Tag: Hints & Tips

 

Temporary Employment and Labour Hire: Pros and Cons

When absenteeism, special projects or just wanting to ensure that cultural, technical and productivity objectives will be met by your next hire, temporary engagements and labour hire is a solution that delivers results across workload coverage, project outcomes or your next valuable permanent hire.

Youngbrook Recruitment has become a trusted business partner, providing excellent staffing solutions to Queensland and Australian businesses of all sizes for more than twenty-three years. With extensive industry experience, we will share the pros and cons of utilising both temporary and labour hire engagements as a business strategy.

Pros

Experience and Expertise

 Utilising temporary employment and labour hire allows you to engage industry experts as your business requires. As a business strategy you gain access to the skills and experience you need without the investment across recruitment, training and productivity performance management. As quoted by one of our customers “Due to the global demands and an everchanging workload we must maintain a flexible and technically adept workforce. I have been using Youngbrook Recruitment since 2007 and have appointed 146 specialised personnel to take on special project and shutdown work and regularly to our Australian manufacturing operation. With the confidence that all engagements are tested, qualification, background and drug and alcohol tested and are medically fit for work we had the confidence that Youngbrook Recruitment’s robust practices and placements deliver results”. 

Flexibility and Reduced Downtime

Hiring temporary and labour hire employees enables you to alter the size of your workforce at short notice and ensure the momentum in your business operation or project remains. With a continuous pool of available talent to draw from, most of which are now exclusively engaged with Youngbrook Recruitment, you can have the confidence that your business will continue to deliver the results that keeps you at the leading edge.

Reduced Costs

By engaging the strategy of hiring temporary and labour employees a full suite of hidden cost savings is achieved. With Youngbrook Recruitment investing heavily to attract, recruit and qualify suitable employees for a wide and active customer base we reduce company’s recruitment costs. Once appointed and the employee is onboarded, the value add is received from their qualification, skills and experience all of which is delivered to your business to immediately deliver results. With your recruiter across their productivity and performance if the ROI is not there then a working guarantee is exercised, a replacement secured and your down-time minimised.

Cons

Training Requirements

Regardless of their skillset, a certain amount of induction and training may still be required for temporary and labour hire employees to deliver on the business objectives. You can reduce some of this by hiring the same temporary or labour hire employees as often as possible.

Safety Issues

As mentioned, the correct onboarding and training is critical for the success of your hire as even the most skilled temporary and labour hire employee may not be familiar with the specific risks that are present in your operation. To ensure the safety of all employees at work the onboarding process should clarify hazards, risks, policies and procedures, work instructions and pre-start requirements while encouraging both temporary and labour hire employees to contribute to the business safety initiatives.

Navigating the Pitfalls of Hiring

We all want reliable, responsible, solutions centric and cost-effective suppliers and when it comes to your most valuable asset this should be no different, your people.

Youngbrook Recruitment is a fully Quality Endorsed and Licenced Recruitment Agency which provides the guarantee you are working with a reputable and responsible business that has invested heavily in the continuous improvement of our hiring and risk management methodologies across our business operations.

You can proceed with confidence that the currency of knowledge and our certifications will safeguard your business and for further information or to meet with Simone Young to understand how our temporary and labour hire business can help you achieve your business directives Contact us today.

 

The Dos and Don’ts of Social Media: What Your Employers Look for When Hiring

Bursting into relevance over the last decade, there is not yet a rulebook when it comes to social media use. The use of the platforms themselves has changed markedly over the last ten years; those photos that we so flippantly put up in 2007, when Facebook was still very much a novelty, would probably never see the light of day now.

The use of social media is in such a constant state of flux. Therefore, putting together a set of hard and fast rules about how you should use Facebook, Twitter, Instagram and LinkedIn when looking for work will always be fraught with danger. But, by taking cues from recruitment agencies, we can get an idea of some of the basic dos and don’ts as stipulated by these professional hirers.

So, what should and should not you be doing on social media if you would like to come across as the perfect prospective employee?

The Dos

The first cab off the rank is LinkedIn, which sells itself as the world’s largest professional network. This is no false bravado either—according to Career Glider, a massive 79% of recruiters use LinkedIn to hire. Additionally, 90% of those users trawl through profiles, searching for, screening and contacting prospects along the way. Essentially this means that by creating a well-rounded LinkedIn profile, you will be applying for jobs without even knowing it.

Invest time in your LinkedIn profile, including as much relevant information as possible. Be active on the site, trading endorsements for endorsements. If you have an inactive profile with just a few connections, it will become clear to recruiters that it was created out of obligation—a placeholder that allows you to say “yeah, I’m on LinkedIn”. Engagement on LinkedIn shows motivation, enthusiasm and work ethic to potential employers.

Those aforementioned snaps from 2007 that are lurking in the depths of your Facebook timeline may be hilarious when they come up on your feed as a memory. But they could spell trouble for your professional ambitions. Therefore, if you are serious about landing your dream job, it is best to untag yourself from less savoury posts. While you may think photos from 10 years ago would be hard to find, a google image search of your name may prove otherwise.

Twitter is the most conversational of social platforms, and as such it is often used by recruiters to get a good sense of how a person operates. Use Twitter to put forward the best version of you. Make yourself eminently searchable, by talking with industry influencers and by using industry-specific hashtags. Heck, you could even talk directly to the recruiters or employers themselves.

The Don’ts

In keeping with the ‘best version of yourself’ philosophy, Twitter use for job seekers is as much about the don’ts as it is about the dos. Do not get into frivolous fights with keyboard warriors. Do not post ironic or sarcastic messages that could be misconstrued. According to Jobvite’s social recruiting survey, 93% of hiring managers will review a candidate’s social profiles before offering a job. So, make sure they do not get the wrong impression.

business woman in blazer multi-tasking on phone and computer. overlayed with job seeker advice text.

According to the same survey, amongst the worst things you can make reference to on your social profiles are illegal drugs (83% of recruiters class this as a negative), sexual activity (70%), the use of profanity (63%), guns (51%) and alcohol (44%). Interestingly, bad grammar is the third biggest creator of negative perceptions, with 66% of recruiters saying it was a turn-off. So be sure to spellcheck before you post.

Ideally, if you have got somewhat of a chequered history when it comes to social media, you do not want to leave your profile public for all to see. Now is the time to set your privacy preferences to Fort Knox.  Allow snooping recruiters to just see the most basic of information. Another alternative can be to go by a pseudonym (although names can be tricky to change on platforms like Facebook).

Many people use platforms like Twitter to vent about their current work situation. But it is incredibly important that you do not. If a prospective employer sees that you are using your social accounts to knock your current or previous employers, they will not see things from your side—they will see things from the point of view of your employer. That will result in an instant strike through your name.

In the end, social media use for job seekers is fairly basic. You want to treat it as somewhat of a cocktail party; dress well, shake hands confidently, and put the best version of yourself forward.

While the 2007 version of you is lurking in there somewhere, there is no need for them to show their face just yet.

 

Are you looking for a job in trades, supply chain, business support, sales, marketing and senior appointments? Contact Youngbrook Recruitment on (07) 3399 6899 or search available job openings.

 

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Youngbrook Recruitment

Youngbrook Recruitment AddressLevel 1 / 122 Lytton Road, Bulimba QLD 4171

Youngbrook Recruitment phone numberPhone: (07) 3399 6899

Youngbrook Recruitment email addressEmail: simone@youngbrookrecruitment.com.au, ybr@youngbrookrecruitment.com.au

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