sure they are equally evaluating you and your company. Highlight selling points, such as opportunities for progression, wellbeing initiatives, state of the art offices and other benefits. Most importantly, listen to what your candidate wants and tailor your pitch accordingly. Before you meet the candidate, take the time to go through their CV, profile and cover letter in detail to prepare properly. Plan the interview and make sure you are giving the candidate your full attention.

4. Conversational interviews

Interviews should foster a conversation where both parties can engage and learn from each other. Allowing the interviewee to reveal aspects of their personality and showing genuine interest in the candidate as an individual creates a more relaxed atmosphere. Including non-senior staff in the interview process also signals that the organisation values diverse perspectives and collaboration.

5. Timely and transparent follow-up

The waiting period after an interview can be stressful for candidates. Employers can alleviate this anxiety by providing regular updates and timely feedback throughout the hiring process. Outlining the interview process from the beginning helps set expectations, ensuring that candidates feel engaged and not left in the dark.

6. Fair and inclusive selection

Diversity and inclusion are critical components of a successful workforce. Employers should implement fair selection criteria, focusing on skills, qualifications and cultural fit. The use of structured interviews and diverse interview panels can help create an inclusive hiring environment that attracts a wide range of talented individuals.

Looking to hire? Create a positive first impression with Mansfield & Co Recruitment

Mansfield & Co Recruitment is here to assist organisations in finding and securing the ideal candidate. A significant advantage of partnering with a company like Mansfield & Co is that job seekers will often trust third party endorsements. With years of experience in

matching the right person to the right job, our award-winning recruitment team are experts in recruiting and know exactly what best motivates our candidates. We take the time to get to know your business, so the candidates we send to you will already have a positive and honest impression of your organisation.

Are you looking to hire? Mansfield & Co Recruitment can help your business stand out from the competition and attract top talent. Visit our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page.

If you have a question for Melanie Mansfield and her team, phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-green-flags

https://qualigence.com/recruiting/5-green-flags-hiring-process-impress-candidates

7 Essential Skills Every HR Professional Should Have

Wed, 31 May 2023 06:13:57 GMT

Human Resource professionals play a critical role in any organisation. They are responsible for managing an organisations most valuable resource: it's people. Successful HR professionals have a unique set of skills and traits that enable them to excel in their role. In this blog, we will explore the skills and traits of successful HR professionals.

1. Communication Skills

Effective communication is one of the most important skills for HR professionals. They must be able to communicate with employees at all levels of the business, from entry-level employees to senior executives. HR professionals must also be able to communicate complex information in a clear and concise manner.

2. Empathy

Human Resource professionals must be empathetic and understand the needs and concerns of employees. They must be able to listen to employees and provide support when needed. Empathy is essential for creating a positive and productive workplace culture.

3. Problem-Solving Skills

People & Culture leaders are often called upon to solve complex problems. They must have the capability to analyse data, identify issues, and develop solutions that benefit both the organisation and its employees. Successful HR professionals are creative problem solvers who can think outside the box.

4. Organisational Skills

HR leaders and professionals must be highly organised and able to manage multiple tasks and projects simultaneously. They are responsible for maintaining employee records, managing benefits programs and coordinating training and development opportunities for it's employees.

5. Diplomacy

Effective HR require professionals who can be diplomatic and navigate complex interpersonal relationships and situations. They must be confident and able to handle difficult situations with tact and discretion, and maintain confidentiality at all times.

6. Technology Skills

It is essential HR professionals are comfortable using technology to manage employee records, track performance metrics and communicate with employees. They must be familiar with HR software and other tools that enable them to work effectively and efficiently.

7. Continuous Learning

Successful HR professionals are committed to continuous learning and professional development. They stay up-to-date with industry trends and best practices, and seek opportunities to expand their knowledge and skills.

In conclusion, successful HR professionals have a unique set of skills and capabilities that enable them to excel in their role. Effective communication, empathy, problem-solving skills, organisational skills, diplomacy, technological capabilities and a commitment to continuous learning are all essential for success in this field. By cultivating these skills and traits, HR professionals can create a positive and productive workplace culture that benefits both employees and the organisation as a whole.

Tips To Amplify Your LinkedIn Profile

Wed, 17 May 2023 00:47:00 GMT

In today’s fast-paced and ever-evolving job market, LinkedIn is a powerful platform for professionals to showcase their skills, connect with like-minded individuals, and explore new career opportunities. According to a 2023 survey, more than 90% of recruiters use LinkedIn to find potential candidates, making it crucial for professionals to have an optimised LinkedIn profile.

The benefits of having a LinkedIn profile

Your LinkedIn profile page is the foundation for your personal branding. If the majority of people in your industry are on LinkedIn, it is a wise move to have a profile. There are many benefits to being on LinkedIn, including keeping up to date with news in your industry, job opportunities and building your profile through regular posts. Employers want to see that you are open to connecting to people in the industry because it shows that you are open to helping them grow their business. Employers will see that you are committed to your career and that you care about how you present yourself to peers. With limited time available to interview people, employers are more likely to select candidates who present themselves well on LinkedIn rather than candidates who don’t have a profile.

Choose a professional profile photo

Your profile picture is the first thing that people notice when they visit your LinkedIn profile. Choose a professional-looking photo that reflects your personality and industry. The photo should represent the brand or type of people that you would like to work for in the future. A hiring manager or recruiter who sees your photo on LinkedIn, like it or not, will develop a first impression of you based on your photo and that impression will most likely remain, even beyond the first phone call. If you are using a photo taken by a friend at a BBQ or function, then remove the background or use a professional service to touch it up for you. Avoid using selfies or casual photos and opt for a headshot that is well-lit, high-resolution and portrays you in a positive light.

Craft a compelling headline

Craft a compelling headline. Your headline is one of the most important elements of your LinkedIn profile. It should be a concise and compelling statement that highlights your skills, expertise and unique selling points. Use relevant keywords that match your industry and position. There’s no rule that says the headline has to be just a job title. Use the headline field to say a bit more about how you see your role, why you do what you do and what makes you tick. If you’ve got sales reps at your company who are on the ball with social selling, then take a quick look at their profile page headlines for inspiration. They will almost certainly have more than their job titles in there.

Optimise your summary section

Your summary section is where you can showcase your skills, achievements and experiences in a concise yet engaging manner. Try to bring to life why your skills matter and the difference they can make to the people you work with. Use bullet points to highlight your key accomplishments and ensure you include relevant keywords that recruiters are likely to search for. You can also add multimedia content such as videos, images and presentations to make your LinkedIn profile stand out.

Declare war on buzzwords

Buzzwords are adjectives that are used so often in LinkedIn headlines and summaries that they become almost completely meaningless. Over-used buzzwords include terms like ‘proactive’, ‘specialised’, ‘leadership’, ‘focused’, ‘strategic’, ‘experienced’, ‘passionate’, ‘expert’, ‘creative’, ‘innovative’ and ‘certified’. There is nothing wrong with using these words, however, just using them won’t convince people that you have these qualities. You need to demonstrate them as well – both in the way you describe yourself and in the way you use LinkedIn profile features to show what you’re about.

Highlight your work experience

Your work experience section is an opportunity to showcase your career trajectory and highlight your key achievements. List your most recent and relevant work experience first and provide a brief overview of your role, responsibilities and accomplishments. Use bullet points and quantify your achievements wherever possible.

Expand your network

LinkedIn is a powerful networking tool that allows you to connect with professionals in your industry and beyond. Make sure to expand your LinkedIn network by connecting with colleagues, peers, mentors and influencers. Join industry groups and participate in discussions to showcase your expertise and build your brand.

Engage with your audience

Engagement is key to building a strong and impactful LinkedIn profile. You can engage with your audience by liking, commenting and sharing relevant content. Share your own insights and perspectives on industry news and trends to establish yourself as a thought leader.

Don’t let your LinkedIn profile go stale

Remember to keep your LinkedIn profile up-to-date and relevant, and don’t be afraid to showcase your unique personality and perspective. An up-to-date profile shows that you are actively engaged in your professional life and are serious about your career.

Land your dream job with Mansfield & Co Recruitment

Are you looking for work in Adelaide? If you’re seeking your next career opportunity through a reputable and well-connected recruitment agency, then you can entrust your talent and skills with Mansfield & Co Recruitment. It’s vital to us that we guide you into the right role and work environment. Leaving traditional stuffy ways at the door, we are always interested in making a genuine connection with our candidates. If you’re seeking a job in Adelaide, send us your resume today.

Find top talent with Mansfield & Co Recruitment

Are you looking to hire? Mansfield & Co Recruitment is here to assist organisations in finding and securing the ideal candidate. With years of experience in matching the right person to the right job, our award-winning recruitment team can help businesses stand out from the competition and attract top talent. Go to our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page.

To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield , click here . If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://www.linkedin.com/business/sales/blog/profile-best-practices/17-steps-to-a-better-linkedin-profile-in-2017

https://www.zippia.com/advice/social-media-recruitment-statistics/#:~:text=90%25%20of%20recruiters%20search%20Linkedin,best%20candidates%20through%20social%20media.

Tips To Amplify Your LinkedIn Profile

Mansfield & Co Recruitment

A Manager's Guide To Ensuring Your New Hire Thrives In Their First 90 Days

Thu, 04 May 2023 02:12:00 GMT

Did you know nearly one-third of employees quit during their first 90 days on the job? That’s why it’s critical to get the onboarding process right from the beginning.

To ensure success and help your new hire thrive in their first 90 days, it’s imperative to have a structured and efficient onboarding process. While there’s no one-size-fits-all approach to onboarding, it can make or break a candidate’s impression of your organisation.

Onboarding

So, what does a good onboarding program look like? Well, it’s important to consider what your new hire needs to know to succeed in their role. A structured onboarding process is important to outline the company culture and procedures, but it’s equally important to help them get a feel for their new role in a personalised way.

Take your team out to lunch or host a morning tea to introduce your new hire. This gives them an opportunity to get a feel for the culture and broader team. Set them up with the information they need to perform in their new role and ask them to sit in on a client call or work with different departments to get a better understanding of the business. If your new hire is taking over from another employee, preparing handover material and a status update is key to ensure you fill in any gaps.

Setting Expectations

Setting clear and fair expectations for your new hire’s first 90 days is crucial. This should include a conversation around their goals, KPI’s and transition of responsibilities. Don’t expect them to perform at their best straight away – it’s important for the employee to first understand the nuances of your organisation to translate and utilise their experience to benefit your organisation.

Training and Development

Offer training and development opportunities to help your new hire gain the skills necessary to succeed. This can include on-the-job training, online courses or mentorship programs. By investing in their development, you’re demonstrating that you’re committed to their success.

Communication

Make sure to communicate openly and consistently with your new hire and provide regular feedback in a timely manner. This helps them understand their strengths and any areas for improvement. It’s also a great opportunity for you to understand areas where they may need extra assistance or training.

Establish open communication with your new hire and schedule regular check-ins to discuss their progress and address any concerns. Ensure they’re included in any communication relevant to their role and introduced to key stakeholders. It’s important to avoid assumptions and be open-minded about the ideas and experiences of your new hire.

Resources

Be sure to provide your new hire with the resources they require to do their job, including access to software and systems, a computer, phone, and any other tools necessary for their success. It sounds simple, but you’d be surprised how often we hear of new employees starting without having been allocated a desk or given system access – it’s not a great way to start the relationship.

If their position involves hybrid work, offering a program to improve their home setup can be an easy way for your company to increase your employer brand and help your team be more productive outside of the office.

Culture and Company Values

Introduce your new hire to the company’s culture and values, so they understand the company’s mission and how their role contributes to the company’s success. Encourage them to socialise and get to know your team by organising social events or team-building activities. Celebrate their successes, whether it’s completing a project or reaching a milestone. Acknowledging their achievements will help them feel appreciated and motivated to continue to excel.

At the end of the day, onboarding is all about setting your new hire up for success. By providing a structured and comprehensive onboarding program, you can ensure that your new employee understands your company culture, values and expectations, has the necessary resources to perform their job, and feels connected to their team.

Investing in your new hire’s development not only benefits them but also contributes to the overall success of your team. Remember to celebrate and acknowledge their achievements to keep them motivated and engaged. By prioritising a structured onboarding program, you can set your new hire up for a long and successful career with your organisation.

Find and secure top talent with Mansfield & Co Recruitment

Mansfield & Co Recruitment in South Australia is here to assist organisations in finding and securing the ideal candidate. With years of experience in matching the right person to the right job, they can help businesses stand out from the competition and attract top talent. Do you have a permanent vacancy in your team? An Executive or temp requirement? Our award-winning recruitment team will help you attract and recruit talent to ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. You can also check out our candidate profiles and Facebook page. To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield , click here . If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

Sources:

https://hbr.org/2019/05/7-ways-to-set-up-a-new-hire-for-success

https://www.inc.com/adam-robinson/3-common-mistakes-that-make-new-employees-want-to-quit-in-first-3-months/

A manager’s guide to ensuring your new hire thrives in their first 90 days

Mansfield & Co Recruitment

Tips to Secure Top Talent in a Highly Competitive Job Market

Wed, 03 May 2023 05:16:00 GMT

One of the biggest challenges that most employers – large and small – are encountering is the ability to attract and retain top talent. In many cases, top applicants are on the market for just a few days before finding their perfect opportunity. With an increasing number of job opportunities and a decreasing pool of qualified candidates, it is more important than ever to differentiate your company and offer attractive incentives to potential employees. With a few key strategies, you can increase your chances of securing an ideal candidate and stay ahead of the competition.

Acknowledge the candidates market

It is important to recognise that we are currently in a candidate-driven market. This means that candidates have multiple job opportunities to choose from and they have the power to be selective in their decision-making process. As a result, companies need to put in extra effort to attract and retain top talent.

Leverage technology

Leveraging technology can help you reach a wide pool of candidates and streamline the hiring process. Consider using applicant tracking systems (ATS) to manage applications and resumes, video conferencing tools to conduct remote interviews, and social media platforms to promote job postings and engage with potential candidates.

Offer more than flexibility

Flexibility in the workplace is no longer enough to attract top talent. Candidates are looking for more than just a flexible work schedule; they want an opportunity to work in an environment that will provide learning and development opportunities, a work-life balance, and an organisation that puts their people first, with values aligned to their own. Companies need to showcase these elements to potential employees to entice them to join their team.

Prioritise learning and development

One of the key things candidates are looking for is an opportunity to learn and develop their skills. Companies that invest in their employees’ growth are more likely to attract and retain top talent. Offering training and development opportunities can help employees improve their skills, gain new perspectives, and feel valued by their employer. In addition, providing clear career pathways can help to keep employees engaged and motivated to work towards their goals.

Balance work and life

Candidates today are looking for a healthy work-life balance. Employers that provide flexible work arrangements, such as working from home, a 4-day workweek or part-time work options can be attractive to candidates. Employers should also prioritise mental and physical wellness by providing wellness programs or fitness classes. LinkedIn research found one in three Australian workers would consider taking a small pay cut of between 2 per cent and 5 per cent if the job offered better work-life balance, more enjoyable work or a greater sense of fulfilment. The trend for some professionals to prioritise happiness over pay has intensified because of the shift to remote work caused by the coronavirus pandemic.

People before profit

Many candidates are looking for organisations that prioritise their people over profits. Companies that value their employees are more likely to attract candidates that align with their values. Organisations that prioritise employee well-being, pay fairly and offer comprehensive benefits packages are more likely to retain employees. Moreover, when the focus is on people over profit, employers and employees are more likely to be accountable and transparent in their business dealings. An organisation that is known as trustworthy, honest and transparent is also more likely to build loyalty among key stakeholders. Putting people over profit creates a cycle that results in customers and the communities in which you do business choosing you over your competitors. As a trustworthy brand, you are also able to build powerful business relationships that can take your business to an even greater level of success.

Competitive remuneration

With the cost of living front and centre of everyone’s mind, offering competitive remuneration packages is crucial to attracting top talent. Candidates are more likely to consider a job offer if they feel their compensation is fair and competitive. It’s important for employers to research industry standards and offer packages that reflect the value of their employees.

Find and secure top talent with Mansfield & Co Recruitment

References

https://www.afr.com/work-and-careers/careers/would-you-take-a-pay-cut-for-better-work-life-balance-20220801-p5b666

Tips to Secure Top Talent in a Highly Competitive Job Market

Mansfield & Co Recruitment

Recruiting Tips: Traits of Successful C-Suite Executives

Thu, 13 Apr 2023 03:47:00 GMT

In today’s fast-paced and rapidly evolving business landscape, the role of a C-suite executive is more crucial than ever before. These top-level executives are responsible for leading their organizations to success, making critical decisions, setting strategic goals, recruiting talented individuals, and inspiring teams to achieve exceptional results.

But what traits do successful c-suite executives have in common? At Mansfield & Co Recruitment, a leading recruitment agency in Adelaide, we’ve worked with numerous executives over our 20+ years of experience and identified several essential traits that the most successful leaders have. From strong communication skills to financial acumen and integrity, these traits enable executives to lead organisations through challenging times and stay ahead of the competition.

Strong Communication Skills

Effective communication is essential for any leader, but it is especially important for C-suite executives who need to communicate their vision and strategy to a broad range of stakeholders. Whether they are presenting to a client or engaging a team of employees, successful leaders adjust their communication style and can articulate complex ideas in a clear and concise manner.

Collaboration

Effective leaders build strong relationships and encourage teamwork by promoting open communication, sharing knowledge, and valuing diverse perspectives. They understand the importance of working together and actively seek opportunities to work with others toward common goals. By fostering a collaborative culture, successful c-suite executives create a sense of unity and purpose which is essential to achieve outstanding results.

Strategic mindset

Effective c-suite executives are strategic thinkers and make sound decisions based on data and analysis. Effective leaders see the big picture and understand how the pieces fit together, which allows them to make sound decisions that move their organisations forward. They set a clear vision and can anticipate and manage risks, identify opportunities for growth, and continuously adapt their strategies to ensure their organisation is well-positioned for long-term success.

Emotional Intelligence

Successful leaders have high levels of emotional intelligence, which allows them to understand and manage their own emotions as well as the emotions of those around them. They are empathetic, open-minded and approachable, and they actively listen to feedback, provide constructive criticism, and coach their team members to achieve their full potential.

Adaptability

The business environment is constantly changing, and adaptability allows leaders to respond quickly and effectively to new opportunities and threats, and adjust their strategies and tactics as needed. Effective leaders embrace change and view it as an opportunity for growth and innovation. Adaptability enables leaders to bounce back from adversity, learn from their mistakes, take calculated risks and continuously improve their processes and systems.

Resilience

Resilience is especially important in times of crisis and uncertainty when leaders need to be able to make tough decisions and inspire confidence in their team. Resilient leaders foster a growth mindset within their organisations, encouraging their team members to view challenges as opportunities for learning and innovation. They also remain calm and positive in the face of adversity, communicate openly and prioritise the wellbeing of their employees.

Financial Acumen

A successful can interpret financial statements, identify risks and opportunities, and make informed decisions based on financial data. Leaders with strong financial literacy can develop and manage budgets, allocate resources effectively and improve profitability. C-suite leaders also understand the financial implications of their strategic decisions and use data to assess the impact on the company’s bottom line.

Results-Oriented

A great c-level executive focuses on setting goals and objectives for their organisation. They also ensure their teams have the necessary resources to achieve their objectives and support their teams to achieve their goals. Effective leaders regularly assess progress and know when to adjust their plans to stay on track.

Integrity

Finally, a successful C-level executive has a high level of integrity and is transparent, honest and ethical in their behaviour. They are committed to doing the right thing, even when it’s not the easiest path to take. By prioritising integrity, leaders ensure everyone any breaches are managed swiftly and fairly and sets a culture of integrity across their organisation.

Mansfield & Co Recruitment – Executive Talent Solutions

When you are looking to hire the best leaders and candidates in Adelaide , it pays to have the best recruitment agency behind you . At Mansfield and Co Recruitment , we are passionate about matching people to the right roles to create that perfect ‘fit’.

Our award-winning recruitment team will help you attract, acquire and retain executive level talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. You can also check out our Facebook page . To book an in-person coffee meeting with Mansfield & Co director Melanie Mansfield , click here. If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

Recruiting Tips: Traits of Successful C-Suite Executives

Mansfield & Co Recruitment

The Benefits And Challenges Of A 4-Day Workweek

Wed, 15 Mar 2023 03:19:00 GMT

A 4-day workweek has many benefits for employees and employers. Research shows it can lead to increased productivity, better mental health and improved work-life balance. Is the 4-day workweek worth a shot in your workplace? Some think the transition may only be a matter of time, echoing modern society’s adoption of the five-day workweek in the early decades of the 20 ^th century, which involved eliminating a sixth day of work. While there may be challenges to its implementation in the workplace, it’s clear that the concept has already been successful for some companies. With careful planning and consideration, the 4-day workweek could become a more widespread practice.

What is a 4-day workweek?

Have you ever fantasised about a 4-day workweek? Perhaps you’ve sat back at work on Friday afternoon and dreamt about the luxury of a three-day weekend. The 4-day workweek has been welcomed by some to increase work-life balance, reduce stress and increase productivity. Could the concept succeed in your workplace? While it’s easy to understand the effects of a shorter week on worker wellbeing, the positive effects on company earnings and productivity may be more of a surprise – but research backs this up.

What are the benefits of a 4-day workweek for employees?

One of the most significant benefits is increased work-life balance. Employees have more time to spend with their families and pursue hobbies and interests outside work. This leads to a better quality of life and improved mental health. A 4-day workweek also reduces stress and burnout, which are common problems in the modern workplace. With an extra day off, employees have more time to rest and recharge, which leads to better productivity and a happier workforce. Reduced stress and burnout also lead to better physical health, as chronic stress has been linked to a variety of health problems, including heart disease and depression.

In 2020, the Australian software company Atlassian introduced a 4-day workweek trial for its employees. The results were overwhelmingly positive, with employees reporting higher job satisfaction and a better work-life balance.

What are the benefits of a 4-day workweek for employers?

One of the most significant benefits for employers is increased productivity . Research shows that employees are more productive when they work fewer hours. This is because employees have more time to rest, relax and recharge, which makes them more productive when they are at work. Employers also benefit from reduced absenteeism and turnover rates , as employees are more satisfied and less likely to burn out. Another benefit of the 4-day workweek is increased employee retention. This is because employees value a good work-life balance and are more likely to stay with a company that offers it. A 4-day workweek also reduces stress and burnout, which leads to better mental health and a happier workforce. Happy employees are more engaged and committed to their work which benefits employers in the long run.

What does the science say about a 4-day workweek?

Research involving 61 UK organisations found a 20% reduction in working time with no loss of pay led to significant drops in workforce stress and sick days , an increase in worker retention and a much better work-life balance for most employees – all while ‘key business metrics’ were met, including full-time productivity targets. The research was conducted in a six-month period from June to December 2022. It is important to note that the UK trial was limited. There was no control group – a company or companies that maintained a five-day workweek, to compare against the 4-day workweek companies. “Selection bias” is another factor as a particular company may be far more likely to volunteer for a 4-day workweek trial.

Is there a down side to the 4-day workweek?

While the 4-day workweek is gaining traction and has many benefits for a company’s workforce, it also comes with challenges and might not be the right fit for every industry or individual. Sceptics believe productivity would decrease eventually, while people who are expected to complete the same workload in less time could end up more stressed. Additionally, the 4-day workweek may not work for people who work in restaurants, retail, law enforcement or hospitals. For professions that operate almost continuously, a 4-day week would require managers to hire additional staff.

Mansfield and Co Recruitment – data driven talent solutions

When you’re looking to hire the best candidates in Adelaide , it pays to have the best recruitment agency behind you . At Mansfield and Co Recruitment , we are passionate about matching people to the right roles to create that perfect ‘fit’. Our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. You can also check out our Facebook page . To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield , click here. If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://www.businessinsider.com/why-four-day-workweek-helps-workers-employers-science-evidence-2023-2

The Benefits And Challenges Of A 4-Day Workweek

Mansfield & Co Recruitment

Measuring the success of your hiring process: A guide for HR professionals and Managers

Wed, 08 Mar 2023 05:50:00 GMT

Hiring the right talent is crucial to the success of any organisation, but it’s not always easy to determine how well your hiring process is performing. That’s where measuring hiring success comes in. By tracking key performance indicators (KPI’s) and metrics, hiring managers and executives can gain valuable insights into their recruitment process and identify areas for improvement.

In this guide, we’ll explore the importance of measuring hiring success and providing guidance on selecting appropriate metrics and KPI’s. We’ll also explore key performance indicators such as time-to-hire, cost-per-hire and quality-of-hire and discuss best practices for tracking and reporting on these metrics.

Why measure hiring success?

Measuring hiring success is important for several reasons. Firstly, it helps you evaluate the effectiveness of your recruitment process and identify areas for improvement. It also allows you to track progress towards your hiring goals and benchmark your performance. Additionally, measuring hiring success can provide valuable insights into the candidate experience, which can help you improve your employer brand and attract top talent.

Choosing the right Metrics and KPI’s

When it comes to choosing the right metrics and KPI’s, it’s important to select measures that are relevant to your organisation’s goals and objectives. Some of the most common recruitment metrics and KPI’s include:

Tracking and reporting on Metrics and KPI’s

Once you have chosen the right metrics and KPIs, it’s important to track and report on them regularly. This will allow you to identify trends and make informed decisions about how to improve your recruitment process. Some best practices for tracking and reporting on recruitment metrics include:

Conclusion

Measuring hiring success is essential for any organisation that wants to attract and retain top talent. By choosing the right metrics and KPIs, tracking them regularly, and using the insights gained to make data-driven decisions, you can continuously improve your recruitment process and drive long-term success for your organisation.

Measuring the success of your hiring process: A guide for HR professionals and Managers

Mansfield & Co Recruitment

Get Better Sleep: Break From Work Thoughts

Tue, 28 Feb 2023 02:50:00 GMT

Many people may feel stressed or anxious about work-related issues which can make it hard to relax and switch off. Worrying about deadlines, unfinished tasks or upcoming meetings can keep the mind racing and prevent you falling asleep. Before reaching for the sleeping pills, follow our tips on how to fall asleep faster, stay asleep longer and ultimately, achieve a perfect work-life balance.

Why do I find it difficult to sleep after a long day at work?

If you often find yourself lying awake at 3am after a long day at work, you’re not alone. According to the Sleep Health Foundation, around 30% of people in the community respondents reported experiencing at least one symptom of insomnia, such as difficulty falling or staying asleep, waking up too early, or not feeling refreshed after sleep. If you have trouble falling asleep after a day at work, this may be due to the fact that the brain is still highly active and engaged, even after work has ended. The brain is responsible for processing and interpreting information from the external environment and it does so constantly throughout the day. As a result, the brain becomes overstimulated and may struggle to transition to a state of rest and relaxation. Additionally, work-related stress and anxiety may cause the brain to remain in a state of heightened arousal, making it even more difficult to switch off.

Set clear boundaries between your work and personal life

If you work a late-night shift, make sure you communicate your schedule with your family and friends. Let them know that you won’t be available during the early hours of the morning. This way, they’ll respect your boundaries and won’t disturb you during your rest time.

Create a relaxing bedtime routine can help you unwind

Prepare your mind and body for sleep by listening to soothing music, reading a book, taking a warm bath or snuggling with your pet. Find what works for you and stick to it.

Mindfulness and meditation can help ease your mind

Try mindfulness techniques such as deep breathing, body scans or visualisations. These practices can help reduce stress and anxiety and promote relaxation. A body scan is a mindfulness meditation practice involving scanning your body for pain, tension or anything out of the ordinary. It can help you feel more connected to your physical and emotional self. To access deep breathing exercises, download ReachOut.com’s Breathe app. Learn how to deal with stress using This Way Up’s free online stress management course.

Resist the temptation of electronic devices

Electronic devices such as smartphones, laptops and televisions emit blue light which can disrupt your circadian rhythm and make it challenging to fall asleep. Try to avoid these devices at least an hour before bedtime and keep them out of your bedroom. If you need to use your phone, consider using a blue light filter app or setting your phone to night mode.

Create a comfortable sleep environment

Creating a comfortable sleep environment can help you fall asleep faster and stay asleep longer. Make sure your bedroom is cool, dark and quiet. Invest in comfortable bedding and pillows and consider using a white noise machine to drown out any external noise.

Striking the perfect work-life balance – what job seekers want

You might think that to attract top talent you need to show them the money because that’s what job candidates want the most, right? Not anymore. Research shows that work-life balance is the single most important thing a job seeker is looking for in a new role. Attempts to find a better work-life balance are well merited. Australians work hard – with more than 1 in 10 employees working more than 50 hours per week, which is considered ‘very long hours’ by the OECD (Organisation for Economic Co-operation and Development). This makes it more difficult to achieve a healthy balance between work and a personal life. Despite the pitfalls, work is consistently and positively related to our wellbeing and constitutes a large part of our identity. Ask yourself who you are, and very soon you’ll resort to describing what you do for work. Unemployment, on the other hand, is associated with poor health outcomes, a greater mortality risk and greater use of health services.

Mansfield and Co Recruitment – data driven talent solutions

When you’re looking to hire the best candidates in Adelaide, it pays to have the best recruitment agency behind you. At Mansfield and Co Recruitment , we are passionate about matching people to the right roles to create that perfect ‘fit’. Our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield, click here. If you have a question for Melanie Mansfield and her team, phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://www.healthline.com/health/body-scan-meditation#:~:text=The%20body%20scan%20is%20a,your%20physical%20and%20emotional%20self

https://theconversation.com/work-life-balance-what-really-makes-us-happy-might-surprise-you-168446

https://www.sleephealthfoundation.org.au/common-causes-of-inadequate-sleep.html

Get Better Sleep: Break From Work Thoughts

Mansfield & Co Recruitment

The interviewer’s guide to finding the right candidate

Thu, 16 Feb 2023 03:41:00 GMT

Interviewing is an essential part of the recruitment process, and one that has a significant impact on the success of your hiring strategies. But with so much at stake, it can be challenging to know where to begin. How do you prepare for an interview? What questions should you ask? How do you evaluate candidates fairly and objectively?

In this guide, we’ll explore the art of interviewing and provide you with practical tips and best practices for conducting effective interviews and finding the right candidate for your team. Whether you’re a seasoned HR professional or a business owner just starting out, this guide will help you navigate the often-challenging waters of the hiring process with confidence.

Preparation

At Mansfield & Co Recruitment we believe the best way to get to know a candidate is to meet them face-to-face, whether that be in the office or at a local café.

Preparing for an interview is a critical part of the process as it sets the tone for the interview, helps you gather important information about the candidate, and allows you to identify the qualities and experience that are most important to the role.

Here are some key steps to take when preparing for an interview:

Conducting the interview

It’s important to begin the interview with a brief introduction of yourself and the company and explain the structure of the interview.

When it comes to asking questions, you should ask open-ended questions that allow the candidate to share their experiences and expertise. Avoid leading questions or questions that are too vague. We also recommend that you use follow-up questions to ensure you get to know the candidate and understand their experience and suitability for your vacancy. The interview can also be a great opportunity to understand your candidate’s salary expectations and any requirements for flexibility.

Don’t forget that an interview is just as much about the candidate assessing the role and opportunity as it is you assessing them. In today’s employment market, quality candidates are scarce so use the time to promote the role and organisation to them. Key areas to cover include career development opportunities, the long terms plans of the business and culture of the organisation.

Wrap up the interview by thanking the candidate for their time and letting them know what the next steps will be. Answer any questions they may have and provide a timeline for when they can expect to hear back from you.

Evaluation and Follow-up

Once you’ve met with the candidate, take some time to review your notes and evaluate their fit for the role. Consider their expertise, skills and personality as well as their potential for growth within the company.

If you’re considering making an offer, ensure you check the candidate’s references to get a better sense of their work history. Ask questions relating to their previous role including performance, ability to work within teams, reliability and their overall responsibilities.

Once you are ready to make an offer it is important to communicate openly with the candidate and ensure the process is swift and seamless to ensure an effective onboarding process.

Even if you decide not to hire the candidate, it’s important to provide them with feedback on their interview and application. Let them know where they went well and what areas they can improve in and thank them for their time and interest in the role.

It’s also important to keep in mind that every interaction with a candidate, including the interview process, can have an impact on your employer brand and value proposition. A negative experience during the hiring process can damage your company’s reputation and make it harder to attract talent in the future.

On the other hand, a positive experience can help to strengthen your brand and make your company more attractive to potential employees. So, as you evaluate and follow up with candidates, be sure to prioritise their experience and make every effort to protect your employer brand and value proposition.

The interviewer’s guide to finding the right candidate

Mansfield & Co Recruitment

How To Be An Effective Leader In The Hybrid Workplace

Tue, 17 Jan 2023 07:42:00 GMT

A great manager in the hybrid workplace is one who can effectively lead, motivate and engage with their teams, both remotely and in-person. This requires the right balance of strong communication, team problem solving and trust-building skills.

Team problem solving

When problem solving, great managers in the hybrid workplace will have the ability to quickly identify challenges and find creative solutions that are effective for both in-office and remote teams. They should have the ability to delegate tasks to each team member and provide them with the necessary resources and support. Effective leaders will also be able to communicate and apply their solutions effectively to ensure that everyone is on the same page and that the team is working together in a cohesive way.

Trust-building skills

When engaging with teams, effective leaders will be able to foster relationships and build trust. They must be able to trust their teams to work remotely and be comfortable with the challenges of remote work. They must have faith that their teams are fully capable of completing tasks on their own and that they will be held accountable for their own work. Great managers will be able to provide the right direction and support to help their teams succeed, while also allowing their teams to have the freedom to make their own decisions.

Productivity is not a reliable target

Productivity is an asinine target as there isn’t a reliable way of measuring the ‘productivity’ of a knowledge worker. The idea that it can be tracked often sees backwards behaviour like tracking software. Excessive levels of workplace monitoring can be harmful to an employee’s sense of well-being. Workers may feel like all their movements are being tracked, and their environment is less personal and welcoming because of it. Ultimately, this can result in declining performance and low morale. Instead, look at engagement and other factors that can demonstrate how effective your teams are. Think about effective teams and how you can get them to work well together. To do that, look at their work environment, ensure they have access to the right tools to do their jobs seamlessly and then determine the right practices or ways of working.

Offer performance incentives

Recognising and rewarding employees with in-person or virtual kudos for their achievements. Performance incentives, such as financial rewards or tokens of appreciation, including food hampers, help develop a supportive culture that increases employee commitment.

Workplace culture starts at the top

Executives are the ones who drive workplace culture and are responsible for setting the right tone as the company transitions to the hybrid workplace. Some leaders may struggle with the transition which can create a culture of distrust for the hybrid workplace. An effective leader will ensure the move to hybrid work becomes a powerful advantage by fostering trust and communication.

Attract the best candidates with Mansfield and Co Recruitment

When you’re looking to hire the best candidates in Adelaide , it pays to have the best recruitment agency behind you . At Mansfield and Co Recruitment, our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. To book an in-person coffee meeting with Mansfield and Co director Melanie Mansfield , click here. If you have a question for Melanie Mansfield and her team , phone 08 8463 1198 or email admin@mansfieldandco.com.au

References

https://theconversation.com/the-future-of-work-is-hybrid-heres-an-experts-recommendations-167432

https://www.theceomagazine.com/business/management-leadership/hybrid-work-environment/

How To Be An Effective Leader In The Hybrid Workplace

Mansfield & Co Recruitment

5 Recruiting Trends To Prepare For In 2023

Wed, 21 Dec 2022 06:30:00 GMT

With the advancement of artificial intelligence and the continuing need for more flexible work schedules, recruiting is changing quickly. To stay ahead of the competition, it is important to be aware of the latest recruitment trends. As we move into 2023, there are several shifts that Adelaide businesses should prepare for.

1. The rise of artificial intelligence in recruiting

With the development of new technologies, artificial intelligence-based recruiters can streamline many aspects of recruitment . From analysing resumes and automating interviews, to streamlining a candidate’s onboarding experience , AI is allowing recruiters to process more data faster and make better hiring decisions. AI can also identify qualified candidates in much larger pools than previously possible. Furthermore, these AI tools can help detect unconscious bias in decision-making processes by using algorithms instead of just human judgment.

2. The increasing importance of emotional intelligence

With the increasingly complex and interconnected global business landscape, emotional intelligence, otherwise known as EQ, has emerged as an increasingly important component for success in both the workplace and life in general. Being able to accurately interpret cues and respond appropriately to different situations is a key skill for achieving individual goals. Studying emotional intelligence not only helps people better understand themselves, but also how to influence others, build strong relationships and resolve conflicts. Employers are also becoming more likely to prefer individuals with a higher level of emotional intelligence rather than technical skills alone. This is due to the positive impact they can have on productivity, customer satisfaction and team dynamic.

3. The continued need for more flexible work schedules

Many workers today are feeling the strain of juggling their professional and personal commitments. With more flexible work schedules, employees can better balance their working and non-working responsibilities. This allows them to become more productive without overly burdening themselves, leading to improved workplace morale, job satisfaction, and overall health. Companies with an attractive approach towards employee flexibility often see benefits such as increased motivation and reduced stress among staff members. Having an understanding employer can lead to a greater sense of security and happiness in the workplace, which in turn motivates employees to perform at their best.

4. Social recruiting

Social recruiting is becoming increasingly necessary in business. A company that wants to attract top talent must launch a comprehensive strategy to reach their desired networks. Not only does this help organisations reach the right people and fill positions with qualified individuals , but it also provides potential candidates with an opportunity to connect with the company culture and gain an understanding of the organisation. Social recruiting helps employers find talented employees in a shorter time by expanding beyond traditional methods of employee recruitment while also presenting job postings to a wider audience and through easier-to-find sources. The possibilities are endless and companies should truly consider the enormous potential presented when considering social recruiting as part of their strategy for success.

5. The growth of the gig economy

The growth of the gig economy has been a major influence on the current job market. In recent years, the number of freelance and contract-based work opportunities has grown exponentially. This type of employment offers an attractive alternative to traditionally structured jobs for many people, as it offers flexibility, freedom and potential for high earnings. For employers, it is a beneficial arrangement – with less need for long-term contracts or expensive benefits packages. The prominent rise of this new way of working demonstrates just how great an impact technology has on our lives, with almost everybody now having access to valuable networking sites and communication tools to make matching business owners with talent from around the globe possible.

Attract the best candidates with Mansfield and Co Recruitment

References

Remote Work Is Here To Stay And Will Increase Into 2023, Experts Say (forbes.com)

10 Remote Work Trends That Will Define 2023 – Coworking Insights

https://www.recruitmentmarketing.com/candidate-experience/what-is-social-recruiting/

5 Recruiting Trends To Prepare For In 2023

Mansfield & Co Recruitment

5 Tips To Survive And Thrive In Your First C-Suite Leadership Role

Mon, 21 Nov 2022 06:21:00 GMT

For many, becoming a C-suite or C-level leader is the pinnacle of their career, reaching it after decades of dedication and experience. Being a C-level executive means a person has the education and experience necessary to promote corporate growth and change. Although the nuances of an individual’s journey to the C-suite may vary, there are certain aspects which many executives have in common. The award-winning recruitment team at Mansfield and Co Recruitment share our tips on surviving and thriving in your first C-suite leadership role.

What is the C-suite?

C-suite is a term used to describe high-ranking executives within a company. The “C” stands for “chief” which is part of the title these leaders share. Also called the “C-level,” the C-suite refers to a team of people that ensures the company remains committed to its goals and established plans. Due to the importance of these roles, C-level executives usually work long hours but they also typically have high wages and attractive compensation packages.

Thriving in the C-suite

Once you achieve a C-suite leadership role, it’s important to retain the work ethic, motivation and other skills that helped propel you to the top. This means more than simply surviving by doing what has worked well in the past. The decisions you make can directly affect the success of your business and the livelihood of those your employ.

1. The importance of being detail-orientated

Keep the big picture in mind but remember that details have the power to make or break a business. For example, a chief financial officer (CFO) must be tenacious and willing to pour over documents filled with facts and numbers methodically and with precision. A chief marketing officer (CMO) is the head of the marketing and promotion department in an organisation. This executive needs to stay up to date with the latest market trends and technologies in areas such as search engine optimisation, inbound marketing, social media marketing, mobile messaging and customer satisfaction research. A chief information officer (CIO) plays the essential role of handling the technology infrastructure, data security and the technology-related decisions of a company. The CIO role is becoming increasingly important as companies work harder to keep their data and information safe. A CIO is required to have an in-depth understanding of all the information-technology risks that threaten a business and make major decisions to minimise those risks.

2. Keep your internal flame burning

Persistence and a determination to succeed is a big part of why you’ve climbed the corporate ladder. Never forget that. Letting your inner flame fizzle as you get settled in at the top is a sure fire way to fail. Your energy and enthusiasm will motivate others around you and create a culture of positivity in the workplace – especially in tough times.

3. Nurture your relationships

Relationship skills are critical in the workplace. Without solid relationships, a leader can have a hard time bringing a team together and getting a project accomplished. Collaboration is only an effective workplace tool if the people who are collaborating get along. Research shows that employees who are happy in their jobs typically feel valued – especially by leadership. As a C-level leader, make a point to interact regularly with your team, even if they don’t report directly to you, and take time to listen to their concerns.

4. Set measurable goals and be clear about your expectations

Leaders and managers have profit-making goals defined by their organisations. They need to guide their teams towards success. SMART goals are a defined, stepwise way to achieve and meet your targeted business objectives. Once you’ve set measurable goals, work out how you are going to get there. What are the benchmarks? How will you adjust your strategy if deliverables are not being met consistently or effectively? Ensure your goals are measurable and expectations clearly communicated. If the whole team is not on the same page, individual actions may become arbitrary and lead to collective failure.

5. Nurture your networks

Many C-suite leaders are hired due to the network of connections they bring to the role. This is unique to each individual and is built up over several years of consistently networking and nurturing relationships. Having strong networks can open doors for your organisation. Your ability to nurture your networks serves as a testament to your character and professional conduct.

Attract the best candidates for your team with Mansfield and Co Recruitment

When you’re looking to build a high performing team, it pays to partner with the best recruitment agency. At Mansfield and Co Recruitment, our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Visit our website to find out the roles we specialise in. To book an in-person coffee meeting with Mansfield and Co Director Melanie Mansfield , click here. If you have a question for Melanie and her team , phone 08 8463 1198 or mailto:admin@mansfieldandco.com.au

Reference

https://www.linkedin.com/pulse/what-c-suite-c-level-executives-explained-

5 Tips To Survive And Thrive In Your First C-Suite Leadership Role

Mansfield & Co Recruitment

How To Recruit The Best Candidates During A Labour Shortage

Wed, 26 Oct 2022 01:45:00 GMT

Are you looking to hire? The tight labour market demands that companies adopt a fast-moving recruiting strategy that recognises that engagement starts well before the interview process or the start date. The following key strategies will help you recruit the best candidates and ensure your organisation stays ahead of the competition.

“Sell” the opportunity to potential candidates

Put yourself in the candidates’ shoes, they have plenty of opportunities to choose from, why should they choose yours?

Highlight career development opportunities and employee testimonials with your candidates. Devise a few selling points as to why a prospective employee should consider your company.

As an employer, ask yourself:

Maximise your talent pool

Your ideal candidate may well be in the pile of CVs on your desk but with a limited number of active applicants, you need to look at ways of encouraging other contenders.

Strategies for maximising your talent pool include:

Move quickly and communicate effectively

Communication is key during the recruitment process and there’s no time to waste in a tight labour market. Respond to applicants immediately after they apply. Gone are the days where you posted a job ad with a closing date in two weeks and sat back and waited for the applications to roll in. Taking this approach will only see you lose candidates as they’re snapped up by faster moving companies.

Stay in recruitment mode – even in a strong labour market

Even if you are not actively seeking employees, we recommend treating recruitment as an ongoing process. Employers can do this through active talent spotting and building relationships with potential candidates so when the time comes to appoint someone new to the team, you already have a shortlist of candidates in mind.

Attract the best candidates with Mansfield and Co Recruitment

When you’re looking to hire the best candidates in Adelaide, it pays to have the best recruitment team behind you . A tight labour market demands that businesses adopt a recruiting strategy that recognises that engagement starts well before the interview process or the start date. At Mansfield and Co Recruitment, our award-winning recruitment team will help you attract, acquire and retain talent and ensure your organisation stays ahead of the competition. Are you looking to hire? Go to our website to find out the roles we specialise in. To book an in-person coffee meeting with Mansfield and Co Director Melanie Mansfield , click here. If you have a question for Melanie and her team , phone 08 8463 1198 or mailto:mel@mansfieldandco.com.au

Reference

How To Recruit The Best Candidates During A Labour Shortage

Mansfield & Co Recruitment

The skills needed to move from number crunching to business partnering

Thu, 06 Oct 2022 01:06:00 GMT

Do you have what it takes? The skills needed to move from number crunching to business partnering:

There comes a time in every successful finance professional’s life that they may start to look beyond their own borders to the benefits of business partnering.

Fair enough, too. Once you have developed the requisite skills to move beyond number crunching, it makes sense that you would want to take your highly valued financial acumen and use these skills to assist other parts of the business.

Business partnering is a broad term that can take on many different meanings depending on the organisation, but essentially it refers to using the finance professional’s skills to inform strategic business decisions in other parts of a company or organisation.

By working side by side with a business leader in a specialized unit, accountants and finance professionals are able to affect real and lasting change within an organization. For example, it could mean working with HR or business leader to work out the best way to structure bonuses or KPIs or it could mean working with R & D departments to ascertain the level of financial risk for a specific project.

The benefits of business partnering for both you and the business are manifold. Rather than keeping the finance professionals siloed off in the accountant departments, tactical business partnering is highly strategic, creative and immensely rewarding. The finance professional brings unique insights and a whole new set of questions to the table, and, in turn, he or she deepens their knowledge of the organisation through their immersion in other parts of the business.

But, do you have what it takes to move into business partnering?

Here are some of the skills you will need:

Communication

Finance professionals are steeped in the terminology of their trade, but it’s important to remember that not everyone outside of your sector will know what a P&L statement is. The ability to use clear and concise language and communicate with others from other sectors and departments is fundamental.

This is especially the case when dealing with people in areas that are far removed from finance, such as arts organisations.

The most successful business partnering occurs when the finance professional’s perspective is communicated in a collegial and clear fashion, and they are able to create a bridge to a shared understanding.

Analytical skills

Business leaders want more from finance professionals than the numbers. Any accountant can walk into a boardroom and deliver the figures, but business partnering is about the expert synthesis and analysis of data.

The c-suite is always keen to know the drivers behind the data — they are, after all, focused on growing the company — so a finance professional who can drill down into the figures and tell executives why a trend is occurring will be invaluable to a company.

Courage

It may surprise you to learn that courage is a big part of the role, but speaking up is something that a lot of finance professionals, like the rest of us, struggle with. Why is that the case? No one wants to be the bearer of bad news, but as a finance professional you will often be the naysayer in a group of executives.

If the figures don’t square up or business leaders are floating ideas that are unsustainable, it is up to you to speak out about your concerns for the benefit of everyone involved.

Leadership

All successful business partners are highly persuasive because they are adept at getting others to see their point of view.

If you think the company, based on your analysis of figures, should be heading in an entirely new direction you need to do more than just state that.

You need the skills to mount a successful case by arguing for your ideas, backing them up with facts and appealing to people’s reasoning logic.

This is not a skill that comes easily to everyone, but it can be improved with practice.

Focus on solutions

The most in-demand finance professionals are those that can move the numbers from a situation to a solution.

Rather than presenting the figures and leaving them in the hands of executives, you could use your skills to find a practical solution that would address the issue and move the company forward. It is OK to be the bearer of bad news if you come up with an attractive solution to the news you are delivering.

As you can see, business partnering requires a range of soft skills that demand valuable interpersonal traits.

Some workplaces are experts at providing finance professionals with opportunities to acquire these skills, but, if business partnering appeals to you, it’s important to take charge of your own career and ensure you are developing these traits on a daily basis.

The skills needed to move from number crunching to business partnering

Mansfield & Co Recruitment

The ultimate guide to crafting the perfect job ad

Mon, 15 Aug 2022 02:33:00 GMT

You want to write a job ad that will attract the best possible candidates – but how??

Your job ad is often the first opportunity you have to connect with prospective employees so it’s crucial to get it right. If you don’t, you risk missing out on potentially dozens of high quality candidates.

There’s no doubt there’s a real art to crafting an engaging job ad. If you have a look on Seek you’ll notice that ad styles vary greatly, and will achieve varying results.

While there’s no 100% foolproof formula to writing a great job ad, there is a process to follow, key details to include as well as techniques to writing your ad that will ensure it appeals to your target audience. They are:

1. Get clear about what the job is and what it isn’t.

It sounds obvious but it’s not uncommon for an employer to advertise a position before they have the finer details clarified. With the position evolving throughout the process, this can result in a complete change of direction and potentially an ad that’s obsolete.

Much better to be really clear about what it is you’re looking for so you know when you’ve found it!

2. Remember, your job ad is your opportunity to promote your business and tell people why they should want to work for you

Job ads in 2022 must be focused on what you can offer to a potential employee, not what you expect from them. Sure, applicants still need to meet certain criteria, but think about the language your using in your ad. If the bulk of your ad reads “You must have…” “You will possess.. “You will bring …” you might not be connecting with your audience.

Put yourself in an applicants shoes, they have multiple opportunities to apply to, so why would they apply to yours?

Applicants want to get a feel for the company culture, the long term prospects, the company vision, learning and development opportunities, and of course, all the other benefits (work from home options, commissions, carparking, RDOs, flexible work hours etc)

3. Make sure you tell applicants exactly what it is they’ll be doing!

One of the biggest mistakes we see in job ads is that it don’t clearly detail what the job is. There’s an assumption that people will know that because it’s an Executive Assistant position, an experienced EA will know what that job entails. While this is true for the most part, every job is different and candidates want some certainty that they can fulfil the role requirements (particularly women).

This is also your opportunity to include any tasks that would be seen as a development opportunity or extra responsibility, or even just more interesting than the stock-standard duties.

4. Consider your target audience and the type of candidate you’re hoping to attract

The style of your ad will very much be determined by who it is you’re trying to appeal to. If your ideal candidate is a mature, highly experienced professional who is looking for stability, then an ad highlighting that your organisation is well-established and can offer long term prospects will appeal.

If your aim is to appeal to a younger, less experienced audience, the tone of your ad can make all the difference. An approachable, personable and slightly less corporate tone will be more attractive and easier to connect with.

5. Make yourself available for enquiries

When candidates can see they’re applying to a real person, not just a recruitment system, they’re more likely to connect with the ad. It also gives them an opportunity to do some background research on you, which again, allows them to form an idea as to whether it’s the right opportunity for them. And if you’re worried you’re going to be inundated with calls, this is rarely the case.

The reality is we’re in a highly competitive job market where there’s an abundance of jobs and candidates can afford to be picky, so nailing your job ad is more important than ever!

Want some inspiration for your next job ad? Check out some of our ads here:

The ultimate guide to crafting the perfect job ad

Mansfield & Co Recruitment

A fresh approach to our job ads

Wed, 10 Aug 2022 06:15:00 GMT

With the challenges of finding great candidates in the current labour short market, innovation is key!

We’ve been a bit creative over these last few weeks with our job ads and the feedback from both employers and applicants has been outstanding!

Melanie recently worked with the team at Adelaide Retaining Walls to recruit a Personal Assistant/ Customer Liaison and was really pleased to provide the Director’s with a shortlist of four brilliant candidates within a couple of weeks (almost unheard of in the current market!).

Additionally, three out of the four shortlisted candidates hadn’t applied to any other positions and were motivated to apply purely because of how the ad was written, perfectly capturing the culture, benefits and feel of the organisation.

One of our clients even said they were “thinking of applying for the role” themselves, what a great result!

Check out some of our recent ads and let us know what you think!

Contact us today and learn about the Mansfield & Co Difference and how we can help you to find your next star recruit!

A fresh approach to our job ads

Mansfield & Co Recruitment

2022 Sourcr Awards

Tue, 19 Jul 2022 02:25:00 GMT

We’re so proud to announce that Mansfield and Co Recruitment has been awarded Best Agency in Accounting and Finance for South Australia in the latest Sourcr Awards.

Congratulations to our very own Mark Elding on being awarded the Best Recruiter in Accounting and Finance for SA! Mark has been doing an exceptional job within the financial services sector and it’s great to se him be recognised for his work.

We were also thrilled to see Melanie win Best Recruiter in Human Resources and Best Recruiter in Office Support and Administration in South Australia for her efforts.

It’s been an awesome year so far and we can’t wait to see what happens next! If you have a vacancy you’re looking to fill, why don’t you check out our website and learn how we can partner with you and your team! Contact us here.

2022 Sourcr Awards

Mansfield & Co Recruitment

Our Favourite Interview Questions

Thu, 14 Jul 2022 02:38:00 GMT

Asking the right interview questions can be the difference between hiring someone who is a valuable, long-term employee who fulfils not just the role requirements but is also the right cultural fit, or the hire of someone who resigns 6 weeks in ?

We’ve put together some of our “go to” interview questions that help us to get to know our candidates .

1. Out of your previous roles, which was your favourite and least favourite workplace?

It doesn’t take long to see the red flags with this one. The key here is to understand the type of workplace your candidate is looking for and whether your organisation would be a good fit. The candidate may also give you a clearer sense for why they are searching for a new role and indicate if they would be suitable for your team or not.

2. What is a highlight of your career over the past 3 years?

This is a great way to gain an insight into what they consider to be an achievement, and what they believe is important. It’s also a really nice way to get them talking about something they feel good about and are proud of, which can help to ease any nerves.

3. What is the difference between a good, great and exceptional {job title}?

This question is aimed to assist the hiring manager to understand the candidate and how they view role performance. This allows you to link back to your own measure of success and assess whether the candidate might be a good fit for your team and if they are suitable for the requirements of the position.

4. What can you tell me about yourself that isn’t on your resume?

The aim is to get to know the candidate and what they enjoy or are involved in outside the professional setting. You might also use this question to understand whether they would be a good fit for your team and gain a sense of their work-life balance. The candidate may also reveal more about their own motivations and allows to assess whether the position is something which aligns with the candidate’s goals in the long-term

5. What do you think will be most challenging aspects of this position and how will you approach these challenges?

We’re looking to understand how the candidate feels they will integrate in their new position. The candidate may also reveal areas of weakness and where they need the most development to meet the demands of the role. The hiring manager can use this information to tailor the onboarding experience to ensure they succeed in their new role.

6. What work are you most proud of and why?

This is a great question to assess how the candidate measures their own success. It will also help the hiring manager to get a sense for how the candidate defines success in their career and what they might be looking for in a new role. Are they most proud of work achieved as part of a team? Or work they have done working on their own? These are all important factors to consider when evaluating the suitability of the candidate for your team and the requirements of the position.

7. Tell me about a time you had to demonstrate adaptability

We love this question because it helps us get to know our candidates and how they react to challenges and different situations. When the candidate starts working in a new organisation it is likely to take time for them to get integrated with a new team, systems and processes.

8. If I was to call your references, what would they say about you? (positive and negative).

Not only does this allow the candidate to self-evaluate their own performance from an ‘outside’ perspective but it also gives them an opportunity to discuss areas of strength and weakness from their own experience.

Our Favourite Interview Questions

Mansfield & Co Recruitment

Know a great candidate? Get rewarded for referring!

Tue, 14 Jun 2022 05:33:00 GMT

Want to win a FREE half day wine tour?

During June, July and August, if you refer a candidate who is successfully placed into any of our permanent vacancies, you will receive a half day wine tour and lunch for two with MC Wine Tours valued at $500!

We are currently seeking talented and experienced applications for vacancies in a number of permanent roles in HR, WHS, Payroll, Accounts, Reception and Administration for incredible local organisations! To view our current vacancies click HERE .

We encourage candidates to submit their CV to keep on file as we often contact candidates with suitable vacancies before they are advertised!

About the tour:

Start your 4 hour wine tour chauffeured in a luxury vehicle, enjoy 2x wine tastings, followed by a premium lunch at Sidewood Estate or The Salopian Inn (subject to availability) thanks to Michelle at MC Wine Tours.

Be sure to share our website with someone who would be perfect for these roles!

Ask your referral to Submit their CV HERE and select ‘Referral Campaign’ to let us know who referred them and the types of roles they are interested in.

Know a great candidate? Get rewarded for referring!

Mansfield & Co Recruitment

The secret to retaining employees in a labour short market

Tue, 14 Jun 2022 01:06:00 GMT

In the current climate, many employers are feeling frustrated as their employees are being approached for other opportunities and finding a suitable replacement is proving to be very challenging.

With more job opportunities available than there are job seekers, retaining staff is a huge concern for organisations as it’s much more cost-effective and efficient to keep your current talent than it is to try to recruit new talent, train them and hope that they’ll stay!

Whilst some employers are choosing to counteroffer to entice employees to stay, this isn’t always the answer. However, if a more holistic and proactive approach is taken, you may just be able to avoid receiving a resignation in the first place.

Based on our recent interviews and conversations with candidates, some of the main reasons for people seeking employment elsewhere includes limited learning and development opportunities, not being paid market rate, cultural issues, a lack of support, limited flexibility, and a misalignment of values.

While it may not be possible (or advantageous) to retain everyone, here are our tips to ensure you are in the best possible position in the current climate:

1. Provide ongoing learning and development opportunities

Many of the candidates we’re speaking to have been with their employer long term and are feeling stale and disengaged. While for some, it may be time for a change, but others would be quite happy with a new challenge and the opportunity to expand their knowledge or learn a new skill.

Consider what opportunities you may be able to offer, whether it’s a secondment, a project opportunity, the ability to move into a different department or supporting them with formal education to help them meet their goals.

2. Know what your employees are worth/Assess compensation and benefits

Much of the movement we’re seeing in the current market is driven by salary. Whilst it’s not always possible (or sustainable) to increase to the current market rate, particularly for some of the more in-demand roles, it’s important to be aware of what your staff can achieve should they decide to look elsewhere. Being proactive in this area speaks volumes to your staff so be open to having the conversation. Perhaps you can meet them part way or consider getting creative with compensation and benefits as salary is just a part of the package.

3. Build a culture of trust, recognition, and support

If your employees don’t feel seen and valued, you are at risk of losing them. This increases tenfold for your top performers as they are most likely to resent a lack of recognition for their performance.

Open and honest communication is key to building trust. By keeping your team up to date, providing feedback, recognising their efforts, and welcoming their input, you are well on your way to building a positive workplace culture that people won’t want to leave!

4. Embrace flexibility

There is no doubt the pandemic has changed the way we work and has shown us that productivity can be maintained even when our employees are working remotely. However, flexibility doesn’t just mean working from home. Many job seekers are simply looking for flexibility with their work hours in order for them to meet family commitments and have a balanced life. Be open to having these discussions and willing to trial different options.

There is no doubt this is an incredibly challenging time for organisations however it is also an excellent opportunity to re-evaluate your employer value proposition and position yourself as an employer of choice to enable you to attract and retain top talent not just now, but in the future.

The secret to retaining employees in a labour short market

Mansfield & Co Recruitment

6 Interview Questions to Assess Cultural Fit

Tue, 10 May 2022 06:59:00 GMT

We all know cultural fit is key to a successful long-term hire, but how do you ensure the candidates you’re talking to are the right fit for your organisation and team?

Here are our 6 favourite interview questions to assess cultural fit:

1. What did you enjoy most (and least) about your previous role?

Really listen to what the candidate did and did not enjoy in their previous roles and assess these against your own organisations and the position you’re considering them for. Are their work preferences aligned with what you’re offering?

2. What attributes and values do you look for when applying to an organisation?

Assess their wants, needs and values against those of your organisation and the position on offer.

Are flexible working arrangements important to them? Is this something you can offer?

Are they looking for career growth? Does this align with your organisational structure and what you can realistically offer?

3. If you could design your ideal work day in this role, what would it look like?

This is a great way to get a sense of how they would like their day to be structured and what their understanding is of the day-to-day requirements.

Is their ideal day working from home? Is that a possibility? Are they ideally after a position that’s back office focused but the role on offer is customer facing? (this is a common one!)

4. What surprises other people about you?

This question allows you to get to know the candidate on a more personal level and helps you to understand how they are perceived by others. You may also find that they reveal something that they have not mentioned previously.

5. What is the best way for a manager to support you to succeed in your new role?

This is a great question to gain an understanding of whether your own management style will be a good fit for this person. If they are communicating to you that they like to have lots of support and guidance and you’re someone who prefers to leave people to work autonomously, perhaps it’s not the best fit.

6. How would you describe the workplace culture at your last job? What would you change if you could?

What did they enjoy and what did they not enjoy about the culture? How does that fit with the culture at your workplace? Do they seem to be reasonably adaptable? or are they overly critical and have expectations that you might not be able to meet?

6 Interview Questions to Assess Cultural Fit

Mansfield & Co Recruitment

Introducing Mansfield & Co Recruitment

Tue, 12 Apr 2022 06:12:00 GMT

We have some news.

After 11 years of Jo and Mel working together and almost six years in business, Jo recently decided to exit Blackman Mansfield Recruitment.

These changes are never easy, but ultimately it was the right one for us. We’d like to thank Jo for all her hard work, dedication, and passion over the years. She’s been an integral part of our success and we wish her all the very best.

So, what does this mean for Blackman Mansfield Recruitment?

Other than transitioning our name to Mansfield & Co Recruitment with Melanie Mansfield as our sole director, nothing changes. You can expect the same high-quality service, advice, and support you’ve come to know and trust from us over the past 6 years.

We’re proud to have supported hundreds of clients across South Australia and interstate, we’re excited for what the future holds, and we hope you’ll continue to join us on this journey.

We would like to thank everyone in our network for your support. We look forward to continuing to work with you in the years ahead.

Introducing Mansfield & Co Recruitment

Mansfield & Co Recruitment

5 Simple ways to streamline your recruitment process

Mon, 21 Feb 2022 00:57:00 GMT

At a time when job applicants are scarce, an efficient recruitment process is key to securing a great candidate.

If your recruitment process is cumbersome, lengthy or outdated, your chances of finding (and keeping) your ideal candidate is greatly reduced.

Here are our tips to streamlining your recruitment process to ensure you’re in a great position to secure the best talent in the market:

Create a checklist including each part of the process; position description, job ad, screening questions, interview guide and reference check template (if you aren’t using a 3 ^rd party service provider).

Establish approximate timeframes for advertising, interviewing and the job offer, working backwards from your ideal start date ensuring you have allowed for a notice period of at least 4 weeks (longer for a senior level position).

The ability to be flexible with this plan is however crucial. If you’re lucky enough to come across a great candidate early in the process, it’s important that you take them through the process immediately so as not to lose them part way through while you hold out for more candidates.

A well written job ad can be the difference between receiving 6 applications or 60. Taking a little extra time to make sure your ad clearly details the day-to-day tasks and responsibilities and includes sufficient company information is essential to attracting your ideal applicant.

We all know some applicants look great on paper but are less than impressive in person so make sure you don’t skip the screening process! Spending an extra 10 minutes on the phone to determine an applicant’s suitability is much better than finding out 5 minutes into a face-to-face interview that they’re definitely not the right fit.

Some of the key areas to discuss during a telephone screen are:

The biggest mistake we see employers make is that their recruitment process is too long and involves too many steps. While you may have gotten away with this 12-18 months ago, it won’t cut it in today’s market! With so many jobs available, candidates are moving quickly and if they’re asked to jump through too many hoops they’ll move on to the next role.

In a candidate tight market such as the one we’re in, it’s the employers who are agile and adaptable that win the talent!

Communicating with job applicants throughout the recruitment process is key to retaining their interest. Every day that goes by with no contact from you increases the possibility that you’ll lose them to the competition. A quick update over the phone is often all it takes to keep them engaged in the opportunity that you have available.

Equally important is asking the candidates you have interviewed to keep you updated on their job search and to notify you immediately if their situation changes. There’s nothing more frustrating than making an offer to someone who turns it down because they accepted another position only hours earlier.

As difficult as it can be to achieve a successful outcome when it comes to hiring in the current market, sometimes it only takes a couple of small tweaks to get great results.

5 Simple ways to streamline your recruitment process

Mansfield & Co Recruitment

5 tips to attract great candidates in a tight labour market

Fri, 14 Jan 2022 02:02:00 GMT

If you have recently advertised a job vacancy, you might have been surprised by the lack of applications you received. Rest assured, you’re not alone!

The number of job ads have been at record levels in recent months however unfortunately, this trend hasn’t been matched by an increase in applications.

There are many reasons for this, but the on-going Covid situation is certainly a big factor.

Employers and recruitment agencies alike are finding it increasingly challenging to source quality candidates to fill their vacancies. Job seekers are hesitant to move, and this uncertainty is resulting in decreased application numbers.

In today’s competitive job market employers need to re-think their employee valuation proposition and talent attraction methods. Here are a few ways you can up your hiring game to attract the right candidates to your job vacancy:

5 tips to attract great candidates in a tight labour market

Mansfield & Co Recruitment

Same battle. Different year.

Tue, 07 Sep 2021 05:36:00 GMT

In 1997 McKinsey’s Steven Hankin coined the phrase “war for talent”. A reference to the overwhelmingly fierce competition between organisations to attract and retain quality, and highly productive talent.

With the skills and experience of baby boomers being lost to retirement, coupled with a short supply of candidates to replace them, companies faced off in the battle for the best.

Fast forward to 2021 and companies are facing a similar battle as they navigate an environment of rapid change, complexity, uncertainty, and mobility constraints in a COVID riddled world.

So, what impact can talent have on business productivity?

Quite a bit it seems… According to the late Steve Jobs, “Hiring the best is your most important task”.

It appears he wasn’t wrong. The correlation between ‘top talent’ and business performance is overwhelmingly apparent, as to is its relationship with complexity.

The McKinsey Global Survey: War for Talent 2000 , highlights how important it is to invest in hiring and attracting top talent, particularly for positions with a high complexity.

The survey found that for low complexity roles, hiring top talent resulted in modest productivity gains of around 50%. High complexity positions experienced productivity gains of 125% whilst very high complexity roles experienced a whopping 800% increase in productivity.

Attracting the best… Why is it so hard?

If you are a hiring manager, recruiter, leader, or business owner struggling to find top talent, you are not alone.

The issue it seems is not a new one, with Conference Boards 2016 survey of global CEO’s indicating that failure to attract and retain talent was the number 1 issue on boardroom lips. Since then, little has changed.

The emergence of COVID-19 has compounded the issue. Attracting talent for senior, more complex positions has become increasingly challenging as candidates’ preference stability and certainty over opportunity and change. It’s a case of ‘better the devil you know’.

The reluctance for candidates to ‘move’ during periods of uncertainty is nothing new.

In the wake of the Great Recession there was an over saturation of candidates for entry level positions, whilst the opposite was true for senior, more complex roles where the talented and gainfully employed were less inclined to change employers [1] .

Couple this with an estimated 10% shortage of ‘high-skill’ workers in advanced economies [2] and it is fair to say that talent is scarce. Never has it been so important for companies to get it right when it comes to hiring, and those that don’t will soon become the picking ground for companies that have.

What do employers need to do to attract and retain talent?

Employee Value Proposition (EVP) is a term often thrown around as the ‘solve-all’ for attracting and retaining talent. And with just about every company having one, they are seldom meaningful and often fail to deliver on their intended purpose.

That said, getting it right could be your greatest weapon in the pursuit of talent!

According to the 2017 McKinsey and Company article ‘Attracting and retaining the right talent’ most EVP’s fail simply because they are not distinctive, are broadly focused, and are unrealistic.

The article highlights the importance for companies to ‘stand out on one dimension while not ignoring the others’ [3] highlighting the fact that most companies will follow a similar process in developing an EVP, consequently arriving at something that is fundamentally the same. Not a winning strategy.

And though it is fine to have an overall EVP, the article promotes the benefits of targeting the 5% that matter most, ensuring companies attract the critical talent needed to drive productivity and performance.

Having an attractive EVP is important, however caution is given to creating an EVP that is misleading and cannot deliver on the promises made. Employees these days can quickly distinguish fact from fiction and will soon become a flight risk if things don’t measure up.

At it’s core the ability to attract talent comes down to being an employer of choice. It is about standing out in a crowd, having a clear purpose, valuing your employees, and giving as much as you take.

Employers of choice… What are we seeing in the South Australian market?

Over the past 12 months Blackman Mansfield has placed over 80 permanent positions within the South Australian market, and throughout that period we received an abundance of candidate feedback with regards to what they see as an employer of choice.

Flexible working arrangements – Candidates are seeking employers who actively promote and are accepting of workplace flexibility. It is a key enabler of gender equality, and it acknowledges the competing priorities of life. It is well documented that flexible working arrangements lead to happier, healthier employees, who are more productive and less likely to leave their employer.

Pay for top talent – It is an unfortunate reality that the best, most suitably qualified candidates don’t always get the job, and often it comes down to dollars. If you want the best, then be prepared to pay for it. It is well documented that that the productivity gains from hiring top talent are considerable, particular for complex positions. Short term savings may lead to long term productivity issues.

Professional Development – Candidates these days are thinking less about the now and more about the future and are seeking companies that promote learning and development. Employers of choice can clearly articulate the likely progression and development opportunities they can offer. Before interviewing, it is important to consider this, as it is an inevitable question a candidate will ask.

Sound recruitment process – Don’t underestimate the importance of the candidate experience during the recruitment process. Employers of choice are quick to respond to candidate applications, they have a clear and defined recruitment process, are decisive, communicate regularly with the candidate, and generally run within specified time periods. Make no mistake, candidates are judging an organisation by how they are treated throughout the recruitment process. It is a case of first impressions…

Written by Mark Elding , Recruitment Consultant at Blackman Mansfield Recruitment.

[1] Attracting and retaining the right talent, McKinsey & Company, 2017

[2] Source: The Conference Board

[3] Attracting and retaining the right talent, McKinsey & Company, 2017

Same battle. Different year.

Mansfield & Co Recruitment

How to choose the right recruitment agency for your business.

Wed, 28 Jul 2021 07:21:00 GMT

There is no doubt employers are spoilt by choice when it comes to selecting a recruitment agency to work with. Ask anyone and they’ll be able to list off two or three recruiters they’ve crossed paths with.

So, when the time comes to engage a recruitment agency, how do you know which one to go with?

Before you’re dazzled by the prospect of tapping into the large databases belonging to the global agencies (which are often outdated given the frequent turnover of consultants), these are the 5 questions you need to ask yourself:

In a candidate tight market such as the one we’re currently in, networks are everything! Knowing that you’re working with a recruiter who understands the position requirements and has formed a solid network of potential candidates in that field, provides a real advantage.

Was there an agency that wouldn’t take your calls, meet with you, or provide you with any feedback/advice when you were looking to change roles? If it’s important to you that the applicants who apply to your vacancy have a positive candidate experience, align yourself with an agency that prioritises their candidates just as much they do their clients.

One of the biggest gripes from employers about working with recruitment consultants is poor communication. Any consultant worth their weight in gold will keep you informed of their progress throughout the recruitment process and will communicate with you regularly. There are agencies that do this well, and unfortunately, many that do not.

It’s also important to establish what the approach is of the agency when working on a role. Do they intend on just emailing you resumes from their database and if none of them are suitable they’ll then move on to another job? Or will they search high and low for your perfect person and work with you until a successful outcome is achieved?

An alignment of values is crucial in any successful partnership. If you genuinely like and trust the consultant you’re working with, it will be a much smoother and more enjoyable process.

Has the recruitment consultant scheduled time to meet with you to discuss the role and your requirements? Have they taken the time to get to know your organisation as a whole? Do they understand the company culture?

If you answered “no” to any of these, ask yourself if they’re truly interested in working with your organisation long-term and are committed to finding you the best person for the job, or are they just going to “flick” resumes at you hoping one will stick??!

The purpose of working with a recruitment agency is that they add value to the process and can connect you to candidates that you may not have been able to source through your internal processes.

One of the main things that keeps business owners and managers up at night is staffing issues, so having a recruiter you know and can rely on when you have a staffing need is invaluable!

How to choose the right recruitment agency for your business.

Mansfield & Co Recruitment

How to recruit in a candidate tight market

Mon, 31 May 2021 05:32:00 GMT

If you’ve advertised a vacancy recently, you may have been surprised by the lack of applications. Given recent unemployment figures, surely there are lots of job seekers around, right?

Unfortunately, that’s not quite the case!

As I write this there are more than 200 HR jobs being advertised on Seek in South Australia. It’s certainly a good sign that the local economy is in great shape, but for employers looking to hire, that means the competition for quality candidates is high.

Employers and recruitment agencies alike are finding it increasingly challenging to find quality candidates to fill their vacancies. Job seekers are hesitant to move, and this uncertainty is resulting in decreased application numbers.

In some ways the employment market is mirroring the real estate industry. For anyone in the market to buy a property you’ll know just how competitive it is, and that’s exactly how many employers are feeling.

What challenges are you having when hiring at the moment? We’d love to know!

How to recruit in a candidate tight market

Mansfield & Co Recruitment

What is going on in the SA job market?

Mon, 22 Mar 2021 05:28:00 GMT

We all know what happened in 2020 – COVID-19 hit, and it hit the workplace and employment market hard.

In April 2020 Seek stated that “job ads crashed by 64% compared to the previous year. However, by November 2020 there was a 1% rise in comparison to November in 2019.” The decrease in advertised jobs happened swiftly, but so did the increase, as many organisations expanded to pre-covid sizes, and in some cases increased, as they adapted and grew.

Job ads in Hospitality & Tourism were up 28% year-on-year in November while in Healthcare & Medical they were up by 9.1%. The Trades & Services industry was also a strong contributor to market growth with an increase in job ads of 34.5% year-on year.

Job ads may be increasing, but these ads are now attracting fewer applications.

Seek stated that “in some instances, industries with customer-facing roles saw a drop in application volume of up to 30% year-on-year. While the number of people viewing ads was equal to the same time the previous year, the overall number that went on to apply was 15% lower.”

As employers, we expect that candidates should be enthusiastic to apply for our roles, but in reality, there has been a decline in applications. This doesn’t seem right, particularly when we look at SA unemployment figures being around the highest in the country. But there’s no doubt employers are finding that jobs are difficult to fill, with many having independently advertised their roles without success.

With the irregular and sporadic opening and closing of state boarders, employers are hesitant to interview candidates living interstate in case they aren’t able to move to Adelaide. The national border closure also removes the opportunity of immigrants increasing the local candidate pool.

Job security is now a major priority

There is a hesitancy in the job market, and people feel reluctant about moving jobs and sacrificing their security, even if they would have previously been open to moving.

This means that for people to consider making a move, organisations must:

Make recruitment a smooth, efficient process

In this market, employers need to keep the process simple and communicate clearly with candidates. Don’t overwhelm candidates with a multitude of additional steps and processes or make it too difficult to progress. Applicants who are tentative to move will be deterred if they’re asked to jump through a number of hoops.

Be an employer people want to work for

Many people have assessed what’s important to them as a result of 2020, and could be looking for less hours, the ability to work from home, or simply to work in a nice environment with nice people. This is a very personal choice, and one that is important to consider when you’re trying to attract people to the business.

For example, one of our clients recently undertook a survey of their staff – approx. 1/3 wanted to work from home, 1/3 want to work from the office and 1/3 want to have a combination. By working with this knowledge, the employer was able to create a flexible routine that all staff could adapt to their choosing, keeping existing staff satisfied and attracting new staff looking for this flexibility.

The increase in job ads is certainly a positive sign in Australia’s steps to recovery. But when it comes to attracting new staff members, the significance of COVID-19’s impact on Australians’ working lives cannot be underestimated.

As we move through 2021, considering all of the above factors will be the key to ensuring a successful recruitment strategy!

Written by Joanne Blackman, Director of Blackman Mansfield Recruitment.

What is going on in the SA job market?

Mansfield & Co Recruitment

Job applicants Now’s your time to shine!

Mon, 01 Mar 2021 00:46:00 GMT

In case you haven’t heard the latest in the job market – job ads are up, and application numbers are down.

What does that mean for you? Less competition and more opportunity to land your dream job!

Here are our tips to stay ahead of the competition and get your application noticed by hiring manager’s and recruiter’s (and the best part is, it’s not hard at all!):

If you’re doing each of these (very basic) things, I can confidently say you’re well ahead of many of your fellow job seekers!

**Job applicants** Now’s your time to shine!

Mansfield & Co Recruitment

Disappointing response to your job ad? Here’s what to do if you need to hire now

Mon, 15 Feb 2021 05:16:00 GMT

Is the response to your job ad leaving you feeling less than enthused? You’re not alone! According to Seek’s latest employment trends report , while job ads have increased to the highest levels we’ve seen for two years, application numbers have declined. Why? The rollercoaster that was 2020 has candidates re-assessing their priorities and seeking out more job security. While there’s still an amount of economic uncertainty, many candidates don’t feel that now is a good time to start in a new role.

However, there are still many high-quality candidates seeking a new opportunity – you just need to work a little harder to find them!

Here are our tips to recruiting successfully in a tight candidate market, without compromising on quality or cultural fit:

Still not having any luck? Give us a call!

An experienced recruiter can be invaluable to a business in challenging markets such as these. With our extensive networks and ability to reach candidates that aren’t necessarily trawling Seek, you might save yourself a few weeks of frustration and a less than ideal outcome!

Disappointing response to your job ad? Here’s what to do if you need to hire now

Mansfield & Co Recruitment

What does a CFO role look like in 2021?

Tue, 02 Feb 2021 05:04:00 GMT

Think you know what a CFO does? Think again

Once upon a time, the Chief Financial Officer role was pretty clear-cut. In charge of the financial health of a company or an organization, their remit was clearly defined by money coming in and money going out.

How things have changed. Tech-savvy, forward-thinking and creative CFOs these days need to be much more than data analysts and number crunchers.

As the competitive global economy forces companies to constantly innovate and stay agile, the CFO, like many c-suite roles, has evolved and broadened considerably.

The position is more demanding than in the past, but also more rewarding because the CFO is now steeped in many aspects of the business.

This, of course, means a heavier workload. A recent McKinsey Global Survey reported that the number of “functions” reporting to CFOs had increased from 4.5 to 6.2 over the past two years alone. The number of CFOs overseeing their company’s digital activities had also doubled in that time, with many claiming they are being asked to solve issues that are relatively new to them.

So let’s take a look at what CFOs do these days.

They are change leaders

CFOs are now just as focused on strategy and company growth as the CEO and other business leaders.

There is now no discernible divide between strategy and finances, with both concepts inextricably linked to drive the business forward.

CFOs these days will come up with financial incentives to drive growth and talent acquisition and even help to price the company’s products for optimum appeal.

They will work with the c-suite to establish KPIs, measuring the outcome of workplace change, and managing cash-flow improvements to assist innovation.

They are digital natives

Many CFOs are at the forefront of the digital revolution, and have adopted data analytics software to help them peer into the inner workings of their bottom line.

The software is able to generate data visualization that allow CFOs to analyse their profits, consumer trends and overall business position by viewing sales figures and company data on an interactive dashboard.

This kind of data analytics can show a CFO, for example, which stock is moving and what products are performing poorly, allowing them to make strategic business decisions to enhance the company’s bottom line. As the captain of big data, this makes the CFO role hugely influential within the organization.

The McKinsey report noted, interestingly, that CFOs often struggled to access the internal financial resources to digitize, but those that did reported considerable benefits. Some 70 per cent of digital adopters reported moderate to significant returns on investment.

They are value-adders

CFOs are no longer concerning themselves solely with their own department. Like other c-suiters they are expected to bring their talents to bear upon other divisions within the company.

They are cross-pollinators, if you will, of their considerable skill and financial expertise, ensuring that other divisions and departments are working as efficiently and effectively as possible, while looking for strategic opportunities to add value.

This means they go beyond cutting costs and ensuring efficiencies. These functions are important, no doubt, but they shouldn’t come at the expense of calculated risk-taking by the CFO or innovative leadership that identifies new pathways of disruption. It may mean facilitating a new marketing project, for example, because the CFO can see the long-term benefit and return on investment or even proposing new services to support or replace existing product lines.

They build talent

Finally, the CFO must ensure that the skills and talents that make them so valuable are developed in their top tiers of talent.

The CFO’s language needs to align with overall brand strategy and filter throughout the organization to motivate staff and ensure a consistent voice and across all departments.

Part of the CFOs role therefore is to build and share, rather than hoard, company talent, which in turn makes their life easier and ensures maximum profitability,

Clearly, a CFO role in this day and age is not for the faint-hearted. It takes stamina, a range of hard and soft skills, and it has never been more demanding. However, for those who thrive in change and relish the opportunity to work across divisions and oversee genuine innovation, it’s a dream job.

What does a CFO role look like in 2021?

Mansfield & Co Recruitment

Why is no one applying to my job ad?

Tue, 24 Nov 2020 01:38:00 GMT

Writing a job ad can be a long and tiresome process – but what’s even worse is when your ad doesn’t achieve the results intended, and you can’t find any suitable candidates as a result. If this is you, or if you’re in the process of writing a job ad, read on to learn about some of the common mistakes when writing ads and how you can avoid them!

So, why is no one applying to your job ad?

It’s internally focused

Your job ad may perfectly cover the requirements and duties of the position to you and to others within your organisation – but that may be the problem!

If you’re using terms that are unique to your organisation or industry, those who aren’t within it might not know what you’re talking about! This is particularly important when it comes to the title of the position. Without a commonly known job title, your ad may fail to appear in the search results of your desired candidate.

Try to: Use terms commonly used to ensure that potential applicants know what you’re looking for and can quickly assess whether they may be a good fit.

It’s too short

A couple of sentences about what the position *might* involve often won’t give applicants enough information to evaluate whether the role or the organisation is a great option for them.

Make sure to: Include information about what your organisation does, what their day to day responsibilities will be, what experience your ideal candidate possesses, as well as desired qualities attributes and qualifications.

It lacks confidence

Do you have a clear idea of what you require in the position? Make sure you know what you need from the role and ensure that your ad communicates this. This enables applicants to quickly assess whether the role is a good fit for them.

Job ads that are ‘wishy washy’ or lack clarity and direction are off-putting to applicants. When a candidate cannot easily decipher what is required in a position and what they can expect day to day, they won’t feel confident in their ability to be successful in the role, so are likely to skip it and move on to the next one.

Try instead: Communicate the day to day tasks, desired skills, experience, and abilities clearly and concisely in the ad.

Writing a job ad isn’t anyone’s favourite task, but if you put a bit of extra time and effort into it – you might just find that perfect candidate!

Want more tips to ensure a successful recruitment process? Check out this blog:

Why is no one applying to my job ad?

Mansfield & Co Recruitment

5 ways leaders and HR can capitalise on the opportunities COVID has presented

Tue, 27 Oct 2020 04:27:00 GMT

This year is certainly one for the history books. Executive teams, leaders, and employees alike will reflect on how they flourished or scraped through the year of 2020. However, as Amy Novogratz (Co-founder of Aqua-spark) summarised so well, “everything that is behind us is pushing us forward.”

Below are five tips for organisations, leaders and HR teams to consider when looking to thrive on the road ahead:

1. Maintain a growth mind-set.

Carol Dweck’s research (2006) outlines how a growth mind-set can serve us, and those around us, by learning from criticism, persevering in the face of adversity and having a desire to evolve. Where do you sit on the continuum between a growth and fixed mind-set? She says we all shift along the continuum, however we have a natural tendency towards one side. It is important that we consciously choose the ‘lens’ that we see the world through and we challenge others to do so too.

2. Solve challenges by harnessing the collective intelligence of the organisation.

Collective intelligence emerges from collaboration across teams and the organisation. Many functional areas in an organisation approach problem solving from a view of ‘we are the expert’ and ‘we will solve this issue for you’. More teams could release the burden of expertise and partner with other business areas to solve the complex challenges we are faced with. How can we increase our ability to co-create initiatives with the broader business?

3. Apply employee segmentation principles to focus on the employee experience.

To segment our people, we cluster them into cohorts of individuals with similar needs. Employee experience is treating your employees like important customers. A one-sized-fits-all approach will not allow for the innovative solutions required to meet the varied needs of an organisation’s people, especially in our ever-changing world of work.

4. Focus on psychological safety to support inclusion and drive innovation.

Timothy Clarke (2020) defines psychological safety as a condition where you feel included (stage 1), safe to learn (stage 2), safe to contribute (stage 3) and safe to challenge (stage 4) without the fear of being embarrassed, punished, or marginalised. If leaders can increase psychological safety within their teams, then their people will take more ownership, have a higher velocity of learning, release more discretionary effort, and drive innovation.

5. Coach leaders and people to be more agile.

Leaders and HR teams play a crucial role in coaching people to increase their capability to adapt to the new world of work. Who has time for coaching, I hear you say? Below are the 4 ‘killer questions’ that can be used to coach on the fly for any leader with 5 minutes to spare – the order of questions shifts from GROW to RGOW:

In summary, despite the challenges thrown at us through COVID, 2020 has been a year of reflection, redefinition and evolution. How long will we maintain our agile mind-set moving forward?

Written by Rebecca Christianson – Director, Thriving People Consulting

5 ways leaders and HR can capitalise on the opportunities COVID has presented

Mansfield & Co Recruitment

3 great opportunities that COVID has given us

Thu, 22 Oct 2020 05:26:00 GMT

This year has been a catalyst to challenge Executive teams, leaders and us all to reflect on our assumptions about the way we work, the way we deliver services or design products, the business models we apply and much more. We have found ourselves shifting our views on many areas that we once thought to be non-negotiable. Leader mind-sets have adapted and adopted new ways of operating. Approaches that we thought were not possible or would take a long time to action have suddenly been implemented within months.

The year 2020 has forced our mental agility card and this quote seems apt:

The greatest risk is to allow assumptions from the past to dominate expectations for the future.

In short, 2020 has forced organisations to reflect, redefine and reset how businesses are run. There are three key opportunities that many organisations have grabbed hold of:

1. COVID has fast-forwarded the progress towards the new world of work.

The new world of work is comprised by flexible working, being outcomes focused, utilises agile working, equips cross-functional teams, and focuses on the employee experience. Experts say that COVID has propelled us forward by 5-10 years, in 6 months! How can we continue to capitalise on this momentum instead of cursing it?

2. It has encouraged organisations to increase the focus on people, not just the bottom line.

Across multiple sectors we have seen an increase in the level of ‘authentic care’ leaders have demonstrated towards their people. Why? We have all experienced the same disruption and work challenges. It appears the shared pain and vulnerability seems to have unified us.

COVID has broken down the corporate façade we may have experienced from our leaders. As someone said to me recently, ‘They just seem to be more human’. How long will this continue for though?

3. Teams have learnt and applied new skills from other functional areas

In my experience, People & Culture teams have realised that new thinking is required to solve our complex people problems. From our Marketing teams, we have borrowed customer segmentation principles and customer experience to segment our employees and focus on the employee experience. We have acted like product developers and designed employee personas, used empathy mapping to understand different employee’s needs and applied human centred design practices. Who can you learn from to bring a fresh approach to your problem solving?

These opportunities, and many others, have presenting new ways for us to optimise the way we work individually and as part of an organisation. Now is the time to capitalise on these by identifying and acting on opportunities being presented to us!

Written by Rebecca Christianson – Director, Thriving People Consulting

3 great opportunities that COVID has given us

Mansfield & Co Recruitment

How to sort resumes like a pro

Thu, 27 Aug 2020 03:25:00 GMT

Ask any manager what the worst part is of hiring staff and 9 times out of 10 they’ll say it’s sorting the resumes. Evaluating what can be up to 200 applications can seem like an insurmountable task.

All too often we hear of employers who have advertised a position and then sat on the applications for a week or more because they’re so overwhelmed. Of course, this only perpetuates the problem because by then, a number of the applicants may have found work so you can find yourself back at the beginning, or at best, having to select from an average pool of candidates.

So, how do the experts do it? Having a system in place to effectively manage the process is key!

Here are our top 5 tips for working your way through a pile of resumes quickly and accurately:

Once identified, ensure your job ad clearly details the key criteria. You can also include screening questions for candidates to complete as part of their application (as per the candidate screening tool in Seek). This is a quick reference point that can really speed up the process.

Screening questions can include things like software used, industry experience, salary expectation, qualifications.

There’s nothing more stressful than including your email address on a job ad and having your inbox filled with applications in-amongst your day to day emails. This is how applications get missed, and candidates get upset!

If you don’t have a HR system that can receive applications, create a separate inbox for job applications – or use an existing admin email address so they’re kept separate.

It’s much easier to evaluate resumes when you’re reviewing 10, 20 or 30 at a time. This also gives you a good idea of the caliber of candidates and what represents a ‘good’ application.

If sorting resumes manually, create a “yes”, “maybe” and “no” pile. If in doubt, place the resume in the “maybe” pile and come back to it later.

Begin the sorting process within a week of the ad being posted – or earlier if you’ve already received a high number of applications. It’s important to keep the process moving – there’s nothing worse than sitting on applications for too long and by the time you get around to calling the applicants they’re no longer available/interested.

If you’re still having trouble finding the motivation to wade through a pile of applications, just remember – there’s nothing more exciting than when you come across that perfect application. But, if that’s still not cutting it, give us a call and we’d be happy to give you a hand!

How to sort resumes like a pro

Mansfield & Co Recruitment

5 Tips for recruiting high performers

Thu, 20 Aug 2020 05:16:00 GMT

I recently had the pleasure of touring the Harris Real Estate head office in Kent Town. I’ve visited hundreds of offices in my career and have seen the good and not so good in workspaces and culture. BUT, talk about office inspo! Harris R/E have done an incredible job – not just from an aesthetics perspective (which by the way is absolutely stunning), but also the culture, structure and general atmosphere. It’s certainly a business that exudes high performance.

My recent visit to Harris R/E office got me thinking about high performers, and more specifically, how you recruit them.

Here are my top tips for recruiting top performers – it’s a little extra work, but it’ll pay off ten-fold!

Identify the key characteristics of your top performers

Take a look at your existing team and establish who your top performers are. What is it that sets them apart? What soft skills do they have?

While it’s not a one-size fits all, there are some common traits that top performers have including:

Once you’ve established which characteristics are important to you, assess these throughout the interview process.

Focus on attitude

It can be tempting to hire the most experienced and qualified candidate because they appear to know what they’re doing so should be able to hit the ground running. However, just because someone ticks all the boxes, it doesn’t mean they’re a good cultural fit for your team or will be driven to excel in the role.

Throughout the recruitment process take note of which candidate’s display a genuine interest in the position, get back to you quickly, are easy to deal with, are enthusiastic and have a positive attitude.

Clearly define the role and responsibilities

It’s really hard for people to perform well when they don’t know what it is they’re working towards and how their role fits into the business as a whole.

By clearly defining the responsibilities and expectations in a position description and discussing it throughout the interview process, you reduce the risk of a candidate discovering it was not as they expected and isn’t a good fit later down the track.

Openly discuss and provide career development opportunities

High performers are ambitious and they want to feel that they’re working towards something bigger. To keep them engaged and motivated it’s really important to have open and honest discussions around what the longer-term opportunities are in the business and how you will facilitate their growth.

Don’t wait until it’s too late to have these conversations, they need to start early on and be on-going.

If you’re a smaller organisation with limited opportunities to promote staff, consider what projects they can lead, what additional responsibilities they can take on and other ways in which they can learn new skills.

Remunerate fairly and provide working arrangements that suit the individual

Have you ever worked tirelessly and exceeded expectations but were paid poorly? How did it make you feel? How engaged were you with the organisation?

Everyone wants to feel that their contribution is valued and that they’re being fairly rewarded and recognised.

It’s also crucial to find out what’s important to them as an individual. Some people are driven by remuneration, but for others it’s more about recognition or having some flexibility with their hours.

Flexible working arrangements is a top priority for job seekers in 2020, so if you want to attract and retain high performers you need to be open to it in some form.

Recruiting top performers does take a little extra work, but it pays off ten-fold!

They produce higher quality and quantity of work and promote a high-performance culture within the business, which in-turn can see you outperform your competitors.

5 Tips for recruiting high performers

Mansfield & Co Recruitment

The Secrets to Writing a Job-Winning Resume

Tue, 28 Jul 2020 06:02:00 GMT

There’s a right way and a wrong way to writing a resume.

The right way will you get your foot in the door. The wrong way will see your resume in the “no” pile without a second look.

For a resume to be truly effective, it needs to appeal to three different audiences all at once:

So, bear in mind each of these people will be looking for different things and each are coming from a different perspective.

Clearly, the “one size fits all” approach just doesn’t work.

Here are our top 5 tips to getting your resume in the “yes” pile:

1. Speak to the employer’s needs, not your ego!

Thoroughly read the job advertisement and highlight and elaborate on the points and experience you know the employer is looking for. Try to avoid telling your life story, keep the information relevant and concise.

2. Rather than writing your resume as a job description (or in some cases, a novel!), think of it more as a marketing tool – with you being the product!

You are essentially proposing yourself as a suitable applicant for the job described. Put yourself in the shoes of the hiring manager who’s receiving 80-100 or more resumes. What makes you the best candidate?

3. Match the language used in the job advertisement in your resume.

For example, if the job advertisement lists ‘Preparation of BAS, FBT’, refer to it in the same way rather than using statutory reporting. A junior HR Coordinator or Recruitment Consultant may not understand it’s the same thing and you could find your resume in the ‘no’ pile at the first step.

The opposite is the case for previous internal job titles and roles. Try to keep the information in your resume as generic as possible, avoiding company specific jargon, so it appeals to a broader audience and it’s clear from the outset exactly what your role and responsibilities are.

4. Make it easy for the person reviewing your resume to find what they’re looking for.

Remember that on average the person receiving your resume spends between 7-10 seconds reviewing it, so make sure the information they’re looking for is front and centre.

In addition to this, your resume should be well formatted. Ensure there’s ample white space and keep it clean and professional – that goes for the font too! This is not the time to trial a cursive font or introduce numerous colours into your resume!

5. Customise customise customise!

We can’t stress this enough. If you don’t invest the time in customising your resume and covering letter to the specifics of the role you are applying for, don’t expect to get an interview.

Employers want to see that you’re genuinely interested in THEIR role, not just ANY role. This is the perfect opportunity to stand out from the crowd and tell the employer exactly why you’re interested in their position.

The Secrets to Writing a Job-Winning Resume

Mansfield & Co Recruitment

Here’s why AI can’t replace the human element in recruiting

Thu, 23 Jul 2020 02:06:00 GMT

I was recently recruiting a position for an organisation I’ve worked with on several occasions. They’re the type of organisation I love to work with – great culture, strong employer value proposition and all-round just great people to partner with.

Whilst there was no shortage of applicants, after going through the process and conducting a few face to face interviews, the person who I felt was the best fit and recommended they meet with didn’t tick all the boxes, and in fact, on paper didn’t look ideal at all.

It wasn’t so much that she didn’t have the necessary skills, the issue was more-so that this experience was from quite some time ago and was only part of her role. Her experience also wasn’t in the types of organisations the employer would have felt were aligned.

However, after getting to know this candidate and having a good understanding of the team and workplace culture, I recommended they interview *Jane* and I held my breath hoping they too would see the potential of this person.

The feedback from the client: “Mel, you’ve done it again! She’s a perfect fit!”.

A few takeaways from this experience:

The value a human-centric recruitment process brings is irreplaceable. So, whilst I absolutely believe technology has its place, it’s stories like these that demonstrate nothing can replace the human element in recruiting!

Here’s why AI can’t replace the human element in recruiting

Mansfield & Co Recruitment

The Do’s and Don’ts of job hunting during a recession

Thu, 16 Jul 2020 06:51:00 GMT

60% of Australia’s workforce have never experienced a recession. So, what do you do if you need to find a new job in the current market?

The competition for good quality jobs increases as many skilled people are made redundant and recent University graduates flood the job market. At the same time, many employers review their hiring plans, and some may hold off recruiting all together.

Understanding what is required to achieve success with your job search is essential. Resumes and cover letters MUST be customized, and your job search methods need to be more strategic.

Obtaining interviews becomes more difficult and salary negotiations come to be more sensitive.

It is now an employers’ market and job seekers need to adapt.

Whilst technological advancements since the previous recession have simplified the application process and made it easier and more convenient to apply for positions, it has also made it more difficult to stand out from the crowd.

Here are the Do’s and Don’ts of job hunting during a recession:

1. Don’t take a “shotgun” approach

The “shotgun” approach – firing off an identical resume to every possible position – doesn’t work at the best of times.

By sending the same resume to everyone, you don’t stand out to anyone!

During a recession, the shotgun method can become even more attractive to job seekers because it makes you feel like you’re doing something. But at the end of the day, your efforts may be in vain.

2. Develop a plan of attack

The anxiety and stress that people can experience when looking for a job is heightened during a downturn and can result in desperate actions that lack focus.

Slow down, develop a plan, and stick to it. Your plan should focus on both your short and long-term goals, take into account your experience, unique skills and talents.

You’ll find a new job faster by developing and sticking to a plan rather than sending your resume to every job advertised and then wondering why you’re not hearing from anyone.

If you have connections with a recruitment consultant, reach out to them to discuss your plan and gain their feedback as to whether your goals are realistic and achievable in the current market.

3. Identify growth industries

Your chances of finding a good job (and keeping it) increase when you focus on job opportunities in growth industries. This is especially true during a recession.
South Australia’s current fastest-growing industries include:

A focused job search is much more effective than chasing every job opening you come across.

Do your research and once you’ve identified a number of industries and potential organisations, have a look at your network and see if you may already know someone who could facilitate an introduction.

4. Keep going

Don’t stop your search until you are certain that your new position is 100% confirmed. In a challenging market, things can change quickly and it’s not unheard of for jobs to be withdrawn.

If you are waiting on a second interview or job offer, keep applying for other roles and continue your job search until you have a contract in your hands!

The Do’s and Don’ts of job hunting during a recession

Mansfield & Co Recruitment

The ONE thing employers must do to secure the best talent in today’s market

Fri, 03 Jul 2020 10:50:00 GMT

Whilst we’re all a bit fatigued from all the ‘working from home’ talk of late, something that’s become quite apparent is that employees want flexibility, and if you’re not offering it, someone else will.

In the past couple of weeks, we’ve seen (and heard of) multiple examples of how a lack of flexibility in working arrangements has cost an employer their preferred candidate or has reduced the number of interested candidates.

On the flip side, we had a great example last week of a client providing flexible work hours to a temporary candidate which will enable her to drop her child at school and work from home for part of her working week. Now, how engaged do you think that candidate is??!! I can tell you she’s absolutely thrilled and is excelling in her role.

So, what exactly do employees want?

Interestingly, I’ve read several recent studies suggesting that the majority of employees are seeking a balanced approach when it comes to flexible work arrangements. Very few employees are looking to work from home full time. In fact, most would like the option to work from home two to three days per week.

But when we talk flexibility, we’re not just talking about working from home. Many people are seeking flexibility with their work hours allowing them to do the school drop off a few times a week or work a compressed week.

Workplace flexibility isn’t one size fits all so we encourage you to speak with your staff individually and find out what their ideal arrangement would be.

Here are some examples of workplace flexibility:

Still not sold?

Providing flexible work arrangements strengthens your employee value proposition, increasing employee satisfaction and improving morale which results in loyalty, engagement, and retention.

Not to mention, if you’re not offering any form of flexibility to potential employees, you can be sure your competitors are. So, if you don’t want to be left behind, now’s the time to start those conversations!

The ONE thing employers must do to secure the best talent in today’s market

Mansfield & Co Recruitment

We asked: How has Covid-19 impacted your business?

Tue, 26 May 2020 08:06:00 GMT

Hearing the stories of how local businesses have been impacted by Covid-19 and how they have responded has been fascinating and quite extraordinary, particularly given how quickly the situation escalated.

We asked Adam Green, Chief Financial Officer at Junction Australia to share his thoughts and experiences:

Adam Green
Chief Financial Officer, Junction Australia

How has your organisation been impacted by Covid-19?

Fortunately, the financial impact for us has been relatively minor as mainly funded by rentals from tenants on Government benefits (which have remained stable) and grant funding. For tenants impacted we had to quickly initiate hardship responses.

We were able to fairly quickly move around 80 of our workforce to working from home pretty seamlessly and are using a range of tool to make that work including zoom, teams and conference calls. One of the big challenges is that over 100 of our staff undertake essential services for children in care, under the Guardianship of the Minister, where working from home is not an option.

How did the organisation adapt? Generally, how have your team handled the changes?

The organisation has adapted extremely well. On the Executive team, we recognised very quickly that this period of rapid change needed ‘hyper-communication’ and support of all staff and so we increased communication channels throughout the organisation at all levels. Initially this included daily Executive meetings, regular meetings with managers/team leaders, and site visits and video updates from our CEO. All lines of communication were open including an intranet site on all the latest updates. We have been able to scale this back a bit now.

Friday zoom drinks are mainstay though ?

What are some of the measures you have taken to ensure regular communication with and between your team is maintained?

As mentioned above, communication is the key during uncertain times. The finance team has a daily touch base phone calls and weekly zoom meetings. Birthday celebrations on zoom too. We are also making sure that the technology is easy for all to use so that other meetings and face to face interactions can occur for all. It hasn’t been without hiccups but we have found our staff have remained positive throughout.

What have you personally found to be most challenging?

One of our organisational values is collaboration and we pride ourselves on effective and inclusive collaboration in and across teams. Whilst the regular meetings were easily rescheduled through zoom I realised how much I missed the office incidental interactions to undertake our daily work. Being isolated has taken some getting used to so I have had to adjust to meeting more flexibly with people to ensure that these regular interactions still occur with more upfront planning needed. This was a struggle initially, particularly when trying to get a Draft budget together, but find that we have all adapted pretty well now.

How do you think Covid-19 will change your workplace moving forward?

I think, like many work places that people are going to want to work from home more and more. The key will be for us to strike the right balance.

Has the organisations view of WFH changed?

I had always had people in the finance teamwork from home on occasion, but I am definitely open to this increasing. I think that the organisation is also open to this more broadly and can recognise the benefits.

What do you believe are some of the silver linings to come out of the situation?

Communication improvements, the use of technology and the caring for each other through times of uncertainty. It feels like we have a stronger culture as a result.

What are you most looking forward to when we’re on the other side of all this?!

From a work perspective, having everyone able to meet in person again. You can beat that. Personally, seeing family and friends without restrictions and the footy of course!

Knowing that you had a new staff member starting in your team early April when your team commenced WFH, how was the on-boarding process affected?

Blackman Mansfield helped us to fill the role of Financial Accountant just before the restrictions with Ryans first day in mid March coinciding with us all leaving the office! As a team we really had to plan out Ryans induction which included some limited face to face (with appropriate social distancing), skype, zoom etc.. including the sharing of screens. Ryan was very understanding and has adapted extremely week and is a valued member of our team.

We asked: How has Covid-19 impacted your business?

Mansfield & Co Recruitment

How to ease staff through big changes

Mon, 25 May 2020 07:22:00 GMT

Change, as the saying goes, is the one constant in life, and in the current circumstances it couldn’t be truer!

Gone are many future plans and goals for organisations, with more tentative procedures in place, as our workforces attempt to find some sort of surety.

COVID-19 has almost forced a state of constant adaptation and innovation. Those that incorporate the ethos of change into their business, and guide their departments through various incarnations, are more likely to succeed.

Even prior to the current pandemic, old workplace models have been upended by disruptors like Airbnb and Uber. The traditional nine-to-five on-site staff arrangement was already being increasingly replaced by remote working and international labour pools. Change has been challenging for businesses everywhere.

A changing work environment also translates into a changing workspace for employees. I’m sure those of us returning to the office can vouch for the many challenges felt. This can be a disruptive and disconcerting experience for staff if not handled appropriately and considerately.

A changing work environment should not mean a fractured one, nor should it shatter the unity and group identity of the company.

Here is how to ensure change is introduced smoothly and seamlessly:

Start at the top

It is near impossible to convince staff of change if the managers and staff above them are not seen to be implementing and endorsing it.

Let’s be clear about this: mid-level or low-level managers should not manage change on their own as the message needs to filter down from the most senior ranks.

Not only does this ensure the change is given a whole-hearted endorsement by the senior executives, it also ensures the information is delivered in a clear and unified fashion.

Don’t cut corners

Money may very well be tight, but where possible try not to cut corners through instigating change. Ensure that your change management process is properly resourced to ensure staff feel supported and the changes you are implementing have the best chance of positive results.

It is very hard to convince staff of your care and respect for change if you’re refusing to properly fund or resource it.

Get philosophical

Most workers are motivated by their passion for what they do, and that is why it’s imperative to explain the change within a broader philosophical framework.

Staff like to feel that they’re part of a broader movement, and that there is a greater purpose, vision, and positive goal. Make sure you enunciate clearly how the change aligns with new guidelines or requirements but also how it is a positive step for the organisation’s journey as a whole.

Don’t fight the objectors

There will also be people who are determined to oppose changes or the necessity of them, and as managers, we can expend an enormous amount of time attempting to bring these people on board. However, we may or may not be successful.

A better use of time and energy is to focus on the people who are most directly impacted by the change and to engage with them in an open-minded and enthusiastic way.

Be open

According to a study by Leadership IQ, only 35 per cent of managers are “actively” or “frequently” sharing company challenges with internal teams.

This translates to a lot of staff in the dark, which breeds unease and distrust.

Wherever possible, include staff in your decision-making process and take their suggestions and thoughts on board. If you are asked a question by staff and you don’t know the answer, don’t be afraid to admit it.

Staff turn away from change when they don’t trust their leaders to lead them through it and that trust can only be gained through openness and honesty.

Plan for consistency

Finally, be consistent in your promotion of adopting change. For new habits to stick, for organisations to adopt and persist to changed measures, managers must implement consistency in their approach to reinforcing changes.

And the best way to be consistent, is to have a unified and planned approach as soon as possible. If staff think the changes are ad-hoc or occurring without proper thought or insights, then they will automatically disengage.

Gain their buy-in through being competent and prepared. Safeguards for success may include implementing in stages, back-up plans, reporting sessions to staff and set up clear communication channels.

Planning is one of the most important aspects of change management. Often bosses will be so concerned with checking in with staff and communicating potential outcomes or problems that they forget to undertake the actual planning.

And all the buzzwords and flowcharts in the world cannot help a manager who has failed to put a plan in place or keeps changing the change!

How to ease staff through big changes

Mansfield & Co Recruitment

How to ensure you and your team come out of Covid-19 stronger than ever!

Wed, 01 Apr 2020 02:40:00 GMT

The past couple of weeks has been challenging for all of us, Joanne and I included. Whilst we’re very fortunate that our business structure is agile and designed to withstand a downturn, we’re still dealing with the same people, financial and personal issues you are.

We are though in a unique position in that we’re able to observe the response and reactions from a number of organisations and I for one have found this fascinating (and at times a little scary!).

With this in mind, I thought I’d put together a guide on how you can ensure that you and your team come out of Covid-19 stronger and more successful than ever:

Remember you’re only human

This is an event like we’ve never experienced before and we’re all doing our best to get through it. This also applies to your team. Everyone handles stress and uncertainty in their own way so be kind to yourself and to your team.

This is not the time to be a stickler for the rules, allow a bit of flexibility where you can. Show your team some compassion and let them know that you genuinely care about them and their families. On a day to day basis encourage staff to take regular breaks, go for a walk, or organise an online chat with their team-mates. Try to keep things as light as possible and have a laugh together as much as you can.

Don’t go MIA

With so many of us working from home it can be very easy to drop off the radar, but really now more than ever your team need you and will be looking to you for guidance and re-assurance. Making sure that you regularly check in with your team members is critical. A quick chat can be enough to help people re-engage and feel that they have a sense of purpose (particularly if your business has been dramatically affected and the workload is no longer there). I’m sure I’m not the only one who needs to re-focus every couple of days!

Ensure that any business decisions being made are measured and thought-out

Last week I heard of a situation where someone was stood down from their role on Thursday only to be told their role was being re-instated the following day. I completely appreciate that the situation is rapidly evolving, however you can imagine the stress this employee felt on the Thursday, spending the afternoon calling the bank, health insurer, speaking with his family etc . I’m sure he’ll be a little wary of any decisions his employer makes moving forward.

Keep the lines of communication open

This is a tricky one given that things are evolving so quickly, but the more you communicate with your team the better. Even if it’s just to let them know that you don’t have all the answers right now, but you can assure them that as soon as you know, they’ll know. What you don’t want is for your team to talk amongst themselves and hypothesize about what they think might happen because they haven’t received any communication from you. That just fuels stress and anxiety.

Focus on the future

Something I’m hearing often is the line “This too shall pass” and while it may not seem like it now, sometime in the future we’ll be on the other side of this and business will return to some kind of ‘normal’. So, instead of focusing on what you can’t do right now, have a think about what you can do to set up the business and your team for future success.

Finally, I think it’s important to remember that as difficult as it is managing people through this crisis, it will be (relatively) short-lived. What will be remembered in the long term though, is how you handled the situation and treated your team members.

How to ensure you and your team come out of Covid-19 stronger than ever!

Mansfield & Co Recruitment

5 Reasons why you should consider temping

Thu, 23 Jan 2020 01:25:00 GMT

You’ve found yourself in-between jobs and someone has suggested you should try your hand at temping, but you’re not so sure. You really want a permanent role and you’ve heard that it looks bad on your resume to have lots of temp roles.

If you start temping will you ever get another long-term role?

Will it look bad on your resume?

Short answer, no!

There are so many positives to temping and, if approached correctly, temping can actually enhance your career and provide you with opportunities you may not have had otherwise.

Here are 5 great reasons why you should consider temp work:

Temping is a great way to expand your skill set and experience different work environments. This is particularly beneficial for people who have a long career within the one industry, or in similar roles and are keen to broaden their experience. Temping is also a great way to improve and demonstrate important soft skills such as adaptability and a willingness to learn.

Want flexibility? Temping is ideal! The length of temp contracts vary greatly so it’s very possible to work when you want to work and then take a short break if you want to travel, study – or if you just want to have some work/life balance.

So often, an employer will advise us that whilst they can only offer a position on a temporary basis for the time being, there’s every chance that should the temp be a good fit for the role and the team, they may offer them the position on a permanent basis.

It is also worth noting that sometimes, the permanent position being offered isn’t the role they’re covering on a temp basis. It may be a more senior position that’s more aligned with your skill set and previous experience. So keep this in mind when you’re being offered a temp contract at a lower level. You never know what it might lead to!

You might have always wanted to work for the government, but after completing a few temp assignments in the public sector you now realise that it’s actually not for you!

Temping exposes you to different environments and industries so it’s a great way to experience this without the commitment that comes with accepting a permanent role.

Temping takes some of the stress out of job hunting

Let’s be real, job hunting can be a pretty stressful exercise. The pressure of securing a role that’s aligned with you career goals in a short space of time is high. Plus, you have school fees to pay, food shopping and bills coming in every day. It can be a very tense time.

The solution – temping! Whilst you won’t always be paid at the same level you were in your permanent role (although sometimes you will – particularly if you have a skill-set that’s in demand), it does give you a regular income and as Jo often says “it keeps the wolves at bay!”.

Another bonus is that temping allows you to build a relationship with your recruiter, so if you’ve done all the right things as a temp, you can bet they’ll be singing your praises to their other clients and will do their best to help you secure your next permanent role.

So, if you find yourself in-between jobs, consider temping! You never know who you might meet, what you might experience or what it could lead to.

5 Reasons why you should consider temping

Mansfield & Co Recruitment

5 Management tips for a successful new year

Mon, 20 Jan 2020 05:02:00 GMT

With the Christmas holidays quickly becoming a fading memory and the new year in full-swing, now’s the time to set your goals and intentions for the year ahead.

Here are my tips on what every manager should be doing now to ensure 2020’s a successful year.

This is a great opportunity for some team bonding to get the new year off to a positive start, so consider building a team activity into the session. It doesn’t have to be anything extravagant; an off-site breakfast or lunch is a great way to thank your team for their past efforts and bring everyone together.

Use this time to review the team’s successes, failures etc and set new team goals and targets for the year ahead.

Let the team know you’ll be conducting one-on-ones to discuss performance and to set individual goals which will assist their team to achieve the team goals.

Hold a one-on-one with each of your team members in January to review their performance over the previous year and set intentions and goals for the new year. Discuss personal successes and achievements, areas for improvement, set individual goals for the year ahead, as well as discussing the broader vision and goals of the business and how they fit in to that.

It doesn’t have to be in a formal, meeting room setting – I think a coffee catch up in an external setting is ideal. You want your team members to feel relaxed and comfortable so you can have an open and productive conversation.

Did your one-on-one’s highlight that your team are feeling overloaded and under pressure? or, do you have a big project coming up that will require additional labour? Now’s the time to sit down and establish exactly what you need in terms of skill set and whether you can cover this internally. If not, now’s the time to plan for new hires and work on building position descriptions, an on-boarding plan and think about how you would like the recruitment to be managed.

There are a number of relatively simple ways to do this including:

Before you get settled and comfortable in the day to day, think about what you might be able to do differently this year. Be brave! Be bold! Shake things up! Just don’t fall into the trap of doing everything the same way that you always have.

Here are some ideas:

A new year marks a new beginning. It’s the ideal time to reflect and make sure you’re being the best leader you possibly can be and are setting yourself up for your best year yet!

5 Management tips for a successful new year

Mansfield & Co Recruitment

Is the coffee interview the way of the future?

Fri, 25 Oct 2019 09:56:00 GMT

In an age where workplaces are becoming more relaxed and formal practices are on the out, should we also be adopting this more relaxed approach to our interviews? I say yes!

What are we really hoping to achieve by putting job applicants through a gruelling hiring process? What’s the benefit to the candidate? What sort of impression of the business does this give? And do we, as hiring managers or recruiters, really see the candidate’s true self in an overly formal and structured interview?

Now I’m not saying that a more traditional interview and selection process doesn’t have its place, but let’s get real here. Some people are just naturally good at formal/structured interviews and are subsequently successful for many of the roles they apply for.

However, how many times have you hired someone who interviewed well but then once in the role they either didn’t have the technical skills required or weren’t a good cultural fit? But they answered the interview questions SO well, so where did it go wrong?

I think it’s all about balance and making sure your hiring process enables you to assess an applicant’s skills and experience and most importantly, get a real sense of the person’s true self – not just their pre-prepared answers to your generic interview questions, in an unnatural environment.

So how do you do this?

Aside from reviewing your hiring process to make sure each component has its place, provides value and is relevant to the level of role eg do you really need a panel interview for a low-mid level role? or a four step interview process?, schedule a coffee interview with the candidate (or if you’re HR, set one up between the hiring manager and candidate).

An informal coffee interview is the perfect opportunity to assess whether this is someone you can see yourself working with day in, day out. You’ve already covered their technical skills in the initial interview and have seen how they conduct themselves in a professional setting, so this is your chance to ascertain whether you share similar values and see how they interact in a more relaxed setting and vice versa – remember this is just as much about the candidate summing you up as you are of them.

To streamline the process even further, if you’re working with a recruiter then they’ve already completed a face to face interview with the candidate and have established that they have the required technical skills so you can skip the traditional interview all-together and go straight to a coffee interview – bonus!

Alternatively, if you already have one or two candidates ear-marked for a role, you can hold a coffee interview as the initial interview before you take them through your internal recruitment process.

As someone who’s a big believer in not taking a ‘one size fits all’ approach to the recruitment process, I think the coffee interview holds a lot of value.

Ask yourself, what would you prefer as a candidate? Do you enjoy formal panel interviews? Video interviews? Do you feel your potential employer gets a true sense of who you are as a person through either of these and vice versa? I’m guessing not!

Written by Melanie Mansfield

Is the coffee interview the way of the future?

Mansfield & Co Recruitment

Should salary discussions with job applicants be illegal?

Mon, 02 Sep 2019 09:55:00 GMT

There’s been a lot of talk recently on LinkedIn about whether candidates should disclose their salary during an interview, or as part of the application process. Interestingly, 17 states in the US have outlawed the practice and at least one large Australian company has followed suit, banning all salary related questions for job applicants.

However, for me, having salary discussions with candidates is a really important part of the vetting process – but not for the reasons you might think. Whilst the argument online is very much around deterring employers from lowering the salary that they offer to match the candidate’s (lower) current salary, in my experience the issue is quite the opposite.

Locally, I think the bigger issue is candidates’ applying for roles below and sometimes well below the salary they’ve previously been on. The reasons for this vary, however a lack of job opportunities in their chosen field and minimal wage growth are often factors.

Regarding wage growth, we particularly see this issue with candidates who have left long term roles where they have received pay increases over the years resulting in an inflated salary well above the current market average.

It’s a tough situation because I can appreciate both sides of the issue, if you need a job, you sometimes have to take what’s available at the time. However, for the employer, they need to be cautious not to employ someone who’s a ‘flight risk’ who will exit the business as soon as a better opportunity presents itself.

Recruitment is all about getting the right ‘fit’ across a number of areas including team and workplace culture, skill set, location, etc. – salary is just one of these areas. If any of these aren’t a good match, then you have a potential issue.

There are certainly instances where taking a lower salary is completely legitimate, however if I have a candidate applying for a $60K role and they were previously on $80K it’s a red flag and further discussions need to be had. In my experience, candidates in these circumstances often withdraw their application prior to an interview, turn down the job offer, or they accept the role but feel resentful and never fully engage with the organisation or their role.

Having conversations around salary also benefit the candidate. More often than not, candidates receive a pay increase moving roles. This only comes about because we’re able to provide the details of their current salary package to our client, allowing them to make an attractive offer.

At the end of the day, I’m all about having open and honest communication with both my clients and candidates with the aim of placing people into long term roles. So, for me, having these discussions is a really important part of the process and I certainly don’t believe we need legislation or regulation around the topic.

What are your thoughts?

Written by Melanie Mansfield

Should salary discussions with job applicants be illegal?

Mansfield & Co Recruitment

How to be a leader people want to work for

Thu, 01 Aug 2019 09:54:00 GMT

I was completing a reference check earlier in the week with a direct report/employee of a candidate we have short-listed for a leadership role. It’s a fairly senior position within the organisation so we were completing 360-degree reference checks.

At the end of the reference check the team member said something that really summed up how he felt about this Manager. He said, “you get Manager’s that are good and some that are not so good and when they move on you don’t give it too much thought, but with *Fred, he’s someone I would definitely want to work with and report to again”. Is that not the pinnacle of good leadership??!!

When I looked over the reference I had taken, it was clear that he felt inspired by his Manager and had great respect for him. He spoke about how he had been provided with learning opportunities and was encouraged to provide his Manager with feedback. He mentioned that they had built a close working relationship over the years.

Whilst I’m no leadership expert, I talk to candidates every day about what they love about their past and current Manager’s leadership style as well as the not-so-great experiences they’ve had.

Want to know what you need to do to create a loyal following? Read on!

Communicate openly and honestly.

No real surprises here but this is more than just talking with your staff regarding day to day activities. This is about being transparent, involving staff in decision making, keeping them in the loop on company decisions and changes and getting them involved in the business as a whole, as opposed to purely communicating with them on issues that only affect their area or department.

Provide learning and development opportunities.

When we ask candidates to highlight a key achievement from a previous role or just something that they’re particularly proud of, nine times out of ten they tell us about a project they were involved in.

Most people love having a sense of responsibility and taking ownership of something, so getting your team members involved in a side project can be a great way of getting them engaged with the wider business and allowing them to feel a sense of achievement outside of their day to day duties. A leader who encourages their team to put their hand up for projects also sends a message to their team that they have confidence in their skills and abilities.

Build a connection with your team members.

Now I’m not saying that you have to be best mates with your staff but having a positive relationship with each of your team members helps to build trust, respect and engagement. Genuinely listening to your team and engaging with them one on one to find out their goals and what motivates them etc can make your life a whole lot easier too!

One thing that’s unanimous when we talk to candidates about what they’re looking for in a new role is a good, positive work environment where they can have a laugh at times. By leading with a bit of light-heartedness and a sense of humour, people get to see the real ‘you’ and not just the ‘Manager you’. There’s also research that shows leaders with humour build stronger, more resilient cultures and recover from times of stress and change more quickly.

Lead with humanity.

A good leader is considerate of others, provides support to their team and leads by example. They have the confidence and faith in their team to delegate tasks and they motivate, encourage and know how to get the best from their people. By demonstrating empathy, principle-based decision making and leading with humanity you win the trust and respect of your team and make them feel valued.

Now who wouldn’t want to report to this sort of leader??!!

Thanks for reading!

Written by Melanie Mansfield

How to be a leader people want to work for

Mansfield & Co Recruitment

Torn between two quality candidates? It’s not as easy (or enviable) as it might sound!

Sun, 02 Jun 2019 14:09:00 GMT

While it might sound like quite a nice problem to have, trying to decide between two equally qualified, high quality candidates can actually be quite a stressful position to be in. The thought of making the wrong hiring decision can be almost paralyzing!

However, the last thing you want to do is delay the process by procrastinating and risk losing a candidate, you also don’t want to get caught in the trap of hiring the best interviewee and not necessarily the best person for the job.

Here are our tips on making that critical hiring decision:

While the technical skills of each candidate might be on par, did any of their referees indicate any potential issues in terms of cultural fit, work ethic, reliability or team fit? Now’s the time to explore these and ensure that each candidate will be a good fit both in terms of skill set and culture.

You’ve met with each candidate in a formal interview setting and both passed with flying colours. It’s a good sign, but we all know some people are just naturally better in interviews than others, so a great way to get to know a potential employee is to meet them for a coffee in a more relaxed, neutral setting.

Are they someone you can converse with easily? Were they able to build rapport quickly? (Particularly critical if they’re being considered for a sales or customer service role). Most importantly, are they someone you can picture yourself working with day in/day out? I can guarantee you if you don’t ‘click’ in those initial meetings, it’s unlikely to happen over time.

You would hope that someone who’s interviewing for a role would show a genuine interest in the position and a level of enthusiasm, but you’d be surprised! In my experience, whenever I’ve had a candidate withdraw from a role or turn down a job offer, when I’ve looked back over the process the warning signs have been there – I’ve either had to keep following them up or sometimes it was just a feeling that they weren’t fully engaged in the process.

Someone who follows up from their interview and asks quality, well thought-out questions are all good indicators that the person is committed to the process and is genuinely interested in your job opportunity.

Love them or hate them, I genuinely believe there’s a place for psychometric tests when they’re used in the right way and are assessed and interpreted by an expert. They can be particularly helpful in confirming any concerns you may have already flagged from your interactions with a candidate and can also be a great tool to assess a person’s cultural/team fit.

Having two great candidates for a role is a good problem to have, but only if you take the time to fully assess each person – and getting it right can be tricky business!

Thanks for reading!

Mel

Torn between two quality candidates? It’s not as easy (or enviable) as it might sound!

Mansfield & Co Recruitment

Want to know what candidates REALLY want??

Mon, 01 Apr 2019 14:07:00 GMT

With combined recruitment experience of 30+ years (eek!), Jo Blackman and I have interviewed a few candidates in our time. One of the most important questions we ask candidates during an interview is ‘What are your must-haves in your next role/what are your non-negotiables?”

Something that’s become apparent in recent years is that the motivation for a candidate to apply for a particular role has changed – quite a lot!

When I started in recruitment around 15 years ago it was all about career progression and climbing the corporate ladder, because that’s just what you did, right? Well, things have changed and nowadays the key things people are seeking in a new position tend to fall into one of these categories (or sometimes a combination).

Want to know what they are? Read on my friend!

People want to be doing work they truly enjoy, within a positive team environment.

Thankfully we’re all very different so the work one person enjoys might be another person’s worst nightmare. The key thing here is that people want to be doing something they find interesting and satisfying day in and day out. Equally important is working in a positive team environment. These days it’s not so much about the title, salary or what the organisation does as a whole, but what they’ll be doing and whether the team environment is a good fit for them.

Work/life balance and flexibility

This is the big one. Life is busy and with more families having two working parents, family time is critical. What might surprise you though is that it’s not just the working parents seeking an amount of flexibility, reduced hours or even just an assurance that it will be a 9-5 role. Young, old and everyone in-between are highlighting a preference for a role which has hours to suit their lifestyle or one that offers the opportunity to work reduced hours. Many also asking whether they can work from home for part of the time or negotiate a regular RDO as part of their package. It’s an interesting thought!

So, if you’re an employer who isn’t offering some sort of flexibility or are at least making sure your staff aren’t having to work regular overtime, it might be time to start thinking about it because it’s going to get harder and harder to attract candidates to your business – and keep your existing staff!

Strong employer brand/aligned values with the organisation

There’s no doubt that when I’m recruiting for an employer with a strong employer brand the volume of applications increases. This is also the case when recruiting in an industry that people feel passionate about or connected to – it might be Not-for-profit, Tech or Health and Fitness etc

However, it’s not the industry alone that people are attracted to. It’s a specific organisation within that industry because of their reputation and the candidates’ perception of that employer. Don’t underestimate the power of having a strong employer brand!

The ultimate scenario is when a candidate secures a role in an industry which they feel passionate about, where the values of the organisation are aligned with their own core values and the organisation has a strong employer brand. I had one of these cases just yesterday, and I’ve never been more confident that it’s the beginning of what will be a fantastic long-term employee/employer relationship.

Feeling valued

This one’s pretty straight-forward and it’s one of the main reasons people move on from their role – they just don’t feel valued by their employer. It’s no fun when you’re slogging away every day yet your efforts go completely un-recognised and, if that’s been the case for some time, people can tend to start looking around for other opportunities. Feeling valued also includes honesty and transparency from an employer. The second an employee feels like something’s being hidden from them or there’s significant change taking place together with a sudden lack of communication, they can feel undervalued and start to disengage.

Career development and learning opportunities

I understand that not every organisation can offer career progression and the promise of a long-term career path, but what every business can do is provide learning opportunities. This could be as simple as new tasks, a project or extra responsibilities. Even a fairly simple change to a role can sometimes be enough to keep a staff member engaged – and that’s what it’s all about, making sure your people feel engaged.

So, as an employer or hiring manager it might be worth reviewing these key areas to see how your vacancy stacks up, and whether your employer brand might need a little attention!

Thanks for reading!

Mel

Want to know what candidates REALLY want??

Mansfield & Co Recruitment

How long does the recruiting process take?

Fri, 25 Jan 2019 13:06:00 GMT

Striking the right balance between advertising for long enough to ensure you’ve reached enough applicants, whilst at the same time not waiting so long that you start to lose candidates, is a fine art!

We often see employers who advertise a role with a closing date two weeks away but who then don’t review the applications until after the closing date (sometimes up to a week after.) By the time they get around to speaking to any of the applicants it’s been three weeks since they applied – and you can bet their interest in the position has diminished – or they’ve secured a role elsewhere. When you’re recruiting, timeliness is everything!

The ideal time-frame from advertising a role through to offer stage is between two and four weeks. However, this largely depends on the level and the nature of the role. A senior level position will generally take longer than this, as will a highly specialised role where you might receive fewer applications and the emphasis is more on a Search type recruitment.

So generally speaking, a low to mid-level position – Receptionist/Admin/Customer Service/Accounting should really be turned around in two to four weeks.

What if your recruitment process is taking long than this? Here are our tips to ensure you turn your job around quickly and efficiently:

At the end of the day, the majority of the candidates you’re dealing with need a job and they may not have the luxury of waiting around too long. Others are looking for a change and may accept another offer rather than risk waiting on your decision which may or may not be favourable.

So, if you’re not managing your recruitment process efficiently, you’re running the risk of losing your top candidate to someone else who is!

Thanks for reading!

Mel

How long does the recruiting process take?

Mansfield & Co Recruitment

What do the Bachelor and recruitment have in common? Quite a lot actually!

Tue, 30 Oct 2018 14:04:00 GMT

Five ways to avoid recruitment heartache and find your dream candidate

A few weeks back, Nick Cummins made Bachelor history when he chose no one in the finale of the Bachelor Australia.

The 30-year-old rugby union star known as the Honey Badger told both Brittany Hockley and Sophie Tieman that he could not commit 100 percent of himself to either of them.

There’s been a huge response about the fact he decided to pick no one, but I for one think he made the right decision (stay with me, I promise I have a point).

There aren’t many people who would be able to marry someone – or agree to a long term relationship – after spending such a short amount of time with them.

Most people would balk at the idea of any sort of commitment after knowing someone for such a short amount of time.

Nevertheless, that’s kind of what happens in the world of recruiting!

Just like there’s pressure on the Bachelor, often there’s pressure when recruiting to fill vacancies at all costs – which means some employers and some agencies spend limited time with a candidate and then both agree to spend most of their waking hours together.

To help you avoid a Honey Badger-style heartache, here’s five ways you can improve your recruitment process to find your dream candidate.

After all, you spend more hours with your work family than you do with your partner, so it’s important to get the fit absolutely right!

Make sure any candidates referred to you have been met in person

Some agencies (not all of them) put candidates forward for roles without meeting them in person first – not our style or best practice. When it comes to establishing a personal connection (which is what you’re aiming for), nothing can replace human interaction. And personally, the thought of submitting a video of my interview responses to an employer or agency to determine whether I’m a suitable candidate really makes me squirm!

Instead, ensure all candidates are met in person and have a thorough process in place to find out if they are the right fit.

Establish a ‘wish list’ of the type of person you’re looking for

What are your must-haves/non-negotiables? What are your ‘nice to haves’?

Get clear on what you’re looking for, remembering skills can be taught, but behaviours and attitude can’t. If a candidate ticks all your boxes in terms of skill set and experience but you get the sense something is not quite right or you don’t click, listen to your gut.

You’ll be spending a LOT of time together, so you want to make sure the person you hire is a great fit for the workplace’s values and culture, as well as having the technical ability to fulfill the role requirements.

Ask the right interview questions and keep it open ended

Take the time to prepare your interview questions and ensure they’re written in a way that encourages the candidate to reply with a detailed answer.

Rather than asking, “Can you do a bank reconciliation?”, the question should be: “talk me through how you would go about completing a complex bank reconciliation?”

Let them explain. When it comes to ascertaining a person’s ‘soft skills’ the same approach applies. Ask questions that require the candidate to tell a story drawing from their previous experience i.e. “…describe a situation where you had to show flexibility in your previous role”. The best predictor of future behaviour is past behaviour.

Their answers will give you an insight into whether they fit your expectations and the work culture.

Get a second opinion

While you might be strong in determining if a candidate has the right technical ability for your position, perhaps you aren’t so great at assessing a person’s ‘soft skills’.

Play to your strengths and seek help from a colleague who is particularly strong in the area you’re not. You can do this by either both attending the initial interview, or you might want your colleague to conduct the second interview if you’re comfortable with how your candidate performed in the first interview.

Do your background checks

The importance of thorough employment checks goes without saying, but don’t forget to use social media to screen candidates before hiring.

Take it from me, it’s amazing what you can find online. Sometimes what you dig up can actually work in the candidate’s favour, other times not so much!

Oh yeah and candidates? If you’re using social media to rant about your current job because you think you’re just among “friends”? Think again. Screening is part of our background checks so pause before you post!

Written by Melanie Mansfield

What do the Bachelor and recruitment have in common? Quite a lot actually!

Mansfield & Co Recruitment

3 quick job search tips to help you land your next role

Thu, 02 Aug 2018 14:02:00 GMT

Job hunting is something we all have to do at some point in our lives, so here are some quick tips to make sure your search goes as smoothly (and quickly) as possible!

Get social!

Now’s the time to update your Linked In profile and make sure you can be found by recruiters and potential employers. Let your Facebook friends know you’re looking for a new role, and reach out to your networks and ask people to keep an eye out for potential job opportunities for you.

Be picky

Don’t apply to anything and everything. Be selective about the roles you apply to, and only apply to those in which you have relevant skills and experience – your chances of getting an interview will be significantly higher. Do your research on the organisation and only apply if you truly want to work there.

Be open to temp/contract work

You never know where a temp role could lead – even if it doesn’t eventuate to a permanent position, it might give you some experience in a new industry which could set you up for future opportunities.

Happy job hunting!

Written by Melanie Mansfield

3 quick job search tips to help you land your next role

Mansfield & Co Recruitment

5 things to consider before accepting a counter-offer

Tue, 24 Jul 2018 14:59:00 GMT

Feeling stale in your current role and well overdue for a pay increase, you throw your hat in the ring for a great position and low and behold you now have a very attractive offer on the table. Without giving it a second thought, you accept the offer and swan into work the next day, resignation letter in hand, visualising a dramatic exit ‘Jerry Maguire’ style.

But things don’t exactly go to plan. First, you can’t quite get up the courage to tell your Manager all the things you had planned to say to them, and instead you thank them profusely for the amazing opportunity and promise to keep in touch. And then the unexpected happens. Your manager tells you that they really value you as an employee and don’t want to lose you, so will match what your prospective employer is offering to keep you – and that’s considerably more than what you’re currently on!

You let your manager know you’ll get back to them in the morning, and while you walk out of the meeting feeling invincible, you’re now increasingly more confused and conflicted. You’re starting to have doubts about your prospective employer and job opportunity. Maybe it would be better to stick with what you know and are familiar with… perhaps it wasn’t all that bad… what if my new role isn’t as good as I thought it was going to be??

Before you turn down the job offer with your prospective employer and decide to stay put, here are 5 things you should seriously consider:

This isn’t to say you should never accept a counter offer, but while it might feel like you have the upper hand initially, your employer may have simply panicked at the thought of finding a replacement and the counter offer isn’t at all based on their value of you as an employee.

Written by Melanie Mansfield

5 things to consider before accepting a counter-offer

Mansfield & Co Recruitment

Are your reference checks up to scratch? Make sure you get the most out of them with these tips.

Mon, 02 Jul 2018 14:57:00 GMT

You’ve found ‘the one’. They have all the skills and experience you’re looking for, and to top it off, a great personality and you really ‘clicked’ in the interview.

But before you get carried away organising their phone, computer and welcome morning tea you know you have one last thing to do before you can tick off all the ‘new hire’ boxes – that pesky reference check.

You know you can’t afford to get this hire wrong, you only have a small team and if this person isn’t the right ‘fit’ the impact on your team and work environment could be huge. So, you really need to get the most out of this reference check to make sure your candidate’s just as good as you think they are, but aside from asking the stock-standard questions what else can you do?

In these instances you really need to assess how much of it is it about the referee’s personality, and how much is about the experience they had with the candidate. The second reference you take will be absolutely critical – if it’s not top notch, I’d be asking the candidate for a 3rd referee.

When done correctly, reference checks are a valuable tool for assessing a candidate’s suitability for a job. And, there’s nothing more satisfying than completing reference checks which confirm that the candidate you thought was ‘the one’ is exactly that!

Written by Melanie Mansfield

Are your reference checks up to scratch? Make sure you get the most out of them with these tips.

Mansfield & Co Recruitment

5 Reasons why you should consider taking on a contractor in the lead up to EOFY

Wed, 23 May 2018 14:55:00 GMT

The lead up to EOFY is a really busy time, and without fail every July we talk to employers who hadn’t thought of, or didn’t know that they could have had additional support by way of a contractor/temp to assist them through EOFY – and boy do they wish they’d known!

Whether it’s someone to help in admin or a qualified and experienced finance professional, there are a number of reasons why you should consider taking on a temp/contractor during peak periods – here are just some of them;

5 Reasons why you should consider taking on a contractor in the lead up to EOFY

Mansfield & Co Recruitment

Blackman Mansfield Recruitment is turning 2!

Tue, 01 May 2018 13:54:00 GMT

To celebrate our second birthday we’re giving you the gift!

During the month of May, all permanent jobs received will go in the draw to win one of two, full day team building workshops facilitated by the very talented Kate Russell.

Kate is a leader in her field, and has worked with a range of businesses including; not-for-profit’s, corporate’s, family owned businesses and government organisations. She is passionate about improving workplace culture and helping teams to work better together. Read more about Kate here; https://adelaideconflictmanagement.com.au/katerussell/

Phone Blackman Mansfield Recruitment today to have a chat about your staffing needs 8463 1198.

*Based on our standard Fees and Terms

Winners will be announced Friday 1st June 2018.

Blackman Mansfield Recruitment is turning 2!

Mansfield & Co Recruitment

Blackman Mansfield Breakfast “Building a successful HR career”

Tue, 24 Apr 2018 13:44:00 GMT

Last week, Joanne and I had the pleasure of hosting a breakfast on the topic of “Building a successful HR career”. Our speakers were two very accomplished HR professionals; Emily Mortimer, HR Manager – Piper Alderman and Kate Berry, Chief People Officer – Discovery Parks Group.

Both Emily and Kate shared their personal stories of how they built their careers in HR, as well as their tips for continued personal and professional development. Those in the room were treated to some fascinating insights in to the diverse nature of the work HR does, as well as some really inspirational personal stories. There was certainly a collective feeling of motivation and inspiration as everyone left to get on with their day!

Attendees represented a range of organisations including; Leed Engineering, SYC, Rivergum, 1414 degrees, ICHM, Adelaide Symphony Orchestra, Indigenous Land Corporation, Datacom, Relationships Australia, Junction Australia, Northline, Mayne Pharma and many more!

With another great event done and dusted, Jo and I are already in talks about our next one!

Blackman Mansfield Breakfast “Building a successful HR career”

Mansfield & Co Recruitment

Jo’s tips for a successful finance recruit

Mon, 26 Mar 2018 14:42:00 GMT

Recruiting for accounting and finance roles has its own unique challenges. Within the finance/accounting department there is always month end, year-end, budget time, auditors coming and taxation requirements. When the finance area is a staff member down, it can take its toll on others in the area.

With all this in mind, it’s important to recruit the right individual – both in skills and culturally as quickly as possible. If you take the time to prepare upfront, you can save yourself the pain-staking exercise of having to replace an unsuitable person down the track.

Here are my top 5 tips to ensure you recruit the right person for your finance role, the first time around.

Hard skills – are specific teachable abilities that may have been learnt in a previous role or at university. It includes things like; accounts receivable experience, previous experience using specific accounting software.

Soft skills – are also known as people skills and are more related to personal traits eg team player or dependability.

‘Soft skills’ are equally as important as ‘hard skills’ when looking for your ideal candidate – they can also be harder to determine in a potential candidate. You can have a person with all the right experience, but if they can’t get along with people or don’t have other ‘soft’ skills you’re seeking it’s likely they won’t be the right fit for your team long term.

Take the time to create a ‘wish’ list of the skills you’re looking for in this person and then divide your wish list into negotiables and non-negotiables.

Remember, when recruiting in finance and accounting, if one of your non-negotiables is accounting qualifications, it’s likely these candidates will be seeking career progression (or at least a certain level of responsibility), so you have to ask yourself, “Am I able to offer career progression?” And if you aren’t then perhaps ask yourself if qualifications are really more of a ‘nice to have’ and your focus should actually be more on the candidates experience.

Compare the resumes to your ‘must-have’ list and this will assist you in determining your shortlist for interviews.

Interview questions should be written in a way that encourage the candidate to reply with a detailed answer ie rather than asking “Can you do a bank reconciliation?” The question should be, “Talk me through how you would go about completing a complex bank reconciliation?” Let them explain.

When it comes to ascertaining a persons ‘soft skills’ the same approach applies. Ask questions that require the candidate to tell a story drawing from their previous experience ie “describe a situation where you had to show flexibility in your previous role”. Their answers will give you an insight into whether they fit your expectations and the work culture.

Remember that while it’s your job to ‘pitch’ the role to them, you also need to make sure you ask the right questions so you can make a thorough assessment of their suitability for the role, and environment.

Allowing your candidate plenty of time during the interview to ask you questions gives you a really good insight in to how they’re feeling about the role. If their questions are purely about annual leave, the pay cycle or where they park their car, this could be a red flag.

Alternatively, if they’re keen to find out more about the team and what each person does, or seeks further information about the role, this signals genuine interest in the team and the job overall.

One tip is rather than asking whether the applicant has any questions, let them know that now is the time allotted for them to ask you questions about the job or the company.

Although you personally might be strong in determining if a candidate has the right skill and ability for your accounting position, perhaps you aren’t so great at assessing a persons ‘soft skills’.

Play to your strengths and seek assistance from a colleague who is particularly strong in the area you’re not. You can either do this by both attending the initial interview, or you might want your colleague to conduct the second interview if you’re comfortable with how your candidate performed in the first interview.

If you’re still not 100% confident your candidate is the right fit, it might be worth considering taking on a temp until you’ve determined this. What you don’t want is to rush in to making a hiring decision in such a critical area that you regret in a short space of time. Temps are great for keeping things ticking along!

Getting the right person for any job can be tricky but recruiting accounting and finance roles brings extra challenges – and this isn’t even factoring in the relatively small pool of skilled and experienced candidates in this space. But if you take the time to prepare, you’re well on your way to making a great hiring decision!

Jo’s tips for a successful finance recruit

Mansfield & Co Recruitment

The 5 interview questions you should always ask (and might not be)

Thu, 15 Feb 2018 13:04:00 GMT

Asking the right interview questions can be the difference between hiring someone who is a valuable, long term employee who fulfills not just the role requirements but also the right cultural fit, or the hire of someone who resigns after 6 weeks – or worse yet has to be terminated which is a cost to the business both financially and in lost time.

With this in mind, Joanne and I have rounded up the 5 interview questions we believe everyone should be asking – in every interview.

It doesn’t take long to see the red flags with this one. If there’s a disconnect between the role you’re interviewing them for, and what they’re ideally after, you’ve got a potential problem. The same applies if they’re talking about working for an organisation who can offer career advancement and promotion opportunities, and you’re a small business which is not in a position to make these offers.

This is a good indicator of how well they get on with others at work, as well as how they believe they’re viewed by their colleagues and manager. It can also give you an idea of how well they take feedback and criticism. Past practice and behaviour is often a pretty good indicator of future results and performance.

What you really want to gain from this question are some positives in their response. There’s nothing wrong with wanting to move on from a role but someone who talks very negatively about their employer can be a red flag. This may also highlight a disconnect between what they’re seeking in a new role and what you’re offering.

This is always an interesting one and it’s two-fold. It’s amazing how often a candidate will tell you they don’t enjoy customer service or accounts receivable or managing staff – whatever it might be, but these are the exact roles they’re applying for – and lots of them! What you’re hoping to hear is that they’ve applied to a few select roles, all in-line with the position you have on offer.

The other benefit to this question is that it gives you an indication of where they’re at with their job search. Have they just attended a second interview for a role and chances are they’ll be offered the position – best to find this out sooner rather than later!

There are so many great interview questions that can be asked, these are just a few of our favourites which could potentially help you uncover your next long-term hire and a star employee!

Written by Melanie Mansfield

The 5 interview questions you should always ask (and might not be)

Mansfield & Co Recruitment

It’s moving day for Blackman Mansfield!

Mon, 22 Jan 2018 11:02:00 GMT

Today is an exciting day for Joanne and I as we move in to our new CBD ‘home’ – Level 5, 42-44 Waymouth Street.

After working from our homes, and in numerous cafes for the past 18 months, we felt it was the right time to have our own space in which we can hold interviews, meetings and work together.

To celebrate the occasion, and to help us get to know our ‘neighbours’ and vice versa, we’re offering all Adelaide CBD businesses $1,000 off your first permanent placement*. For more info phone Mel 8463 1198 or 0411 471 822.

While we’re super excited about the move, we certainly haven’t forgotten about our hills and metro clients and candidates and we will continue to share our time across the Adelaide Hills, north, south and CBD. We’re just as committed to providing a personal service as we’ve ever been!

We look forward to working with both new, and existing clients and continuing to build our base of amazing customers and working with great people!

*Offer valid till 31 ^st March 2018. Based on our standard Fees and Terms

mansfieldandco.com.au

It’s moving day for Blackman Mansfield!

Mansfield & Co Recruitment

Blackman Mansfield Breakfast ‘Creating Your Personal Brand’

Tue, 28 Nov 2017 11:56:00 GMT

Last Friday, Joanne and I had the pleasure of hosting a breakfast on the topic of ‘Creating Your Personal Brand’. It was a great morning, and a really nice way to end our breakfast series for the year.

We had two fantastic speakers – Simone Douglas from Social Media AOK, who spoke about how we should be using Linked In to build our personal brand (and it certainly wasn’t how most of us have been using it!). We all took away some great tips from Simone’s presentation and I’m sure many of us have plans to overhaul our Linked In accounts asap!

Our second speaker was local fashion and lifestyle blogger Sonia Bavistock, who provided some (much needed!) advice on corporate wear. Sonia gave us some excellent tips on what we can do to bring our work wardrobe into 2017 – if you’re like me, and are 35-40+ you’ll notice things have really changed in the corporate world and it’s no longer the mandatory Cue suit, stockings and closed toe shoes, so it was great to be brought up to speed. Sonia also made sure our male attendees didn’t miss out with some excellent fashion tips for them as well (although I’m not entirely sold on the floral shirt suggestion!).

In the week prior to the breakfast, Joanne and I were lucky enough to spend a morning at Mint Boutique with Sonia where she selected some ‘up-to-date’ corporate outfits for us and we got to try our hand at modelling.. For two people who really don’t like having their photo taken I must say it wasn’t the worst way to spend a morning! Sonia shared some of these pics in her presentation, and Mint Boutique were also kind enough to dress Sonia, Joanne and I for the breakfast so everyone got to see Sonia’s picks first hand! Keep an eye on http://www.soniastyling.com/ for Sonia’s upcoming blog piece on the topic of corporate workwear, and to check out the outfits she selected for us.

We had an excellent turn-out to the breakfast, attendees came from a range of local businesses including; Adelaide Symphony Orchestra, ARTC, Accolade Wines, Time Education, Scope Global, Badge Constructions, SKYCITY Adelaide, Beerenberg, Mayne Pharma and MIGA. Two of our attendees were also lucky enough to win a $50 voucher from Mint Boutique – we’re sure they’ll enjoy spending it (or in Julian’s case, his wife will!). So, it was a really fun and informative morning and a great way to end the year.

Joanne and I are already planning our next breakfast series for 2018 so watch this space!

Mel

Blackman Mansfield Breakfast ‘Creating Your Personal Brand’

Mansfield & Co Recruitment

4 tips for a successful recruitment process

Mon, 06 Nov 2017 11:53:00 GMT

So, you’ve advertised your vacancy, sorted through the 100+ applications and narrowed it down to 4 people who you’d like to bring in for an interview – or you might have already held your interviews and are about to make an offer. You’ve got this recruitment thing sorted, it’s SO easy!

And just as you’re high-fiving your colleagues and congratulating yourself on being such an awesome hiring manager it all starts falling apart. Candidates surprising you during the interview with gems like “oh, didn’t I mention that I live in Willunga and I don’t have a car” , or “I don’t really enjoy dealing with customers on the phone, I prefer admin” (has applied to a Customer Service/Admin role), or this little beauty which often doesn’t get mentioned until an offer has been made “I know the role was advertised at 55k but I’m looking for 60k” , and then of course there’s the worst of the lot – having your offer turned down because your candidate has accepted another position.

When dealing with people there’s always going to be the occasional ‘surprise’ here and there, however when it comes to recruitment and interviewing there are a few things you can do to ensure the process goes as smoothly as possible.

After doing this for many years, Joanne and I know that to achieve a successful outcome long term, the time that’s invested in the planning and early stages of the recruitment process is critical – get this right and you’re well on your way to hiring your next superstar employee!

Written by Melanie Mansfield

4 tips for a successful recruitment process

Mansfield & Co Recruitment

Did you know Blackman Mansfield provide a temp service??

Thu, 26 Oct 2017 11:51:00 GMT

Do you have a short term staffing need? Blackman Mansfield can help by providing a temporary staff member who not only suits your position requirements, but also your team culture and environment.

We have experienced temp staff in areas including; office administration, finance and accounting, marketing and human resources. Assignments can range from 1 day to 1 year, and all our staff are thoroughly screened and reference checked. We service the CBD, metro area and Adelaide Hills, we even have a temp currently working in Victor Harbour!

Here’s what our clients have to say about our temp service;

“Working with Blackman Mansfield, ECH has successfully found high calibre candidates for hard-to-fill temp roles” ECH

“Mel managed to fill both our temp and perm roles with AH-mazing candidates” Statewide Super

“The turnaround time was quick and the quality of candidate high” CMV Group

For more info including available candidates, the temp process and rates, get in touch with us on 8463 1198

Did you know Blackman Mansfield provide a temp service??

Mansfield & Co Recruitment

Where do we get our candidates from? And why does this matter to you as an employer??

Fri, 13 Oct 2017 11:49:00 GMT

One of the questions we’re often asked when we meet employers is where do we get our candidates from? Taking an innovative and forward-thinking approach to the recruitment process is something Jo and I are really passionate about, and when it comes to attracting our talent this is no different.

We’re not about to advise our clients that they need to spend thousands of dollars on print media in order to source the best talent for their vacancy, nor are we about to place an ad on Seek, sit back and simply wait to receive applications before commencing the recruitment process – how is that adding value to your own recruitment process? Plus, where’s the fun in that??!! If that was all there was to it, neither Jo or I would still be in the industry.

What Jo and I do love is the hunt for great talent. You may not realise this, but the ‘hunt’ starts well before we’re briefed on a role, and is something we live and breathe. You might be surprised by some of the ways we attract our talent, including;

Interestingly, one of our largest sources of talent is our Facebook page. While it’s still a work in progress, we invest a lot of time in our online presence, branding and content and have successfully attracted hundreds of potential candidates to our page, each of whom bring with them their own network of potential candidates. It really is quite amazing and the results speak for themselves!

To give you an example of the reach we can get with each post/job vacancy, some of the available positions we’ve posted have reached close to 3,000 people. That’s 3,000 people who probably wouldn’t have seen the vacancy otherwise. They’re generally ‘passive’ job seekers who are currently working and aren’t trawling Seek and other job boards. We also encourage people to ‘tag’ a friend in the field in which we’re recruiting and this has been a great way to reach a targeted audience and really increase the candidate pool for a particular role.

Take a look at our Facebook page here; facebook.com/blackmanmansfield

So why is this important for you to know? Because while you’re spoilt for choice with the number of recruitment agencies in the Adelaide market, the talent attraction methods being used by each agency vary greatly. Some are still focused on selling print media to employers. (How kind of you to fund the marketing of their agency!) Just kidding, I understand on some occasions print advertising has merit, however this is few and far between. More-often than not it’s the ‘put an ad on Seek with a closing date for applications, then sit back for two weeks and wait and see what comes through’ – where’s the value in that??

So, when you’re next looking at engaging a recruitment agency – whether it’s a temporary or a permanent position, I encourage you to have a think about these 3 things;

So I hope I’ve been able to give you some insight in to what we do, and more importantly – what we do differently!

Thanks for reading!

Mel Mansfield

Where do we get our candidates from? And why does this matter to you as an employer??

Mansfield & Co Recruitment

Hiring Accountants – CA or CPA and the “mini me” syndrome

Tue, 26 Sep 2017 11:48:00 GMT

As a Manager/HR Manager/Recruitment Manager we’re often tasked with hiring positions in which we haven’t previously had experience ourselves, and one of the trickiest areas to do this is in accounting. There’s so much involved, and so many levels of accounting responsibility. To add to this, you have CA and CPA qualifications.

So, what’s the difference and why does your hiring manager request that you only seek applications from candidates with CA qualifications and not CPA (or vice versa)?

I am asked this question often and while yes, there are slight variances in terms of the study between CA and CPA, when it comes down to the ability of these candidates, whether they’re CA or CPA is a bit like comparing pink icing with blue icing. Different colours but same taste!

Sounds straight-forward doesn’t it? But there’s a twist!

I was recently managing the recruitment of two Financial Accountant roles for two different businesses, both in manufacturing. Interestingly, one client requested that we source a CA for the position, and the other client felt a CPA candidate would be best suited. But why?? Both were very similar roles and environments and yet each client had a different view on what qualification would be best suited.

This isn’t the first time I’ve experienced this, so why is it, when hiring Management or Financial Accountants in a commercial environment, some CFO’s/Finance Manager’s prefer CPA’s and others prefer CA’s?

Could it possibly be that we like to hire ourselves? (Mini me’s!!) It makes sense. We identify with our own qualifications, and we know what it took to complete that qualification. We’re also naturally attracted to others who have had similar experiences to us, and we like talking with others who talk the same language as us.

So.. what does this mean? In my experience, CFO’s/Finance Managers/Financial Controllers will more-often than not hire Accountants who hold the same qualification as their own.

YES! CA’s hire CA’s and CPA’s hire CPA’s.

Managers who started their career in professional accounting firms in audit or business advisory generally hire a CA from the profession. Whereas those who started their career in the commercial sector as an assistant accountant or accounts clerk, and worked their way up to a financial management role, often hire an accountant with similar career experience and more than likely they will be CPA.

So, while either a CA or CPA qualified candidate is likely to have the skill and ability to fulfil the requirements of a particular role, this could help to explain why the hiring manager has a preference for one over the other. Not because one qualification is superior to the other, more so because the hiring manager is seeking to hire what they know, like and trust.

It’s not going to be the case 100% of the time, but with 20+ years of experience recruiting accountants, it doesn’t take long for me to work out exactly what my client is (really) looking for!

Written by Joanne Blackman

Hiring Accountants – CA or CPA and the “mini me” syndrome

Mansfield & Co Recruitment

Blackman Mansfield Breakfast Event – Transformational Leadership

Mon, 04 Sep 2017 11:44:00 GMT

Last week, Blackman Mansfield Recruitment held a breakfast for our clients on the topic of Transformational Leadership. We had two fantastic speakers sharing their experiences and stories, Jan Chorley and John Haren – both senior executives within the not-for-profit sector.

We had a fantastic turnout to the event, our attendees included a number of senior staff within the not-for-profit sector, as well as Local Government and private sector. Some of the organisations in attendance included; Guide Dogs SA/NT, Novita, Purple Orange, Carers Australia, SACARE, Eldercare, Calvary Healthcare, Anglicare SA, Local Government Association, LGA Procurement, Adelaide Hills Council, Employers Mutual, City of Tea Tree Gully, Bird In Hand, Beerenberg – and the list goes on!

While it was an early [and chilly] morning, a great time was had by all, and the great coffee and hot breakfast certainly helped to warm everyone up. It was an excellent opportunity to hear from two very successful and inspirational leaders, and for our clients to network with industry colleagues.

Thank you again to our speakers, Jan Chorley and John Haren, and also to our attendees. We look forward to bringing you our next event in the coming months – watch this space!

Written by Melanie Mansfield

Blackman Mansfield Breakfast Event – Transformational Leadership

Mansfield & Co Recruitment

Mid Year Wrap Up – Successes, Breakfast Event, Spotlight on SA Professionals

Tue, 25 Jul 2017 11:40:00 GMT

We’re just over the halfway mark for the year so I thought it might be a good time to re-cap and share with you some of our plans for the remainder of the year.

In the past 6 months we’ve really seen the business take off and we’re becoming more recognised in the market – we’ve even had our first few calls from businesses who have seen us on social media and are keen to learn more.

Whilst we love building new relationships, we’re also extremely thankful for the number of people we have crossed paths with over the years who have sought Joanne and I out to work with us. Believe me, we’re under no illusions as to the amount of choice employers have when it comes to outsourcing their recruitment. Based on the amazing feedback we consistently receive, including two recent examples below; I think they’ve been happy with their decision!

“Blackman Mansfield have made it very easy for us to partner with them. With a transparent business model and very competitive fees, the success we have had with some hard to fill roles has been fantastic. Thanks to Joanne, we have some very happy hiring managers and some talented and engaged new team members.” Sam Kluppels, ECH

“Mel is extremely personable and easy to talk with and the brief I gave her for the role, she grasped quickly and managed to fill both our temp and perm roles with AH-mazing candidates. I would not hesitate to utilise Mel again – I was very impressed with her level of service, her swift turnaround times, and the assistance in general that she gave me along the way to get these 2 x placements right.” Holly Newell, Statewide Super

Here are some of our highlights from the past 6 months – any excuse to re-visit the success!

What’s in store for the next 6 months..

So thanks to everyone we’ve worked with so far, as well as the people who continue to stay in contact with us and receive our updates and blog posts.

Wishing you all the best for the months ahead!

Mel

Mid Year Wrap Up – Successes, Breakfast Event, Spotlight on SA Professionals

Mansfield & Co Recruitment

I have a great job available – so why can’t I find someone for it??

Tue, 04 Jul 2017 11:38:00 GMT

While it’s still very much an employer’s market, more and more Joanne and I are assisting employers who have already undertaken their own recruitment and yet haven’t been able to find someone suitable for their role. Lucky for us, in each of these instances we have successfully filled the position – often in a short space of time!

So what was it that made the difference? In one case the salary was too high. Yep! We advised our client to lower the salary they were offering [and yes, our fee was reduced in this instance, but do you think our advice solidified our relationship with them? You betcha!]. Reason being was that the applicants’ perception of the role was that it was a much more senior position than it really was, and so they couldn’t get past the interview stage without the candidate withdrawing.

Another one we recently had was a client who had advertised their vacancy twice and still weren’t getting the right type of applicants. The position had a lot going for it – great role, highly regarded employer, central location, so why weren’t they getting the right applicants? In this instance it had to do with the way the role was being pitched – the title didn’t reflect the nature of the role, the salary hadn’t been included in their ad [even though it was very attractive] and the ad itself was very specific in terms of the specialised nature of the division. I suspect applicants may have been put off if they hadn’t worked in this field previously.

So here are some of the things you might want to look at if you’re having trouble filling a role;

If you can get these things right then you’re on track to filling your vacancy with your ideal person!

Written by Melanie Mansfield

I have a great job available – so why can’t I find someone for it??

Mansfield & Co Recruitment

How to get noticed when you’re job hunting [and even when you’re not!]

Mon, 29 May 2017 11:34:00 GMT

One of the hardest things about looking for a new position [particularly in the current market] is the sheer number of people competing for the same job opportunity. So what can you do to get noticed and stand out from the crowd?

1. Update your CV.

I don’t just mean include your current position, really update it. I’ll keep this short because there have been so many articles about this recently but here’s what I would suggest;

2. Build a relationship with a recruitment agency.

When competition’s high and the number of jobs are low, there’s nothing nicer than feeling like you have someone on your side. If you’ve built a relationship with us, you will be the first person we think of when we’re notified of a new job in your field. How do you do this? Get in touch and let us know you’re looking, send us your CV and keep in touch. This doesn’t even have to start when you’re actively looking, a number of the people we’ve recently placed in to roles were previous clients – so don’t be shy when we contact you – we may be the people to find you your next career opportunity!

3. Work on your personal brand/profile.

We keep hearing about how important having a personal brand is but how do we do it? It depends on the work you do, but I would suggest the easiest thing is to have an updated Linked In profile – it’s accessible by everyone and is a quick and easy way to create an online profile. Ensure it’s up to date and includes sufficient information on your employment history and responsibilities, I do also love a good photo – it makes you a bit more ‘real’ and helps to connect with you. Other longer term options are things like getting involved in industry networks and forums.

A further note on having an online profile is that it allows you to get noticed – even when you may not necessarily be actively looking. One of the people we recently contacted via a ‘search recruitment’ [i.e. no advertising] sent us a lovely note which I’ve included below.

4. Avoid the temptation to apply for lots of jobs .

Only apply for the positions in which you meet the criteria and you are truly interested in. This allows you to keep on top of your applications and follow them up accordingly. A phone call after you’ve applied is most welcome, and that personal interaction and show of genuine interest can make you stand out from what can be hundreds of resumes.

So it’s obvious why you would want to get noticed when you’re applying for a role, but what about when you’re not? This is a message Jo and I received from someone we contacted about a job opportunity we had, she had a good online profile and was experienced in the area in which we were recruiting.

“Mel and Jo contacted me out of the blue with a potential job idea. I wasn’t actually actively looking but their perception and knowledge of my skills and experience meant the role was really appealing. They were both really communicative throughout the whole process, updating me at every stage and I really felt they had my best interests at heart. They weren’t pushy at all, and really wanted to ensure the role was right rather than just trying to score an appointment. I’m a month in to the job all going well and so pleased that Jo and Mel used their detective skills to find me!”

Would she say it had been worth having an online profile? I think so!

Happy job hunting!

How to get noticed when you’re job hunting [and even when you’re not!]

Mansfield & Co Recruitment

It’s Our 1st Birthday!!

Thu, 27 Apr 2017 11:33:00 GMT

**Celebrate with us!**

Blackman Mansfield Recruitment are proud supporters of SA businesses.

To celebrate our 1st Birthday we’re offering all South Australian owned and operated businesses $1,000 off the placement fee of any job registered with us during the month of May*.

Join our growing list of customers enjoying our personal, tailored and affordable service including;
Bird In Hand, Maggie Beer, Seeley International, Eldercare, and CMV Group.

Phone Joanne Blackman & Melanie Mansfield now on 08 8463 1198

For more information regarding our Fees and Services please visit our WEBSITE or follow us on FACEBOOK

*Based on our standard Fees and Terms

It’s Our 1st Birthday!!

Mansfield & Co Recruitment

How to Lead with Happiness in Mind

Tue, 18 Apr 2017 11:31:00 GMT

We enjoyed having Anastasia Goussios speak at our recent breakfast event so much we thought we would invite her to share some information on the topic of Positive Psychology on our blog…

How to Lead with Happiness in Mind

I was recently invited by Mel and Jo to present at one of their breakfast meetings. My audience was a wonderful group of bright professionals, and our topic of discussion was “Positive Psychology–Positive Leadership.”

Leadership is not situated solely in the professional domain. We are all leaders, and therefore, we need to show up daily, as the best version of ourselves. How do we do this? Positive psychology, which is the science of optimal functioning and wellbeing can offer some answers.

In fact, did you know that you have a lot of influence on your happiness levels? Research indicates that 50% of the difference between your happiness levels can be explained genetically. A further 10% is linked to your individual circumstances. The remaining 40% is influenced by your intentional activities to increase your happiness level. This means that you can increase or decrease almost half of your happiness level, through your choices and attitude.

Intentional activities include;

So my challenge to you now is to incorporate these simple activities into your day to become the best version of yourself with the 40% of influence you have on your happiness.

Written by Anastasia Goussios, Registered Psychologist & Director, Compassion Fatigue Australia

How to Lead with Happiness in Mind

Mansfield & Co Recruitment

Why would I use a recruitment agency when I can just do it myself??

Thu, 23 Mar 2017 11:28:00 GMT

Haven’t I heard that a few times! It’s true, you can recruit yourself – in the same way that I can do my own tax return, or sell my own house, or cut my own hair – you get the picture. We can all do these things without the help of a professional but will we really get the best result possible? [certainly not with the haircut!].

I’ve been thinking about this lately as I was recently spending my weekends going to open inspections. House after house, meeting agent after agent. Then I stumbled upon a house a couple of streets away which had a [DIY] ‘open’ sign out the front as the owners had decided to sell the house themselves. An interesting decision and one obviously motivated by the perceived financial savings. The house really wasn’t to my taste but when the owners asked me for feedback how could I tell them I didn’t like the decor or layout and felt that it was priced well above the market rate? I couldn’t!

So long story short, after seeing the house advertised week after week I noticed that they finally engaged a Real Estate professional and within a couple of weeks the house was under contract. So was this just good timing, or did it perhaps have something to do with the marketing of the house, the Agent’s local market knowledge, network of purchasers or their sales and negotiating expertise?

So back to recruitment land. There’s absolutely nothing wrong with ‘having a go’ at it yourself. Managers are generally more skilled in recruitment than they were previously, and a number of businesses now have dedicated Talent/Recruitment Manager’s. So with all this plus Seek [which 12-15 years ago was tipped to be the end of the Recruitment Consultant], how is it we still have a thriving recruitment industry in South Australia?

Here are my thoughts on why you might like to consider engaging a professional when you’re next recruiting;

1 Our Networks

Seek is great. Seek is really great when the exact person you require for a role just happens to be looking on Seek at the same time you place your ad. Now in the last 12-18 months this has probably happened more frequently due to high unemployment and fewer permanent roles etc but now we’re seeing more and more clients coming to us because Seek isn’t delivering what they’re looking for.

Recruitment Consultants on the other hand are always searching for, and interviewing talented people, and us good ones [if I do say so myself] have kept in touch with people over the years and have built quite an impressive ‘bank’ of candidates. Plus when I think back to the last 10 or so placements our business has made, the vast majority are with people from our own networks and search methods.

2 Expertise

Anyone who’s managed a recruitment process will know there’s a lot more involved than you often first think. Things like managing salary expectations vs salary being offered, ascertaining true level of skills vs a resume, effective reference checking, screening and interviewing [ever brought someone in for an interview and immediately knew it was a waste of time?] Getting each of these processes right every time is challenging and time consuming, but it’s also critical to a successful placement. However, when you’re doing this day in, day out you become quite attuned to the ‘red flags’ which could result in an offer being turned down or hiring someone who you quickly realise don’t have the required skills to fulfill the role.

There’s also the market knowledge we have from recruiting locally day in, day out across various role types. This just isn’t possible when you might recruit a role once every 6-12 months, and that’s not taking in to consideration the fact it might only be every 2-3 years for a finance, specialist or senior level role.

3 Time Saving & Responsiveness

Recruitment is what we do. When you outsource a role to us, everything we do for that day/week/fortnight revolves around getting that job filled. Unlike you, who has to worry about what your staff are doing, what report your Manager wants, possibly manage end of month – all whilst trying to manage a recruitment process effectively.

4 Brand Management

Part of our responsiveness also ties in with your employer brand and how your brand is perceived in the market. The candidate experience is more important now than ever. Everyone wants to work for an ‘Employer of Choice’ and people talk. The number of times I’ve had a candidate tell me about a negative experience they’ve had with x company – it’s often related to poor interviewing, lack of communication, insufficient information on a position and the list goes on.

But recruitment is SO expensive!! Yes, it was . I remember in 2005/2006 my employer put our permanent fees up to 18% [aah, the good old days], and that was just for standard office support placements. Executive level fees are a whole other story..

The good news is times have changed and some consultants, like Jo and I appreciate the value in placing reasonable fees on the work we do because our aim is to build long term relationships and gain repeat business and referrals.

But only big corporates with recruitment budgets use agencies and I work in a small business/Not for Profit. Not true! 80-90% of our clients are SME’s.

Still think you want to go it alone? I did too with our branding/marketing material in the early days [I’m all for saving a few $], but it didn’t take long for me to recognise that this just isn’t my space and I was spending way too much time on it rather than on my core focus and what I’m good at. So we bit the bullet and have now engaged marketing professionals to support us and they’ve been worth every cent!

So have a go at it yourself if you must but ask yourself this, do you really have the time to dedicate yourself to the process? are you confident in your ad writing, interviewing and negotiating skills? do you have strong networks in the space your recruiting in and a good understanding of the role? If so, great! but if you don’t get the result you’re after and would like some additional support talk to Jo and I and we would love to take that pesky job off your hands!

Written by Melanie Mansfield

Why would I use a recruitment agency when I can just do it myself??

Mansfield & Co Recruitment

You’re starting a recruitment agency? Are you kidding???

Tue, 28 Feb 2017 11:27:00 GMT

No it wasn’t a joke and while it was something I never thought I’d do, Jo and I decided to start our business for a few reasons;

So with very little planning but a lot of belief Jo and I formed Blackman Mansfield Recruitment in 2016 and we couldn’t be happier!

Whilst I was nervous about starting a recruitment business in such an average market [Will people want to work with a small agency? Will we get the types of roles we want to work on? Will we get any work at all?? Yes, I’m a worrier], I have been pleasantly surprised [not that Jo expected anything else – she’s the cool, calm one].

With consistent, quality positions coming our way from both new and old clients, it certainly seems that our personal approach and commitment to putting our client’s interests first is something that has been missing from the recruitment process, as is understanding that you can’t be an expert in everything. We know our limitations and we focus on the areas we know best – whether that’s the role type or industry.

Whilst I do believe there’s absolutely a place for the multi-nationals and larger agencies [I had some fantastic experiences during my time with a global agency], and realistically we’re not set up to service high volume Preferred Supplier Agreements, there certainly seems to be a trend towards the smaller boutique agency where you can form lasting relationships with your consultant – or in our case Consultant/Director and know that when you phone again in 12 months you’ll be dealing with the same person who knows you, and your business.

So who would have thought Adelaide needed another recruitment agency? When I told some of my friends [a few of whom are ex recruiters] they thought I’d completely lost the plot. We work in one of the most competitive industries but it just goes to show that when you’re doing something you love and you genuinely believe you have something to offer, people respond.

While recruitment isn’t exactly the most exciting topic for everyone, I hope our little story has helped you to understand how we came to be, and what Jo and I are trying to achieve.

Thanks for reading!

Mel

You’re starting a recruitment agency? Are you kidding???

Mansfield & Co Recruitment

Welcome to the Blackman Mansfield Recruitment Blog!!

Wed, 22 Feb 2017 11:25:00 GMT

Welcome to our new blog!

Joanne and I are really excited to have the opportunity to share with you our experiences, tips, insights and stories relating to Recruitment & HR, Management & Leadership as well as South Australian business and other related workplace news. Subscribers to our blog will also receive invitations to the various events and workshops we hold and other exclusive promotions and offers.

Anyone who knows Joanne and I would understand it didn’t take long for us to come up with a good 20+ topics we’d like to cover [we do love to share a good story!], plus a few amusing/slightly shocking/entertaining experiences we’ve had during our time in recruitment and management. We will also have ‘guest’ writers from time to time – industry experts, leadership coaches, organisational psychologists and perhaps a story from a candidate or two.

So now the hard part begins – actually getting this stuff down on paper! So bear with us, we’ll be back shortly with some cracking blogs!

In the meantime we’ll be sharing a bit of background information on the two of us [ Joanne Blackman and Melanie Mansfield ] so you can get to know us, and what we’re all about.

Please feel free to make suggestions on what you would like us to cover and we encourage you to share our blog with friends and colleagues.

Mel

Mansfield & Co Recruitment

Our Talent

Thu, 08 Sep 2016 11:20:00 GMT

Do you have staffing requirements in Accounting & Finance, Office Support or Human Resources? Blackman Mansfield Recruitment specialise in finding the right ‘fit’ for your organisation.

We have recently interviewed some outstanding talent including;

HR Manager – With over 6 years of HR Management experience in the Education sector, this multi-skilled and proactive candidate is seeking an HR opportunity where she can play a strategic role and drive HR activities to create a high performance culture.

Administration Manager – With a strong administration background, this multi-skilled candidate has previous experience in managing the daily operations of a customer focused, fast paced and challenging business.

Accounts Payable Officer – With long term tenure within a high volume manufacturing environment, this skilled candidate is seeking a new opportunity. With a strong background in high volume and complex accounts payable processing, she is confident in the end-to-end process.

Chief Financial Officer – An experienced senior executive with over 22 years in leadership roles across a number of industries including; construction, health and aged care, tourism and hospitality. Previous roles include; Director of Corporate Services, Chief Financial Officer and Financial Controller.

Bookkeeper/Payroll – Highly experienced in all aspects of Bookkeeping and Payroll, this professionally presented candidate has a background in SME’s where she has been responsible for ensuring the smooth operation of the payroll and accounting functions.

HR Manager – With over 6 years of HR Management experience in the Education sector, this multi-skilled and proactive candidate is seeking an HR opportunity where she can play a strategic role and drive HR activities to create a high performance culture.

Financial Accountant – Currently employed in the capacity of Business Advisory Accountant for a mid-tier chartered accounting firm, this candidate has responsibility for the preparation of financial reports, tax compliance, forecasting, maintaining fixed asset registers as well as performing business analysis for an extensive range of clients.

If you would like further information regarding any of these candidates, or are looking for someone with a different skill set please contact us on 08 8463 1198.

Written by Melanie Mansfield

Our Talent

Mansfield & Co Recruitment

Do you have staffing requirements in Accounting & Finance, Office Support or Human Resources? Blackman Mansfield Recruitment specialise in finding the right ‘fit’ for your organisation.

We have recently interviewed some outstanding talent including;

HR Manager – With over 6 years of HR Management experience in the Education sector, this multi-skilled and proactive candidate is seeking an HR opportunity where she can play a strategic role and drive HR activities to create a high performance culture.

Administration Manager – With a strong administration background, this multi-skilled candidate has previous experience in managing the daily operations of a customer focused, fast paced and challenging business.

Accounts Payable Officer – With long term tenure within a high volume manufacturing environment, this skilled candidate is seeking a new opportunity. With a strong background in high volume and complex accounts payable processing, she is confident in the end-to-end process.

Chief Financial Officer – An experienced senior executive with over 22 years in leadership roles across a number of industries including; construction, health and aged care, tourism and hospitality. Previous roles include; Director of Corporate Services, Chief Financial Officer and Financial Controller.

Bookkeeper/Payroll – Highly experienced in all aspects of Bookkeeping and Payroll, this professionally presented candidate has a background in SME’s where she has been responsible for ensuring the smooth operation of the payroll and accounting functions.

Financial Accountant – Currently employed in the capacity of Business Advisory Accountant for a mid-tier chartered accounting firm, this candidate has responsibility for the preparation of financial reports, tax compliance, forecasting, maintaining fixed asset registers as well as performing business analysis for an extensive range of clients.

If you would like further information regarding any of these candidates, or are looking for someone with a different skill set please contact us on 08 8463 1198.

Written by Melanie Mansfield

Our Talent

Mansfield & Co Recruitment