Job Search Trends For The New Year 2022

As of late the job market has felt less than normal. As we progress into 2022, the career landscape is predicted to be tricky to navigate for both job seekers and employers. Here are some job search trends to be aware of for the New Year in 2022.

Some Industries Will Thrive, While Others Will Struggle

As we saw over the bulk of the pandemic some industries struggled and others thrived or continued as normal, this trend is will continue into 2022. For example, hospitality, tourism and the fitness are industries that are still recovering. Unfortunately, labour shortages are set to linger.

There are plenty of jobs out there at the moment, so when starting your own job search taking time to review all your options is going to make the world of difference. Consider if the industry you are seeking to get into is struggling or not rehiring at the same level as it used to. You may even contemplate a career change and draw upon transferrable skills.

Lots of Perks Available – But is This a Good Thing?

As employers report a shortage of workers, you may have seen they are throwing everything but the kitchen sink at new hires to attract talent. On a recent news story from Melbourne, Victoria one restaurant owner went as far as offering one year’s paid rent as a perk for a new Restaurant Manager.

Perks are great and all but let’s not forget about the other things that tend to matter to us in the long run. Such as:

  • company culture
  • work-life balance
  • career progression
  • professional development opportunities
  • employee recognition
  • flexibility – working from home, part time school hours, etc.

Freelancing & Less Experienced Workers

Those who choose to freelance are finding more opportunities due to the “great resignation” forcing more companies to pay high premiums for more experienced employees. This has also opened a door for those who are either less experience or lack experience entirely. Employers are now considering candidates who they may have never in the past. Choosing training above the salary inflation we are seeing. This is a great opportunity for job seekers to try a new field or apply for a more senior role to take on more responsibility.

Faster Recruitment Process

It is likely that we will see a much faster recruitment process in an effort to secure talent in a tight market. Hiring speed now gives companies an edge over their competition. This means it’s important for job seekers to know what they want, to save time and avoid missing out on a perfect opportunity. For more job search trends click here.

For more tips and advice check out our ’job seeker help centre’ or ‘Employer Information’ section on our website. The Recruitment Alternative operates 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.

Hiring Advice For SME

Being able to maximise your time and keep within an affordable budget is vital for any small to medium business when it comes to recruitment. Here is some hiring advice for your SME from The Recruitment Alternative team:

Enticing Job Descriptions

Writing enticing job descriptions is crucial to engaging with experienced and qualified candidates. Here are a few tips to consider according to Indeed:

  • Make titles as specific as possible – The more accurate your title, the more effective you will be in piquing the interest of the most qualified and interested job seekers.
  • Open with a captivating summary – Provide an overview that gets job seekers excited about the role and your SME
  • Include the essentials – Include core responsibilities, skills, day-to-day activities, and explain how the position fits into the organisation.
  • Keep descriptions concise – Job descriptions between 700 and 2,000 characters receive up to 30% more applications, according to Indeed Data.

Social Media Platforms

Social media has evolved into being a great recruitment tool. Sites like Facebook and LinkedIn allow you to share job posting with your entire network and offers the ability to apply via the platform. Even if the people you reach aren’t interested in the role, it’s likely they may know someone who is a good fit. This means they could send the role to them, tag them in the post or share it on via other methods.

Candidate Experience

It doesn’t matter how much you’re paying, or how great the projects you’re working on are, if you fail to treat candidates with dignity and respect, you’re doing your SME a disservice. You may want to consider the following:

  • Have you provided an accurate up-front job description?
  • For interviews, did you show up on time?
  • How well did you prepare for the interview process?
  • Did you introduce the candidate to co-interviewers or offer a tour of the office?
  • Was there enough time to exchange feedback with the candidate and allow questions?

Differentiate Yourself From The Competition

Don’t use the same old lines about your winning culture or generic overviews, instead discuss your value proposition. Highlight what makes you different from the competition. Ask yourself, why would someone want to work at your SME?

Are you a small business looking to recruit top talent at an affordable price? Contact The Recruitment Alternative today on 0800 587 546 or via our contact us page. We will be able to work with you to achieve your recruitment needs.

Recruitment Trick or Treat?

Halloween is approaching, don’t let your new hire be a recruitment trick or treat lucky dip. As all employers quickly learn, there’s a world of difference between a new employee who’s correctly matched to their job and their organization and recruiting one who is not.

How do you find and match the right people to the right jobs?

By including, in your organisation’s people strategy, a well-structured recruiting program. So, the key to successfully running such a program is to follow a recruiting process. Resist the temptation to omit steps, because shortcutting the process can short-change your results.

Here’s what you’ll need to do!

  • Have accurate, current job descriptions – Make sure you have an effective job description for each position in your company. Your job descriptions should reflect careful thought as to the roles the individual will fill. Also the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another. This may sound basic, but you’d be surprised at how many small companies fail to develop or maintain updated job descriptions. 
  • Contact a Recruitment Agency that has a proven success record with small to medium sized business – Recruitment agencies have more time than you do to contact potential candidates and screen their qualifications. They can also conduct pre-screening interviews and narrow down the pool to the best candidates available.
  • Draft the ad, describing the position and the key qualifications required – Although some applicants will ignore these requirements and respond regardless, including this information will help you limit the number of unqualified applicants.
  • Company Culture – So, before you start the hiring process, determine your strategy. Make sure the successful candidate is a good fit with your company’s culture. Do you understand your company’s culture? If need be, ask an outsider to assess the culture of your organisation. Your goal is to have a plan that will help you determine whether you have the right person who will fit into your company’s culture.

In Conclusion

Your people strategy must include a recruiting and selection strategy that attracts and retains quality employees. So, following a structured process will help you best match the right people to the right jobs. Recruitment trick or treat – No risk with The Recruitment Alternative.

The Recruitment Alternative operates New Zealand wide. Across Auckland, Hamilton, Wellington, Christchurch, etc. We can offer you 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.

Recruitment New Year’s Resolutions

Have you thought about what type of recruitment new year’s resolutions you’ll make you’re your business? As things are winding down now is the perfect time to put a plan in place, instead of waiting till you come back after a well-deserved break. It will mean one more thing off your to-do list!

Here are some resolution suggestions from The Recruitment Alternative to help you kick start your planning process:

  1. Don’t make resolutions you can’t control – Set a plan

Planning is key! Set a plan in action for future recruitment drives. Have job descriptions ready for key roles and keep your mind on growth and future possibilities. Make an effort to talk to other staff about what’s missing in the workplace. What areas can they see need improvement? Who needs support or opportunities to grow?

  1. Encourage professional growth

Just because it’s a new year and you’re looking to make some positive changes, presumably your everyday responsibilities won’t change. Your staff still have the same commitments they had last year – to their partners, kids, employer, and friends. Therefore, keep these commitments in mind when making professional development action plans, and try to keep them realistic. Instead of vowing to get a degree or a certification, start by offering a short course, professional development seminars, networking opportunities, etc. Each small step will move your employees closer toward their goals.

  1. Set a realistic timeframe

A common reason that new year’s resolutions fail is the lack of an appropriate timeframe. Not setting a target date invites procrastination, and while there may be several months left in the year, an “I’ll get to it when I have time” attitude can easily lead to unmet goals and feelings of failure. Likewise, setting a target date that’s too soon can lead to similar frustration. Choose a date that’s realistic for completing your resolution, and that will allow you to balance the extra work with your daily schedule. Once it’s set, hold yourself accountable. Ensure you’re taking the necessary steps on a regular basis to achieve your goal on the chosen date.

  1. Review Workplace Policies

Sometimes workplace policies and procedures need improving or adjusting, this could be due to any number of factors depending on the industry. To keep up with your competitors and to streamline your company processes a review at the end of the years is always beneficial. Especially if you’re going to be on-boarding new staff members. Best make changes now or have a plan in place instead of confusing new staff.

  1. Improve Work/Life Balance

Candidate market feedback tells us that all work/life balance is one of the top priorities. It can often be the deciding factor when a candidate is accepting a new position. Finding ways to improve your business work/life balance and putting some strategies in place will help you to stand out from the competition and improve productivity.

The experienced consultants at The Recruitment Alternative can help shape and staff your company. As a generalist recruitment company, we can fill roles from the trades and services through to corporate management.

Let The Recruitment Alternative help shape your future in 2020. Contact us today to find out more about how we can help you save on your next recruitment campaign.

Work-Life Balance In Your Business

One of the biggest drives for employees is whether or not they can achieve a work-life balance in their current or future place of employment. This factor often determines if an employee will leave or stay with an organisation. It’s not always easy to achieve in an unpredictable and fast-paced business environment. With so many other things to think about how can employers help create an environment to foster a work-life balance? Here are some great tips from The Recruitment Alternative:

Support and Encourage Time Off

A break from the daily grind will provide your employees with an opportunity to switch off and recharge their batteries. It can also help boost productivity when they return and improve mental health. As an employer, you are showing your employees you support them and care about them. Burnt out employees are less productive, unhappy and more likely to leave.

Employee Feedback

Encourage and implement ways your employees can provide constructive feedback. Improving work-life balance can be achieved when employees are able to contribute in other ways to the business. They could introduce new innovations ideas, provide a different perspective, suggest new ideas, etc.

Flexible Schedule

If you are in a position to offer flexible conditions such as working one day a week at home, adjusting start and finishing times so employees can pick up children from school, being open to swapping days/hours around depending on life demands, etc. Then why not do so? Have a set plan in place and a guide of how you would like things to proceed so it doesn’t feel like employees are ‘coming and going whenever they want’. It’s all about finding the right balance with give and take on both sides.

Open Communication Lines

Work-life balance can look different for everyone. Once you have established a general guide of how you will support your employees, be sure to leave your lines of communication open. If employees feel comfortable approaching you and discuss a change in their circumstances (which may require some flexibility or understanding) they will feel more supported and you’re less likely to lose a valuable employee.

Balanced employees tend to feel more motivated and less stressed out at work, which increases the overall company productivity and can reduce the number of conflicts among co-workers and management. Companies who gain a reputation for encouraging work-life balance have become very attractive to workers and will draw a valuable pool of candidates for new job openings.

If you are looking to add to your team, as a generalist recruitment agency, we have experience across the board! The Recruitment Alternative operates New Zealand and wide. including Auckland, Wellington, Hamilton, Christchurch, Melbourne, Brisbane, Sydney, Adelaide, Perth, etc. We can offer you 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.

Auckland’s Affordable Recruitment Solution

The RecruitmentAlternative is Auckland’s affordable recruitment agency. We recruit across all job categories at a fraction of existing prices. But why chose The Recruitment Alternative in Auckland? Here are just some reasons why you will enjoy working with us on your next recruitment campaign:

Outstanding Customer Service

Here at The Recruitment Alternative, we pride ourselves on our customer service. In fact, we conduct frequent quality control checks to ensure our levels are top notch! Our clients score us on average a 9 out of 10. Here is what Joe from Entegra had to say about our services:

“We were blown away at how good our consultant was. The best experience we have ever had with a recruitment company. We have more needs coming up and will be wanting to use you every time.”

Proven Methodologies

Recruiting staff can be incredibly time-consuming and stressful. It’s not uncommon for business owners to spend hours of manpower recruiting for one role. It is far more cost-effective to get us to do the groundwork for you. And you’ll save yourself a load of stress too! Hiring the wrong person can cost thousands of dollars and waste time. Let’s work together to help you save and we’ll recruit the right person for you.

Our partnership approach allows us to get to know the culture of your organisation. We will work closely with you to build a relationship of integrity, trust, and commitment. We offer flexible service levels that you can choose from to suit your business. Whatever you choose, you can be assured you are receiving the best service and best advice.

Affordable Solution

Many agencies will tell you what you want to hear and charge you through the nose. The Recruitment Alternative of Auckland is different! We offer affordable, honest recruitment solutions tailored to your needs. You no longer have to pay high recruitment fees to find a great candidate! We consistently source great candidates for its clients at budget prices.

Check out our low-cost recruitment fees:

  • AU$2495 plus GST for roles with remuneration under AU$100K
  • AU$2950 plus GST for roles between AU$100K and AU$150K (AU$150k inclusive)
  • AU$3850 plus GST for roles over AU$150k

Another great thing about The Recruitment Alternative is that we operate New Zealand and Australia wide. We service Brisbane, Melbourne, Sydney, Adelaide, Perth, Auckland, Hamilton, Wellington, etc. We can offer you 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.

How To Effectively Work With Recruiters

So you have decided to engage the services of a recruitment agency, what’s next? To get the most effective outcome, here are some tips from The Recruitment Alternative:

Be Prepared

Whatever position you are recruiting for, be prepared with all the correct information before speaking with a recruitment agency. Information such as position title, salary range, position description, ideal candidate etc. Also being able to articulate the company culture to assist the recruiter in finding the overall right fit for your business.

Open To Feedback

Recruitment Consultants have a great deal of industry insight which includes job market trends, appropriate salary range, industry tips etc. Being open to feedback and discussion is vital to finding the right candidate. For example, when there are more roles available than people looking for work, you may need to consider being flexible with your offerings. Be prepared to possibly increase the salary on offer. If a candidate is interviewing for a number of positions, employers may offer an increased salary and benefits to secure them. You may also need to be flexible with the years of experience or education levels of the candidates.

Interview Process

Always have your questions ready to go. Remember that there are questions that you are just not allowed to ask. Recruiters are happy to offer advice around this topic if you need it. However, questions about age, marital status, number of children, religion (to name a few) cannot be asked and leave you open to possible legal action.

Whilst the candidate is there to be interviewed by you, they are also deciding if you are an employer that they want to work for. Be professional, positive and on time. Don’t forget really good candidates are usually in a position to choose who they want to work for. So you need to impress them too!

Move Quickly

With candidates having an abundance of jobs to choose from at the moment, they are often interviewing for more than one role at a time. If you interview a candidate and deem them suitable for the role you are looking to fill, it’s advisable to move quickly. Decide whether you would like to offer them the position or continue with the recruitment process. Candidates are often offered a role upon the conclusion of an interview. You do not want to risk losing them to the competition because you have been too busy to get back to them.

How To Choose The Right Agency

In today’s highly competitive candidate driven marketing finding and hiring the ideal candidate can be a challenge. This is why many businesses turn to recruitment agencies such as The Recruitment Alternative. Recruitment agencies can add real value to your business. By providing expert knowledge and contacts to help you find the right staff for your organisation. We understand that all businesses essentially want two things from a recruitment agency. The first is high-quality candidates and the second is low-cost recruitment fees. We provide both! A quality recruiter will add value to the hiring process. Contact us today on 0800 587 546 to find out more about our affordable prices and high standard of customer service.

Tips on How to Be Found Easily on LinkedIn!

Using Social Media for Job Hunting

Using Social Media for Job Hunting

Recruitment Consultants often search the LinkedIn database for candidates that have specific qualifications and/or key words in their LinkedIn Profile.

After searching these recruiters are given “search results” that include a Profile view for each candidate and as a job seeker, you ideally want to consistently show up in search results for candidates with your set of qualifications, and rank higher than other candidates. This is frequently called LinkedIn SEO, or improving your LinkedIn search ranking.

And, you want to stand out from the other candidates and be incredibly interesting to recruiters so that they click on your Profile snapshot to learn more about you and, eventually, to get to your full Profile information.

How does LinkedIn “sourcing” work? How do recruiters search the database?

To understand the LinkedIn sourcing, search results concept; think about how you search online job boards for job postings. You go to a website Seek, Indeed, etc.), you enter your keywords, you might also click on an industry or job function from a drop down box, and you then get presented with job listings.

Do you click on all of them? Probably not. Instead, you only click on those that catch your eye and are most relevant. You would probably pay more attention to the listings on the first few pages, and may not even consider the ones on pages 3, 4, 5, etc.

So….

Recruiters search the LinkedIn database in a few different ways.

For example, some of them use the free, “Advanced People Search” function available to all LinkedIn members. Some search members and activities within specific LinkedIn Groups.

Others use LinkedIn’s paid service and this provides much better search functionality. And you can also find candidates in LinkedIn using a Google site search of LinkedIn.

Additionally, similar to the way job seekers sign up for “job alerts” to get notified via email whenever a new job gets posted that meets a certain set of criteria, recruiters can also sign up for candidate alerts to proactively notify them of new candidates who fit their requirements.

How can you optimize your LinkedIn Profile to fit in with this?

There are lots of things you can do to optimize your Profile. You want to help ensure that you show up in the appropriate search results, show up higher than other candidates (LinkedIn SEO), and you want to stand out among the search results.

You want recruitment consultants to see your Profile snapshot and think, “Wow, there’s the perfect candidate,” and then click to view your full Profile information.

Consider these tips:

  • Your Profile should be 100% “complete” (a.k.a. “All Star”) per LinkedIn standards.
  • Include a detailed work history, with clear job titles and well-written job descriptions that describe both your responsibilities and your key accomplishments. Most people stop at dates and job titles, wasting this opportunity to promote their experience and to add important keywords to their Profiles.
  • Within your Profile, include the keywords that tie to your preferred industry and profession. These keywords could be inserted in different areas within your Profile such as your job descriptions, Profile summary, headline and even your website descriptions. One of the best methods to find these keywords is to review recent job descriptions for the roles you are targeting and see what keywords are repeated over and over again.Most experts believe that users with more connections and more recommendations show up higher in the search results and it makes sense.  It’s also possible that Recruiters may only want to view candidates that have a minimum number of either one.
  • You’ve probably heard the saying “dress for the job you want, not the job you have.” Very good advice! Do you have a professional, flattering Profile photo that looks like you already have the role you’re seeking? or do you need a photo makeover? This is an area where we recommend that you seek the feedback of a professional or objective source that will be honest about your online image. Don’t leave anything up to chance!
  • Does your headline effectively market your skills and abilities or is it, blah? Are you an “IT Professional” or a “Global VP of Technology | Technology Enthusiast | IT Guru ” Just a few additional words can make the headline, much more powerful.
  • In the job search, you need to market yourself like a company would market a product or service. Think of how many million dollars are spent each year to develop exciting taglines for products. Your LinkedIn headline is like your personal tagline.
  • Avoid using slashes between critical keywords, for example, “sales/marketing.” We know that the LinkedIn search technology does not always recognize the two words separately. Instead, use a comma with a space or, one of the nifty vertical slashes with spaces, like “sales | marketing.”
  • Don’t put a fake job in the “current job” section. We have seen a number of job seekers who put something like “Next Growth Oriented Company” or “My Next Job” as their most current company. This may negatively impact whether you come up in search results, and does not make a good first impression on the recruiters who do find you.

And Finally…

By following these tips, you increase the likelihood that you will show up positively in the search results, when recruiters are sourcing candidates that match your set of qualifications, education and experiences. I also recommend that job seekers learn more about the LinkedIn Recruiter software and how it’s used. Knowledge is power!

The 12 Days of Job Hunting – Christmas 2015

Find a new job!!

Find a new job!!

The countdown to Christmas is on but don’t rest on your laurels. If you make a plan to get ahead of the game with some festive job preparation it will make things easier in the New Year

So, how can you spend the last few days of 2015 making sure that 2016 is your year and your career is in full flight?

Day 1: Refresh your Resume

Make sure you rewrite and alter your Resume to reflect each job that you apply for. Always think about what the recruiter or employer wants to find out – and give it to them early. Most recruitment consultants scan CVs, spending less than 15 seconds on the first page, so ensure you highlight all of the great stuff at the beginning.

Day 2: Plan your assault

Run your job hunting search like a military campaign. Don’t just fire off application after application, compare what you want to do with what you are qualified to do. This might make other career options open up for you.

Day 3: Social networking

If you have not already started to use Twitter, LinkedIn™ and Facebook to look for jobs, you are missing out. Advertising jobs is costly to companies, so many recruit through social media. Joining the big three above also leads us into…

Day 4: Make contacts

Chatting to Recruitment Consultants informally and keeping up to date with companies is a great way to find out about jobs before anyone else. Get on Twitter or LinkedIn™ and connect with them. Be useful, link to interesting news and ask questions. Make phone calls and arrange to meet for coffee. What’s the worst that could happen?

Day 5: Tidy up your online presence

Increasingly recruiters are looking at your online presence and will Google your name, so make sure you keep those strange and dodgy Facebook pictures private. Look through your online history – you’ll be surprised how much you want to hide. Then, tomorrow…

Day 6: Brand yourself

Why not consider having your own site to showcase your capabilities? You should tailor this to your job interests, so a wannabe marketer should show well-written copy while someone with an interest in fashion should demonstrate a keen eye for the latest trends.

Day 7: Research leads

You have found a job you like, tweeted the recruiter and are looking to take the next step. Make sure you do your research thoroughly. Look through the company’s media centre and see what it has been up to in the press. Read articles about the sector it operates in. Be critical. Think about what you would do to improve the business.

Day 8: Be strong and resilient

It’s easy to be downhearted over Christmas if your job search isn’t going well. Don’t take rejection personally and remember that a recruiter’s needs change, so that no could become a yes.

Day 9: Refresh your wardrobe

Sometimes you need a treat and Christmas is the perfect time to do this. Make sure you’re ready for a potential interview by dressing smart and feeling good.

Day 10: Broaden your view

You are probably already looking for jobs across Australia, but have you considered working abroad? Europe and the USA are always popular options, but with industry booming in the Middle East, China and India, why not be adventurous?

Day 11: Set your 2016 goals

Make your New Year career resolutions early. Don’t forget to make social, personal and money goals too, and review them monthly.

Day 12: Relax

You are now prepared for the January job hunt. Grab a mince pie, it’s Christmas.

Why Training Is An Important Part of Your Career Path in NZ

Training - Career ProgressionMaybe you are just beginning your career path or you are looking at making your next move up the ladder, whichever pathway you are on studying can be a great way for you to enhance your chances of securing your dream job.

Michael Spiropoulos shares his tips on how training or studying can give your skills and qualifications a boost.

Whilst a huge amount of hard work and passion will help your career progression, improving your skills and knowledge is also fundamentally important to help you to move forward in your working life. Studying for an extra academic or professional qualification is a great way of doing this and putting in some extra work towards your career development can bring some huge rewards.

What are the benefits?

You get to stay competitive in the in the job market

The job market is a massively competitive place, and with two thirds of jobseekers telling us they currently hold or are studying for a professional qualification, it is actually more important than ever to ensure that you are on an even playing field with other jobseekers.

You get to perform your current job more effectively

As well as aiding you in securing your next role, professional qualifications can assist you be more efficient in your current job. The right qualifications not only help to set you apart from your counterparts, but will also help you continue your personal development; an essential part of career progression.

You can apply for specific roles

For certain roles, it might be a minimum requirement to have gained a professional or academic qualification. If you’re looking to move on to a more senior position, a combination of the right attitude and relevant qualifications will help you stand out from the crowd.

You can change direction

If you feel that you’ve done all that you can in your current job, professional qualifications can help facilitate a change of career direction and allows you to build the foundations in your chosen field. You can then apply these to your Resume, making you more valuable to prospective employers.

Where do I start?

If you’re looking to enhance your career progression with training, there are a wide variety of different courses for different learning types available.

As well as enhancing your CV, gaining qualifications can be invaluable for your personal development in a number of ways from improving your time management and organisational skills, to improving interpersonal or people management skills.

Career progression is about more than just waiting for your next opportunity to arrive. Studying for qualifications in an area you’re passionate can help take you to the next step in your career.

Good luck!!