Job Seeking: Review Multiple Job Boards

To give yourself the best shot at finding your new employment opportunity, it’s important to review multiple job boards during your job-seeking efforts. Many businesses and recruitment agencies will use more than just Seek to share job vacancies.

Job Boards To Review

Here is a list of the top job boards we recommend reviewing as part of your job seeking efforts:

Tailor Your Approach

If you are applying for a position within a specific industry, try looking for industry-specific job boards to narrow your search. For example, if you work within the Environmental Industry you could try looking for environmental jobs on: https://environmentaljobs.com.au.

Or if you are in the Engineering Industry you could try: https://www.engineeringjobs.com.au.

It’s important to study the job description when applying for any job, no matter the industry. Tailor your resume and cover letter accordingly. Consider, are you mirroring the words and phrases in the job description? Are you showcasing your strengths key areas vital to this role?

Personalised Technique

Consider crafting genuine thank you emails for the moment you get back to a computer, following the interview. It should go to the interviewer/s and or the recruiter involved. The speed at which you send your thank you email and the overall quality will make an impact.

If you would like to keep update with our job postings and connect with our ‘Facebook page’. For more tips and advice check out our ’job seeker help center’. The Recruitment Alternative operates Australia and New Zealand wide. Across Auckland, Hamilton, Wellington, Christchurch, etc. If you would like to find out more about our services, contact us today on 0800 587 546.

Affordable New Zealand Wide Employment Agency

Recruitment New Zealand Wide – The Recruitment Alternative Your Affordable Employment Option.

The Recruitment Alternative are a multi-award winning recruitment agency. In addition to being low-cost, we offer high-quality recruitment solutions. Currently, we are looking for recruitment staff throughout New Zealand.

So why pay more for your recruitment? We can recruit for you at a fraction of the price conventional recruitment agencies charge.

Join the recruitment revolution and save thousands of dollars on your next recruitment campaign.

  • The Recruitment Alternative, New Zealand’s low-cost recruitment agency.
  • Recruiting in the vast majority of job categories at a fraction of existing prices.  Why pay more?
  • As well as offering genuinely low-cost pricing solutions we offer a “Three Month Replacement Guarantee”
  • You don’t pay our low-cost placement fee unless we find you an employee that you are happy with
  • Proven time and time again
  • The Recruitment Alternative has over a 90% success rate in placing great candidates with employers

All of our recruitment procedures undergo rigorous quality control procedures designed to ensure the best outcomes for all our clients.

Furthermore, our recruitment consultants are all seasoned professionals and dedicated to their work.

In addition, we have many satisfied clients who love our low-cost recruitment model. Therefore they keep on using us for all their recruitment needs. Check out our “Testimonials page”.

Our clients keep on coming back. Why don’t you try us today?

Nationwide recruitment solutions

Our recruitment of staff extends to every city within New Zealand. Working in major cities near you. So whether you’re looking for a Junior Recruitment Assistant or a Senior HR Manager The Recruitment Alternative can help you. In conclusion, we want you to know “affordable employment services to suit your budget is our business!”

Finally,  Click here to contact us now or call 0800 587 546 for a quick response!

How To Make A Successful Career Change

Seek reports that in Australia, 57% of people have made a career change before and 19% have done so in the last twelve months. If you have been thinking its time for a career change, here are some tips from The Recruitment Alternative:

Take A Step Back

A good place to start is by taking a step back and having an honest self-assessment. A career change can mean significant life changes, not just work changes. What do you want from your career? Are you prepared to do to reach your end goal? What makes if unhappy about your current job? By evaluating your situation and asking yourself these easy questions you can help set up you for success.

BrainStorm

If you are feeling uncertain, a good way to get all your ideas out is to ‘brainstorm’ your career change. Write down your ideas, research alternatives, start networking and even seek the advice from a career counselor.

Up-skill

By seeking a career change you may be required to possess specific experience. Be sure to research your options and investigate your educational opportunities. By networking as suggested in the above point, you can also speak to those directly in the field you are seeking to enter. They will be able to provide you with real-life advice and experience to help you on your journey.

A New Job In The Same Industry?

Considering an alternative role within the industry you are experienced in, could be the change you needed. Have a chat with your employer and see what options could be available for you to grow with the company.

When you’re ready to start applying for jobs in your new industry, be sure to write a cover letter that reflects your aspirations, as well a resume that is refocused based on your new goals. Check out The Recruitment Alternative’s job board for new employment opportunities. Also, take a look at our job seeker help center for more tips and suggestions to assist you on your job seeking journey.

How Small Businesses Find BIG Talent

Large businesses often offer candidates the big brand name, several bonuses and benefits aligning with a large pay package. So, how can small businesses compete with the top guns and recruit the best possible talent? Fortunately, it is quite easy because there are many candidates looking to work in smaller companies. For example, smaller businesses often have fewer employees, therefore, the hierarchy is easier to climb and is less competitive. This offers employees more of a chance for career progression. Smaller businesses also offer opportunities in broader job profiles which allows them to build their learning and capabilities where often the larger companies are very job specific. Here are some more ways small businesses can compete with larger ones:

1. Offer competitive compensation

This can vary by industry and how many other roles to the same regard are available. By conducting market research and surveys, a ballpark figure will emerge. From here, creating benefits and perks to add to that or increasing the figure- you will attract the right candidates.

2. Provide a flexible workplace

Most large organizations have the expectation that employees will work normal business hours in their head office. They are unable to support further specific requirements as there are too many employees within their organization. By providing candidates the option to work in a different environment, such as from home, or with flexible hours they are more likely to apply for your role. Allowing this point of difference makes your organisation attractive and appealing to a larger pool of candidates. 

3. Don’t use generic job descriptions

Try to change the responsibilities of the ideal candidate by adding extra duties and using less “wordy”, descriptive tasks. Generally, this is provided in bullet points, which is more likely to be read by candidates. Also, try using language that is consistent with your company culture as this will also ensure the right people are found in the talent pool. 

4. Use diversity to your advantage

Most candidates look for diversity before agreeing to sign a contract and commencing a role. For example, women will look for and be wary of gender equality in their workplace. Large organisations can fall into the trap of being too busy to be mindful of this. Therefore smaller companies can use this to their advantage by ensuring a diverse workplace of people from different parts of the world and different genders to attract top talent.

Be sure to check out The Recruitment Alternative’s affordable solutions for new roles you are hiring. Also, take a look at our testimonials for feedback from happy clients in small or large organisations who have used these tips to their advantage.

Questions To Ask During Interview

Interviews are very much a two-way street. Your potential employer is asking you questions to learn about you, your skills and experience. It is equally important to find out if the role is a good fit for you too. Preparing questions to ask your potential employer about the position and the company, will not only provide insight but help you to stand out from the crowd by engaging with the employer and displaying interest.

Your opportunity to ask questions typically comes at the end of the interview. It would be best to have at least two or three questions prepared that demonstrate your interest in the position, your drive to succeed in the role, and the fact that you’ve done some research on the company or industry etc. Try to avoid closed questions which result in ‘yes or no’ answers. Open-ended questions allow you the opportunity to find out more about the employer, engage and build a rapport in a short space of time.

Here are The Recruitment Alternative’s top five suggested questions to ask during an interview:

1 – Can you tell me more about the day-to-day responsibilities of this job?

2 – What do you think are the most important qualities for someone to excel in this role?

3 – What is the typical career path for someone in this role?

4 – Could you describe the company culture and dynamics?

5 – What are the next steps in the interview process?

For further tips and advice heard over to The Recruitment Alternative’s job seeker help center by clicking here. While you’re there check out the position we have listed on our jobs board. We are currently recruiting across New Zealand. Roles at all levels in Accounting, Digital Marketing, Administration, Sales and IT – just to name a few! As a generalist recruitment agency, we offer affordable recruitment solutions at a low-cost price point that makes sense. If you would like to find out more about our services, contact us today on 0800 587 546.

SME’s retain employees

SME’s retain employees by thinking ahead. Sometimes returning back to work after the summer break can feel like a bit of a letdown after all of the festivities and the back-to-work blues can often lead to a drop in productivity throughout January. A new year also leads to some staff reassessing their careers and they may look to jump

A new year also leads to some staff reassessing their careers and they may look to jump ship, if they don’t feel satisfied at work.SME’s retain employees

At this time of year staff are often in need of a bit of a motivation boost in order to get back into the swing of things, so how can you ensure that your employees are happy and working to their full potential? Here are a few ideas.

SME’s retain employees – 1) Help your employees to set goals & targets

The beginning of a new year is the perfect time to assess how the previous went and what can be learnt from it. By taking the time to sit down with your employees and discussing what they would like to achieve in the year ahead, you can provide them with the support to do so. Setting goals and targets gives them something to work towards to and motivates them to maintain focus at work.

By taking the time to sit down with your employees and discussing what they would like to achieve in the year ahead, you can provide them with the support to do so. Setting goals and targets gives them something to work towards to and motivates them to maintain focus at work.

Setting goals and targets gives them something to work towards to and motivates them to maintain focus at work.

SME’s retain employees – 2) Launch a health initiative

One of the most common new year’s resolutions is to get fit or lose weight, so why not help your staff achieve this? After all, a healthy employee is a happy employee. You can do this by starting up a health initiative that encourages healthy eating, by setting fitness challenges or providing free healthy snacks in the workplace. Alternatively, you could start up lunchtime exercise sessions on site to get people up and moving.

After all, a healthy employee is a happy employee. You can do this by starting up a health initiative that encourages healthy eating, by setting fitness challenges or providing free healthy snacks in the workplace. Alternatively, you could start up lunchtime exercise sessions on site to get people up and moving.

You can do this by starting up a health initiative that encourages healthy eating, by setting fitness challenges or providing free healthy snacks in the workplace. Alternatively, you could start up lunchtime exercise sessions on site to get people up and moving.

Alternatively, you could start up lunchtime exercise sessions on site to get people up and moving.

SME’s retain employees – 3) Give them something to look forward to

January can feel a bit depressing once all the parties are over and funds are running low, so you can boost spirits by giving everyone something to look forward to. This could be a staff outing,

This could be a staff outing, afterwork drinks or an early day end.

SME’s retain employees – 4) Encourage staff to get some fresh air

Take advantage of the sun. After the summer break it’s common for people to feel a bit a down. In order to improve your employee’s moods, try to encourage them to get some fresh air and daylight on their lunch break. As little as a

In order to improve your employee’s moods, try to encourage them to get some fresh air and daylight on their lunch break. As little as a 5 minute walk could make a world of difference.

SME’s retain employees – 5) Include staff in your vision

Your employees want to feel valued and like they are making a positive contribution to the business. So t’s important that you share your company vision with them and allow them to have an input.

You can do this by holiday a meeting within the first month back and asking for feedback about any changes staff would like to see made and encouraging them to share ideas for improvement, new projects, etc.

SME’s retain employees  – 6) Offering training or development opportunities

At the beginning of the year, people are often more driven to learn something new and work on improving themselves, so it makes it the perfect time to offer training courses and learning opportunities. This can help to boost motivation, improve work performance and increase job satisfaction.

 

In addition, the experienced recruitment consultants at The Recruitment Alternative can help guide you through this process.

So check out our Employee or Job Seeker page for more helpful advice or contact us today.

Call: 0800 587 546

SME Hints: Top 3 qualities for a new manager

SME Hints: Top 3 qualities for a new managerSME hints

SME Hints: When recruiting for a new manager there are some tell tail signs to look for if your wanting a leader.

Behind every strong employee is an even stronger manager.

Along with practical experience there are certain traits that will emulate through a great manager.

The Recruitment Alternative offer support throughout your entire recruitment process.  So if you’re a SME looking to recruit, read our tips on the top 3 qualities needed for a new manager.

Motivation

A trait that the best leaders have is knowing how to get the most out of their workforce. Whether it’s tough love, an arm round the shoulder or the occasional pack of chocolate fish. Finding what motivates staff is as important as effective recruitment. The ability to motivate others is likely to be one of the reasons your candidate was pushed towards a management role in the first place. And being able to lead staff to their potential is key to a productive business. The best employees work for managers, not a payday!

Self confidence

So it’s vital that new managers have confidence in their abilities. Some may take advantage of a slight wavering in self-assurance. The majority of staff will agree that being managed with confidence is the most effective route to productivity. Having confidence in yourself means your employees will too. And they’ll be more likely to respond to those big risks or difficult decisions.

Being grounded

The ability to be grounded and lead from floor can be beneficial in many levels. Sometimes it can be misguided to jump the line between boss and buddy, but there’s no doubt that staff respond to a manager who is empathetic, understanding and shows a little bit of give. This doesn’t mean that you roll over at the whim of your employees, it just means that you keep your human side despite your status. The makeup of a successful new manager combines a professional head with an empathetic human nature, although establishing a leadership style that suits your business will bring the best rewards.

The Recruitment Alternative offer low- cost recruitment solutions for SME’s. Our business model is well thought out and design to give you quality for every dollar spent.

Check out our employer support pages or contact us today. Our experienced Recruitment Consultants look forward to your call.