Staff and clients do Bridge to Brisbane for charity

The Skye Recruitment team, consisting of staff and clients, completed the Bridge to Brisbane 10km event on Sunday, in aid of the Make-a-Wish Foundation.

It was a great opportunity for staff to get together outside of the office, and team up with clients from companies such as SMEC, Thiess, Brown Consulting, and Anglo Coal (amongst others), for a common goal.

Skye Recruitment would like to thank all our clients and candidates who took part. Donations are still coming in, but we are very much on track to hit our $1000 target! Make-a-Wish grants wishes to children and young people with life-threatening illnesses, and we are proud to support their efforts.

How to network

Networking is extremely important, and it can help to further your career - as long as it is done in a useful way. I add that last caveat because many people view networking as a process that 'happens' incidentally just by attending events and talking to people. Networking - if not done in a useful way - can be a huge waste of time, and can even be detrimental to your career.

Networking is a word that can strike fear into the heart of the less outgoing amongst us, and the thought of being at an event where you don't know anyone and will be required to approach strangers and possibly impress them, can be incredibly daunting. However, we can all learn how to be more effective networkers, and the good news is that it really isn't that hard.

The first step is to look at networking as a way of meeting other people who may, or may not, be able to work with you on some level in the future, and who may (or may not) be able to put you in touch with other people who can work with you in the future. By making connections with other people you will become more well known in your industry, and opportunities can open up for you.

So, how do you go about it? Firstly, prepare. Make sure that you are dressed appropriately, and that you are aware of the objectives of the event that you are attending, and the likely people/ organisations that will be there. Make sure you are aware of how this event is relevant to you/ your company, so that you are not left stuck for words if someone asks what your connection is to the event.

If you are seated at a table then will need to start by talking to the people there. Otherwise, identify a small group of people, or another person alone, and approach them to introduce yourself. Aim at keeping it short and sweet. Introduce yourself and your company and (if appropriate) offer a business card. Ask the other person what they do, and how they are enjoying the event so far. If you get stuck for conversation then the best thing to do is to ask questions. Ask what their job involves, how they got into that industry, and if they have had to travel far. Networking events are usually full of people who are more keen to blow their own trumpets than get to know others. By asking questions, and being genuine you will stand out from the rest.

Don't get stuck with one person for too long. When it is time to move on say something along the lines of not wanting to monopolise that person, and how great it was to meet them, and that you hope to catch up with them again before the day is over. If you have received a business card, then later on email or call that person to reiterate how nice it was to meet them, and to invite them to contact you again at any time.

Also be aware that the more you do it the easier it gets!

Love your Staff

What does the word ‘sustainability’ mean to you?

Of course, sustainability has become a buzzword over recent years in the sense that various government bodies are trying to reduce problems, as they see them, of pollution, the ‘greenhouse effect’ of carbon dioxide levels in the atmosphere, depletion of natural resources, population growth, water etc. Governments at all levels are bringing in more and more measures to reduce the perceived risks and increase the sustainability of the planet, industry, and our way of life.

But, surely, the word ‘sustainability’ means more than this. How about sustaining one of our most important assets - the workforce itself. It’s getting harder and harder to find quality skilled workers at all levels in an expanding market from an ageing population. Having found the workers that do a good job, why not do something to help these workers to remain healthy and happy in their roles?

Various studies around the world have shown a strong link between high levels of demand in the workplace and both mental and physical stress, often with a severe impact on family relationships. Employers also suffer, as they will see a reduction in performance, lower output, an increase in poor or hasty decision-making and an increase in absenteeism. Indeed, Dr Paul Lanthois of the Work Life Balance Foundation, based in Queensland, says that the cost to Australian business is around $100 billion per annum.

At Skye Recruitment, we give a lot of thought to the environment within which our staff operate and have identified a number of areas which, we feel, help our staff to feel happy and secure and able to maximise their efforts for their own and our benefit. Whilst the list is by no means exhaustive, we would offer the following points for consideration:

• Try to recognise that every person is an individual, with their own problems and needs, and try to be flexible in accommodating these. For instance, a parent may need time to collect a child from school, or flexible working might allow a person to enjoy a better family life with a partner. Some religions may require certain observances which occur during the working week in which case, again, some flexibility over hours could be helpful.

• Try to identify safe and unsafe working practices, both in the office and outside, and formalise these in a procedural manual of which the relevant parts must be read, on a regular basis, by employees and contractors. This helps staff to know what is expected of them, and can help the employer if an accident or injury results in litigation or a compensation claim.

• Consider offering some form of pastoral care, so that a worker can feel free to speak to someone ‘independent’ about any problem without the fear of reprisal from management or co-workers.

• Consider having a suggestion scheme, so that workers can suggest various ways to improve processes or administration, and offer a tangible reward to those whose ideas are of interest. This will encourage a feeling of ‘oneness’ with the company and of being wanted and recognised.

• Most workers will have some sort of performance target or measure assigned to them. How about, perhaps on a unit or departmental basis, having ‘mini targets’ for individual workers who, if they achieve or succeed, are given a non-cash reward? These could be (for example) vouchers for a restaurant or cinema, or an extra day or two’s holiday, or a mini-break.

Businesses will, we think, have to consider employee sustainability to a much greater extent in the future, especially as increasing demand for skilled workers further outstrips supply. The sustainability of a company's workforce may mean the difference between the ability to deliver a project and missing significant deadlines at great financial cost. It is also the case that workers who are happy and feel valued are less likely to demand high wage rises, and are more likely to stay with the companies that care for them.

Everybody wins!

Should you as a business use a recruitment agency, or do it yourself?

As a recruitment agency owner the temptation would be to say that you should always use a recruitment agency (preferably my one), and that anything else would be foolhardy and possibly even dangerous.

However, in the interests of being unbiased and also a helpful sort of person, I can also say that there is more than one way to skin a cat.

A professional HR or recruitment agency will (if they are good) help you with all aspects of the recruitment process. They will take time to get to know you and your company, to understand your culture, and work with you to find people that will be a good fit. They can approach your competitors and get the stars in your industry interested in your company (something that's hard to do directly), negotiate salaries and conditions, and make sure that the applicant of your dreams starts working for you. In addition to this they will also be your PR agency, your champion, and make sure the world knows about your awards and exactly why YOUR company is the one that everyone wants to work for. They can give market advice to you, advise if your salaries are way out of the ballpark, and tell you if word on the street is that your managers may need to improve their people skills.

All sounds fantastic, right? Is there anything this talented agency can't do? Well, the little proviso in brackets is more important than you might initially think. To recap – a professional HR or recruitment agency will do all these things and more – if they are good. A good agency will save you time and money, will find you the impossible to find people, and help your company's profile in any way that they can. But what about a bad agency?

A bad agency will waste your time and money. You will end up speaking to a different consultant every other day, as they are continually being fired or leaving the trade. You will spend your days opening up CV's that make you wonder if the agent even listened to your job brief or knows what your company does. You will be promised that every applicant is perfect for your business, only to be met with a succession of unsuitable or unqualified applicants, who have not been told about your company. You will be drawn into arguments about which agency sent you a CV first, and threatened with paying multiple fees for the same person. You will end up having to replace someone who was a poor hire, and the agent – who was once your best friend – will become suddenly distant and hard to contact.

If you're thinking that this all sounds a little scary (or, unfortunately, nodding your head in recognition) then try looking at it this way. If you employ a great accountant they will accelerate the growth of your business. If you employ a bad accountant then you could be doing some jail time. Recruitment is no different to any other service that businesses routinely outsource. If you are able to do it yourself smoothly, successfully, and without taking time away from what you really do for a living, then I recommend doing it yourself. Put like that, there is no reason not to.

Having said that, I hire an accountant because I am not an expert in that field and I do not have time to do the accounts myself. I hire a lawyer for the same reason. And this may sound strange for a recruiter, but I hire a recruitment consultant when I want to recruit more staff. (Yes, there are agencies out there that recruit recruiters for recruiters). The cost of paying a fee to an agency is less to me than the cost of the time it would take me to find someone myself. If you are able to find a good agency then that partnership can last you for many years. Most agencies bill on a 'no success no fee' basis too, so a good agency will also add value to your business without costing you a cent if you do not engage an employee through them.

So how do you find that agency? Ask around your industry for recommendations, talk to a few agencies, and most of all – trust your gut instinct. If you don't feel a rapport then take your business elsewhere. You do not have to commit to one agency either – try a few until you find the one or two that work in the way you like. Don't waste time with the time-wasters, but a good agency is a gold mine for your business.

Skye Recruitment at Career One QLD Excellence Awards

Skye Recruitment was delighted to be shortlisted in two categories at the Queensland Excellence Awards last night, hosted by Career One and Monster.

A host of agencies and companies showed up at Brisbane's Gallery of Modern Art (GoMA) to enjoy good company, food and wine, and to celebrate the achievements of a number of companies and individuals in a diverse range of areas.

Skye Recruitment was named a finalist in the categories of Recruitment Agency of the Year and also Excellence in Online - which recognised online presence for branding and advertising.

Hiring plans are up across the board in our industry sectors, and the team at Skye is now looking to expand. It's looking like a big year ahead!

The Mining Tax proposed by the Labor Government is only just starting to be felt in the employment market as there is significant momentum in the mining and supporting industries. The true bite won't be felt for another couple of months but when it does kick in the effects are likely to be significant.

The problem with the mining tax is two-fold. Firstly the tax itself is very large, complex, poorly explained and is based on a theoretical concept that hasn't been tried anywhere else before. Secondly the way the implementation of the tax has been handled has been disastrous and has left an entire industry hanging in the air. These two factors combine to greatly affect the confidence of the resources sector and as soon as you have falling confidence, you have falling job growth.

The mining tax is a variation on a tax "invented" by Cary Brown in 1948 which was designed to involve a government in high volatility industries - of which mining is a prime example. It meant that in the good times the government would get more tax in exchange for funding a percentage of the startup costs of that industry. In the case of the mining tax in Australia, though, in the good times the government gets more tax in exchange for a promise that when the bad times come the government will write a cheque to the mining companies for 40% of their losses. The government argues that this means that investors in mining should feel 40% safer than they normally do, but the mining companies don't believe that if the economy crashes and the government is in the red they will ever get those cheques. So all they are seeing is an extra 40% tax on their profits and no reduction in their risk which will directly affect how much money they invest in Australia and hence how many jobs there will be.

In addition to this the way the tax was announced undermines the confidence of the mining sector. The tax was announced with great fanfare as to how it would allow an increase in superannuation, a reduction in company tax, and a return to government budget surplus in 3 years. However there was little to no consultation with the industry that will be paying the tax. This means the companies spent a week trying to digest the implications of the tax then once they saw what this meant to them, their investors, and the viability of their projects, they started to panic.

Since this tax was announced we have had a number of our mining clients advise us that they are now only recruiting for existing projects and not looking for people who would be involved in exploration or expansion. This is only having a slight impact on direct recruitment today but the potential long term effects are huge. With no expansion and no exploration there won't be any new mines for people to move to when the existing mines begin to move to end of life. This tax, as it currently stands and in the way it was announced, will not just slow job growth but is likely to cause a significant contraction in employment in the mining sector. A number of employees in the mining sector today won't have a job to go to in the future.

The employment effects will also be felt outside of the mining industry. With no expansions the civil construction companies will lose a significant contributor to their work loads. No new mines means no increasing demand for rail facilities, ports, water, or housing to support them. The knock on from this will be felt right throughout the entire economy.

In summary the mining tax, as it currently stands, will significantly impact employment and jobs growth not just in the mining sector but also in those sectors that have benefited from its growth. The uncertainty around the tax and the level of this tax will see a significant decrease in investment in mining, which means as mines move to end of life we will see people losing their jobs in mining and having to leave the industry. We haven't seen the full effect of this tax on employment yet and what we are currently seeing is just the tip of a very big iceberg.

Skye Recruitment netball team at Corporate Games

The Skye Rockets netball team played well at the QLD Corporate Games on Sunday, winning two matches, and losing two. Unfortunately they did not make the finals, but a plan of action is being formulated for next year! (They would also like to point out that one of their losses was against the over-all competition champions...)

The Corporate Games started in Sydney in 1993 and they have been running for 11 years in Brisbane - more recently as a supporter of the Red Kite charity.

This year more than 107 organisations and 4148 participants competed in sports as varied as netball, rugby, running, and canoeing.

A good day was had by all, and we look forward to the re-matches next year!