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How to Incorporate AI into Your Recruitment Process - We Are and It Works!

Wed, 31 Jul 2024 16:20:42 GMT

Enhancing Recruitment with AI: Our Proven Approach

In the ever-evolving field of recruitment, leveraging technology is crucial to staying ahead. At One Eighty Recruitment, we have embraced artificial intelligence (AI) to enhance our recruitment process, making it more efficient and personalised. Here’s how we do it and why it works.

Tools and Technologies We Use

Automated message sequencing tools and Paid LinkedIn Products: We start by using automated message sequencing tools and LinkedIn’s advanced targeting tools to identify and engage potential candidates. These platforms allow us to reach out to professionals who fit our client’s needs precisely.
Custom GPTs for Job Briefs and JDs: We’ve created custom ChatGPT models to streamline the creation of job descriptions (JDs), job briefs, and outreach messages. By automating these tasks, we ensure consistency and save valuable time.
Finding Candidate Contact Details: We use specialised tech products to find candidate phone numbers and other contact details quickly and accurately, allowing us to reach out to candidates more effectively.
Evaluating CVs with Custom GPTs: Once we have a pool of candidates, we run their CVs through a customised GPT model that matches their skills and experiences against the job description and role requirements. This model provides a suitability score and generates specific questions to ask during interviews.
Personalised Interview and Reference Questions: During interviews, we input our notes into the AI system, which then suggests tailored reference questions based on the role requirements and candidate’s profile.

Benefits of Using AI in Recruitment

Efficiency: Automating repetitive tasks allows us to focus more on strategic aspects of recruitment.
Personalisation: Despite the automation, AI enables us to personalise the process more than ever before. We can tailor messages and questions to each candidate, enhancing their experience.
Consistency: AI ensures that all job descriptions, outreach messages, and evaluation criteria are consistent, reducing the risk of human error.
Insight: AI provides deeper insights into candidate suitability, helping us make more informed decisions.

Real-World Impact

Using AI has transformed our recruitment process, allowing us to handle more roles simultaneously without compromising on quality. Our clients benefit from faster turnaround times and higher quality candidates, while our team can focus on building relationships and understanding client needs better.

Incorporating AI into recruitment is not about replacing the human touch but enhancing it. At One Eighty Recruitment, we believe that the future of recruitment lies in the perfect blend of technology and human expertise, and we are committed to leading the way.

Want to benchmark salaries against your competitors?

Mon, 20 May 2024 04:52:12 GMT

What is actually going on with the Construction & Property market in New Zealand at the moment?

The past year in the New Zealand market has been a rollercoaster, to say the least.

As we all waited for the election results, a change in government brought a fresh wave of anticipation. However, after the Christmas holidays, expectations were still hanging by a thread. During the first 100 days of the new government, we saw a spark of positivity, but this was quickly overshadowed by disappointing financial results from numerous companies in February and March. Now, as we approach the release of the May budget, everyone is on tenterhooks, hoping for some certainty to anchor their strategies.

Despite this uncertainty, the construction and property sectors continue to buzz with activity. Projects are alive at every stage — from feasibility and design to delivery. Yet, the pulse of these developments varies significantly across different segments of the industry.

Residential Property Development:

In the residential sector, whether it’s apartment blocks or a few townhouses, developers are hesitant to launch pre-sales campaigns. Most are waiting for interest rates to stabilise or decrease by year-end, which is expected to spur a flurry of new projects in 2025. This anticipated change has frozen the recruitment for development manager roles momentarily. However, by early 2025, we expect these roles to proliferate, attracting those currently in senior project management consultancy positions to the more glamorous development sector.

Client-Side Property Teams:

Based on our insights, client-side teams have diligently managed their portfolios while closely monitoring the project landscape. Some have proactively restructured, making strategic decisions to either outsource or bring in-house their property, projects, and facilities teams.

Project Management Consultants:

Project management consultants, especially in the educational and Kainga Ora sectors, are facing tough times with notable redundancies. However, those who have pivoted to infrastructure projects are finding robust opportunities. At One Eighty Recruitment, we are actively hiring for these roles, like the TSA position currently available.

PQS Firms:

PQS firms are traditionally cautious and profit-conscious. Those that have diversified into infrastructure or maintained strong, long-standing client relationships are navigating current challenges more successfully than others.

Main Contractors:

This sector has always been challenging. The successful contractors are those who have survived the past decade by nurturing key client relationships and maintaining flexible workforce management. They handle multiple projects simultaneously, adjusting their staff numbers as needed.

Subcontractors:

Subcontractors fall into two camps. The first group still charges premium rates, riding the high of the past construction boom, which has notably ended. The second group, however, adapts to the changing market by cultivating strong relationships with main contractors, providing quality service, and maintaining a balance between profit and competitive pricing.

Want to find out the latest salary information you can use for benchmarking your business? Simply click the link below to receive your copy.

Attracting Top Candidates with an Irresistible Benefits Package

mike@oneeighty.co.nz (Mike Westbury) — Wed, 13 Sep 2023 02:25:31 GMT

Let's debunk a common misconception: the scarcity of candidates.

Good news, we can assure you that there’s no shortage of candidates out there. The key issue: business owners are not presenting the right opportunities to those looking. When trying to engage candidates, a compelling well-structured benefits campaign can be a game-changer. It's about presenting candidates with a package that not only meets their basic needs but also speaks to their expectations. In this blog, we'll dive into the key elements of structuring a stellar benefits campaign that resonates with candidates, ensuring your organisation’s role stands out.

First things first, let's debunk a common misconception: the scarcity of candidates. We never like to say that there are no candidates out there. Instead, it's about understanding that they may not be enticed by the roles presented to them. That's where the power of a well-crafted benefits campaign comes into play.

When considering what candidates truly desire in a job, it boils down to three fundamental aspects:

Competitive Compensation: Candidates want to be fairly compensated for their skills and experience.
Flexibility: The concept of flexibility is more than just a buzzword. It means different things to different people. It's essential to define what flexibility means within your organisation and how it aligns with candidate expectations.
REAL Benefits: Beyond the basics, candidates are increasingly looking for genuine benefits. These aren't just vague, generalised items, but instead, they're specific offerings that truly enhance their quality of life and job satisfaction.

The Benefits Package

What to consider when crafting a compelling benefits package:

Health and Well-being: Insurance, gym memberships, mental health support, and wellness programs are all components of a robust health and well-being package.

Professional Development: Candidates often seek opportunities for growth and development. Offerings such as ongoing training, skill development programs, additional learning budget and clear career pathways can be enticing.

Work-Life Balance: Promote policies that foster a healthy work-life balance, such as flexible scheduling, remote work options, birthdays off, and additional holiday leave.

Remember that candidates are out there, and they're eager for the right opportunity. By offering competitive compensation, clearly defining flexibility, and providing genuine benefits, you can structure a benefits campaign that resonates with candidates and secures their interest. One Eighty understands the power of crafting such campaigns, ensuring that your organisation stands out as a top choice for prospective employees. Drop us a line if you’d like some guidance.

Securing Your Success: Mastering Candidate Attraction and Retention

mike@oneeighty.co.nz (Mike Westbury) — Thu, 31 Aug 2023 23:50:37 GMT

The journey from identifying potential talent to nurturing their integration is a critical one.

In the ever-evolving realm of recruitment, businesses face a pivotal challenge: finding candidates who not only fit the bill but also stand the test of time within the company. The journey from identifying potential talent to nurturing their integration is a critical one, and it's not uncommon for organisations to seek expert guidance. As seasoned specialists in recruitment, we are here to provide invaluable insights on how to achieve lasting success in attracting and retaining top-tier candidates.

Recognise the Power of Time: In the fast-paced world of recruitment, the concept of time takes on various dimensions. While many may consider the first few months as the benchmark for success, remember that the journey is longer and more nuanced. Successful candidate integration often requires more than just a few months. It's about giving them the space to acclimate, understand the culture, and truly make a mark. Patience is key.

Cultivate Compatibility: It's not enough for a candidate to check all the skill boxes; they need to align with your company's ethos and values. A harmonious cultural fit fosters a sense of belonging and ensures that the candidate's journey is both fulfilling and enduring. Think beyond the immediate and envision their role in the company's future.

Unearth the Hidden Potential: Top talent isn't always actively seeking opportunities. They might be content in their current roles but open to exploring new prospects. Casting a wider net to engage with these passive candidates can yield unexpected gems. The art lies in sparking conversations and igniting their interest, revealing the possibilities that lie ahead.

Quality Over Quantity: Don't get caught up in the numbers game. It's not about how many candidates you assess; it's about the quality of those you choose to engage. An intentional approach that focuses on a handful of well-matched candidates can yield far more fruitful results than a sea of unfiltered resumes.

Leverage Expert Support: Navigating the complexities of recruitment can be a daunting task. Partnering with One Eighty, who understands the intricacies of the process, can be a game-changer. Our expertise can streamline your efforts, ensuring that you're presented with candidates who possess the potential for both immediate and enduring success.

Remember, recruitment is an investment. It's about more than plugging a gap; it's about nurturing a bond that benefits both parties. At One Eighty, we believe in guiding businesses towards candidates who not only bring the right skills but also embody the spirit of a lasting partnership. If that sounds like something you are after, drop us a line.

Navigating the Tight Job Market: A Strategic Approach to Recruitment

mike@oneeighty.co.nz (Mike Westbury) — Tue, 25 Jul 2023 21:47:51 GMT

In today's competitive job market, finding the right talent can feel like navigating through a maze.

As businesses face the challenge of attracting top candidates, it's essential to adopt a strategic approach that goes beyond traditional recruitment methods. At One Eighty, we understand the intricacies of the current landscape and have developed a proven process to help you secure the best talent for your organisation.

Defining the Role and Setting the Stage:

The first step in successful recruitment is defining the role you need to fill. Take the time to clearly outline the responsibilities, skills, and qualifications required. Once the role is defined, it's crucial to gain buy-in from your team, ensuring everyone is aligned on the desired attributes of the ideal candidate. This collaborative effort sets the stage for a targeted and effective recruitment strategy.

Understanding the Candidate Landscape:

To find the right candidates, you need to understand where they are and what motivates them. Conduct thorough research to identify the locations, industries, and job positions that attract your target talent pool. Simultaneously, explore your Employer's Value Proposition (EVP) and define why someone would be compelled to make a move. Challenge yourself to highlight the unique advantages and growth opportunities your business offers.

Reaching Out and Building Relationships:

Recruitment is more than a one-time interaction; it's about building relationships. Once you've identified potential candidates, engage with them multiple times, utilising various touchpoints. Listen to their needs and aspirations, and effectively communicate the virtues of the opportunity you're offering. By cultivating a genuine connection, you can pique their interest and encourage them to explore the possibilities further.

Commence the Interview Process:

To ensure a comprehensive assessment of candidates, it's crucial to initiate the interview process, a significant stage in finding the perfect talent for your organisation. Craft an interview experience that reflects your company's values and unique requirements, tailored to showcase the candidates' skills, cultural alignment, and potential for growth. Incorporate a range of techniques such as behavioral-based questions, situational scenarios, or skills assessments to delve deeper into their capabilities. Consider involving team members or conducting peer reviews to gain diverse perspectives and foster collaboration. This personalised approach demonstrates your commitment to finding the ideal fit and sets the stage for success.

Does it all sound too much?

Recruitment can be a complex and time-consuming endeavour. If the thought of navigating the tight job market seems overwhelming, let One Eighty be your trusted partner. Our experienced team specialises in identifying and attracting top talent, providing you with a seamless recruitment experience. Contact us today to discuss how we can assist you in finding the right candidates who will contribute to your organisation's success.

In a challenging job market, a strategic approach to recruitment is essential. By defining the role, understanding the candidate landscape, building relationships, and following a comprehensive process, you can increase your chances of securing the best talent. At One Eighty, we are dedicated to supporting you throughout the entire recruitment journey. Trust us to navigate the complexities of the market and deliver exceptional results that drive your organisation forward.

Ready to elevate your recruitment strategy? Get in touch with us today and unlock the power of strategic talent acquisition.

One Eighty's Strategic Recruitment Success for Precise Homes

christine@blackjet.co.nz (Christine Westbury) — Wed, 21 Jun 2023 22:50:24 GMT

The need was to balance rapid hiring without compromising on the quality of the candidate.

Background:

Precise Homes, a leading residential property development company in Auckland, needed to fill a critical Civil Project Manager position that had been vacant for six months. In the face of multiple business responsibilities, the owner found it challenging to identify and secure a suitable candidate for the role.

Challenge:

The need was to balance rapid hiring without compromising on the quality of the candidate. The ideal candidate required civil earthworks expertise combined with project management skills - a rare find. The owner, despite her best efforts, was limited by time and resources to effectively advertise the role and navigate the recruitment process.

Solution:

One Eighty took charge, starting with an in-depth, in-person job briefing to understand Precise Homes' needs and company culture thoroughly. We implemented a targeted recruitment campaign using double-branded ads on Seek and LinkedIn, AI-driven market research, and candidate sourcing. One Eighty's strategic approach ensured a swift and efficient recruitment process, allowing us to identify a candidate who fit both the role requirements and the company culture.

Outcome:

In less than a month, One Eighty secured an ideal candidate for Precise Homes. This candidate was not only a strong fit in terms of skills but also had connections with individuals within the owner's trusted circle, facilitating a smoother integration process. One Eighty's consultancy role was key, providing advice on interview timings and negotiation strategies, underlining the need for prompt action to secure the candidate amidst competing offers.

Value Proposition:

One Eighty's engagement with Precise Homes showcases the advantage of an exclusive, collaborative approach to addressing recruitment challenges. We demonstrated our capability to deliver the right talent efficiently while providing expert advice throughout the process. Trusting One Eighty with your recruitment process ensures a holistic and personalised solution that balances the urgency and precision necessary for successful hires.

By opting for One Eighty's exclusive partnership model, you can focus on your core operations, secure in the knowledge that your recruitment needs are being expertly handled.

For more information, give us a call on 04 472 6414 or drop us a line at Hello@oneeighty.co.nz

Hiring Like A Pro: Use These Questions When Interviewing To Really Dive Deep In The Hiring Process

mike@oneeighty.co.nz (Mike Westbury) — Tue, 09 May 2023 01:40:58 GMT

There is a real fear of getting it wrong.

The fear of hiring the wrong person, the stress of offering the wrong salary and missing out on the talent, and worst-case-scenario, having to do the job yourself! Because, at the end of the day, if you don’t find the right person, you’ll most likely have to cover the job yourself.

Hiring the right person can be a significant source of stress for employers. In this blog, we’re providing you with essential, must-ask questions to use during interviews to help avoid these situations, ensuring you find the perfect candidate for the position.

Can you provide an example of a time when you took initiative to solve a problem or improve a process? This question helps assess a candidate's problem-solving skills, motivation, and ability to take ownership. A candidate who can provide a specific example demonstrates their ability to be proactive and contribute to organisational success.

How do you handle conflict or disagreements with colleagues? Conflict resolution and teamwork are critical skills in any workplace. This question helps you understand how a candidate addresses conflicts and works collaboratively with others. Look for candidates who show empathy, active listening, and a willingness to find a resolution.

What motivates you in your work, and how do you maintain that motivation? Understanding a candidate's motivation helps you determine if they align with your company culture and core value. Candidates who can identify their motivators and explain how they maintain them are more likely to be engaged and committed to their work.

Can you describe a situation where you had to adapt to significant changes at work? Change is inevitable for any organisation. This question helps assess a candidate's adaptability and resilience to change. Look for candidates who can demonstrate flexibility and a positive attitude when facing change.

How do you stay updated on industry trends and developments? A candidate who actively stays informed about industry trends is more likely to be engaged, proactive, and contribute to your growth. This question also reveals a candidate's dedication to their professional development.

Can you provide an example of a time when you had to work with limited resources or under tight deadlines? This question assesses a candidate's ability to perform under pressure and manage their workload efficiently. Candidates who can provide specific examples demonstrate their ability to prioritize tasks, think creatively, and maintain focus in challenging situations.

What are your expectations for career growth and development in this role? Understanding a candidate's career aspirations helps you evaluate whether you can provide the opportunities they desire. This question also reveals how well the candidate has researched your company and their level of commitment to the role.

What inspired you to apply for this role? This question encourages the candidate to share their motivation behind applying for the role, providing insight into their interests, values, and alignment with the company culture.

Tell us about a challenging situation you faced at work, and how did you handle it? By asking this question, you can gain valuable insight into the candidate's problem-solving skills, adaptability, and ability to work under pressure.

Can you describe a time when you had to collaborate with a difficult team member? How did you handle it? This question allows you to assess the candidate's interpersonal skills, teamwork, and conflict resolution abilities.

What do you consider your greatest professional achievement? Asking this question provides insight into the candidate's values, work ethic, and the kind of impact they can bring to your business.

What do you believe sets you apart from other candidates for this position? This question encourages the candidate to showcase their unique skills, experiences, or perspectives that make them the best fit for the role.

What type of work environment do you thrive in? By asking this question, you can determine if the candidate's preferred work environment aligns with your company's culture and values.

Where do you see yourself in the next five years? This question provides insight into the candidate's long-term goals, ambition, and potential fit with the company.

Asking the right questions during the interview process is crucial to dive deep and find the perfect candidate for your position. These questions will help you assess a candidate's skills, motivation, and cultural fit, alleviating the fear of hiring the wrong person.

By using these questions as part of your interviewing process, you’ll dive deep and uncover the true qualities that will lead to a successful hire. The more thorough the interview process, the better equipped you are to make the best decision for your business.

Remember, outsourcing your recruitment needs to a professional agency like One Eighty can also provide valuable support and guidance throughout the hiring process.

It’s the job of my team and me, to deeply understand what you and the business needs. Don't hesitate to give us a call on 04 472 6414 or drop us a line at hello@oneeighty.co.nz . We're here to help you succeed.

Finding the needle in the haystack: hiring like a pro

wow@shazamme.com (Default Author) — Sun, 02 Apr 2023 22:47:34 GMT

Finding the needle in the haystack: hiring like a pro

Finding the perfect candidate for a job opening is an exciting possibility. It’s an opportunity to discover fresh talent and bring new perspectives to a team. Sure, recruitment undoubtedly requires time in the way of reviewing resumes and conducting interviews - but it’s all part of the journey. While it’s natural to compare candidates against each other, this is a fraught approach that can lead to missed opportunities and delays. In today’s job market, time is of the essence, and there’s a smarter, more efficient way to seek an ideal candidate. Read below for One Eighty’s insights on how to make the hiring process an enjoyable and stress-free experience, so you can focus on what you do best.

The key thing here is to keep the process moving along. The longer it takes to decide, the greater the chances are of losing out on top talent. Enjoy the process, but make quick decisions while you’re at it!

Why not also compare potential candidates to the awesome people already on the team? Take a moment to think about what makes your current employees so successful, and look for those qualities in potential candidates. This can help identify the skills and qualities that are essential for the role being hiring for, and help towards making a better decision.

Additionally, it’s key to remember that finding the right fit goes beyond just looking at the candidate’s qualifications and experience. Cultural fit is just as important in ensuring a long-term successful hire. Think about the values and mission of the company and whether the candidate aligns with them. Consider how the candidate might interact in the workplace and whether they would fit with the company culture. By taking the time to find a candidate who is not only qualified and has the relevant experience, but fits within the company culture, a business can create a cohesive team that work well together and can achieve great things.

Remember, it’s only necessary to find one great person to fill a job opening. Don’t get bogged down by the number of candidates being interviewed or the number of resumes to sift through. Focus on finding that one perfect match that has the skills, experience, and personality to excel in the role.

Short on time and seeking a more efficient approach? That’s where a recruitment agency can come to the rescue! With the support of a recruitment agency like One Eighty, you can streamline the hiring process and find your ideal candidate in no time. We’ll take care of the legwork, acting as the go-between to connect you with top-notch talent. Interested in exploring this option further? We’re always here to lend a helping hand. Give us a call on 04 472 6414 or drop us a line at hello@oneeighty.co.nz.

Market Insights: Riding the wave of opportunity

wow@shazamme.com (Default Author) — Tue, 28 Feb 2023 19:57:00 GMT

Market Insights: Riding the wave of opportunity

As a recruitment agency, optimism is high for the job market in 2023.

The global pandemic has forced businesses to adapt, and this has led to further opportunities emerging across a variety of industries. With the rise of remote work and flexible working arrangements, the job market has opened up to a larger pool of candidates than ever from across the country and worldwide, which is beneficial to candidates and employers alike.

The built industry is seeing a big surge in demand for skilled professionals at the moment. It’s not just employers who have the upper hand though – candidates are in an equally strong position. With more job opportunities than ever before, candidates have the ability to be selective about the roles they apply for and negotiate favourable terms with employers. We’ve included a list below of several examples of potential benefits to look for when working through the job application process. Employers who offer these benefits or even just a few are undoubtedly in a better position to entice candidates to join their growing team:

· Health Insurance

· Life Insurance

· Birthday off

· Long service leave

· Extra days off – i.e. over Xmas holidays

· Flexible working – start/finish times

· Unlimited sick leave

· Phone, laptop, tablet etc

· Petrol Card

· Vehicle

· Bonuses

· Profit Share

· Car park

· Values Awards

· Gym membership

· Lunches provided

· Team drinks

· Social events

· Annual trip away

· Nine-day fortnight

· Learning & development budget

· Professional memberships paid for

· Wellness programme

· Office gadgets or games – pool tables etc

· Extra parental leave

For candidates, career advice and support is also offered, helping candidates to identify strengths and develop skills – all with the end goal of finding that dream job. With a database of job opportunities that’s updated regularly, One Eighty have a strong network of contacts across different industries, giving candidates access to a wide range of opportunities.

2023 is set to be a year of opportunity for both employers and job seekers alike. One Eighty are excited to be at the forefront of this trend, helping businesses and candidates to achieve their goals. Whether you’re looking to hire new talent, or make your next career move, we’re here to help. Don’t hesitate to reach out and give us a call on 04 472 6414, or flick us a message on hello@oneeighty.co.nz .

Smooth sailing: mastering the onboarding process

wow@shazamme.com (Default Author) — Fri, 20 Jan 2023 05:40:07 GMT

Smooth sailing: mastering the onboarding process

Exciting news - it’s the start of the New Year, and the prospect of growing your team is on the cards. You might be liaising with a recruiter or perhaps the business will take on the challenge. Either way, as the business grows, so too will its systems and herein lies the challenge: what defines a smooth onboarding process? This month we’re highlighting some of the key things to consider when it comes to onboarding, to help get you kickstarted.

First things first? Preparing a clear brief of the job and the key tasks involved is essential, and it is a must to have this fleshed out prior to beginning the recruitment process. The new hire that comes on board will no doubt bring many questions and will expect a level of clarity in return.

Next you’ll want to consider the training being provided. An obvious but crucial part of the hiring process - get this one right, and everyone is set up for success in the long-term. It’s worth considering what systems are in place to achieve this effectively, and how different learning styles will be accommodated for.

Formalities are important, for sure, but the experience should be enjoyable too! As the business grows to new heights, why not take time out to celebrate the occasion with your new and existing team? Could this be lunch out on the first day, an after-work event, or even a Friday morning tea together? These events are a great opportunity to welcome in the new hire, and to help them get to know their team members better.

Finally, stay in touch! Keeping communications high is essential, and that goes for the start of the onboarding process, during, and even well into the tenure of employment. Making sure new hires feel welcomed, supported and clued in is crucial to ensuring they settle into the role – whether this is done over a casual coffee, regular personal development meetings, or otherwise – it’s a great way to stay connected and make sure everyone is on the same page.

Does this resonate with you? We know that recruitment can often feel like a challenge in an ever-changing market, which is why we do what we do. Reach out for a chat – we’d love to work with and support you in growing your business and ticking off those goals. Don’t hesitate to give us a call on 04 472 6414 or drop us a line on hello@oneeighty.co.nz. hello@oneeighty.co.nz

Recruitment campaigns: what’s in it for you?

wow@shazamme.com (Default Author) — Wed, 21 Dec 2022 22:37:40 GMT

Recruitment campaigns: what's in it for you?

When you work with us as a client, it can take many forms depending on what exactly you’re looking for. With the heavy focus on recruitment at the moment, partnering with us on a recruitment campaign could be just what you need to help your business stand out in the crowd – so let us tell you why.

When you join with us on a campaign, you’re doing more than engaging our services – you’re joining us as partners. This benefits you as the client but also us as the consultants. By starting a recruitment campaign, this enables us to fully immerse ourselves in your business to an extent that we wouldn’t normally be able to do, so we can gain a better understanding of what it is that really makes your business tick. It’s a win-win for everyone really, because the greater understanding we have of your business, the better we can market it to help win you those top-tier candidates.

From a client perspective, campaigning can give your business greater exposure across a variety of platforms, making the success rate of finding a hire that much more likely. The best part? You do none of the work! From start to finish, the campaign is taken care of. We collaborate with you to design the initial campaign and ensure it’s up to standard, and from there, we work our magic. So how does it work?

It's really as simple as meeting with us to nut out exactly what it is you’re looking for, whether that’s permanent roles, fixed-term or otherwise. We can work together to find out if a campaign would be the right fit for your needs. Once you as the client confirm you’re happy to go ahead, our team will determine pricing specific to that campaign, and then it’s all go.

Has this got you thinking about how to elevate your recruitment process in 2023? Reach out! We’re happy to work with you to talk about how a recruitment campaign might benefit your business. We understand the challenges associated with recruiting in a constantly changing environment, and can work together with you to secure your dream candidates. Don’t hesitate to get in touch to discuss your recruitment and job needs on 04 472 6414 or flick us an email on hello@oneeighty.co.nz.

Early bird gets the worm... and the candidate!

wow@shazamme.com (Default Author) — Thu, 10 Nov 2022 21:49:48 GMT

Early bird gets the worm... and the candidate!

As we start to close out the year that was and welcome in 2023, maybe you’re looking to grow your team to start the year off with a bang. Similarly, candidates might be beginning to seek new job opportunities. With candidates being snapped up like wildfire, having a refined recruitment process is key to beat the crowd. So, how long is too long?

In the simplest terms, your recruitment process should be no longer than seven days. Feel daunted by that number? We get it! But with a reduced candidate pool along with the high number of people shifting between roles, this is the reality that businesses need to work with.

At this point you’re probably thinking – “but how can I possibly interview, do due diligence and reference checks in the space of seven days?” Easily! Let us lay out a timeline.

Hypothetically, let’s say you meet with your proposed candidate on Monday for an interview. You could take Tuesday to gather your thoughts, reflect and discuss with your wider team. Come Wednesday, you could block out time to undertake reference checks and testing, all the while keeping the candidate informed and communication levels high – that way they know you’re interested and actively working on the application. Thursday rolls around – this is a great time for holding the peer review meeting. By Friday, you have all the information you need, and the resources to provide an offer in hand. In sending this through to the candidate on Friday, this gives them the weekend to reflect and consider the offer, read through and sign the contract, and provide an acceptance on the following Monday. This shows it’s possible to move fast but not at the expense of your process.

The reality is that if you leave candidates hanging, say – “we’ll get back to you in two weeks” – there’s no reason why that candidate won’t go looking elsewhere in that time for another role, particularly if the opposing employer is willing to make an offer to the candidate straight off the bat.

What’s key here is to think about how a recruitment process that’s dragged out makes the candidate feel. Put yourself in their shoes – if you were left waiting two or three weeks out from an interview, you’d likely come to the assumption that you’ve lost out on the role, right?

With Christmas just around the corner, there’s no harm in refining your recruitment process now so you can be fired up and ready to go in the New Year with a growing team. If you’d like to chat with us about securing candidates for 2023 and how to go about this, we’d be happy to do so. Reach out to discuss your recruitment needs with us today on hello@oneeighty.co.nz.

Employment Branding: How to tell your story

wow@shazamme.com (Default Author) — Wed, 05 Oct 2022 21:54:13 GMT

Employment Branding: How to tell your story

This year has come with its complexities, but we’re proud of how our clients have adapted, and amended their recruitment strategies accordingly. With the borders having been closed leading to a smaller pool to work with, traditional means of employee attraction are now being abandoned in favour of a more benefits and culture focused method. Honing in on what defines your culture or what benefits you offer is what we would call employment branding. So why is this important?

A job-seeker’s perspective

Post-pandemic, many jobseekers now are choosing to take a more human-centric approach in their job hunt. Put simply, they want to see the fun and personable side of the business, whether that’s behind-the-scenes content from a team event, or maybe it’s as simple as a Friday morning tea spread! What jobseekers want to see is the workplace culture being showcased alongside professional content, because in doing so they can envision themselves being a part of that team. Jobseekers want to know what’s in it for them outside of traditional benefits like salary.

Interview process

Taking into consideration the current market and the number of people shifting jobs at the moment, this is a great time to do an online ‘stock take.’ What information do you have readily available online or across social media for jobseekers to view? Jobseekers tend to look at these platforms when preparing for an interview. From looking at this information, they should be able to visualize both what it would be like to be part of your team, and have a fair idea of your vision and purpose as a company.

Defining your story

So now you know what jobseekers are looking for – but do you know where to start? Initially, your instinct might be to run a list of what it is your business does or you’re your specialty is – but actually this is not what people want to see. Jobseekers now want to know who you are, not just what you are or what it is that you do. Once you’ve nailed this down, you can better identify the selling point of your business, whether that be career development opportunities, hybrid working, extra leave, or otherwise. What we know is that many businesses have these benefits, but perhaps don’t know how to articulate them initially.

Alongside this, you’ll want to consider your company ethos. What do we mean by this? Take some time to pinpoint and reflect on your core set of values as a business, and how these are used to guide the business’ overall operations. How does your team showcase these values on a regular basis? Values and visions are just as important to jobseekers as well as job benefits, and they go hand in hand.

Food for thought

Hopefully this has got you thinking about your business and what makes it special. Whether you have an online presence, be it big or small, it’s not too late to start using this to your advantage. A good place to start is to look at your website and / or social media and consider how much you’re currently showcasing your company culture. We’re happy to work with you to talk about these changes and devise a recruitment strategy that best fits your needs, because we understand the challenges associated with recruiting in a post-Covid environment. Don’t hesitate to reach out to discuss your recruitment and job needs.

Market Insights: Stop selling yourself short

wow@shazamme.com (Default Author) — Wed, 24 Aug 2022 04:51:32 GMT

Market Insights: Stop selling yourself short

We have now well and truly entered a new normal, as it were. Across sectors, projects are continuing and recruitment is ongoing. Despite some challenges along the way, our clients are busy. The candidate group continues to widen as people shift from one workplace to another, so it is key to be clear about what you want and advertise well-defined roles, which our clients have been good at. So what is it that tends to draw candidates to a business in the first place?

There are two key things that a candidate wants to hear, relevant to the current market. The first? The benefits of why someone would want to work for your business in the first place. Think – what is it about your business that makes it special? Is it extra leave that you might offer? Maybe you have a great workplace culture, or you offer a competitive salary. What’s the selling point about your business? What we’re seeing is that often, clients have difficulty articulating these benefits, or perhaps don’t realise they offer these benefits in the first place. It could be something as simple as taking your team on a holiday or maybe finishing early on a Friday. Or perhaps you offer remote working and / or flexible schedules.

On a similar vein, reflect on your company ethos and strategy, and what it is that makes your business valuable. In a post-Covid world, what Gen Z candidates are looking for in a role isn’t what millennials looked for just a decade ago. Most of that group are well into their late 30s or 40s now, so the focus now is on Gen Z – who equally are honing in on the values and visions of a prospective company and what benefits that company might provide them. According to a recent LinkedIn survey, 80% of Gen Z’ers want to work for an organisation that aligns with their beliefs and values. But why is this important?

It's the benefits you offer that hooks the candidate in the first place. Define your company vision and values and you’ve then given a reason for that candidate to stay. If you have a great role to offer, the candidates are out there – but to get across the line and through the competition, you’ve got to loop back to the values of your business first to evaluate what benefits you offer and what it is that will make you stand out.

To reiterate our last update then, it is key for clients to continue to put their best foot forward in order to stand out in the crowd, as the challenge of increased competition and a candidate group who are continually shifting continues.

At One Eighty, we’re no strangers to navigating market challenges, and we are happy to work with you to seek your ideal candidate and ensure a satisfactory outcome on both sides. If clients can ensure they come to us with a clear and committed idea of what they are seeking, One Eighty can provide a short-list of suitable candidates, and make sure this is delivered.

The team at One Eighty are happy to talk about what these changes mean for you in more detail, and to work with you to find the right fit for your business. We understand the evolving complexities of the market, and the difficulties associated with recruitment in a post-Covid world. Please don’t hesitate to contact us at One Eighty to discuss your recruitment and job needs.

Redefining Recruitment

wow@shazamme.com (Default Author) — Fri, 15 Jul 2022 00:00:19 GMT

Redefining Recruitment

Good news! Job-hunting and recruiting doesn’t have to be daunting or difficult. Working with a recruiter can be a match made in heaven as a recruiter will act as the middle-ground, facilitating the hiring process between the jobseeker and potential employers. We sat down with General Manager Mike Westbury to bust the myths associated with engaging a recruiter, and get into the nitty gritty of what recruitment really entails. Read more below to find out how recruiters define success and why it can be one of the most rewarding industries to get into.

The basics

Recruiters act as a go-between for both the jobseeker and the employer – but how does this process work? It can go two ways; either an employer has a need/job vacancy they need to recruit for, or a One Eighty recruiter meets with a jobseeker who they know will be well suited to a potential employer. Once One Eighty has met with the employer and collected a detailed job brief, understood the company culture and other specific information, a One Eighty recruiter will actively source, advertise and engage potential job seekers. On the other side, One Eighty recruiters will continuously meet with jobseekers who might be a fit for clients/employers and then the recruiter uses a network of clients on file to find a potential match and arrange an interview. If successful post-interview and recruitment process, the recruiter will maintain a relationship to ensure all is going smoothly.

Defining success

A good result for a recruiter can be defined by the success of the placement from both the employer and the employee’s perspective. This has been One Eighty General Manager, Mike Westbury’s key objective over the years, he says. By going through a thorough process, we can quickly identify if the match isn’t the right one, and it’s the recruiter’s responsibility to let both parties know when this is the case. “It’s a challenging industry,” Mike says, “but an incredibly rewarding one, knowing you are part of a major life decision for someone.”

Stereotypes

The recruitment industry is often associated with several myths, which leads to recruiters being classed in a less than positive light at times. So, what’s the reasoning behind this? Mike says this is mostly due to a lack of regulations in the industry which make qualifications non-essential. Long-term, Mike hopes this won’t be the case and this is why One Eighty chooses to follow up with both parties well into the placement. In this way, the focus is on the relationships built as well as a good result.

Origins

One Eighty have built their reputation from the ground up and these days are known for being leaders in the industry. When asked how One Eighty has grown to where it is now, Mike explains that it’s taken time and hard work to get there. The growth, he says, is organic and the key has been to foster relationships over a long period of time. It was also necessary to find what it was that would help One Eighty stand out in the crowd. Specialising in the ‘built’ environment and construction more generally wasn’t necessarily driven by a gap in the market, he says, but because the industry can be highly relationship and personality driven, so building trust with clients long-term is crucial. In a country like New Zealand, he says, it’s important to embrace our ‘smallness’ and foster those long-term connections where possible, because “most humans genuinely want to help you if you do a good job for them.”

Reflections

If done right, recruitment can be an especially rewarding industry to get into. When asked what he has found most rewarding across his experience in the industry, Mike says it’s the very end of the process – “when you’re closing a deal and succeeding while doing it,” explaining that bringing the two entities together like that gives him a kick. The recognition that comes with the hard work that the One Eighty team as a collective have put in is a bonus, and something he and the team are proud of.

Job-hunting and recruiting can be an overwhelming and challenging process for many people. Unsure where to begin? A recruiter can help with this, acting as the middle ground between you and any potential jobseekers or employers. Given the key role recruiters play, it’s crucial to bust some of the key myths surrounding the industry and what recruiters actually do. Whether you’ve approached a recruiter before, or maybe you’re considering doing so to get help with finding your next job or employee, what are your reflections?

Market Insights: Clarity is key

wow@shazamme.com (Default Author) — Mon, 13 Jun 2022 22:26:18 GMT

Market Insights: Clarity is key

It is fair to say that the job market is progressively returning to its normal, pre-Covid state, and continues to do so. This has meant a variety of changes that arise from the opening of New Zealand’s borders and greater competition for roles. This is good for clients who have a wider candidate group to consider as well as for candidates who now have a variety of roles to choose from. Projects have also continued despite various constraints as we emerge from the tail-end of the pandemic.

As New Zealand begins the process of opening its borders, we are starting to see competition ramp up in the job market, as we witness the return of an international candidate flow where previously this kind of competition was non-existent during the pandemic. For employers and clients, this means greater choice, and for candidates, this means roles are being snapped up fairly quickly, though candidates should feel confident in the greater array of roles available as businesses open back up and Covid restrictions come to an end.

How then, to adapt to the return of this booming job market? For clients, this means putting one’s best foot forward – candidates will still be looking for a ‘good fit’ when job-seeking, whether that is defined by a good work culture, work benefits, or career development options as just a few examples. Clients should be equally clear on what they want in a candidate in order to stand out, as the challenge of increased competition and choice in roles is only set to grow larger as the borders continue to open, slowly but surely.

Amidst time, staff and material constraints, projects have continued because of the way in which many businesses have adapted to the ‘new normal’ and are choosing to think outside the box. This has included, as an example, hiring administrators to do more technical roles.

The Labour Hire division has also been doing particularly well amidst the market changes. There has been an influx of female labourers moving into labour positions – again this is good to see, particularly with regards to the larger construction sites. Within the current market, construction and labour is a good industry to get into – particularly when looking at the constraints presently faced by the hospitality and retail industries. It can be beneficial for clients to look outside of the traditional candidate stereotype when it comes to hiring for roles within the Labour Hire division – physical strength and aptitude are certainly beneficial when it comes to finding the right candidate for what tend to be male and early to mid 20s-dominated construction sites, but it is important to consider other skills which may make a candidate the right fit for a role, outside of gender and age brackets.

Across May and early June we also had, and continue to see, a large group of temps complete their placements. It is pleasing to see that temps are being utilised amidst current staff constraints. For both clients and candidates, temps/temping can be a good option if you’re unsure about a permanent role or a permanent role may not be the right fit for you or your business.

At One Eighty, we have the contacts and the skills to seek your ideal candidate. We are no strangers to navigating market challenges, and we will work together with you to ensure both clients and candidates are satisfied regardless of what challenges may arise. If clients can ensure they come to us with a clear and committed idea of what they are seeking, One Eighty can provide a short-list of suitable candidates, and make sure this is delivered.

Market Insights: The workforce moves to a new normal

wow@shazamme.com (Default Author) — Sun, 15 May 2022 21:45:23 GMT

Market Insights: The workforce moves to a new normal

As New Zealand eases its COVID-19 border restrictions, we are now finding the job market is returning to some resemblance of its normal, pre-Covid state, but not without a few key changes that are here to stay. These changes are encouraging both candidates and clients to look outside the existing norms of what they know about the job market and recruitment strategies, respectively.

As New Zealand goes through several financial changes like increased interest rates and price hikes, candidate expectations are now no longer the same as they were. It is important then, with opportunities increasing two-fold at the moment in what has been termed a ‘job seeker’s market’, for clients to look at their business and ask what they can offer in order to stand out.

The recent market boom has led to an increase in the movement of candidates seeking new opportunities, and candidates are now leaving their current jobs to seek positions that offer more attractive advantages alongside money, like flexibility, independence and autonomy within a role. Since Covid-19 and (multiple) lockdowns, these benefits have become of higher value for a large number of New Zealanders, especially those with families, and many businesses are responding to these changes and adapting accordingly.

On a similar note, clients are encouraged to look outside the norms of what they would usually be seeking in a candidate, like years of experience in a specific role or industry. This could include what kind of attributes or skills make the candidate a great fit for the role as just one example, with less focus on specific technical knowledge and experience.

At One Eighty, we have the contacts and the skills to seek your ideal candidate. We are no strangers to navigating market challenges, and we will work together with you to ensure both clients and candidates are satisfied regardless of what challenges may arise. This includes assessing the great benefits you already offer, and assisting you with additional offerings to attract top candidates and talent in the industry.

As New Zealand opens its borders, we may see the job market evolve yet again with the return of an international candidate flow. It is imperative then, to be able to adapt and to keep up with new ways of improving attraction and sourcing strategies.

The team at One Eighty are happy to talk about what this means for you in more detail, and assist you in making the perfect match. We understand the complexities of the market right now, and the difficulties associated with recruitment in a post-Covid world. Please contact us at One Eighty to discuss your recruitment and job needs.

Market Update: Buildings still need to be built

wow@shazamme.com (Default Author) — Fri, 08 Apr 2022 01:04:46 GMT

Buildings still need to be built

There’s no shortage of action across all our sectors. Although the market remains candidate-short, projects are still going ahead and our recruiters are still filling roles. We’re seeing a lot of demand for administrators, with professional support staff playing a key role in supporting businesses to navigate the ever-changing and covid-dependent work environment. From a construction point of view, buildings still need to be built. Construction clients are doing an excellent job at managing staff availability, tight time frames, and pressures on access to materials. It’s been great to see that temps are being well utilised, with their flexibility being invaluable during these times.

We’re still encouraging candidates to get in touch with our recruitment experts even if it’s just for a chat. The focus is less on ‘box-ticking’ and more about engaging with good candidates and talking through what they want; clients are more than happy to negotiate salary, benefits, and working arrangements for the right person. We have a lot of roles on offer at the moment, so if one role doesn’t seem like the right fit for a candidate, there will be another one that suits.

To keep up with the amount of roles being called in, we’re on the lookout for more recruiters to join the One Eighty family. Our recruiters come from a range of different backgrounds, with each individual team member bringing their own unique talents and skill sets to the table. The diversity in age, culture, and experience within our team has been incredibly valuable in all that we do — from enriching our own knowledge as individuals, to influencing the way we work with clients and candidates. We have a number of work anniversaries coming up too which we always celebrate. Staff longevity is valued highly at One Eighty and we offer a range of long service benefits to our dedicated staff; it’s just a small way we can show our appreciation for their commitment and loyalty. Our new office is also in the process of being fitted out and will hopefully be ready in the near future. The space has been designed to reflect the modern way of working, with an emphasis on virtual-friendly meeting rooms, dedicated spaces for candidate screenings, and breakout areas for phone calls and meetings. With the team continuing to grow at a rapid pace, expanding our premises needed to happen. If you know of anyone, experienced or inexperienced, who may be interested in a role in recruitment then get in touch.

With Easter fast approaching, now is the time to either advertise your role or apply for a new one. Our clients and candidates are still seeing recruitment success despite all the differing external factors currently at play. To find out more about our consultative service, please reach out via hello@oneeighty.co.nz .

The power of an exclusive recruitment campaign

wow@shazamme.com (Default Author) — Wed, 23 Feb 2022 20:30:33 GMT

The power of an exclusive recruitment campaign

An exclusive recruitment partnership is one of the most powerful ways to find a candidate who fits the vision for your business. Relationships are everything to us at One Eighty, and developing a rich relationship with an exclusive client puts us in an even better position to find their perfect fit. Here’s why recruitment exclusivity is in your best interest…

Saves you time to focus on other areas

One job brief and one recruitment expert. It’s as simple as that. No multiple agency briefings or repeated conversations with different people, saving you both time and energy — two of your most valuable resources. It’s about responsibility and accountability too; consider it out of your hands now and the recruiters’ job to deliver for you, and to deliver well. At One Eighty, we work end to end — so we’ll take care of the job ad, the comprehensive search, the screening of candidates, setting up interviews, and the contract negotiations. You’ve now got capacity to shift your focus to other areas of your business, and leave the entire recruitment process to the experts.

Quality and commitment over everything else

Our aim is to find you the best candidate, not the best candidate that week. There is a difference, and working with multiple different recruitment parties will often have you end up with the best candidate of that week. Partnering exclusively with a recruiter gives them the time to comb networks, explore databases, talk to people, and tap into the passive talent market. One Eighty’s recruitment experts always carry out a thorough process no matter the client or brief, but working exclusively with a client physically gives them more time to do that comprehensive search. Commitment is important here — clients may think that a recruiter will do a better job when they are in competition with other agencies, but a lack of client commitment is likely to have a less than desired end result. We’ll be completely transparent with you — sometimes it isn’t always possible to find the right candidate for a role. However, if this is the case, our recruitment consultants will always come back to you with a suggestion for plan B. Sometimes it’s just a change of tactics or an adjustment of the scope that’s needed to find success, but full transparency and strong communication will always be guaranteed.

Better brand image

Recruitment branding is everything; candidates want to work for a reputable company, and often a recruitment process provides them with valuable insight. Using one recruiter avoids the devaluation of the advertised role, which can happen easily when the job is represented by multiple recruiters. Having one accurate market message results in a better candidate experience, and each candidate is ensured to receive the same story — not different versions from different recruiters. This means that everyone, including you as a client, the recruiter, and the potential candidates, are all on the same page.

One Eighty’s recruitment experts deliver results, but if we don’t think we can find the right person, we’ll come back to you and suggest a change of scope. Transparency is always key, and that’s the beauty of exclusivity — the rich relationship we have with our clients means that we’re not afraid to have those tough conversations. If you’d like to chat about partnering exclusively with one of our recruitment consultants, then please don’t hesitate to get in touch via hello@oneeighty.co.nz . Let’s work together to find you the perfect match.

Stay confident candidates – there are opportunities out there

wow@shazamme.com (Default Author) — Wed, 23 Feb 2022 19:17:58 GMT

Stay confident candidates — there are opportunities out there

The job market continues to look favourable for candidates. The market has been candidate-short for almost a year now, with clients having to reassess their recruitment strategies and benefit packages in order to attract the right talent. Despite the latest Covid-19 outbreak, this need for high-calibre candidates hasn’t disappeared, and a large amount of job opportunities remain across the board.

It can be a challenge navigating job hunting when there’s so much uncertainty in the air, but our recruitment experts are reassuring candidates not to worry. As a nation, this has been our reality for the past two years — zoom interviews, video conferencing, and everything being accessible online. Both our team and our clients are equipped to carry out the recruitment process no matter the external factors, so be prepared to be inducted from home. We want to give you the confidence that there are a lot of opportunities out there and that it’s really up to you — you have to just go for it!

Retention strategies have been a big topic of conversation for us with our clients, and the bottom line is this: if you’re a good candidate and you’re not being treated well in your current role, you need to come and talk to us. We’re seeing clients offer some very attractive packages to encourage both recruitment and retention, so it’s in your best interest to explore other opportunities if you’re not happy. Last year we saw candidates hold a lot of power when it came to negotiating their contracts in new roles — now, clients and candidates are more so working together when it comes to these conversations, but candidates still definitely have a choice. Have a think about what you want in your next role — more flexibility? Friday’s off? To finish at 2.30pm each day for school pick up? Your chances of being successful in those negotiations are high, and our recruitment consultants are happy to have those conversations for you if it would make you feel more comfortable.

As always, One Eighty’s team of recruitment experts are here to support you. We pride ourselves on our consultative service — our priority is finding you the right role, not just any role. With lots of opportunities currently out there, we encourage you to take the leap and give something new a go. Have a chat with us and we’ll go from there — hello@oneeighty.co.nz or 04 472 6414.

Don't wait until the new year for a new job

Thu, 25 Nov 2021 04:40:50 GMT

Don't wait until the new year for a new job

You'll be familiar with the 'new year, new career' trend. At the beginning of each year, there is always an influx of candidates who have made the decision to start their year off with a new job. It makes sense — the new year provides an opportunity to start fresh and give something else a go. However, if you're a candidate who is seriously considering this notion, this is our best piece of advice: don't wait and start applying now.

We're giving our clients the exact same advice, that now is the best time to recruit and find their perfect candidate. If you wait until the new year, you'll be in competition with a lot of other highly-skilled candidates and it's likely you won't start a role until March or April. Here’s a breakdown of how a recruitment process starting in January might play out:

Clients may not fully return to work until the end of January and may not engage a recruiter straight away
A recruitment process normally takes around four weeks, which then pushes out the search for the perfect candidate until the end of February or start of March
Once the ideal candidate has been found, time needs to be accounted for paperwork, training and inductions
It could be April before you properly get into your new role and are familiar with your new environment — the new year has well and truly been and gone!

It's actually in your best interest to get hired before Christmas; you can attend the Christmas party, get to know everyone, start your training and induction, and slowly ease your way into the role. After a few weeks of work you'll get to enjoy your Christmas and New Years break — and come January, you'll already know the team, the job and you'll feel comfortable enough to get straight into it.

There’s also the fact that it will be easier for you to stand out in a smaller pool of candidates now, compared to the many who will apply in the new year. The market is currently candidate short, so the people you will be up against are likely to have a diverse skill set — meaning that clients are less inclined to choose a candidate based on the boxes they tick or the qualifications they have, but rather who has the ability to grow into the role and fit in with the team. If you apply for a role now, it might just play to your advantage.

It’s a busy time of year for everyone, but don’t let that stop you from making the best career move for you. Our team of recruitment consultants are here to help you navigate the job hunting process now, so you can enter 2022 with confidence. To get started, please reach out to us via hello@oneeighty.co.nz . We’d love to help you achieve recruitment success.

Why you need to start recruiting now

Thu, 25 Nov 2021 04:13:10 GMT

Why you need to start recruiting now

It’s a busy time of year for New Zealand businesses as things pick up pace in the lead up to Christmas. For clients, it might seem like recruitment couldn’t take place at a more inconvenient time — there’s projects to tie off, annual leave to approve, and Christmas parties to organise. Interestingly enough, our recruitment experts here at One Eighty are opposing that notion. Now actually is the best time to start recruiting — and if you don’t begin that process now, you may not have someone until March or even April next year.

If there's a skills gap in your team that needs to be filled in the new year, the contract needs to be signed on this side of Christmas. Think about it — with staff taking annual leave over the summer, it's unlikely you'll have a full team back at work before the end of January. A recruitment process takes around a month, so that pushes you out until the end of February or start of March. Then there's paperwork, training, inductions — it could well be April before your new employee gets stuck in.

Hiring before Christmas is actually a smart move; your new employee can attend the Christmas party, get to know everyone, training and induction can begin, and they can slowly ease their way into the role. Come January, you have a new employee who is already familiar with the team, the job and is comfortable enough to get started. You might think that having to pay for holidays is a bit of a downside, but remember, the market is incredibly candidate short. Employee retention is a big topic of conversation that our consultants are having with clients, so being able to secure a candidate before Christmas is actually of huge benefit to your company. What would you rather — take on the expense of providing holiday pay to an additional staff member, or deal with the costs of increased pressure on your team, reduced customer satisfaction, and ultimately perhaps, the inability to deliver in the new year?

Our recruitment consultants see clients face this same predicament each year. Choosing to recruit now is a strategic decision, and we always note that clients are able to achieve their business goals faster when they use this approach. Set your team up for future success right now; when January rolls around, your team will be ready to hit the ground running and can start the year off right. From there, you can carry on this momentum into 2022. If you’d like to find your ideal candidate before the end of the year, please get in touch with us via hello@oneeighty.co.nz . We would love to help you achieve recruitment success.

How do you retain top talent in a candidate short market?

Wed, 01 Sep 2021 02:57:05 GMT

How do you retain top talent in a candidate short market?

Candidates in the property, architecture, construction and engineering industries currently have a fair amount of control over the job market. Clients are struggling to fill roles, and ultimately candidates will go wherever the best offer is. Because of the range of opportunities out there, candidates are no longer staying in jobs they aren’t satisfied with – so once you find top talent, it’s a good idea to have strategies in place that will increase employee satisfaction and wellbeing. Offering more money isn’t necessarily the answer to retaining staff as there are a range of other factors that also need to be taken into consideration. So, how do you encourage employees to stick around?

Recognition and rewards

Everyone wants to feel valued for the work they show up to do each day. Recognition and rewards can increase employee engagement, otherwise known as their involvement and enthusiasm in their work and workplace. According to a 2021 global report from Gallup , “business units with higher employee engagement achieve higher productivity, better safety, lower turnover, higher customer loyalty and higher profitability”. You could create a rewards system to incentivise staff, hold a morning tea or lunch to celebrate achievements, send an email to all staff highlighting a person’s efforts, or post about an employee's success online. It doesn’t need to be elaborate – often the most effective form of recognition can be as simple as going out of your way to tell someone that you appreciate the hard work they do.

Corporate Social Responsibility

Would you work for a company whose values and ethics differed greatly to yours? People want to work for companies that do good in the world, and identifying a charity or organisation to support can be a great way to build positive team spirit and loyalty. There are plenty of ways you could do it, such as organising a team volunteering day or holding a themed morning tea to raise funds. Consider supporting local organisations too – harnessing the power of community is a great way to uplift people.

Small perks and benefits

Not every company has the ability to offer extremely attractive salaries to attract and retain staff. Think about what other benefits you can offer that might be really valued. For example, daily fresh fruit or snacks in the break room, a nice coffee machine, time out areas with a dart board or table tennis, or the ability to finish early on a Friday. Don’t underestimate the little things that can improve employee satisfaction and wellbeing.

Flexibility

If there’s one thing the past year and a half has taught us, it’s that being adaptable to change is incredibly important. Flexibility has become one of the most sought-after qualities in a role, and flexible working arrangements can build trust and commitment within the workplace. Flexibility encompasses a broad range of working options, including compressed workweeks, part-time arrangements, job sharing, flexible arrival and departure times, remote work options, or even simply an understanding that it’s okay to attend school activities, necessary appointments, or family emergencies. Being open to flexibility shows employees that you genuinely care about their wellbeing and their life outside of work, which is a vital part of building loyalty.

The candidate short market poses challenges for clients, but it’s nothing that the one eighty recruitment experts haven’t seen before. We provide a consultative service – if you’re needing advice around retention strategies or have any other recruitment needs, please get in touch via hello@oneeighty.co.nz.

Job hunting in a candidate short market.

Tue, 15 Jun 2021 03:11:05 GMT

Job hunting in a candidate short market.

At one eighty recruitment, we continuously talk about the current state of the market being ‘candidate short’. To put it simply, there are more job opportunities than there are available candidates, and employers are struggling to find the right people for roles — so, how does this affect you when job hunting? What do you need to be aware of when looking for a new role?

You will have a choice

As a candidate, you have lots of different options when it comes to applying for jobs and accepting offers. It’s important that you don’t feel as though you have to take the first role you are given. This is why it’s valuable to team up with a recruiter — we can discuss your needs, help you explore your different options, and then the choice is yours. We want to help you — and we’re more than happy to take your CV to potential employers, but the choice will always be yours.

You can be picky about what you want

Employers are continuously assessing what benefits they can offer in order to attract and retain staff. So, what exactly are you looking for in a job? If you’re after the flexibility that allows you to go and attend your child’s school play, then just say so. Or, perhaps you're only wanting to work a certain amount of hours each week. There will always be better opportunities out there and employers who will be willing to make things work for the right candidate with the right skills.

You should be aware of recruitment best practice

Partnering with a recruiter is one of the most valuable things you can do when job hunting, but it’s important to know about best practice. A recruiter needs to put themselves in your shoes. They need to know the ins and outs of every candidate in order to find a role that’s perfectly suited to their skills, their needs and their personal preferences. Because of this, you should be wary if a recruiter fails to ask you in-depth questions or doesn’t make a huge effort to get to know you. Lots of recruiters move too fast, leading to candidates feeling pressured to take on roles that aren’t a perfect fit — and that’s the last thing you want to happen.

You will have a perfect match out there

Working with a recruiter isn’t just about finding a job that matches your skills or qualifications — it’s about finding a perfect match from the job requirements to your potential new colleagues. one eighty has relationships spanning 15+ years in different industries. These long-standing relationships mean we know the finer details about each company we work with. For example, team fit is important — you may be looking for a family oriented company with many of their employees at the same life stage as you, or perhaps you’re of a younger demographic and would prefer to work with a young professional bunch? Whatever your preference, we will be able to find the perfect match for the next step in your career.

It’s a tricky job market to navigate, but it’s one that one eighty recruitment are very familiar with. Thanks to our long-standing relationship with clients and our tailored recruitment approach, one eighty recruitment experts are still finding candidates the right roles that are suited to them. If you’re wanting help to find your next job, get in touch with us today.

Market Insights: Diversity is the answer

Tue, 15 Jun 2021 03:05:18 GMT

Market Insights: Diversity is the answer

We’re halfway through the year and the one eighty office is busier than ever. It’s a great change to what we saw a year ago, but things are not looking at slowing down anytime soon. A big skill shortage still remains across the board, with clients still struggling to find the right candidates for their available positions. Because of this, we are advising clients that they need to be assessing their current approach and shifting their strategy appropriately in order to fulfil their recruitment needs.

It’s often as simple as this: clients need to be open to diversity. It may seem as though there is only one solution to solving a skill shortage in your team — hiring a qualified staff member with years and years of experience under their belt. But in this candidate short market, it’s not enough to hope that you can convince a highly qualified candidate to pick your company over another. There are a range of different recruitment options that you may not have even considered. What about utilising semi-retired people? Reassessing work loads to bring on a part-timer? Hiring a student for junior-level tasks? Graduates? Employing more women in predominantly male dominated industries? It’s also important to look at the specific role requirements you are wanting to hire for. When you sit down and really analyse the needs of your business, you may find that you don’t actually need another architect, but rather a project manager or coordinator. It can take a bit of strategy and creativity, but it’s not an impossible task. The one eighty team are continuing to fill job vacancies, and we’re slowly seeing more clients rise to the challenge. It’s normal to feel hesitant when trying something new, but our one eighty team are confident in their ability to provide innovative, tailored and cost effective recruitment solutions despite the difficult circumstances.

We’re also noticing an increasing need for clients to be putting themselves in the candidate’s shoes. When looking to attract the perfect candidate, you need to understand what they might want. Remember that you were a candidate once too, but also acknowledge that different generations have different needs and preferences. At one eighty recruitment, we are very people-focused. Our relationships with both candidates and clients are highly valued, and it’s part of our job to bridge the gap between the two parties and ensure that both needs and expectations are being met. Making the effort to get to know the people we are working with is truly second nature for us.

As the second half of 2021 approaches, the team at one eighty are looking forward to continuing partnering with clients and candidates to deliver success. It’s currently a tricky job market to navigate, but it’s nothing that our recruitment experts haven’t seen before. For help with all your recruitment needs, reach out to us today.

Candidate Tips: Be prepared to move fast

Mon, 17 May 2021 03:13:38 GMT

Candidate Tips: Be prepared to move fast

In the current job market there is a high demand for candidates in all of our sectors. The market is moving rapidly and employers are desperate to fill roles — but what does this mean for you as a job seeker and potential candidate? We’ve gathered some tips and advice from our recruitment experts to help you navigate job hunting during this time.

Don't send your CV everywhere

You might think that sending your CV to every potential employer will increase your chances of getting an interview, but it can actually have the opposite effect. As a candidate, you will get diluted — especially if you are not altering your CV to suit each job application. Because of this, the perception of who you are may also get misrepresented.

Be prepared to move fast

The job market is booming, but clients are still facing a number of challenges when it comes to recruiting the perfect candidate. The rapid speed of the market means that people aren’t moving for money, but rather for great opportunities that need filling ASAP. This hot demand means that candidates have no choice but to move quickly, so be prepared to make immediate changes if you have a successful job application.

Uncover the real reason why you're moving jobs

Although financial gain is a tempting reason to move jobs, you shouldn’t do it solely for money. It’s important to uncover the real reason why you want to move and instead find a role that's perfectly suited to your skillset and needs. Remember, you can always negotiate your salary if you are not happy with the employer’s offer.

Going for a casual coffee is not an interview

Although it’s not a formal interview, getting a casual coffee with a potential employer does create opportunities. If you decide to reach out for a chat, make sure you come prepared with questions to ask about them and their company so no time is wasted. It’s also important to be clear on the kind of roles you’re looking for even if there is no current opportunity at their company — New Zealand is a small place and it’s likely they could connect you with other people in the industry who may be able to help you.

Dress to impress

First impressions are everything, so it’s important that you make an effort to dress appropriately for an interview or meeting with a potential employer. Even if your line of work involves being on site all day, you need to make an effort to look tidy.

Consider all types of work

Contracting, temping, permanent or fixed term — there are lots of different opportunities for work that may interest you, and each come with their own benefits and requirements. Contracting is a popular recruitment solution for many employers as they can often bridge skill gaps and help meet short-term capacity demands. Temping is also a great option for candidates looking for shorter work commitments where you may be employed for a specific assignment for a set amount of time.

The candidate short market means that employers are needing their job vacancies filled as soon as possible. If you’re looking for a new job opportunity but are unsure where to start, then get in touch with one eighty today. Our team of recruitment experts are he

Market Insights: Candidates moving quickly due to high demand

Wed, 05 May 2021 03:15:09 GMT

Market Insights: Candidates moving quickly due to high demand

It’s fair to say that the past 12 months have been a whirlwind of uncertainty. With New Zealand’s COVID-19 border restrictions now easing up, as a country we’re coming out the other side and the job market is reflecting this.

There is high demand for candidates in all of our sectors. To be concise, the market is booming — but clients are still facing a number of challenges when it comes to recruiting the perfect candidate. The rapid speed of the market means that people aren’t moving for money, but rather for great opportunities that need filling ASAP. This hot demand means that candidates have no choice but to move quickly.

With job opportunities increasing, many candidates are leaving jobs they held onto a year ago for security. Candidates will not be remaining in positions they are unsatisfied with, which begs the question around what unique advantages clients can offer in order to attract and retain staff.

The opening of the trans-Tasman bubble will see many candidates leaving to Australia for work. Australia has an attractive job market and lots of enticing opportunities, especially for younger candidates. If the borders open completely, these younger candidates will head off on their OE’s — increasing both the candidate shortage and the difficulty to recruit.

The market that we’re currently facing is no stranger to one eighty recruitment and our team are still finding the right candidates for our clients. Our attraction strategies and sourcing techniques make it easier to navigate the challenges that the market presents — so at the end of the day, both clients and candidates walk away happy. Although recruitment is harder than ever right now, long-standing relationships with clients + the “secret sauce” of recruitment = success.

At one eighty, we take the time to understand what both clients and candidates are looking for so we can make the perfect match. It's a hard market to recruit in right now, so partnering with an expert delivers results. Please contact us at one eighty to discuss your recruitment and job needs.

Recruiter insights overview.

Tue, 09 Mar 2021 03:28:46 GMT

Recruiter insights overview.

As recruiters, we know that the unpredictable nature of the job market can become overwhelming for both job seekers and employers. Between the various processes, recruitment campaigning, competition, and economic change– it can be hard to keep up.

As part of our ongoing commitment to deliver quality recruitment solutions, we have been sharing a range of recruiter insights on Facebook and Instagram . These insights are designed to keep you in the know, taking the ambiguity out of the job market. Read below for our latest insights, and follow us on social media for updated insights as the job market continues to evolve.

1.What are job seekers being offered?

Employers want to know what other companies are offering in terms of benefits, rather than just salary – it seems these “extra” bits are starting to be of greater importance to our candidates now, and employers are receptive to hearing what they could look to be implementing to attract these candidates. Read our recent blog post to find out more.

2. Let's talk about 'Flexibility'

Job seekers are definitely talking about flexibility! Especially those with reporting responsibilities and they are seeking the opportunity and technology to work from home, and away from distractions to be able to complete this work. A good number of one eighty clients are happy to offer it! However, employers are often wanting candidates to spend a few months in the role understanding systems and processes intimately before they do work away from the office or site.

3. Project Managers can transfer between client side and main contractor.

Employers are looking for candidates who have worked for either Main Contractors or Client Side as Project Managers. Skills are transferable between client side and main contractor. In doing so, we've received reports of greater responsibilities, more individual projects, client facing positions and advanced career progression. There is definitely a transferable skill from one side of the table to the other!

4. We are in a candidate short market

There is a huge demand for job seekers which has allowed clients to think broader in terms of their requirements rather than being completely stuck box ticking for what they want. Recently we've seen fit out project managers work on large scale construction projects, as long as their PM skills are at a high level.

5. Consultancy side = more variety

The perks of working for a consultancy is the variety of projects you are able to work on, often from construction through to seismic and fit out

With market changes around issues such as flexibility and consultancy, it’s understandable that clients are unsure where to begin when seeking candidates. We hope our insights simplify these issues and help clients navigate the recruitment process.

Our team is happy to discuss these insights with you and explain how they could impact your recruitment campaign. Contact one of our recruiters today to find out more.

Market Insights: The workforce moves towards flexibility

Wed, 03 Mar 2021 03:31:12 GMT

Market Insights: The workforce moves towards flexibility.

Just as it’s a competitive climate for job seekers finding the right role, the pressure is on for businesses seeking the right candidate. International talent is absent from the candidate pool, causing a significant reduction in suitable candidates for our clients.

Without the international candidate flow and with clients facing more growth this year than anticipated, the recruitment process has become both more challenging and more imperative.

At one eighty recruitment, we have the contacts to find your perfect candidate. The issue is– your perfect candidate is likely already in a role. Picking up the phone and connecting with candidates is not the challenge for us - the challenge is selling an opportunity.

Clients should look at what unique advantages they can offer to entice candidates to move to their company.

In my experience, candidates are looking for:

Flexibility between work and home life.
Time off for birthdays and personal engagements
The option to work from home
Independence and autonomy

Flexibility and down-time have become more valued benefits since lockdown saw 40% of employed New Zealanders work from home. Candidates with new families or unique personal circumstances are likely to respond to these kinds of benefits.

In saying this, many candidates are also looking for:

A strong sense of leadership
Structure and routine
A sense of purpose and belonging

Local candidates tend to seek added benefits across the board significantly more than salary increases. Once you know which benefits you can offer candidates, we can market the roles to our extensive network to land you a quality hire.

As our workforce seeks change and flexibility, we’ve seen a major spike in the need for temp and contract workers. Clients are winning more work than expected, and are seeing the value in engaging contractors with distinctive expertise for a specific piece of work to manage this increase. Many clients are aiming to have a 20% flexible workforce by the end of 2021.

It’s no surprise we are hearing business owners and hiring managers voice frustration about how hard it is to recruit in 2021 – it’s not easy! As the people market shrinks and becomes less transient, an effective recruitment partnership becomes even more vital to attracting the right talent for your team.

As always, the team at one eighty are happy to chat about what this means for you and provide more insight alongside working with you proactively. Speak with one of our experienced recruiters today to find out more.

What do recruiters actually do?

Fri, 12 Feb 2021 03:33:34 GMT

What do recruiters actually do?

As a job seeker, it’s easy to feel overwhelmed with the process of finding new work. First you’ve got to figure out what you want to do—then there’s the application process, preparation for an interview, and the need to make yourself stand out amongst a pool of other candidates. That’s where a recruiter can help. Partnering with a recruiter is one of the most valuable things you can do to achieve your career goals. But how does this process work? What do recruiters actually do?

Recruiters keep you in the know

Recruiters provide a free service to job seekers as they are paid by the company who is wanting to hire staff. Because of this, recruiters work directly with a range of employers across different industries—meaning they have inside knowledge on the things you need to know about. Salary information, current projects, and industry insight are all areas that recruiters are up to date with and can give you advice on. This valuable knowledge will help you to make the best decision for yourself and your career.

As the main point of contact for both employers and job seekers, recruiters evidently have a large network of connections. For example, one eighty General Manager Mike Westbury has been in the recruitment industry for 18 years—that’s 18 years worth of employers, industry leaders and other important contacts that he knows. For a job seeker, that’s a huge advantage to have someone who literally knows someone—and often, these vast networks of people mean that recruiters know about roles that aren’t advertised. A recruiter can help you access these hidden job opportunities and put you in contact with the right people.

Recruiters prepare you for your next job opportunity

Job hunting requires a lot of preparation. A CV is a short, but incredibly important document and recruiters know exactly what information needs to be included. A recruiter will help you create a CV that makes your skills and knowledge stand out from other applicants. You can find more CV tips here.

Recruiters also provide coaching to guide you through the process of applying for a job, going for an interview, and accepting an offer of work. Under the guidance of a recruiter, you will be fully prepared to move through the process with confidence. Recruiters can even negotiate on your behalf—allowing you to avoid conversations like salary negotiations, should you choose to.

You can also speak with a recruiter for advice to help you reach your career goals faster. The recruiters at one eighty have specialist knowledge of the construction, architecture, property and engineering industries. Want to work in architecture but don’t want to be a registered architect? A one eighty recruiter can assist you with mapping out a career pathway that matches your skills, interests and goals.

Recruiters find you work

Recruiters work in two ways. The first is they will work with companies who have job vacancies and actively source people to fill that position. Alternatively, if a great job seeker connects with a recruiter, the recruiter will act on your behalf and approach companies that would be a great fit for you and your career. Recruiters genuinely want what’s best for both the job seeker and the employer, meaning that decisions are made with the interest of both parties in mind—you can trust that you’ll always be recommended somewhere that feels like a good fit. You’re also advised to stay in touch with us at one eighty recruitment throughout your career. As your skills grow and you transition to new roles, one eighty can keep an eye out for potential opportunities and assist you should they arise.

Our professional team of recruitment experts are here to help you find employment that’s perfect for you. Speak with a recruiter now to find out how one eighty can assist you in your job hunt.

Implement your recruitment campaign now in order to start strong in 2021.

Thu, 03 Dec 2020 03:35:14 GMT

Implement your recruitment campaign now in order to start strong in 2021.

2020 has been turbulent for many sectors across the board. Given the inconsistent nature of

operations there is a strong expectation from those in the construction, engineering and

architecture sectors that there will be a very swift start to 2021. Projects that had been put on

hold are expected to propel these sectors into the new year, meaning that employees required

for these roles must be recruited now.

The most crucial hiring metric is recruiting exceptional candidates, and ensuring the quality of

the hire is at the forefront of any campaign. When recruiting for these top tier positions, it is

important to consider that this calibre often has extended notice periods from previous

employment. This generally sits around four weeks, if not longer, implying that your campaign

needs to launch as soon as possible. A strong recruitment campaign can last anywhere

between two to six weeks, and therefore if you are looking to start strong in 2021, recruitment

must be implemented as a priority.

Table 1: Typical recruitment process if campaign commenced 11/01/2021

11th January

A recruitment campaign commences.

8th February

Initial campaign closes and interviews begin.

8th March

Interviews conclude and an offer is made to the successful candidate.

15th March

Deliberation and the candidate may initiate notice period here.

31st March

Quarter one closes for 2021.

12th April

At the earliest, a candidate would start.

26th April

A candidate with a six week notice period would start here.

There are additional benefits of recruiting candidates for new opportunities at the end of the year, capitalising on employee aspirations for expansion, or a change in direction in order to start fresh in the new year. Candidates who are uninspired in their current roles are also more driven to secure a new opportunity as the end of the year approaches, leading to higher engagement and stronger interviews from candidates who are genuinely motivated. This lends the end of the year well towards attracting candidates who are openly seeking change and also allows a successful hire to prepare well to start strong in 2021.

If, however, recruitment were to be held back until the beginning of the year, many attractive recruits may not be back at work. Meaning a successful campaign would need to be implemented in February in order to capture those candidates when they are back from summer holidays.

Factoring in the above variables would indicate that a recruitment campaign launching in February would likely mean the placement and onboarding of a new recruit in May, effectively meaning an entire quarter of 2021 has been lost, as observed in Table 1. Waiting until 2021 to begin recruiting also exposes your organisation to competitive candidate searches and a flooded candidate talent pool as employees look for new opportunities. Stay ahead of the market by launching your recruitment campaign now.

If you are aiming to implement a strong and early start to operations in 2021, it is imperative that

you speak with a recruiter now . Our professional team are experts in this field and can help to

ensure the quality of a new hire, so you can launch into a strong start to 2021.

How to have a successful interview.

Sun, 18 Oct 2020 05:24:01 GMT

How to have a successful interview.

In a candidate rich market, interview success is vital. Articulating your suitability to a role is an art that needs to be well versed in order to stand out from a growing pool of candidates. However, an interview is also an opportunity to see whether you would fit within a company and its culture, and it is therefore important that you are armed with expert knowledge in order to have a successful interview.

At one eighty recruitment, we are experts when it comes to candidate success. We have put together our top advice on how to have a successful interview in the hopes that it will help you secure a well-suited role.

1. Research and preparation.

Prior to your interview, it is imperative that you are well educated on the company, role and the person with whom you are meeting. Having a sound understanding of the organisation and where you will fit shows a willingness to learn and also illustrates your desire to be part of the company. An understanding of the interviewers’ position and the role is also important, as they allow for you to take appropriate lines of questioning and understand how you may fit within the company structure.

2. Punctuality

Arrive five minutes before your designated interview time. Punctuality shows that you prioritise the interview, and could be trusted to uphold this standard if you were to secure the role.

3. Make an impression

Social engagement is imperative. A memorable interaction with the first person you engage within the office will put you in a prime position. This person is often a receptionist, so ensure that you engage in friendly conversation. Upon entering the interview, introduce yourself with confidence and provide a nice firm handshake (should COVID-19 permit). Maintain engaging eye contact with your interviewer, and be mindful of your posture. Sit forward and listen intently, ensuring that you have a sound understanding of what is being asked while also illustrating to the interviewer that you are interested in the position.

4. Prepare

In your due diligence prior to your interview, note down questions that you may feel inquired to ask about the role or company as a whole. Having these prepared will show a deeper interest, and will also allow you to see how your values and experience may align with the opportunity. Remember, this process is also about ensuring this role is the right fit for you as a candidate so ask the questions that you feel are appropriate in order to better enhance your understanding of the company.

It can also be useful to make personal connections with those in the firm through this due diligence process. Having an internal connection will set you apart from other candidates, so be sure to research your interviewer or other team members through personal connections.

Be prepared to articulate why you are best suited to the role. Have a strong and confident answer prepared, and deliver this in a way that shows you are serious about the position. Don't be afraid to be bold.

5. Conclude.

After your interview, be considerate and offer to return any tea or coffee cups to the kitchen. Thank your interviewer for their time, and be sure to ask what the next steps are regarding a timeframe of when you may expect to hear an outcome.

Interviews can be a source of nervousness, however, it is important to remember that your interviewer has chosen to meet you, and they want you to be successful. Don’t overthink it, conduct yourself professionally and in a friendly manner, and use the experience as an opportunity to identify whether the role is right for you.

If you would like additional advice on how to have a successful interview, talk to one of our recruiters today.

Best Questions to Ask During An Interview (and questions to prepare for).

Sun, 18 Oct 2020 03:38:18 GMT

Best Questions to Ask During An Interview (and questions to prepare for).

Given the economic environment that we are currently facing post-COVID-19, hiring new candidates can be a difficult task to navigate. A significant degree of highly talented candidates have flooded the job-seeking market, and finding the one that is the right fit for your organisation requires a unique and strong interviewing skill set.

At one eighty recruitment, we have a finesse for filtering through the candidate rich market pool to find the perfect fit for your role. In order to help you do the same, we have put together the best questions to ask when conducting an interview to help you secure your ideal candidate.

1.What is your current situation?

Determining where a candidate is at in their recruitment process can give you an indication as to their circumstances. If they have a high skill set and vast experience but are still tied to their employment or a specific geographical location, they may not be the right applicant to pursue. However, you can also use this question to determine how willing and able they are to fill your role.

2. Why are you looking to leave your role (or why have you left)

Understanding candidates motivation for leaving their current roles can provide you with insight into what their barriers to fulfilment and success were in previous positions. If it were a matter of reaching their former employers ‘glass ceiling’, the opportunity you have may mean they are able to grow dynamically and contribute meaningfully to the role. If they have a skill set that may be out-dated, understand their willingness to learn and adopt new strategies within your business.

3. What is your ideal role?

When conducting an interview, it is important that you consider your company's growth strategy over the next 3-5 years. Is this candidate someone who you could see growing with the role or organisation as you progress? Or is it likely that their ideal role may not be part of your strategic plan? Ensuring that someone is the right fit for your company's future as well as for the current position will reduce the long term need for ongoing recruitment.

4. What are your strengths?

A confident and professional candidate should be able to articulate their strengths. Depending on the role you are looking to fill, take note of where they feel their strength lie. A candidate interviewing for a marketing role, for example, should indicate strengths around communication, teamwork and creativity, whereas a candidate interested in coding or engineering design may have more technical based or mathematical skills.

5. What are your weaknesses?

Understanding ones weaknesses provides a sound knowledge of who a candidate is as a person. If they are able to communicate these, and also provide insight into how their awareness may be shifting towards action steps to implement change, they demonstrate the ability to grow on a personal level. This is a vital trait and one that can serve your organisation.

6. What did you enjoy most in your previous role?

Understanding what a candidate enjoyed in their previous role will give you further insight into whether they are a good fit for your position. This question, being open-ended, will allow a candidate to speak on a more personal level, but also provides an opportunity to articulate professional strengths and areas which they were able to thrive in previous roles. It allows for greater insight into their unique abilities and knowledge base, and how well aligned they may be for your role.

Recruitment of candidates in an evolving and saturated market is difficult. Finding the right fit for your role will mean that you can focus on what is important to your business. If you would like to understand more or require further assistance, please feel free to get in touch with our skilled team of recruiters today.

Remote working could change the way we work and how we earn a living.

Sun, 13 Sep 2020 05:26:18 GMT

Remote working could change the way we work and how we earn a living.

COVID 19 has shaken the economy and workforce globally. We have seen a rapid change in
how, when and where New Zealanders are working right across the country.

The rise of flexible working arrangements seen in the initial COVID-19 lockdowns enabled
employees the ability to work remotely, a premise that had previously been met with resistance
from an employer perspective. However, many businesses saw positive results from this
approach, and it has changed the way in which they do business. The utilisation of tools such as
video interaction platform Zoom, or task manager Asana have been profound in managing
teams remotely, and many businesses have seen an increase in productivity by allowing their
staff to work to a schedule that is appropriate for them.

Redundancy and unemployment rates have also risen as a result of the global pandemic. While
this is a challenging position to be in, there have been a growing number of New Zealanders
who are now seeking alternate forms of employment. COVID-19 has exposed our vulnerabilities
of putting all of our employment-eggs in one basket, and diversifying income streams by
seeking multiple avenues of employment may future proof revenue in a more resilient and
stable way. Now more than ever, there is an incredibly capable and talented segment of former
professionals without contracted employment, creating the opportunity for a diverse, highly
skilled freelance market to boom.

Significant market and employment changes have many flow-on effects. Remote working has
allowed job-seekers to capitalise on flexible working arrangements and negotiate employment
opportunities that may be outside the region in which they reside. Career elevation and specific
roles are no longer tied to particular locations, and New Zealand employees should leverage
their skills to secure opportunities that meet their personal and professional needs. Location
barriers that existed in the previous economy have been broken down, and now New
Zealanders are able to establish vibrant working communities anywhere they desire. We may
over the next few years, see a shift away from bigger cities for many, as smaller towns or
coastal communities become attractive under the premise of stable remote income and a lower
cost of living.

For employers looking to contract out aspects of their business, this is also advantageous.
Remote working allows businesses to pool together collaborative freelances who work
cohesively. Employees no longer have to live locally, and businesses may look to shifting
towards a structure of dynamic resourcing, with a core team of essential workers and a pool of
remote, contracted freelancers as a means of operating in this evolving market.

If you are interested in changing the way you or your employees work but aren’t quite sure
where to begin, get in contact and we can help to align you the right people, in the right places.

What You Need to Know About Hiring the Right Person.

Sun, 06 Sep 2020 05:27:24 GMT

What You Need to Know About Hiring the Right Person.

Attracting the right employees to your business can be a difficult course to navigate. There is no greater drain of resources and time than hiring and training a candidate who is not an ideal fit for your business. Here at One Eighty Recruitment, we are specialists when it comes to identifying the right fit, and these are our top tips for hiring the ideal person for your project.

Be clear about the role, and exactly what you need in a candidate. Being specific about precisely what you are needing to be achieved will help you to screen candidates effectively. Vagueness or unclear job descriptions will leave your candidate pool open to interpretation and may waste your time filtering through to find the right person.

Get to know your candidates’ aspirations. Does their career plan fit with your growth model? Where do you see their role evolving to and does this fit with their aspirations? Hire people for their future potential as well as just their previous experience.

Facebook’s CEO Mark Zuckerberg has a unique approach when it comes to hiring - hire someone you could see yourself working for if the roles were reversed. While it may seem counterintuitive, it will enable you to see whether this person aligns on many levels. Zuckerberg states that if each person is only hiring people to work directly for them who they would work for, then you're probably going to get a pretty strong organization.

You may not be the best primed for finding the right person, your employees may well be. Extend the job description to your existing employee network. Happy employees are more likely to refer a position to people they know would align well with your company, and the ease of transition of a new team member is smoother where the candidate is already familiar with what matters most to your business.

Be upfront about your company culture and what makes your business tick. Often the intricacies and finer details of a role can be taught on the job, but culture cannot. A candidate who is the right fit holistically will be more open to communicating and growing with your existing team.

Hire complementary skills. Being the smartest person in every area of your business is not something to boast about. Hire people who fill the gaps, experts in a particular niche will get a job done faster and more efficiently than you ever will if you are trying to do everything yourself.

Get out of your chair! Quite literally - take a potential candidate for a walking tour of the workplace. You can tell a lot about a person by how they interact with others, and how genuinely curious they may be about the role. Better yet, take them out for a meal and observe how they treat other people that may not seem integral to the job at hand - a persons’ nature and respect for others are worth more than skills on paper.

Ask questions that throw curveballs. See how the candidate acts and responds when dynamics change and how quick they are to think on their feet. The ability to evolve with a conversation may indicate higher levels of initiative and resourcefulness.

Get digging. References tend to reflect the best sides of a candidate. But in the era of social media, it isn’t as difficult to find a LinkedIn contact who may have the first-hand experience with your preferred candidate. Get a deeper insight into who this person is and how they work.

Make the experience enjoyable for the candidate. While not traditionally a priority, it is important to remember that this is also the first impression a candidate has of your business. Reflect and embody your companies culture and you will naturally find the person who is right for your business.

What's happening in the Project Delivery space?

Thu, 20 Aug 2020 06:18:49 GMT

What's happening in the Project Delivery space?

A few notable changes have been evident in the project delivery space, with the market shifting as we enter a critical period in the recovery of New Zealand’s economy. At one eighty recruitment we are dedicated to staying ahead of market trends, and conveying our insider knowledge and observations to our network.

Key points that we have observed from our interactions with both clients and candidates in the current market are:

Technical Project Manager and Quantity Surveyor roles are difficult to fill, equivalent to this time last year. The lockdown and market changes have not alleviated the challenges involved with recruiting for these specialist roles.

The international candidate market has dried up, meaning we are recruiting solely from a local pool, this is unique and has not been a factor in recruitment prior.

Clients are seeking diversification of their portfolios and looking to expand into new fields to alleviate risks as we move forward. This may be multi-sectorial or involve transitions across the public and private sectors.

Clients are mitigating employment risk by capitalising on a strong freelance or temporary employment model. Contractors are being utilised on a project by project basis.

A larger unemployment pool has resulted in a candidate rich market, making it more challenging and time-consuming to find the ideal candidate for a role.

Candidates are, however, open to change and new opportunities now more than ever. The perceived risk of charting a new course or applying their skill set to an unfamiliar industry has been alleviated by the market downturn and candidates are open to a more diverse portfolio of career opportunities.

On a positive note, projects are pushing forward in a coordinated, nationwide attempt to stimulate the economy.

We are always in communication with both candidates and clients, and understand both sides of the project delivery space in the current market. If you would like to understand how we can help you, get in touch with us today.

Candidate Rich Market – What That Really Means

Mon, 15 Jun 2020 06:20:48 GMT

Candidate Rich Market – What That Really Means

In recent times, with a slew of redundancies, business closures and as the effects of the COVID-19 pandemic hits our economy, we have seen New Zealand in a “candidate rich market”.

A candidate rich market is where there are many candidates, for fewer jobs.

Some may say this is advantageous for employers, however, this may not be the case.

The recruitment process is an art, it is a skill, it is something that recruitment consultants develop through years of experience. In ‘normal times’ the recruitment process is involved, it takes time, and it requires systems to manage the process.

A candidate rich market means more candidates to manage, and it may be easy to ‘miss’ great candidates. A bit like finding a needle in a haystack!

For employers:

Having a well managed process is imperative for company experience and branding. For example, formally rejecting candidates politely, and within a timely manner. Ensuring candidates that are put forward for the position, are kept up to date with the process as it progresses.

Knowing what to look for when reading a resume. This is where the skill of a recruiter comes in – they’ve seen it all before and can generally ‘read between the lines’ and look for attributes specific to the role/job.

Keeping the ‘pool’ small. Selecting 2-4 targeted candidates and going through a full process will avoid overwhelm. Be prepared to have multiple interviews with multiple candidates - drilling down and going through the process.

Robust reference checking is imperative, and again, having recordings and systems to back up this process makes it more effective.

A thorough process will mean a great hire at the end. It’s when steps and systems are missed, that the hiring process starts to fail.

For job seekers:

Having a targeted, professional resume is important and will provide a competitive edge. Is the resume and cover letter personalised to the job by including relevant skills etc.

Being confident during interviews is important. LinkedIn have interview practice tools where job seekers can hone their skills for interview.

Connect with recruiters, potential employers, and other people in your desired or current industry.

Utlise social media for an edge – show potential employers your knowledge and skill set.

Be open to opportunities and trust the process.

A candidate rich market means everyone needs to put their best foot forward, follow ‘best practice’ and strive for the best outcome.

If one eighty can help with providing insight to how the process or recruitment market is placed currently, please reach out.

Staying Positive After Redundancy

Mon, 01 Jun 2020 05:32:13 GMT

Staying Positive After Redundancy

Been made redundant and unsure what to do next? Uncertainty and change can be unsettling, particularly after being made redundant.

When unexpectedly made redundant it can be a stressful and confronting time. It’s natural to feel shock, denial and then anger and depression, before finally arriving at acceptance. It’s a grieving process.

Being made redundant is not something to be ashamed of, it’s best to frame it in a positive light. It’s not about saying “I’ve been made redundant”, but, “the company made some changes”, and it’s a time to embrace the change and move forward with new opportunities.

It could be the perfect time to look at options, is there a career change or transition you’ve been postponing?

How do you want to act on that decision?

Is there anything else in your life that you’d like to ‘redesign’? Work hours, flexibility, location. Seeing the change as an opportunity will encourage positivity.

Use this time as an opportunity to build new connections. Humans need connection, humans are also (mostly) genuinely keen to help people. Who can you connect with via LinkedIn, phone, email, face-to-face who supports your career?

Put together a list and take action. What do you need to do to keep moving forward post redundancy? CV update, LinkedIn update, loading CV to job sites, apply for jobs, speak with recuiters? Ticking items off the list will help you feel good.

Above all, working on mindset during a challenging time can be hard, but try to see the situation as an opportunity and maintain your right to be selective about your future.

Hang in there, it won’t be long before you’ll be on the way to your new future.

If we can help in any way, please feel free to reach out.

Simple CV Tips

Fri, 22 May 2020 05:33:51 GMT

Simple CV Tips

Writing a professional Curriculum Vitae (CV) that stands out from the rest is no easy task! Research suggests that Recruiters only spend an average of six seconds reviewing a resume – that is a very small window to make a lasting impression.

A badly written or unprofessional CV can hinder you from landing your dream job! Below are some key tips to remember when writing your CV.

Do:

Include your contact details i.e. contact number AND email address
Tailor your CV to the specific role you are applying for
Use a professional CV format / template with legible font
Write a personal statement which summarises your skills and strengths

Don’t:

Send a CV with any spelling or grammar mistakes on it – make sure you proofread you CV before sending it out
Use multiple colours or pictures on your CV as this can be distracting
Have a CV that is longer than 2-3 pages (keep it concise)
Use abbreviations or jargon not specific to the role

If you are starting to prepare your CV and would like some more tips? Please contact us for a chat - we are only too happy to help.

How to Have A Successful Hiring Process – Avoid These Mistakes

Wed, 20 May 2020 05:35:36 GMT

How to Have A Successful Hiring Process – Avoid These Mistakes

The biggest mistake we can making when hiring new employees is to have unrealistic expectations and unclear objectives.

For a smooth hiring process, it is important to nail these tasks for the best outcome.

A Clear Job Brief

Working with your recruiter it is important to take the time to be 100% clear on what the job is, what objectives are, and the type of candidate you are hoping to attract.

An Easy Application Process

This is where working with a recruiter really helps. The systems support candidates to apply for the job in an easy manner whilst upholding candidate experience.

Be Prepared for the Interview

So much value and gained and provided during an interview for both the recruiting company and the candidate. If left with a bad impression, both parties won’t move forward with the process.

Prepare questions and set up a great space for the interview (is it online? Make sure the wifi is good!).

Move Quickly, But Not Too Quickly

After a great interview, candidates are often excited to move forward with the process. They’ve fallen in love with your company and the opportunity. Leaving it too long to provide feedback or move forward with the process can sour the process. The feeling of value and worth (from the candidate) goes down, and they start to question if the opportunity is worth pursuing. Keep moving forward.

Misaligned Expectations

This is where a good recruiter adds value to ensure there is a match. Expectations should be up front, and addressed early in the process so that nothing comes up towards the end as a surprise which ruins the opportunity. Outlining expectations early in the process assists with a smooth process from start to finish.

Communicate

Above all, keep communication high. Utilise the recruiter as much as possible. They are here to help both parties. It’s just what they do – and they do it well!

A smooth hiring process should be enjoyable for everyone. It’s the beginning of a new relationship, so it’s worth getting it right.

Need some help with hiring or looking to make a job change? Feel free to contact us.

Sector Response and Recovery Survey May 2020

Sat, 16 May 2020 05:37:54 GMT

Sector Response and Recovery Survey May 2020

This report has been split into three key parts which we believe are all very pertinent to business owners and senior leaders during this time; Business Impacts, Staff & Resourcing and Future Planning. Overall we were pleasantly surprised by some of the results which is most likely a reflection of the continued government and private investment into various parts of the construction sector – be that in infrastructure, commercial construction or the residential market. Most companies are predicting a negative impact on this years financial forecast, which is understandable – however over 80% of respondents are only predicting less than 40% decline.

We also found an overwhelmingly positive response to the enforced working from home situation we all found ourselves in. The wider construction sector including architecture, property and engineering has typically been very hesitant towards providing working from home options or a fully flexible working environment.

However our results tell us that now 90% of respondents will support working from home in the future.

How Employers Onboard for Success during COVID-19

Fri, 15 May 2020 05:39:08 GMT

How Employers Onboard for Success during COVID-19

Employee onboarding certainly has changed during COVID-19. Truth is, core principals still apply; be organised, utilise systems, and deploy expertise from the business.

Utilise Technology

Most businesses working remotely have already deployed cloud tools such as Microsoft Teams, Zoom, Slack, Skype etc. Collaboration of teams online enables new employees to instantly be part of the team.

Set Up with the Gear

Courier all equipment required for the job to the employee; laptop, phone, stationary prior to the start date with online tech support for set up. This should be no different to the first day in the office.

Set the Schedule

Prepare a detailed onboarding module and schedule for the new recruit. Provide details of the schedule on the first day. This will build rapport with the new hire as they will see the investment you are about to put into them. What a great feeling.

Be Prepared for Additional Support

Be prepared that new employees may need a little extra help to get started. Set up a buddy system, and clearly communicate who to go to for support.

Utilise your Existing Team

What value can the existing team add to the onboarding process? How can they assist in the onboarding process? Utilise the existing team as possible to ease the team pressure.

Be Flexible

Expect that onboarding your new recruit during COVID-19 may take slightly longer and usual, and that’s ok – just be prepared and flexible.

Use Video or Phone as Much As Possible

Rather than email, we suggest using video or phone as much as possible with the new recruit. This builds connection, but also ensures there is no misunderstanding of tone or expectation.

Encourage Connection

Encourage connection by setting up ‘after work drinks’, ‘lunch dates’ including one on one time with other team members to build relationships and connection. This will help with overall satisfaction and act like a ‘water cooler chat’. Video is going to help with this.

Overall, onboarding remotely is simply a time to get creative. As businesses we have to keep moving forward with delivering projects and services even under these special circumstances.

If we can assist with confidentially sharing details of how other clients have successfully onboarded during COVID-19, please feel free to reach out.

Why Employer Branding is Important Right Now

Fri, 01 May 2020 06:40:31 GMT

Why Employer Branding is Important Right Now

COVID-19 has changed the way businesses operate. A lot of teams are working remotely and navigating a ‘new normal’.

Our clients are all dealing with the changes differently, but one thing remains certain – businesses will hire again. So, in the meantime, employer branding is incredibly important to build and maintain relationships.

Keep Communication High

Now, more than ever, it is important to keep communication high. Now is not the time to drop social marketing (or, perhaps it is time to get started!). Share stories of how the team are adapting to working remotely, or how the team are heading back to work under new health and safety standards. It is important to think long term here. Future employees and connections will love seeing the proactive steps you are taking to protect and support your existing staff.

Add Value

How can your business add value to stakeholders and connections? Sharing hints, tips and free resources or time. Some businesses that are building excellent connections during this time are offering their time free to help people. For example; perhaps a 15 minutes phone chat to help potential employees/connections with upskilling or tips about how to succeed in your industry.

Be Timely, and Relevant

Be prepared to pivot and adjust your story daily, or, almost hourly at the moment. As the environment in which we work changes all the time, it is important to stay relevant and appropriate. Is the messaging sensitive? Lots of people are feeling stress and pressures, so keep that in mind and be kind.

Work in the Now

Stay in the ‘now’, don’t worry about the ‘far out future’. What do you need to support your business now and what do you see in the short-term future? It can be easy to become overloaded with worry with ‘what if’s’. Staying focused and working in the short-term as we navigate the new norm is going to help with staying focussed and achieving milestones.

Keep Activity Up

Above all, don’t fall into a big black hole. Keep the activity up. Talk with suppliers, customers, stakeholders, recruiters, speak with potential new recruits, and keep connected.

Employer branding truthfully, is really just basic marketing. Keep communicating, keep activity high, be truthful to your brand and keep moving forward.

Feel free to reach out if we can assist with employer branding ideas or have an phone chat with examples of what we are seeing in the market place that is working for others

The New Employment Market

Fri, 24 Apr 2020 06:04:41 GMT

The New Employment Market

What will the employment market look like as we move out of lock-down and into some form of normality?

“Some form of normality” – it’s a phrase that our clients and me have used regularly as we (hopefully) start to see the light at the end of the tunnel with regards to the COVID-19 lock-down period. We all tend to agree that the lock-down period finishing won’t be a flick of a switch, back to normal and we will forget about social distancing and working from home. No it will be a gradual process which could take months or even years in some industries to return to some form of normality. However in some instances I don’t think we will ever return to what we knew pre-COVID-19 and probably for the better.

Based on conversations with suppliers, clients, candidates and my team here are a few things we think that we can expect coming out of lock-down:

1) Not all businesses will rush back to their offices.

2) Most businesses will re-work their working from home policy having seen how productive staff can be.

3) Some businesses will never return to a traditional office space – instead continuing in a virtual remote basis.

4) We will all utilise online video platforms much more given the productivity advantages.

5) There will be more nationalisation and potentially internationalisation of work. Locality will no longer be as important.

6) Business owners will be a lot sharper and tougher having gone through this experience. Costs will be monitored and I think we will see a lot shrewder and savvier business decisions being made.

7) Unproductive non billing, non-useful, non-productive middle management roles could go given we have seen how well workers work when given the autonomy to do so.

9) Those businesses that have held onto staff and supported staff will see the rewards of doing so through their team culture.

10) Health and safety will become an even bigger essential part of any business.

11) The businesses that have focused on helping, supporting and not selling during the lock-down will see that loyalty repaid by their customers.

12) Companies that are able to adapt to the new normality will rise to the top.

So as we return to some form of normality I’m interested to see what the next few months and then few years looks like. I’m not pretending it’s not going to be a challenge, but I like change personally and thrive off it.

Any other major changes to the way we do business on the horizon? I’d love to hear any specifics about the construction, property and engineering industries in particular.

Mike and the one eighty team,

Professional Support Market Insight

Wed, 22 Apr 2020 06:07:00 GMT

Professional Support Market Insight

Market insight from Susannah Shackel - Team Leader Professional Support.

Professional Support, like all specialisations and industries at present, has taken a dramatic hit with overnight nearly all of our live roles being put on hold. Talking to my clients about the live roles that we were working on before lockdown the message was the same, all roles will become available again but when and what shape is unknown - a lot will be based around when we can get back to some sense of 'Business as Usual', new budgets and the amount of work that is out there.

After researching what happened with recruitment in previous recessions (1989 and the GFC) the pattern was the same - permanent recruitment fell off fast and took much longer to pick back up and while there was initially a decrease in temp recruitment, the latter picked up a lot faster with businesses feeling taking on temporary staff gave them more flexibility and was a lower risk of an on-going overhead while the economy rebuilds. In simple terms - Temp = options!

Other Client Insights:

Most private clients are working at 80% while Government remains at 100%
All construction clients are spending a lot of time working out their health and safety protocol for when they return to work at level three. These are comprehensive and some clients have requested extra health and safety support
Clients have said how well their teams have adapted to working from home and a lot of clients are looking at redoing their ‘working from home policies’ to allow more flexibility when life returns to 'Business as Usual'.
Clients have also mentioned the expensive overheads that come with working in an office - something that small businesses may consider changing
Government clients are very keen to get recruiting again and we have had new roles in this week

Candidate Insights:

As we near the end of four weeks of Level 4 lock down, candidates seem to be much more positive and optimistic than when the lock down was initially announced. This can potentially be attributed to the fact that candidates have accepted the current situation and have put contingencies in place moving forward
Speaking to candidates predominantly in the Professional Support space, there doesn’t seem to be too many redundancies and candidates are still keen to hear about other potential opportunities
Candidates are however now more open to the type of roles they are willing to be put forward for i.e. temp, contracting or permanent as they realise that the job market will have changed and they cannot necessarily be too selective on this front

As I am in a unique situation where I am talking to a lot of different clients across different sectors please let me know if there is any other insights you would like to hear about.

Keep safe, keep well and keep in touch.

Susannah Shackel

Team Leader - Professional Support

Email Etiquette

Tue, 07 Apr 2020 06:17:01 GMT

Email Etiquette

Email etiquette is an unspoken code. So, we've deciphered it for you...

The Subject Line

Keep it short and simple.

Always use a clear and direct subject line which summarises or describes the content of the email. Never leave the subject line blank and rather use it to organise messages for people with overcrowded inboxes.

The Email Body

Use a professional salutation.

For most emails “Hi” or “Hello” will suffice, but for more formal emails, use “Dear (insert name)”. Using the recipient’s name in the salutation is important and never shorten a person’s name unless they have given you permission to do so.

Stick to the point and keep it short.

Many professionals get inundated with emails daily, therefore it is important to keep your emails short and to the point.

But don’t be too concise.

Never give one-word responses as this can be considered rude and unprofessional. As far as possible, try to respond with full sentences.

The Sign-Off / Signature

Keep your closing simple.

Adjust your closing to suit the intended recipient, but in a professional capacity it may be best to stick to “Best wishes” or “Kind regards”.

Keep your signature simple, too.

There is no need for coloured pictures or deep, meaningful quotes - just stick to your name and contact details. And, always include your phone number!

Best Practices

Know the “cc” rule and abide by it.

The main recipients of an email who are expected to respond go in the “to” field, and the other recipients who are not expected to respond but were included as a courtesy or for their information, should go into the “cc” field.

Double check that you are sending the email to the correct recipient.

Make sure to pay careful attention when adding an email address in the “To” field as some computers automatically generate the last / most common email address from memory. Nothing is worse or more unprofessional than sending an email to the wrong person!

Use the “Reply to All” function sparingly.

Some recipients may get annoyed when they receive answers or correspondence that is not pertinent to them or doesn’t require them to respond.

What are your email etiquette tips? Let us know in the comments below, we'd love to hear them.

The Employment Market During Lockdown - Mike Westbury.

Tue, 07 Apr 2020 06:14:28 GMT

The Employment Market During Lockdown - Mike Westbury.

Firstly, I hope you and your families are all well and safe at home.

It as certainly been an unprecedented couple of weeks which has thrown us all a number of different challenges. As a business owner I have spent the majority of the last couple of weeks developing a contingency plan and also ensuring our staff are safe, looked after and supported during this time.

I thought it would be worthwhile communicating to our clients what we are seeing in the market from a hiring and employment perspective. As you all are most likely to be based at home I feel it is more important now than ever before that we share the information we garner from both our clients and candidates. I’m sure you will understand that I won’t be too specific so as to preserve confidentiality. I thought it would be worthwhile breaking it down into some generic comments and also industry specific across our specialisms – Construction, Property & Facilities, Architecture, Engineering and Professional Support.

General Comments:

We have, unsurprisingly, seen a decrease in new permanent jobs, however we are continuing to actively recruit some contract roles. The public sector continues to recruit and is actively trying to contribute to the economy which is good to see. The current state of uncertainty has meant that most private sector firms have put a hold on any recruitment. However some pro-active, forward thinking and well setup businesses are hiring and they are hiring in a different way, which I have outlined below:

They are interviewing everyone online. If you haven’t investigated Microsoft Teams, Skype for Business or Zoom then you need to be.
They still stick to their standard hiring procedure in terms of interview formats etc – i.e. peer reviews can still be done online.
They are also investigating online on boarding platforms or at the very least sending laptops to new starters and engaging with them via video conference tools. I am not familiar with these platforms but I know that large overseas companies use the likes of enboarder.com , hronboard.me , bamboohr.com and onboardexpress.com.au

C onstruction

Key message we are hearing from main contractor clients is the need to get back on site, most believe that once back on site there will be a return to some form of normality. There may be some additional costs around contract negotiations with regards to the time lost though. Once the sites are back up and running then all the construction advisory consultancies (PM, QS etc) will feel more confident. Having said that a number of our consulting clients are working on pre-construction feasibility projects and this is continuing.

Property & Facilities Management

The property sector is currently dealing with the ongoing negotiations between landlords and tenants around tenancy agreements. Most of our property clients have never been busier.

Architecture

We always use architects as the barometer of the wider industry in terms of future growth and optimism. In a positive but surprising way our architectural clients are currently busy as projects continue to go ahead. They are however generally not hiring and understandably are very cautious about the future.

Engineering

Generally speaking our engineering clients are in the same boat as the construction advisory consultancies and are in a bit of a holding pattern.

Professional Support

Our support roles have dropped away on a permanent basis, companies are making do with what they have and not investing in new support staff at this time – again totally understandable. However we expect to see an increase in temp requests when we return to some form of normality, this is a great way to ease back into the hiring market with less risk.

So we are hopeful, but realistic when it comes to forecasting the next 6-12 months. Having said that we are also not looking too far ahead, the end of the first 4 weeks as mandated by the government will dictate much of what the future may look like.

I’d welcome any comments around the challenges your business faces in this uncertain future be it positive or negative – feel free to email me on mike@oneeighty.co.nz or give me a call on 021888907 or even better – let’s setup a zoom chat!

Stay safe and stay in touch.

We are all in this together.

How to Make Working from Home Better

Mon, 30 Mar 2020 06:32:18 GMT

How to Make Working from Home Better

This blog post is being published during the COVID-19 outbreak in New Zealand.

The current COVID-19 situation means working from home is the new norm for an unknown period. To ease the transition, we’ve put together five suggestions to make working from home better.

Making Working from Home Better

1. Dress for Work

It’s tempting to roll out of bed and straight to your new ‘working from home’ desk. But wearing work clothes is going to help mentally shift you into work mode. Get dressed for work, and once your working day is finished, get changed out of your work clothes. It’s going to feel great!

2. Prepare Your Day + Chunk Time

The night before, plan your day and set boundaries for the day. Provided your employer is happy with it, there is the opportunity to make the day work better for you. Schedule in exercise, lunch in the sun, and a micro break in the afternoon. There is also the opportunity to chunk time. Chunk activities together with the same purpose i.e. Emails/Research/Meetings/Sales. This makes it easier to control your flow of work, and makes sure you’re able to handle interruptions when they come, and get back on task when you engage again.

3. Turn Off Notifications

Interruptions = getting sucked into an unproductive vortex. Turn off notifications, and then set a reminder to check emails three times a day; start of the day. Just before lunch, and once more just before you finish your scheduled working day. Don’t get sucked into the email vortex that kills many hours for even the most productive of remote workers. The same applies for social media and phone notifications.

4. Move Your Body

It’s important for mental health to move (and it’s been proven to boost immunity). Currently it’s ok to get out into nature and go for walks – that’s an option following physical distancing guidelines. Alternatively, there are hundreds of free yoga and workout videos available online to tap into. All this will help you be more productive, and also feel more balanced.

5. Set Up Online Events

Set up virtual team lunches and Friday night drinks (BYO of course). Set up the camera and share general office chit chat during shared event times. Don’t forget to get together for the birthday cake (online of course) and keep human connection high.

Do you have any other tips for working from home?

The one eighty team have been working from home for a while now in preparation for the Level Four NZ Government imposed lock down which means we are fully set up to be able to engage and chat with you should you have any hiring or career points to discuss – we’d love to hear from you. Please feel free to contact us.

COVID-19 Update

Mon, 30 Mar 2020 06:27:37 GMT

COVID-19 Update

This blog post is being published during the COVID-19 outbreak in New Zealand.

A Message from GM Mike Westbury

New Zealand is now in full lock-down, Alert Level 4. For one eighty recruitment this means a different way of working. We are lucky enough, because of our technology, to be able to easily work from home.

Some businesses are facing challenges with the recruitment process. However, having said that, we are also seeing pro-active robust businesses continuing the hiring process online and taking the opportunity to interview the top talent that is currently available.

We are incredibly grateful for front line professionals fighting against COVID-19. While the rest of us #stayhome please contact me should you wish to discuss the state of the market. Thank you for your continued support, however, it is time for us to support you.

Stay safe.

Mike Westbury,

021888907 | mike@oneeighty.co.nz

General Manager and Founder.

Capacity Overflow Assistance with Temps

Some business are experiencing an overflow due to COVID-19.

Temporary and permanent Professional Support Services are available to support your business during this time. These services might be high call volumes, processing applications or collecting data. These temps are able to work from home or support essential services.

We can provide temps for:

Call Centre

Administration

Data Entry

Processing

Temps are an easy option as one eighty takes care of Ministry of Justice, referencing, and all background checks. Temps are paid and employed through one eighty taking all the hard work out of employing. one eighty simply invoices your business directly.

Meet Susannah Shackel.

Experienced Bulk Recruiter.

Susannah Profile picture2

Susannah Shackel - Team Leader Professional Support

Having previously recruited 60 administration and call centre temps in a 3 week period with a 100% hit rate, Susannah Shackel is an experienced bulk recruiter.

We have a range of different temps available who are willing and able to assist your business during this time - both remotely and in office.

Please contact Susannah to discuss your needs, even if only in draft form at this stage, we are available to assist and chat on 027 4900 117 or susannah@oneeighty.co.nz
View Susannah's LinkedIn here

We Are Here For You...

If your business requires some extra resource during this time, we are here to help.

While the rest of us #stayhome please contact me should you wish to discuss any needs or how our business can help yours.

Thank you,
Mike Westbury
021888907
mike@oneeighty.co.nz

Alternatively, feel free to contact us.

Video Interviews: How to Have a Great Interview.

Tue, 17 Mar 2020 06:38:11 GMT

Video Interviews: How to Have a Great Interview.

This blog post is being published during the COVID-19 outbreak.

In consideration of the COVID-19 outbreak; at one eighty recruitment we are staying proactive and supportive to enable clients and candidates to continue to connect in the job market with health and safety in mind.

One of the most important parts of finding a new job is having a great interview. Employers and recruiters are potentially opting for video interviews during this time on platforms such as Skype or Zoom.

What is shocking is the amount of times these interviews can go south, because candidates are not prepared for this type of interview.

So, without further ado, here are some tips to prepare for a remote/video interview:

Looking For A New Job? Top Three Tips

Tue, 03 Mar 2020 07:09:49 GMT

Looking For A New Job? Top Three Tips

So, it's time to take the plunge and you are looking for a new job? We asked Mike Westbury for recommendations of the first three things to action before embarking on a new job hunt. Check out the video below. As mentioned in point #1 of the video, at one eighty recruitment we've had hundreds of chats to help people articulate point #1 so please do reach out for a chat if we can help.

Looking For A New Job?

1. Work out what you want

Work out what you want in a job. Take some time to write down what you are hoping to achieve by changing jobs, is it a career change, a progression, lifestyle? It helps to have thought about these things before looking for a new job to ensure you are fulfilled in your new job.

2. Rewrite your CV.

Rewrite your CV for the job you want, rather than the job you want. What are the skill sets, attributes and qualities required to be able to successfully do the job you wish to obtain?

We have some CV writing resources here, or alternatively we are always happy to chat and assist with tips.

3. Connect.

Connect with people and places where you want to work. Connect with people who are going to help you get to where you want to be. Perhaps even ask those people for a coffee and casual chat. The more you connect and get to know about your desired role, company or career, the better set you are to achieve your goals.

Where to from here?

Whether you are on the move, or just thinking about moving in the foreseeable future, we are always more than happy to help with a chat over a coffee or over the phone. Please feel free to contact us.

The benefits of engaging contractors

wow@shazamme.com (Default Author) — Sun, 09 Feb 2020 07:12:53 GMT

The benefits of engaging contractors

Some bring their own tools – others will require the appropriate equipment such as a laptop or mobile phone. While you might pay more for a contractor in terms of a base rate, often they are more cost effective than employees.

We asked General Manager Mike Westbury to provide his "key reasons why" engaging contractors is a good idea. Here are his thoughts:

The key benefits

Providing staffing flexibility

Engaging contracting staff allows to meet short-term skill and capacity demands.

Depending on the length of the contract, typical notice periods are 1-2 weeks, and you don’t have to specify a reason to end their assignment.

Bridging skill gaps

When you need a specific skill set for a short period of time to enable the completion of key projects. Generally, contractors will have experience in a niche area and have accomplished skills meaning they can hit the ground running. This ensures that you can meet your immediate staffing requirements without your projects falling behind schedule.

Providing cost-efficient resource solutions

Contractors are only paid for the hours worked and often for a short period of time.

Only pay one monthly invoice – no ACC payments, PAYE, sick pay, annual leave, no requirement to include them in social events etc, no additional benefits, no ongoing training and no performance management.

No employee requirements

Contractors are not covered by the Employment Relations Act (2000) or the Holidays Act (2003)

The one eighty solution

one eighty provides recruitment services to the construction, engineering and property industries. We pride ourselves on providing tailor made recruitment solutions that are innovative in their approach and cost effective. We work with fantastic clients who have an entrepreneurial spirit and are open to growth and innovation. The service offered is specific to your needs at any one point in time.

If you are looking to engage a contractor for a project or have a particular skillset required for a period of time, please contact us. We can give you advice around expected charge rates and backgrounds on suitable contractors.

My details can be found here or more useful resources can be found throughout our website.

Assertiveness in the workplace

Thu, 06 Feb 2020 07:14:01 GMT

Assertiveness in the workplace

Being assertive in the workplace can be a balancing act as you need to get your point across without being overbearing. A lack of assertiveness in the office can be a major contributing factor to poor performance. Assertive people are able to voice their thoughts and opinions without apologising OR dominating.

Below are 5 key tips on how to be more assertive at work:

1. Say "NO"

It allows you to select what you do. In this instance "how" you say no is what matters most - be direct but not aggressive.

2. Know your role

This will allow you to focus on what you need to get done and not get distracted.

3. Anticipate problems

Problems are part of your day and you can better manage them when you expect them to occur.

4.Value your time

This relates to point 1 - your time is precious and valuable. Ensure your time is spent being productive.

5. Manage expectations

When you have a clear goal, and everyone knows what you/they are working towards, you can better manage everyone's expectations.

Being assertive at the workplace translates into being confident and not being afraid to share what you want or believe in. Assertiveness leads to positive, respectful and confident behaviour whilst also understanding the needs and feelings of one's colleagues. The main benefit of being assertive is that you will find mutually beneficial solutions to interpersonal issues and conflicts, which in turn means people are able to send the right signal and receive the right response.

VIDEO: What We Saw in 2019, And What 2020 Looks To Bring

Fri, 20 Dec 2019 07:17:26 GMT

VIDEO: What We Saw in 2019, And What 2020 Looks To Bring

2019, what a year! As we close on the end of an incredible year, we asked General Manager Mike Westbury what trends he saw in 2019, and what 2020 looks to bring.

Watch the video here:

2019 was all about flexible working and additional benefits for both candidates and clients.

While we operated in a candidate short market, clients were still really specific about what skills (which is great as we encourage clients to really know what they want in a candidate!).

This simply meant we really utilised our networks and skills to make that match between client and candidate... after all - this is what we do!

Internally, one eighty expanded to offer professional support recruitment in both temporary and permanent recruitment.

2020 is looking good!

Based on construction projects and general local economy we believe we will see continued steady optimism.

We have been seeing local companies expand into other regional areas; Tauranga, Nelson, Hawkes Bay etc, so regional growth is looking to continue also,

Thank you to our clients and candidates who have partnered with us throughout 2019, have a well deserved break and we look forward to connecting again in 2020.

Thanks,

Mike Westbury
General Manager

Revealed! Why You Don’t Want to Hire The Wrong Person (Or No One At All)

Wed, 04 Dec 2019 07:19:28 GMT

Revealed! Why You Don’t Want to Hire The Wrong Person (Or No One At All)

We hear it every day.

“There is a lack of good people to hire”

“I just need someone good who can do the job well”

Because, at the end of the day, if you don’t find the right person, you’ll most likely have to cover the job yourself.

Let’s be brutally honest

You haven’t got time for that (does anyone?!)

And, if you end up hiring someone who isn’t suited to the job, you’ll be back at square one in a few short months.

The truth is,

We get it.

There is a real fear of getting it wrong.

But that’s why it’s the job of my team and me to deeply understand what you and the business need,

To deeply understand our job seekers and the job opportunities they best suit,

Some might even go so far to call us ‘match makers’

This is where years of experience in dealing with people and our clients really pays dividends.

We don’t want you to hire the wrong person, and we don’t want to place the wrong person in the wrong job.

We are here to find that match.

Let’s talk…

Mike Westbury, one eighty recruitment.

Contact Mike and the one eighty team now >>

Reasons not to consider counter offers

Wed, 19 Jun 2019 07:23:00 GMT

Reasons not to consider counter offers

When you accept a new job offer and hand in your notice, it’s possible that your current employer will make a counter offer to incentivise you to stay. This typically comes in the form of an increased salary and benefits package and is often a substantial increase on your current remuneration.

In today’s competitive job market, counter offers are becoming more common as companies strive to keep their valuable talent.

It is a difficult decision, but here are some key reasons why you shouldn't consider a counter offer.

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The underlying reasons that caused you to consider a change are likely to repeat themselves in the future.

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What kind of company waits until you threaten to resign before they agree to pay you what you’re worth?

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Your employer is now aware that you are unhappy. From this day on, your loyalty will always be in question.

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When promotion time comes around, your employer will remember who was loyal, and who was not, or if times get tough and your employer makes cutbacks, the people with inflated salaries and a perceived lack of commitment will be the first to go.

4 2 time transparent

80% of people resign between 6-12 months of taking a counter offer

Source: https://www.amsourcetechnology.com/counter-offer

Do you want to take one step forward by choosing the company with the best opportunity for you? Or take two steps back by accepting a counter offer - In the end you may just be delaying the inevitable.

Your Social Media presence and how it impacts your job search

Mon, 27 May 2019 07:36:46 GMT

Your Social Media presence and how it impacts your job search

Most job-seekers have more than one social account with Facebook, Instagram, Twitter and LinkedIn being the main ones. The number of employers using social media to screen candidates is at a all time high with 70%* using it to screen potential candidates before making a hiring decision.

Why? Because future employers want to know as much as possible about the person they are employing. Will you fit in to the company’s culture? Do you have any skeletons in your closet?

This percentage isn’t likely to decrease, but don’t let it intimidate you – Let’s take a look at what you can do to prep your social media profiles for a job search.

Google yourself - A simple Google search can reveal a lot about you, including your phone number, address, email, location, and any photos of yourself

Separate your personal and professional social media pages

Before posting onto your personal social media accounts, be mindful of what you’re sharing and who is going to see it

Consider changing your privacy settings on social media accounts - If you use Facebook you can switch the default public setting on your post under “Who can see my stuff?” and make your content only visible to friends. You can also choose who will see your post using the audience selector when you make a new Facebook status

LinkedIn Profile Tips

Thu, 23 May 2019 07:44:39 GMT

LinkedIn Profile Tips

LinkedIn is the ultimate social network for business professionals who want to make connections, stay in the loop with others in their field and keep reaching toward greater success in their chosen professions.

94% of recruiters use LinkedIn to check candidates and 10,200,000 applicants found their job on LinkedIn.

I am going to share my top 5 tips to help you get noticed by recruiters, employers, and anyone else who is searching for talent on LinkedIn.

We asked Candidate Manager Yolande Henning to provide her top five tips.

Here are her thoughts:

Keywords, titles and a quality headline

The headline is possibly the most important part of your LinkedIn profile. It is your 120 character hook to people finding you in a LinkedIn search, it should be about what you do as opposed to what you are and be memorable / enticing enough for someone to click on your profile.

Search Engine Optimisation is a key element on LinkedIn. Key words that highlight your skills help potential employers find you, so add specific key words such as "master at community management" or "social crisis reputation manager"

Complete the summary and contact details

The summary section is the most optimised part of your LinkedIn profile behind the Headline. Inclusion of keywords relevant to your industry and role are critical. You should speak directly to your target audience about who you are and why you are passionate about what you do. Leave accomplishments for the experience section.

Ensure your email address, phone number and current location are all up to date.

Profile Picture and Headline

LinkedIn profiles which have a picture have 21x more views and 36x more messages so it is important to put one up if you haven't already.

Choose a picture which is clear, up to date, professional and looks friendly.

Personalise your LinkedIn Profile URL Link and add the link to your CV

It’s much easier to publicise your profile with a customised URL (ideally linkedin.com/yourname).

How to get one? On your Profile screen, to the right, you will see "edit public profile and URL" . Click into this screen and edit your custom URL link. Specify what you’d like your address to be. When you’re finished, click Save.

You can also add this as a link on your CV to make it easy for recruiters and hiring managers to find your profile.

Recommendations

When someone says, “You did a great job on that project!” ask him or her to take a snapshot of that success by writing a recommendation on LinkedIn.

Don’t be afraid to specify what you’d like the recommender to focus on, like “Lea’s contributions on the project enabled us to increase forecasted savings by 5% over our original plan” will really showcase your strengths.

The power of body language

Fri, 08 Mar 2019 07:57:28 GMT

The power of body language

READY FOR YOUR JOB INTERVIEW? DON'T LET YOUR BODY LANGUAGE LET YOU DOWN.

Interviews can be intimidating, and are sometimes daunting, like anything else, it is a skill that can be practiced and perfected.

Body language adds a whole new dimension to the way you present yourself, so it’s important to brush up on the basics before you step foot into that interview room.

Here are a few do’s and don’ts on how to make a good first impression:

Walk tall with a straight back
When greeting the person who is interviewing you it is important to smile, greet them by their name and look the person in the eye whilst giving a firm handshake
It is important to maintain a good level of eye contact throughout the interview, otherwise it may come across that you are shy or intimidated. If you don’t feel confident doing this, a trick is to lower your eyes towards their nose
When being interviewed, sit with a straight back and don’t slouch in your chair
Be aware of what you are doing with your hands – Make sure that you are not fidgeting with your hair / nails / have your arms crossed.
Some people use their hands when explaining things and this is ok but try not to be too animate
Avoid chewing gum
Research the company and the employer before going into the interview
After the interview, it is good to follow up with an email thanking them for their time. This will show them that you are really interested in the job and it is also a polite gesture, which the interviewer may appreciate

In case you missed Vol. 1 - STAR - Technique to answering behavioural questions

In case you missed Vol. 2 - What does the colour of your interview clothes say about you?

What does the colour of your interview clothes say about you?

Mon, 04 Mar 2019 08:02:14 GMT

What does the colour of your interview clothes say about you?

One important, and often overlooked, aspect of an interviewee's first impression is colour. The colour of your clothing sends a subconscious message to the interviewer about your personality.

What different colours say

Colour Psychology is the study of how hues can influence human behaviour and perception. Different colours evoke particular human responses, whether or not we are conscious of them.

Below is a list of different colours you might want to wear for an interview, and the emotions they can evoke.

White

Crisp and clean, white is a great colour for shirts and blouses. The colour conveys truth and simplicity and adds a bit of brightness without being too overwhelming.

Blue

Blue, particularly navy, is another great neutral colour for interview outfits. Blues convey feelings of calm, trust, and confidence – great qualities for an interviewer to sense in you.

Black

Black is a very popular colour for suits and dresses in interviews. This is a good colour for a job in a conservative environment like a law office, or for an interviewee applying for a high-level executive position.

Grey

Grey is another great neutral colour for interview outfits. It evokes sophistication and neutrality. It is a great colour to wear as a suit or dress; it allows you to look powerful but is not quite as domineering as a black suit or dress.

Brown

Brown is a neutral colour that evokes feelings of calm. It is a great solid, neutral colour for an interview.

Presentation

Your personal presentation can also have a great impact on an interviewers first impression of you.

The way you dress for an interview can vary greatly depending on the company, industry and location so do a bit of research on the work environment before your interview.

You want to wear clothes that you are comfortable in, but also show that you have a well presented and tidy appearance.

If you are unsure, the key is to dress one step above what you would usually wear in the position for which you are interviewing.

Below are a few tips on presentation:

All interview outfits should be clean, well ironed, free of any animal hairs, deodorant marks, fraying hems, straining zips / buttons or any general wear and tear
Grooming –

Clean fingernails, fresh breath and deodorant are all essential
Perfume should be subtle and not too overpowering
Men need to be clean shaven or have their beards well groomed

Accessories -

Briefcases and handbags should be smart and the contents well organised
Shoes should be clean and polished, if wearing high heels, make sure they are comfortable and easy to walk in
Jewellery should be subtle and unfussy

In case you missed Vol. 1 - STAR - Technique to answering behavioural interview questions

Coming soon Vol. 3 - Do's and Don'ts during a job interview

STAR - Technique to answering behavioural interview questions

Tue, 26 Feb 2019 08:06:05 GMT

STAR - Technique to answering behavioural interview questions

USING THE STAR METHOD TO ANSWER BEHAVIOURAL BASED INTERVIEW QUESTIONS.

The STAR technique is a method of answering behavioural based interview questions in a manner which proves your skills and experience for the job in question.

STAR is an acronym for Situation, Task, Action and Result.

Situation - Set the background or scene - provide some context

Task - Describe the challenge or objective - what needed to be done

Action - Elaborate on your specific action - explain what you did

Result - What was your result - share the outcome

HOW TO APPLY THE STAR METHOD IN AN INTERVIEW

Most behavioural based interviews will focus on previous work related challenges or situations that demonstrate your critical thinking and problem solving.

To prepare for the interview, make sure you have a good idea of the job description and role you are applying for and use clues from that to prepare your STAR answers.

Then, make a list of previous situations you've handled in your professional career that would display the strengths you'll need to succeed in the role.

No matter what experience or situations you decide to share, make sure you define the Situation, Task, Action and Result, to showcase your skills and abilities for the particular role.

KEEP AN EYE OUT FOR THE NEXT 2 VOLUMES COMING OUT SOON!

Vol. 2 - Dress for Success

Vol. 3 - First Impression Counts! What not to do in an interview

Architecture Market Update 2019

Mon, 07 Jan 2019 08:08:04 GMT

Architecture Market Update 2019

Market, Salaries and tips on attracting the best candidates in 2019!

The job market for 2019 is looking great with many firms in Wellington hiring now or looking to increase their headcount by March. This means finding the right candidate is still challenging and employers need to ensure their employer brand is a strong as ever.

Salaries have been steady in the Wellington region over the last 6 months. Salaries did however increase 28.6% over the last 5 years.

Candidates are looking for work/life balance, career progression and some variety in project work. Of course, salaries are always an important part of the decision making process. Please see below for salary information based on some of the roles one eighty have recruited in the past 6 months. How do your salaries compare?

Architectural Designer $ 85 000 - $90 000
Revit/BIM tech $ 80 000 – $90 000
Senior Architect – $100 000 – $110 000
Revit/BIM Specialist - $65 - $80 per hour
Project Architect – $85 000 – $100 000
Recently registered NZ Architect – $78 000 – $88 000
Senior Architectural Technician - $65 000 - $80 000
Intermediate Architectural Technician - $60 000 - $65 000
Architectural designer - $55 000 - $65 000

Attracting the best candidates in 2019

It’s well known that we have a shortage of experienced architectural candidates in Wellington and so the ball is firmly in the candidate’s court right now when it comes to choosing an employer.

As a business your brand is a very important piece of your talent attraction strategy and is often the first impression a candidate gets of you. I have no doubt you have worked hard on your brand and spent time and money on getting the right message out to the market.

Recruitment consultants work on your behalf and are often the first impression a candidate gets of your business. One of the ways you can control your brand in the job market is by working smarter with recruitment consultants.

Why is it important?

Controlling your brand in the market allows you to attract top talent and be their first choice. If you are working with too many consultants, you can give off the impression that you are desperate to fill the position.

The message potential employees are receiving about your business can be different from different consultants depending on how well the consultant knows your business. It is really important that you trust your consultant and are confident they know enough about your business to excite the right candidates and fairly represent you.

What can you do as a client to best manage your brand if you are using a recruitment consultant?

Spend the time to meet your consultant in person regularly, ideally in your place of work. So much can be picked up about your business just by the consultant spending time in it.

Talk your consultant through your company culture, values, what do you do as a team? What kind of person works well with the current team? What kind of person hasn’t worked well in the past?

Ask your consultant questions about how your business fits with candidate’s expectations.

Create an action plan with your consultant, generally if you are the one driving this you are working with the wrong consultant.

Why would you work with one recruitment consultant exclusively?

Personally, when a client works with me exclusively on a role I put all my time and energy into finding a great candidate for them. I will work day and night to make sure I find a great candidate for the role because it’s my personal brand at stake!

By working with one consultant you have one consistent message going out to candidates in the job market, top candidates want a clear and succinct explanation about the role, the business and the team they will be working with. Working with one consultant ensures that you will get the message right.

Having one point of contact for a role saves a huge amount of time and you do not have to be concerned with which candidate is working with which recruitment consultant.

Start by trialing it with one role and enjoy some excellent service and results!

September Update : Design & Architecture Salary Information

Tue, 04 Sep 2018 08:11:37 GMT

September Update : Design & Architecture Salary Information

Your monthly update and insights into the market for the Construction, Engineering, Property and Architecture Industries across New Zealand.

For September, we're talking about:

Design & Architecture Salary Information.

After a few years of increasing salaries, there has been a plateau in the Wellington region over the last 12 months.

According to Seek, over the last 5 years wages for Design and Architecture roles grew by a whopping 28.6% and the average advertised salary rose from $65,502 to $84,213 per annum.

The reason for this salary growth was partly due to an increase in projects in the buildings market combined with a shortage of skilled professionals.

Salaries were becoming unsustainable for many firms and it was inevitable that salary growth would plateau.

The information below is based on Architectural roles that one eighty recruitment have recruited for in the past 12 months in the Wellington region:

Principal Architect: $120,000 - $160,000

Senior Architect: $100,000 - $110,000

Project Architect: $85,000 - $100,000

Recently Registered NZ Architect: $78,000 - $88,000

Senior Architectural Technician: $65,000 - $90,000

Intermediate Architectural Technician: $60,000 - $65,000

Architectural Designer: $55,000 - $65,000

Senior Design Manager: $120,000 - $140,000

Site Based Design Manager: $120,000 - $138,000

Associate/Senior Commercial Interior Designer: $95,000 - $105,000

Commercial Interior Designer: $60,000 - $70,000

Revit/BIM Specialist : $65 - $80 per hour

BIM Manager: $100,000 - $110,000

Senior BIM Coordinator: $85,000 - $95,000

Nick -

If you'd like to find out more information on salary rates, the market or anything else in the Design & Architecture Industry, my details can be found here.

Establishing relationships: Hitting the ground running

wow@shazamme.com (Default Author) — Fri, 24 Aug 2018 08:15:22 GMT

Establishing relationships: Hitting the ground running

The appeal to my clients in your ability to ‘hit the ground running’ is huge. It’s a common cliché but a phrase I use often when matching contractors to clients, or one I hear as a requirement for client.

So how can you make sure you get stuck in? Here are my top three pointers I always offer my contractors before their start dates. Their feedback is always positive and I have been told these tips have really added to their success during their assignments:

1. Set clear expectations

Clear expectations are established by the earliest possible clarification of your goals with regards to deliverables. These expectations should reflect business pains and guarantee small wins for both you and the client. Focus your work load and efforts strategically to internal demands both immediately and over time. This will help establish a sense of immediate impact.

2. Build relationships and engage

Meet the team. They need to know who you are and the role you are there to perform. This is imperative to your on-going success and integration into an organisation. Ensure these relationships are built with people that are able to provide useful insights and information if needed. This process also helps to increase your ability to successfully collaborate over time and be really part of the existing team.

3. Get feedback and respond proactively

Although you manage yourself during your assignment, it is important to engage regularly with key stakeholders to ensure that you are delivering on expectations and maintaining standards that are expected in your role.

Be proactive; if you see an opportunity and there needs to be a change, or you find a way of working that is more beneficial or productive, be sure to communicate this. Keep these discussions open as you should be utilising your skills as much as possible to deliver tangible results. Always come back to the common goal and how this will help the organisation see continued progress over time.

If youare considering taking up a contracting opportunity, are currently in an assignment and seeking new opportunities, or would like to engage contractors into your business then please do not hesitate to give me a call.

My details can be found here or more useful resources can be found throughout our website.

How can you successfully integrate contractors into your company culture?

Mon, 06 Aug 2018 08:22:22 GMT

How can you successfully integrate contractors into your company culture?

There appears to be a reoccurring theme of rejection surrounding engaging contractors. When contacting my clients to advise them on current contracting talent, the most common objection I face is – “I only look to engage people who are part of the team and loyal to my company"...

The reason anyone hires an individual is because there is a need for a particular skill at one point in time to ensure business as usual. Contractors can equally be the solution. In the current candidate market, contractors are equally valuable assets for employers that are looking to staff projects and have a demand for a specific area of expertise.

The onus is on you. Contractors are an organisational asset, adding immense value. Contractors have a specific skill set and are adaptable in their approach given your organisational demands. This is what they enjoy and why they choose to engage in contract assignments.

Contractors more often than not choose contracting to maximise their earning potential and to expose themselves to a variety of challenging work based on their strengths. This enables you to leverage this skill set to your advantage and continue to allow business to function as usual.

Welcoming them as members of staff into your environment is crucial as it creates a collaborative environment and instills loyalty for the assigned period. How you can leverage this expertise in an existing company culture is easy – include, involve and value. Your response prompts the loyalty.

Company values are important to any staff member – this is why they chose to engage with the business in the first place and sets the tone for the engagement. Yes, their status is different to permanent staff, but, in order to ensure that they are actively invested in achieving outcomes, communication and involvement are of equal importance as this will foster this sense of belonging.

Check in regularly for feedback. Prompting input not only initiates important strategic conversations, it ensures that value is placed on their work and you can ensure you gain all the right knowledge/valuable input. Involve them in company events and let them meet all the team. Not only will they appreciate the effort, it ensures they are more than a name on a piece of paper to workers and prompts conversation.

It's simple. Treat contract employees the same as every other employee. At the end of the day, you are all working together towards the same common goal aren’t you?

How to nail an interview in the construction sector

Fri, 06 Oct 2017 08:24:29 GMT

How to nail an interview in the construction sector

Interviews within the construction sector including the wider design, engineering and property industries are often run less formally; usually with more focus on soft skills and team fit. After sending many candidates in this industry off to interviews with my clients I wanted to talk through how to nail one of these interviews.

1) Prepare. Know exactly where you are going, what time and who you are to meet. Make sure you know the role you are going for and where you could fit into the structure of the business. Arrive 5-10mins early, but no more.

2) Dress appropriately. In construction never wear a suit and tie or you will be laughed off site. Depending on the client we usually suggest nice pants and nice tucked in shirt for the guys or similar smart casual for girls.

3) A key question will be “why you want the job?” or “why you are leaving?” Make sure you answer this without being derogatory about your current employer or boss – keep it diplomatic and succinct. Don’t say for more money

4) Come armed with a few questions of your own, this shows you have prepared and are genuinely interested in the business.

5) Ensure your personal grooming is up to standard. Personal hygiene and appearance is always important, no matter the industry.

6) Don’t talk too much – if you have answered a question, check with the interviewer as to whether you have sufficiently answered the question. Don’t just continue waffling on until the interviewer looks bored. It’s easy to if you’re nervous but it’s

7) Be positive, enthusiastic and show a genuine interest in joining the company. As simple as it sound, you will be surprised at how important this is.

There are plenty more things to think about when attending an interview, but for a typically informal construction interview if you nail these things, then you will go a long way towards securing that role.

If you want more advice check out our free interview prep guide.

Who are you trusting with your company's brand?

wow@shazamme.com (Default Author) — Fri, 01 Sep 2017 08:26:37 GMT

Who are you trusting with your company's brand?

This is a subject that is close to my heart, as a recruitment consultant my brand is everything.

I specialise in the property, construction and architecture sectors and the job market very strong this year. It’s no secret that these sectors are performing well and I see many clients and candidates looking to make the most of such a strong market.

It’s well known that we have a shortage of skilled professionals in these sectors and so the ball is firmly in the candidate’s court right now when it comes to choosing an employer.

As a business, your brand is a very important piece of your talent attraction strategy and is often the first impression a candidate gets of you. I have no doubt you have worked hard and spent time and money on getting the right message out to the market.

Why is this important?

Controlling your brand in the market allows you to attract top talent and be their first choice. If you are working with too many consultants you can give off the impression that you are desperate to fill the position.

What can you do as a Client to best manage your brand if you are using a recruitment consultant?

Spend the time to meet your consultant in person regularly, ideally in your place of work. So much can be picked up about your business just by the consultant spending time in it.

Talk your consultant through your company culture, values, what do you do as a team? What kind of person works well with the current team? What kind of person hasn’t worked well in the past?

Ask your consultant questions about how your business fits with candidate’s expectations.

Create an action plan with your consultant, generally if you are the one driving this you are working with the wrong consultant.

Why would you work with one recruitment consultant exclusively?

By working with one consultant you have one consistent message going out to candidates in the job market, top candidates want a clear and succinct explanation of the role, the business and the team they will be working with. Working with one consultant ensures that you will get the message right.

Having one point of contact for a role saves a huge amount of time and you do not have to be concerned with which candidate is working with which recruitment consultant. What if you receive the same candidate's CV from three different consultants? What did the three consultants tell the candidate about your business? Did all of the consultants actually meet the candidate, or did one of them just send the CV through in the hope that they would be first?

Any glitch in the recruitment process can have a negative connotation for the candidate and I believe as the client you deserve to be represented in the best possible way.

In a job market where it is hard to find good skilled people, you should give yourself the best chance at hiring top talent. To do this effectively I recommend that you work closely with one recruitment consultant or at the very least with a strategic select few.

Start by trialing it with one role and enjoy some excellent service and results!

10 ways to put a great candidate off during the recruitment process

Fri, 18 Aug 2017 08:34:04 GMT

10 ways to put a great candidate off during the recruitment process

The recruitment process can seem like a long arduous process and to be honest with you this is true. But it’s not just the length of the process that can put candidates off. We’ve compiled a list of ways to put great candidates off, so you don’t make these mistakes.

1) Lack of communication

Think of it from the candidate’s perspective. You have applied for a job but you don’t know if they actually received your application. Or you have been progressed to the first interview stage and told they would be in touch soon. But when is soon… tomorrow? Next week? In a month?

Job hunting is stressful at the best of times. When there is little communication for an extended period of time applicants will assume they were unsuccessful and move to another opportunity.

2) Inappropriate interview questions

If you cast your mind back to the media storm surrounding the inappropriate question Jacinda Ardern was asked literally within a day of getting her recent promotion, then you should understand what I’m getting at. As an employer you really shouldn’t be asking those sort of questions. Surely you saw the backlash from it!

3) Unauthorised reference checks

According to the Privacy Commissioner, you cannot contact referees that an applicant has not nominated or given you permission to contact. It is unfortunately common practice for hiring managers to do some ‘digging’ and call around for information prior to hiring. Basically, you can’t do this, you can, however, draw your own conclusions if candidates are not willing to consent to you contacting specific people.

4) Interview process too long

Great candidates aren’t likely to want to sit around while you take months to tick off all your processes. They are likely to either need a job or really want a new one. And the longer your process, the more time you allow for other opportunities to steal your candidates. So start streamlining.

5) Spelling and grammar in your advert

We expect their applications to be flawless so let’s make sure we’re not the pot calling the kettle black.

6) Lack of an acknowledgment email

It takes less than 30 seconds to send this sort of email. Most systems can be set up to send automatic responses these days. Resulting in you having little to no excuse for not acknowledging their application. Candidates know this. So the longer it takes you to acknowledge their application the worse they perceive your organisation.

7) Bad expectation management

This includes everything from your job adverts to how long they should expect until you get in touch again. Be clear about how your process works and give them a firm idea about when they’ll hear from you. If it’s going to be a while, let them know. A great candidate will stick around for the right role if they have been informed on what to expect. If you don’t? Well, they are gone.

8) Offering an inappropriate salary

Any great candidate knows what they’re worth because they’ve done their research. So offering something outside of the market rate for the position can be insulting and alarming. So keep up to date with the market rates or risk putting off the best talent.

9) Lack of an online presence for candidates to research

Great candidates do their research about any company they are applying to. In today’s world that means they head to google and if google can’t find you… do you even exist?

10) Dishonesty

I feel that this one is pretty obvious. No one likes being lied to or feeling played. Great candidates will figure it out in the end. So do your best to be up front and honest throughout the process.

The best way to prevent making these mistakes is to think about how you’d want or expect to be treated as an applicant and using that as a guide. Doing so will help you stop deterring the best candidates who can improve your business.

Key skill shortages in New Zealand's Construction Sector

Wed, 19 Jul 2017 00:22:43 GMT

Key skill shortages in New Zealand's Construction Sector

I didn’t think I’ll ever be writing ads about the construction boom in New Zealand again like at the beginning of my career in 2005 but we aren’t far off it. To be honest with you, I think ‘boom’ is the wrong term. It comes with a negative connotation, as it also implies there will be a ‘bust’ or a downturn. Hopefully, we will have a more evenly positive next few years in the construction sector.

However, there are a few key skills shortages which are becoming very apparent as we reach the half way point of 2017:

Quantity Surveyors of any shape of size, this is something that has not changed since the heady days of 2005, but on both the contractor, sub-contractor and consultancy side we are seeing demand for qualified intermediates and senior level candidates.

Those with true pre-construction experience – most savvy main contractors have setup a team or an ability to provide pre-construction services and engage with their clients at an early stage. Candidates with actual bid management or design management experience are highly sought after. Unfortunately, just the desire to do this work is not always enough.

Good, well qualified professional project managers, this swings between needing intermediates, seniors, and project directors. Usually, we have plenty of what people don’t need at the time! But those degree qualified people who see project management as a skill and an art form in itself are in demand!

Good graduates, especially quantity surveyors, but anyone with engineering, architecture, building science or quantity surveying and ideally also with some site based experience, even just labouring, are in demand. Throw in some good communication skills and a bit of humility and you have yourself a top candidate.

Actual Site Managers, not Foreman, not Leading Hands, not glorified carpenters. I’ve found that good quality Site Managers or Senior Site Managers for decent sized projects in the commercial construction sector are hard to find. They get paid well, $120K-$130K plus ute, to drive the projects and make things happen.

There is a lack of people interested in buying into companies – we are seeing a trend of senior figures preparing themselves for exiting their businesses and there are a number of opportunities for the next generation of business owners to come in and take over. Unfortunately, not enough candidates with the commercial nous, drive, ambition or financial ability to enter into a directorship.

So, these are the pressure points I’ve noticed in the construction sector at present, but despite the demand and skill shortage, the construction industry looks set to continue to “boom”.

Why and how to network!

wow@shazamme.com (Default Author) — Fri, 30 Jun 2017 00:23:59 GMT

Why and how to network!

There’s an old saying when it comes to job hunting, “It’s not what you know, but who you know.” And I can attest to this as I wouldn’t have gotten half the job’s I’ve had if it hadn’t been for people in my network. Nowadays, thanks to LinkedIn growing your network has never been easier; A couple of clicks and your network is bigger! Unfortunately, the fact still remains that face to face is the best way to network. So in an effort to highlight why and get you motivated to get out networking in person, I’ve created a brief guide.

Why should I network?

Simple. Do you want a job? Do you want to meet like-minded people? Do you want to build your personal brand and reputation? Networking helps with all of these things.

Though, I feel I should stress that when building your network you are not trying to use people! You should be networking to build professional relationships, learn and/or find a mentor. These connections may not produce a job opportunity until 5 years on, so employment today shouldn’t be your only goal. Remember, New Zealand is a small market and everyone knows everyone, so be careful how you treat people.

How do I network?

In our social media age, it’s easy to assume that making “connections” online is enough. Unfortunately, it’s not, it’s a start at best. The best way to network will always be getting in front of the person and showing them who you are and what you have to offer.

An important thing for everyone to note is that people love talking about themselves. Offer to buy them a coffee in exchange for 30 minutes of their time. The fact that you’ve put the effort in, to reach out is a huge ego boost for anyone you’ve asked! And who doesn’t like a little ego boost! Go prepared with a few questions about them and their job and have a conversation. Make the effort to get their business card.

If you hate coffee or are too shy to put yourself out there like this, then I suggest you go along to industry events. We, recruiters, have monthly meet-ups where we discuss things going on in our industry. Most industries have associations that will run similar things. You don’t have to talk at these events; in fact, you’ll probably spend most of your time being talked to.

So go and take advantage of the free drinks and nibbles then dip out. At the very least you’ll gain some knowledge and who knows maybe someone else will break the ice and chat to you first. If they do, get a business card.

What do I do after meeting someone?

I repeat get their business card before they go! If they don't have any business cards, make sure you've got their full name so you can connect with them on LinkedIn. Then follow up.

Following up is important if you want to be remembered. Send them an email within a day or two of meeting them. It’s nice to include something along the lines of how much you enjoyed your chat and ask to stay in touch.

Please note: Staying in touch doesn’t mean emailing them every day. Networking is a bit like dating, keep it casual at the beginning. You can become best mates later on but otherwise, keep it professional. People are busy so try to catch up for a coffee or at an event every couple of months. This will help keep your connection “warm” in the event they hear of an opportunity suited to you.

What I’ve gained from networking?

The reason I’m promoting networking here is that I have gained so much from it already.

Since I started networking in the HR and Recruitment industry just over a year ago, I’ve made some great friends, become a founding member of the Summer of Biz internship program and I’m currently in my second position within the industry, I'm still studying towards.

Networking doesn’t have to be hard, scary or time consuming just challenge yourself. Try to fit one networking event or a coffee chat each month as a start. At the very least you’ll meet some interesting people and learn more about your industry.

Hope this helps!

Jasmine

Why you need to start looking at overseas talent!

Wed, 14 Jun 2017 00:24:56 GMT

Why you need to start looking at overseas talent!

Most of our clients prefer locally based candidates which is understandable; they have good communication skills, great local networks; they probably have the ability to generate new work through those networks. And they also have a great understanding of local materials, contract law, health and safety requirements and IT systems.

However, there has been a growing trend in 2017 towards utilising the wider global candidate pool in the construction, property and engineering sectors. Now, this could be a Wellington thing, as we know Christchurch has had to hire global talent to cope with the re-build and given the size and diversity of Auckland our friends up there have often utilised overseas candidates.

Yet, in Wellington, we are still a bit of a parochial bunch and generally like to hire from within our own. What school did they go to? What kind of pedigree do they have? These are still common questions from clients and in some client facing business generation roles, these could be important.

However, I wanted to outline some important benefits of hiring from overseas, a trend that we are seeing our clients take up more and more as the drain on local talent continues:

1) They come for the lifestyle, not the money. Although they may have been paid well overseas, they will never get comparatively paid here, so often it is not about money. Not saying you can underpay them, but they won’t be negotiating every last dollar like some local candidates.

2) They bring a different perspective and sometimes different way of doing things. This can scare people off overseas candidates but different perspectives allow for more creative problem solving which can enable growth in ways that may not have previously been possible.

3) They can, in fact, generate a whole new network of potential clients you were not aware of. Different nationalities tend to have meetups or networking events for those that have emigrated from a particular country.

4) Generally, they have bigger, better and more systems focused experience than candidates that have worked for local firms. This is simply due the sizes and variety of the industry overseas. We are a small country, with a comparatively smaller industry which is why bringing those with a wider range or more focused experience can be beneficial to your business.

5) And lastly, diversity is good. Plenty of blogs talk about this and I’m not going to re-hash this topic here but it is a good thing.

So, if you are looking to come out to NZ, I encourage you to apply and push your case. If you have a hard to fill role, work out exactly what you want and maybe include some candidates without local experience. By shutting your company off to overseas talent you are turning away talent that could be the best fit for your company and settling for a not so great candidate, which in the long run costs your company money.

Mike

Protect your reputation

wow@shazamme.com (Default Author) — Thu, 25 May 2017 00:25:58 GMT

Protect your reputation

This is a subject that is close to my heart, as a recruitment consultant my personal brand is everything.

I specialize in the Property and Architecture sectors and the job market is strong again this year. It’s no secret that we have a skills shortage in these sectors and I see many clients and candidates looking to make the most of such a strong market.

Whether you are looking to progress your career or just needing to find work, your personal brand is of utmost importance. One way you can protect your personal brand is controlling your CV or informal approaches to companies on your behalf.

Why is this important?

Controlling your CV allows you to protect your personal brand and prevents you being over exposed in the job market. There can be negative connotations if a candidate is seen to be working with many consultants.

The message potential employers are receiving about you can be different from different consultants depending on how well they know you and their interpretation of your skills, experience, and personality. It is really important that you trust your consultant and are confident they know enough about you to educate the client and fairly represent you.

What can you do as a candidate to best manage your CV and personal brand?

Be clear on your skills, experience and the type of company culture that fits you. Ask your consultant questions about how your experience fits with their clients. Create an action plan with your consultant, generally if you are the one driving this you are working with the wrong consultant.

Your action plan doesn’t need to be formalized if you feel that you and your consultant have a good understanding. I recommend following up in writing and re-iterating your understanding of the action plan.

What can you do if your CV has been sent to an employer from more than one consultant?

If you have not already, send your consultant an email stating that you are working with them on that particular role, then let your consultant manage the situation with the employer. Ideally, let the other consultant know the situation, if you have no relationship with them and/or they are rather ‘bullish’ then just let your consultant handle the situation with the employer

Clients! Why is this information important for you?

Your recruitment consultant also represents your brand and sometimes we are the first impression for your company. Are you confident that your recruitment consultant has sold the benefits of working for your company and represented your company culture correctly?

Has the consultant tightly screened the candidate ensuring they are the right fit for your company? Not only on a skills and experience level but are they the right culture fit? Had the consultant spent enough time with the candidate and you to really understand that?

I enjoy getting to know people and really understand my clients business, it’s the reason I go to work every morning!

I believe that every candidate and client deserve to be fairly represented and I will continue to put in the effort to make this happen because after all, it's about my personal brand too.

The fine line between selling your abilities and lying about them

wow@shazamme.com (Default Author) — Wed, 19 Apr 2017 00:26:53 GMT

The fine line between selling your abilities and lying about them

The biggest frustration I hear from clients is that candidates lie about their level of expertise.

Now I’m a recruiter, so I know more than anyone that interviews are essentially an opportunity for you to sell yourself to an employer (I use the term sell very loosely here).

Yes, when you go to an interview you should be confident in your skills, ability and match to not only the role but also the company. You should be confident in your potential, that you are up to this challenging new role and you are excited to be a part of what they believe in. That’s positive selling.

What an employer does not want to see is you falsifying your abilities. The biggest issue we see in the Architecture space, for example, is the over exaggeration of software skills. If you are familiar with Revit for example, then you are familiar. If you are competent in the software then you are competent. If you sell yourself as a Revit superstar but are more along the lines of competent - They are going to notice and fast.

Yes, you want to believe that you can get to that level, and you probably will. But if the role requires a Revit pro, chances are you are not going to be able to manage or keep up with their immediate expectations of you. Your levels of expertise need to be made clear from the very beginning or before you know it you will be in over your head.

For example- If I were a structural technician, claiming to have advanced knowledge of designing bridge and tunnel systems but really only have textbook knowledge, would you want me in charge of all structural work on your project? I’d hope not!

The same applies to your employer, if you aren’t an absolute expert just yet but you believe you can get there quite quickly then make that very clear - it means they know where your abilities are at this very moment and can still consider you for the role. More often than not if you lie about your level of expertise, they will notice. The market is small in New Zealand, people talk and it’s your own reputation on the line at the end of the day.

Back to CV Basics

wow@shazamme.com (Default Author) — Wed, 29 Mar 2017 00:29:42 GMT

Back to CV Basics

When it comes to CV’s there is lots of advice. Most job boards will tell you the basics; include this, don’t include that and always write a cover letter. If that’s the information you’re looking for then check our resource section. But as I process all one eighty’s CV’s, I thought I’d give you my thoughts on the good, bad and the ugly of CVs.

First things first, a CV is not the place to write your whole life story. It’s a professional document that is meant to show your skills, qualification’s and experience, not act as a draft for your impending biography. Employers want a few short paragraphs about you, your skills and then your experience; which ideally should be in list format, ordered chronologically from your most recent to your least recent. Then include any other information they ask for e.g. details of projects you’ve worked on or a portfolio if required.

For your sake, please write a profile . A profile is a short paragraph that gives employers a bit of a background about you and why you are looking for a new job. I’m not saying write ‘I can’t stand my manager anymore!’ while that may be true, that’s a bad idea! However, if you want a role where there’s room to grow or a new challenge, state so. This will help with matching you to a role and organisation that fits your wants and needs.

When writing about your previous work experience the term ‘short and sweet’ applies. A few clear and concise sentences explaining your main responsibilities in the role is perfect! I recommend that when writing this part you try to not assume they know what your roles included. You could end up skipping over important skills or experience that will help you stand out from other applicants. If you were a Project Manager who communicated with clients and contractors while managing a project, say so.

However, please don’t ‘copy and paste’ your previous job descriptions . It is highly unlikely that all the tasks you perform in your job are actually in your job description. Using only your job description looks like corner cutting, indicating to employers you couldn’t be bothered. Which is not the impression you want to give, is it? It's also a good idea to try and talk about your interests and achievements outside of work too. You're a human being, show them that!

Lastly, be prepared to constantly tailor your CV . It is best to adapt it to each role you apply for as each organisation and role will prioritise different skills.

Hope this helps! All the best for you job search!

Jasmine

Coming together for the greater good

Fri, 17 Mar 2017 00:33:07 GMT

Coming together for the greater good

I read with interest last week about the acquisition of Hawkins Construction and Hawkins Infrastructure into the Downer business. First of all well done to the McConnell Group owners – they built up a business and have sold it to allow it grow further – great result. But what will this mean for suppliers to the business? What about the current Hawkins staff? How has the internal communications been? Always hard with a buy out as you can’t really say anything until it has been confirmed.

The merging or joining together of two cultures and brands is always an interesting and challenging proposition, can be done well, but not always. A similar situation appears to be happening in the French Top 14 championship, where Racing 92 is possibly merging with Stade Francais…..this is a simpler equation, 30 players on the field this weekend, only 15 next season. Now Hawkins Construction will stand alone as a separate brand and business, with only the infrastructure division being merged into Downer – fair call.

It will be interesting to follow both of these merger/acquisitions over the next 12 months to see the positives and negatives play out. I have a lot of time and respect for the Hawkins business having worked with Matt since their Wellington inception about 10 years ago – I wish them all the best.

As for Dan Carter and the Racing 92 crew, at least it is safe to say that Ali Williams won’t be a part of the new super team next season.

Is comfort the deathbed of ambition?

wow@shazamme.com (Default Author) — Wed, 22 Feb 2017 00:35:22 GMT

Is comfort the deathbed of ambition?

I recently read a chapter out of Grant Cardone’s book “Be obsessed or be average”. The chapter focuses on the concept of why you simply must move out of your hometown. Why? You might ask. ‘Cardone is a sales expert and a business man. Why is he talking about moving cities?’ To some, the reason is obvious, to others they see the benefits he highlights as debatable and potentially a lot of unnecessary hassle. Both are fair arguments. Why move out of your hometown if you don’t NEED to? His argument is that staying within your hometown is staying in your comfort zone and well, comfort is often known to be the deathbed of ambition.

From my personal experience, I can see his point of view. When I was 22 I decided to move to New York. Not only had I never lived there, I had no family to fall back on and no job waiting for me on the other side. Now I had been there before, only once in my life… for all of 5 days. It may seem to you like an irrational move but I have to say it was the best thing I’ve ever done. It was probably the scariest thing I’ve ever done but also the most rewarding. When you take yourself out of your comfort zone and throw yourself into your own personal “deep end” you will see very quickly what you are capable of when you push yourself. You may even realise that you were missing something that you never even knew you were missing out on.

That’s not to say you need to quit your job, pack your bag and move across the world, but the principle of the theory still applies. You simply must push yourself out of your comfort zone in some way, shape or form. For example, if you’re not entirely satisfied with your current role, why not consider moving into a new position or a slightly different field. Perhaps you’re up for a more challenging role? Then you should chase that ambition. Give yourself the opportunity to succeed.

At the time it can often be daunting, scary even. I understand, people rarely enjoy jumping if they don’t know how high off the ground they are – if they don’t know exactly how far they have to fall. That’s understandable, it’s human nature. But to truly see your full potential you have to step out of that comfort zone because you will never know what you are capable of and how far you can go until you put yourself out there.

The Lowdown on Construction Workplace Injuries

Mon, 30 Jan 2017 00:45:01 GMT

The Lowdown on Construction Workplace Injuries

A lot of roles we recruit for are high-risk for workplace injury, particularly those in construction.

WorkSafe New Zealand classes construction as a high-risk sector. Construction sites are among the most hazardous and accident-prone working environments anyone could work in. A lot of the time, these dangers are part and parcel of the job, but accidents can be prevented if construction companies know how to correctly identify all potential dangers present at their workplace, while giving top priority to the due care and safety of workers and visitors alike. Alsco NZ also recommend that every construction company educate employees about first aid response in emergency situations.

Our friends over at Alsco NZ recently reached out to us and gave us a bunch of free first aid resources (posters, signs and visual guides) that we thought we would share! Be sure to check them out, these free resources can help businesses reduce workplace injury costs and avoid hefty legal WHS fines.

Here’s a free downloadable and printable illustrated poster on how to respond to construction injuries and emergencies:

Here's a few more tips from Alsco NZ:

Evaluate the Situation

Most people’s first reaction to an emergency situation is to flock towards the victim. Instead of doing this, you should: neutralize all hazards around the place of emergency as quickly as possible, check the area for anything that may cause further harm, and check the victim’s consciousness and responsiveness.

As you look after the patient, get someone to make an emergency call. If you are alone with the victim, reach out for your phone and make the necessary call. Make sure to never leave his/her side while you wait for the ambulance.

When making an emergency call, make sure to keep these in mind:

Your phone number
A concise but relevant description of what happened
The status of the patient
Your exact location

It is best to have someone meet the incoming emergency team as the help arrives.

Handle Burns Carefully

When it comes to burns, make sure that the danger is under control before attempting to approach the victim. The first aid for any degree of burn is to wash the affected area with clean running water.

Do take note that chemical burns are highly sensitive and can easily get contaminated. So remember to remove any clothing exposed to the chemical and flush the burnt area with cool running water, not cold as it may aggravate the injury.

Once you have flushed the burnt area with cool water, start applying a non-adhesive, non-fluffy, wet dressing to prevent infection without agitating the burnt area. Call for a medical assistance as soon as possible.

Take Care of the Bleeding

In a construction workplace, cuts and bruises are common everyday possibilities. But no matter how common they are, it’s still important to take extra caution when handling bleeding patients - no matter how severe the wound is. Before handling a bleeding victim, make sure that you are wearing a pair of gloves.

Check the wound for any foreign material, do not remove any objects from the wound as this may cause further and probably even more severe bleeding. Severe bleeding can cause shock so make sure to call an ambulance immediately if this is the case. While waiting for the emergency medical team to arrive, you can try to minimise bleeding by placing a dressing on the wound while applying firm, direct pressure and keeping the affected area elevated.

Dealing with Crush Injury

Crush injuries are the result of a falling heavy object that has put a lot of pressure onto a body part. These injuries also happen when a body part is violently squeezed between two objects. Crush injuries could result in broken bones, severe bruising, bleeding, lacerations, breakdown of muscles

When dealing with crush injuries, always neutralize any hazard before attending to the victim. Be sure to check for the victim’s responsiveness. Assess the situation and evaluate the wound’s severity. As long as it is logically safe, remove the crushing weight ASAP. For minor crush injuries, the medical attention needed are the same as treating cuts and bleeding.

Dealing with Fall Injuries

It can already be considered critical if a victim falls from a height that is more than one metre, as the chances of incurring head or spinal injury are already high. The immediate course of action in situations like this is to stabilise the victim and treat any possible concussion.

Assess the victim thoroughly. Check for the following signs of concussion that need immediate medical attention: confusion, vision impairment, nausea and/or drowsiness.

Call an ambulance straight away. If the victim has sustained any fracture, treat any incurred wound and immobilise the fractured area.

The Lowdown

It’s important that every emergency situation in a construction workplace is properly documented. See to it that the what, where, and how are explained in as much detail as possible. It is also important that the treatment provided has been properly noted, as well as the ambulance number, and the hospital where the victim was taken to.

Accidents in a construction workplace cannot be completely avoided. But being alert and informed in how to deal with emergency situations can be of great help in saving a worker’s life. In fact, simply having first aid kits in easily accessible locations around your workplace can greatly contribute to saving lives in emergencies.

For more information and downloadable resources, visit www.alsco.co.nz

Top Talent Remuneration: Building Supplies Industry

Fri, 11 Nov 2016 00:55:10 GMT

Top Talent Remuneration: Building Supplies Industry

A few weeks ago, I outlined my thoughts on salary levels within the construction sector, this focused on core site based roles such as site manager and quantity surveyor. On top of recruiting for this area we also recruit for sub-contractor roles or suppliers of products to the building industry sector (I know this is a bit of a mouthful, I haven’t come up with a succinct name for this sub-sector yet!).

It is important to note that these packages are purely from my point of view based on discussions with clients and candidates. There is no science to it, but I have a reasonable handle on what you need to pay to secure a top candidate.

A few further comments on the above:

Vehicles are generally worth $12K-$15K to the package
This is focused on the Auckland market as that is where we do the majority of this type of work, however take approximately $10K-$20K off for other parts of the country.
Job titles can be confusing between companies; generally the pay is related to turnover and sales.
Role definition is critical, as in this sector the role definitions are not as clear cut.
Remember, each case is different and this is only a guide! They may not be 100% correct and they may be skewed towards what the top candidates want as that is who we are talking to.

I’d love to hear our thoughts as either an employee or employer and if you want to catch up over a beer to discuss further I’ll get the first round.

Mike

Celebrating Success

Wed, 09 Nov 2016 00:56:59 GMT

Celebrating Success

The one eighty team enjoyed a great night at the Wellington Region Business Excellence Awards hosted by the Hutt Valley Chamber of Commerce. We all got dressed up and I had to prepare a winners speech just in case it was our name called for the small business category. We ended up sitting right up the front and our category sponsor shared our table - so I thought the signs were looking good!

In the end we didn't win, which as naturally competitive people we were gutted about - but the winners Love to Grow were thoroughly deserving!

We met some great people, received some fantastic exposure and although there was a lot of work involved in entering a submission - the rewards were well worth it.

Mike

How to attract the BEST candidates!

Tue, 01 Nov 2016 00:59:04 GMT

How to attract the BEST candidates!

Essentially, our service is around providing great recruitment solutions to growing innovative companies. Part of this is presenting the best possible candidates!

Here's 5 key points that I believe are critical to attracting the best candidates:

1) Have a talent pipeline – you should always be developing your pipeline of potential employees. The key here is to continually attract people to connect with your business through social media and other forms. Think ex-employees, referrals (from when you weren’t looking), people you meet during networking and unsuccessful previous applicants. We work with clients to help them create a talent pipeline, we believe that recruitment should be an ongoing process that gets easier, not harder.

2) Have a great employment brand and culture – this is critical to attracting the right candidates. Most companies or business owners would profess to have a great company culture and probably for the most this is true. There are some great teams out there who do some fantastic work and have fun along the way. The issue we have recently come across is the fact that this is all held behind closed doors and the public perception of that organisation from a potential employment point of view is quite different.

3) Have a great role/offering. You need to really put yourself in the candidate’s shoes and think what they would want. Good candidates don’t make the jump for no reason, the role has to be a great one, opportunity for progression and development, flexibility maybe.

4) Utilise multiple mediums to target your key market. This is something we believe at one eighty we do quite well. We are constantly on the lookout for new ways to advertise or attract the best candidates. A few years ago it was LinkedIn, we still get a great response from specific industry associations, maybe a billboard across the road from your competitor? The key here is to not rely on one method – one Trademe advert in isolation will not work!

5) Control your message. Be wary of using too many recruitment agencies. The message you send to the market is of massive importance, if you have 5-10 agents out there talking about your business, but not delivering the correct message, the results could be hugely detrimental to your whole organisation. We suggest using one external recruitment provider.

We hope these tips have been helpful in your ongoing recruitment requirements. Just remember at one eighty we do this all day everyday – and we are pretty good at it too!

Mike

Changing Business Direction? How Recruitment Can Help

Fri, 21 Oct 2016 01:01:35 GMT

Changing Business Direction? How Recruitment Can Help

In growth mode, small and medium sized businesses are constantly changing, adapting and improving.

Most employees are welcoming of a change in strategy or process, especially if its going to improve how they work, make them and the business more money, and improve the business’ reputation in the marketplace. These employees are engaged and are willing to do what is best for your business – you’ll want to keep these awesome people on for as long as you can!

Sometimes after a change, however, a few employees will create resistance or resign. This may seem like a loss, and it can be stressful, no doubt about it. But hang on – you don’t really want these people around anyway! You have committed to a change for the better and they aren’t willing to participate.

So, what’s the next step? You may have guessed it… Recruitment!

In our line of work, we have seen this scenario play out time and time again and we love being a part of the process to ensure the right people are hired who are aligned with your business strategy. Let’s look at a case study and go through our recruitment consulting process

Case Study:

We were recently engaged by an Australian owned company with a NZ based division in the building supplies industry. Things were changing at this company, with a real drive in sales and the implementation of KPI’s. Further, feedback from their customers revealed a need for their regional staff to be a lot more present and accessible.

The company engaged us to assist them with their recruitment. We were given the brief on the change, company and culture, and were tasked to find the right people for the business going forward.

We implemented the following campaign:

We wrote a great ad, made a video and posted across multiple job boards as a double branded advertising campaign

We created a video showcasing the role and the company culture. We asked them to arrange for two employees to do short videos explaining why they enjoy working there. Our video was a hit with the candidates, many of whom mentioned how useful it was in gauging fit and how much they loved hearing from actual employees!

We created a dedicated campaign page on our website to the company and the roles, including links, imagery and video

As part of our campaign, we also ran sponsored updates on our social media channels. We closely monitored engagement, created interactions with staff members and candidates, and used click through links to our website – the trick is making it as easy as possible for the right people to apply!

We implemented a referral scheme to encourage staff and supporters to refer potential candidates

We specifically targeted people with our sourcing campaign - making contact with local technical salespeople in the appropriate sectors

The role was also marketed to existing candidates on our database through a mixture of imagery and text

Overall, we used a number of different contact methods dependant on what was most appropriate including email, phone, IN mail, Facebook message or text message.

We then ran a comprehensive search and selection process with the use of video interviewing and sent preferred candidates to the head office in Auckland for a final face to face interview.

The whole process was highly successful and we have filled four roles thus far, nearly five - we are currently running a campaign using the same methodology.

If you are making some changes to your business, let’s have a chat and see how we can help you get the right people on board.

Mike

Become your own Boss in 8 Easy Steps!

wow@shazamme.com (Default Author) — Thu, 15 Sep 2016 01:03:50 GMT

Become your own Boss in 8 Easy Steps!

Have you ever thought of working for yourself? Of course you have!

Becoming a contractor is easier than you think and we are here to help.

Lets break this down:

Register as a company – this costs very little and provides greater security than operating as a sole-trader or in a partnership
Ensure your company is complying with IRD - register for GST if you expect to earn more than $60,000 and ensure you have your own IRD number when operating as a company
Get insurance! Preferably both public liability and professional indemnity insurance
Put aside a conservative amount of money from your income for tax
Get an accountant – as a contractor you deduct your own PAYE, are liable for paying the GST that you receive, and are able to claim back your GST. An accountant can ensure that all your ducks are in a row so that you can get back to what you do best!
Set up an invoice template to make it easy for you and for the companies who contract you. Xero have invoice templates you can use! However, if you prefer to make your own, be sure to include key information such as your name (and your company name), your GST number, your bank account details, the hours worked and your rate along with a total including GST.
Having a rainy day savings account is useful, this will help to cover leave or time in between contracts
Lastly, use a recruitment company like one eighty to ensure a steady flow of work!

As always, feel free to contact us for more information.

Top Talent Remuneration: Construction Industry

Wed, 14 Sep 2016 01:05:39 GMT

Top Talent Remuneration: Construction Industry

One of the most common questions I get asked when talking about the construction industry is "what are the latest salary levels?". Over the years I have had regular catch ups over a beer with leaders in the industry to discuss my thoughts and how that relates to their current pay structures. So I thought I would post my current take on pay rates within the construction sector.

It is important to note that these are purely my points of view based on discussions with clients and candidates. There is no science to it, but I am confident in my knowledge of what you need to pay to secure a top candidate.

I have broken it down into different roles, followed by comments surrounding sector, industry and location specifics.

A few further comments on the above:

Vehicles are generally worth $12K-$15K to the package.
This is focused on the Wellington commercial market, however add $10K-$20K for Auckland, the Christchurch market I am not sure as there seems to be a lot of change. Also add $10K-$20K for infrastructure roles.
Each case is different and this is only a guide.
Job titles can be confusing between companies, generally the pay is related to project value and skill level.
Some roles cross over but are at the same level – i.e. Senior Site Manager in my mind is the same level as Project Manager, just a different skillset within a main contractor.
There are probably only about 5-10 true Project Directors in Wellington, this is a highly skilled and experienced role.

So there are my thoughts; they may not be 100% correct and, due to talking to top candidates only, they may be skewed towards the high end.

I’d love to hear your thoughts as either an employee or employer and if you want to catch up over a beer to discuss further I’ll get the first round.

Mike.

The War for Work

Thu, 25 Aug 2016 01:08:15 GMT

The War for Work

Having worked through an economic boom and then a recession I have seen many recruiters come and go from the industry and yet, in 2016, recruitment firms are competing with each other more than ever. While this gives employers great choice when it comes to engaging recruitment services, it means we need to step up our game to win work and stand out from the crowd.

For example, at one eighty we recruit in commercial construction among other sectors. In Wellington alone we are up against seven serious recruitment players (as well as the not so serious), not to mention those that feature in the Auckland region. With the increase in recruitment firms available and now a talent shortage for many of our specialisations, there is a dire need to understand how to combat this extra competition.

As with any industry, knowing your competition is key. The more you know the more you can strategically place yourself ahead of the others in the market. In our industry, talking to clients and candidates can provide useful insights about other players. In our experience, understanding how we (and our competitors) are perceived in the market by those that matter have helped us capitalise on the areas we do well in and improve the areas in which our competitors may be doing better.

Personally, I’d like to see companies choose one recruitment firm to run with and then commit to that relationship. As we have seen time and time again, when our clients build a relationship with us and work exclusively, great things happen! For this reason we have really marketed the benefits of exclusivity to our clients.

So, what do your competitors do that is liked and appreciated by the clients YOU want? Take in all the information so you can to build a better business!

The Shrinking Talent Pool: How to Tackle it Strategically

Fri, 12 Aug 2016 01:09:30 GMT

The Shrinking Talent Pool: How to Tackle it Strategically

As most employers are aware, there are prominent candidate shortages in the areas where they are needed most. Primarily in New Zealand you will find this in the IT and construction/engineering sectors. In New Zealand 51% of employers are having trouble filling jobs, but this is also a global concern with 38% of employers not being to find the right talent (ManpowerGroup Talent Shortage Survey 2015, 2016).

There is also a trickle-down effect from this shortage; over half of employers said that the talent shortage impacted their ability to meet client needs. A reduction in productivity/competitiveness was also expected, partnered with an increase in turnover and lower employee engagement. It is also expected to have an effect on innovation and creativity, with 1 in 4 concerned about these effects.

The world is faced with a lack of experienced candidates as well as a lack of candidates with the right qualifications and technical competencies. In today’s world soft skills are increasingly important; but over 10% of applicants lack professionalism, motivation, enthusiasm, and the right learning mind-set employers want (ManpowerGroup Talent Shortage Survey 2015, 2016).

This pressing need for talent has seen candidates from overseas increasingly being sourced and given offers before even arriving in the country. Firms will also be competing for the same talent and be faced with a confident candidate who knows their existing employer will be willing to put up a strong counter offer in order to retain them. What does this mean? The power is in the candidates’ hands.

So how do you go about retaining those top employees and attracting the most demanded talent when the playing field has been so evidently leveled for employers and recruiters?

Internally, employers can focus on training and development and providing employees with the right opportunities to own their career. Taking proactive measure to retain existing talent by identifying key drivers of motivation while encouraging employees to own their careers is a simple step employers can take.

Employers should also look at company culture. Firms can take action to build a winning culture and use existing employees as brand advocates in order to attract talent.

According to ManpowerGroup only 10% of employers are seeking to explore previously untapped talent pools such as part-time workers, contractors, young people, military veterans, people with disabilities, those seeking flexible work arrangements (i.e. work form home) and older workers. The key here is to adopt an agile mind-set and explore pools of untapped talent.

New Zealand struggles to have an open mind when dealing with overseas talent available to the market. By investing in this overseas talent employers will find it complements the local skills they have within their business with much needed international skills and insight. By tapping into this rich source of migrating talent New Zealand businesses can remain competitive at a global level.

Talent trends have changed, there is no questioning that, but many employers have not rethought their recruitment strategies. New people practices will give you the results you’re after, the same old same old won’t. More than one employer in five is still not pursuing any recruitment strategy to overcome talent shortages. Action is needed now.

With this in mind, what steps are you going to take to tackle the talent shortage?

Reference

ManpowerGroup Talent Shortage Survey 2015. (2016). Manpowergroup.com. Retrieved 12 August 2016, from http://www.manpowergroup.com/wps/wcm/connect/manpowergroup-en/home/thought-leadership/research-insights/talent-shortage-2015/talent+shortage+results

Videos in Recruitment Advertising

Fri, 29 Jul 2016 01:13:11 GMT

Videos in Recruitment Advertising

The use of video for recruitment has become more and more prevalent recently. At one eighty it is something we have tinkered with for a number of years - check out our first attempt compared with our latest creation.

Definitely a few noticeable improvements – can’t believe we made a video almost 6 minutes long! Video is powerful, it is able to convey the emotion and the passion of the role and the company in ways that written text never could.

It won’t replace adverts or other sourcing methods but we strongly advocate it as a long term branding tool.

Key reasons to use video when recruiting:

It shows off your brand which may help you win work. We advocate working alongside your marketing team when recruiting a role. By showing off your company through a video clients could easily want to do more work with you.

Help build a pipeline of talent – a video will not only help fill the current need but also create a pipeline of people that could be interested in working for you.

Candidates get to see who they will work with and for, what the office looks like, and what their day might look like.

Videos are much more engaging – according to Trade Me data, adverts with video get 21% more applications on average and 26% more adds to watchlists.

You can showcase employee testimonials – potential candidates want to know what it is like to work there from the people that work there.

Showcase your employment brand to a massive audience – YouTube is currently the third most popular website in the world with over 800 million unique users visiting each month.

You can show your company culture – relaxed joking video for a tech start up, funky professional video for an architectural firm, or a raw site based video for a construction firm.

The passion of the hiring manager/recruiter can be more easily conveyed – hand movements, eye contact, and facial expressions.

So there are a number of benefits and reasons to use video in recruiting your next role and I thought I’d finish with a few of my favourite and not so serious recruitment videos for your enjoyment:

The Candidate's Perspective

Tue, 19 Jul 2016 01:14:41 GMT

The Candidate's Perspective

We are about to embark on a five-part blog series covering a few different recruitment trends in the 2016 market. Hopefully have some relevance to both jobseekers and employers alike!

These won’t be your usual cliché recruitment trends like: “salaries are up”, “candidates are in demand” and so on. We will touch on candidate shortage in certain markets, but the focus will be knowing whether your recruitment project is one of finding someone or selecting someone... Stay tuned for this one.

This week we are focusing on educating employers on understanding the candidate’s viewpoint. My advice if nothing else during the recruitment process is to always think – how will the candidate feel about this?

So, let’s put ourselves in the candidate’s shoes…

Here are a couple of real life scenarios. While reading these try to think about how you would feel if you were the candidate.

You meet with your favourite recruiter and discuss a great new role that suits you and your career aspirations perfectly. You then attend an interview a few days later directly with the hiring manager at the employer’s premises. It goes really well, the role is what you want, the managers seem like good people. You are keen. However, 10 days pass and despite your favourite recruiter keeping in contact with you they have not been able to extract any sort of feedback or next steps from the client. Finally, you receive feedback through email which is an offer of employment.

Now this is good, don’t get me wrong, but the poor candidate has been sitting there thinking what is going on - do they like me? Am I a fit for them? Do my salary expectations stack up? And then the first feedback is an offer. This candidate took it well and it is a great fit, but they could have just as easily said, “No, sorry I don’t think these guys know how to communicate with people effectively, this is a warning bell for me”.

Another example:

An employer has a really robust and consistent interview process, which includes 3-4 interviews where you meet the Directors, the Manager and have a coffee offsite with various team members away from management. The process went really well and the candidate (who was actually approached for the role) came around to the fact that this was a great opportunity and he was really keen. However, after verbally agreeing terms, it then took a week to get the contract together.

Again, the candidate was left waiting around wondering where the contract was, and whether it was normal for it to take this long. This delay portrayed a warning sign around the employer’s ability to move quickly on things, and the candidate wondered if they were getting cold feet… In the end, through communication, this situation was easily resolved. There ended up being valid reasons for the delay and the robust interview process earlier had given the candidate the comfort and knowledge of who they were dealing with. Lesson here: communicate with your candidates! Don’t assume that you can keep them waiting without good reason and that the person you approached isn’t looking at other offers. Getting the contract together quickly shows that you are committed to them and the offer, and that you are organised!

I hope these examples give some insight into how candidate’s feel during the recruitment process. Furthermore, these two scenarios only touch on those who were successful… I could write a whole other blog on how to reject candidates, how candidate’s feel when being rejected and the impact on your business. But another time. Moral of the story, treat your candidates really well. It’s not all about the employer – this is a two-way street! One could argue that it’s as much about the employee as it is about the employer finding the right person.

Employing millennials; is it as daunting as it seems?

Fri, 08 Jul 2016 01:16:43 GMT

Employing millennials; is it as daunting as it seems?

Fresh out of university with my bachelors degree and beginning my postgraduate study I joined the one eighty team as the newest and youngest member. I spent half of my 2+ years of dedicated hospitality work searching for a job in my desired field; HR. This was not so easy for a graduate completely inexperienced in that area and thus deemed a risk to employ.

Graduates of the millennial generation are often considered demandingly difficult, unprofessional, need reassuring ALL THE TIME, are inexperienced, and self-absorbed. These widely held stereotypes were not increasing my chances of finding a career.

Good fortune brought me to one eighty recruitment, a small but growing recruitment firm with passionate and proactive employees. They were confident and had a knack for their work; but how was I going to contribute to this successful team? Maybe the lack of enthusiasm when hiring inexperienced millennials is there for a reason?

However, I soon would understand why I was a useful component. I began thinking more deeply about my role at one eighty and the untapped resource that are graduates and 20-somethings entering the professional workforce.

My contribution to one eighty’s day-to-day functioning range from the small - checking the PO Box and buying an aux cord; through to the big - planning and execution of one eighty’s presence on social media and ensuring candidate’s CVs are up to scratch to present to clients.

I help to keep the business running; the small everyday tasks one wouldn't always think about. This ensures the consultants can get on with the work that grows and financially secures the business. I am an integral part of this company and proud member. My millennial traits mean I easily adapt, have a strong focus and drive, and fully immerse myself in my working world.

Benefits recognised in graduates can range, however the consensus is that they:

Can be more comfortable with using and adapting to new technology

Can be a profitable long-term investment

Tend to accept a lower salary

Are prepared to work harder than many who are experienced due to wanting to prove themselves and a lack of external commitments, and

Can provide insight and perspectives not currently tapped into

Is there a stigma surrounding graduates? Sure. Is some of it true? Yeah, maybe. But from my own personal experience and the experience of others it appears that graduates may be an under-utilised resource due to being misunderstood and misinterpreted.

Next time you need a role filled why not consider the benefits of hiring a fresh-faced 20-something with a desire to learn and achieve. Navigating the floods of them can be hard but with the right techniques and processes you may land yourself a success story in the making; one eighty did it and they can help you do it too.

Exclusive FREE offer!

wow@shazamme.com (Default Author) — Fri, 01 Jul 2016 01:18:27 GMT

Exclusive FREE offer!

Do you own or work for a growing local company with an entrepreneurial spirit? Want to increase awareness of your brand, or perhaps attract top talent? It is vital to showcase your brand to prospective employees – and not only when you are actually recruiting!

Hopefully you will have seen that we are using video a lot more in our latest recruitment campaigns to promote the employers culture as well as elements of the job. These videos are a powerful marketing tool, and we have had awesome feedback from our clients and candidates!

To celebrate the success of our videos so far and keep the ball rolling, we are offering a FREE 90 second employment branding video to our followers!

It’s easy to enter, just head over to our Facebook page like our latest post and tag your company in the comments. Be sure to give our page a like too! We will draw the winner next Wednesday 6th July.

Your company must be based in the Wellington region to be eligible.

Check out the video below for a glimpse into what goes on behind the scenes when shooting one of these videos!

How Well Do You Know Your Customers?

wow@shazamme.com (Default Author) — Fri, 24 Jun 2016 01:20:03 GMT

How Well Do You Know Your Customers?

No matter what industry you are in, knowing your customers is key. Studies have shown that good and thorough service trumps fast service pretty much every time, and going above and beyond for your customers to solve their problems results in customer retention and satisfaction. People are more likely to refer your business to others if it was memorable, thorough and friendly – rather than if you got them out the door quickly.

At one eighty, we understand that our clients have different businesses, different wants and needs, as well as different budgets, and we tailor our services to suit.

Recently, we started a recruitment campaign for Maycroft Construction who, newly based in Palmy, are looking for a qualified Quantity Surveyor and a Site Manager.

Mike and I took a day out of work to travel up to Palmy, meet the team, chat about what (and who) they are looking for, and see some of their current construction projects.

We gained some pretty valuable insights into team culture, what a typical day is like working for Maycroft and also the benefits of living in the Manawatu. Learning these insights first hand is invaluable to the recruitment process, if there’s one key piece of information candidates want to know, its: “what is the potential workplace like?” Being able to say we spent a whole day with the team tends to spark interest from candidates who want to be informed, and especially passive candidates who we may be trying to sway towards Maycroft!

I’ve put together a short video vlog below of what we got up to on our client visit with Maycroft in Palmy, enjoy!

Remember, taking the time to really get to know your customer and understanding their business and people will put you in a good position to provide them exceptional service, while also reaching your business goals!

Finding a Job in Today’s Digital Age

wow@shazamme.com (Default Author) — Fri, 06 May 2016 01:22:15 GMT

Finding a Job in Today’s Digital Age

While most aspects of recruiting remain largely a manual process, we as recruiters are constantly looking for new tools and technology to use in our strategy. The recruiting industry as a whole is undergoing a shift away from the more traditional methods, and toward the technological and social realm. This has implications for you as a job seeker!

Of course, the same old standards apply during the recruitment process as they did 50 years ago, show up on time for your interview, dress appropriately, be prepared to answer questions and provide examples… and so on. But now that we are living and working in the digital age, this creates both an opportunity and a challenge for job seekers that didn’t exist for the previous generation. In other words, how you navigate the digital world can make or break your job search!

Develop your Personal Brand

You may not realise, but job hunting requires a lot of marketing on your part. Its commonplace now for employers to use social media to screen candidates in order to gain some insight into personality and fit. Take control of how potential employers may see you when they search your name; build and polish your personal brand online.

Use Social Media

We make a conscious effort to use social media, and so should you! Take the time to build up an online presence and develop your personal brand. But don’t just leave it there, be sure to keep your pages up to date – especially adding any new skills or experience on LinkedIn.

Follow people in your desired industry, including recruiters who specialise in recruiting for that industry. Be active in online conversations and use this to build real world, offline, relationships. When chatting to people at networking events, mentioning that you follow their twitter feed or enjoyed reading their latest blog post, can be a great conversation starter!

”Use online information to take intelligent offline action” Huffington Post

Read Blogs

There are so many blogs out there at your disposal! Reading blogs can provide new ideas and perspectives on your job search that you may not have even considered. Social Hire is a great blog for job seekers; not only has great info about finding employment but also is a resource for recruiters, which gives you an opportunity to see both sides of the coin.

More and more recruiters have their own blog, usually found on their websites. Check out any advice they have for job seekers that may help you to stand out (see our blog next week for more!). Different recruiters may have different perspectives and preferences, which is helpful to know when sending in your application.

Finding a job in today’s digital age may mean having a strong online personal brand, being active on social media and keeping up with industry news, trends and conversations online…but definitely do not hide behind your keyboard! Enter real world conversations armed with online information, this is both the challenge and the opportunity. Do your research and appear the expert. If anything, it shows that you make an effort to stay current, keep up to date and have taken the time to get to know important people in your job application process!

Be sure to follow our Facebook , Twitter and LinkedIn pages - we love talking to job seekers and are happy to help with any questions you may have!

Social Media Strategy for Small Business

wow@shazamme.com (Default Author) — Fri, 22 Apr 2016 01:52:18 GMT

Social Media Strategy for Small Business

Social media can be overwhelming for SMEs. The pressure to always be online and to make interesting posts can produce an effort and reward imbalance; it can difficult to see the direct benefit that social media can have for your business.

A report from online business community Manta has shown that almost 50% of businesses have increased their time spent on social media, with 55% of businesses reporting using social media platforms like Facebook and Twitter to engage with customers and generate leads. However despite this increase in usage, more than 60% reported no ROI at all. What could these businesses be doing wrong?

I’ve compiled a handy list of tips to help your social strategy:

Don’t bite off more than you can chew – at least initially. Instead of signing up to multiple social media streams that you struggle to maintain, slow down and consider your audience. Who is your target audience? What social media channels do they visit? What kind of content do they like, share or retweet? The answers to these questions will determine where your time is best spent. Perhaps you find that your customer demographic are mostly on Facebook and hardly use Twitter at all. Or, perhaps you are targeting professionals who spend a lot of their time on LinkedIn . Narrow it down and do it well rather than spread yourself too thin.
Put up content on a regular basis – do not neglect your page! This can send a message to your audience that you are lazy, not technology savvy, unprofessional, unorganised, or even out of business! They won’t bother contacting you through social media, or even at all. Jumping online to check Facebook once a day or just posting generic content isn’t going to bring the business in, or convince your audience you are a legitimate and thriving business!
Don’t post too much content ! On the other side of the coin, don’t churn out content with the hope that your audience will respond to at least one of your posts… This is not impressive; it is overwhelming (and you just end up talking to yourself – not the point of “social” media). In your posts, place the emphasis on value. It’s about quality over quantity. Figure out what your audience responds to and what they find interesting or useful. Another good idea is keeping an eye on what times in the day you get the most activity – posting at key times can help increase engagement.
Engaging with your online community. As well as putting out valuable and thoughtful content at the right times, you also need to spend time listening and commenting on other posts. Social media is about being social and building relationships, not just pushing out your own content.
Assign someone in your team with the job of managing social media. I do ours at one eighty !
Think long-term; social media is a patience game. Marketing via social media builds a community between your brand and customers. It’s a platform in which you can build loyalty and build relationships.

Social media is a tool like many others at an SME’s disposal, but it will only work if you use it strategically. Feel free to have a chat with us about your social media strategy!

The Importance of Liking What You Do

wow@shazamme.com (Default Author) — Fri, 15 Apr 2016 01:58:29 GMT

The Importance of Liking What You Do

Until recently, I hadn’t put much thought into “liking my job”. I had been studying my whole life, and part-time jobs on the side were just that – on the side. They were a means to an end; they helped me earn a little more cash to help me get by that week. I felt stuck in the short term and was lost.

I worked in retail for a while, and while I enjoyed the interaction part of my job with (most) customers, I felt very unengaged with my work. After a couple of years, I felt I had learnt all I could learn and I didn’t see how the job was going to help me further my career and be successful. I would drag myself to work and count down the clock…

From this experience, I firmly believe that being unengaged and unhappy at work has a flow-on effect to other aspects of your life. Combine this with studying – and you have a hot mess of exhaustion and little to no daily routine. You find yourself walking around like a zombie with the weight of the world on your shoulders. Not a good way to live!

I recently saw something pop up on Facebook and it really resonated with me:

“Don’t work for eight hours at a company only to go home and not work on your own goals. You’re not tired, you’re uninspired”

Now, I go to work for eight hours at a company I actually enjoy working at and, even better, when I go home I have the energy (and time) to do what I want to do and work on my own goals. This would have to be one of my favourite parts of working and being in a good routine. You can actually relax in the evenings and weekends – something you don’t always have the luxury with when studying as well. The “always on” aspect of studying really took a toll on me; I “expected” good grades and put a lot of pressure on myself.

Enjoying what I do at work has had a huge impact on my personal life – friends have commented that I am happier, more outgoing, more relaxed and at ease in general.

Why I like my job

It is varied and interesting – no two days are the same and I am always busy with special projects that I work on for the business. I love seeing the results of hard work coming to life.
I am given responsibility and am trusted to make decisions (thanks Mike!). This is huge in feeling empowered and engaged in what you do.
It is flexible – if I wanted to I could work from anywhere (right now I am sitting in a café having a coffee while I write this blog…).
It is my first ‘industry job’ where I am gaining so much valuable experience and am given the opportunity to do a variety of work to help me decide which direction I would like to go in. No longer am I stuck in the short term, I feel like I am doing something that contributes to my future in a positive and productive way.
The people and company culture. One of the main reasons I love working at one eighty recruitment is the cool bunch of people I get to work with and the relaxed culture. We enjoy having drinks at work or after work, it’s not uncommon to have lunch after a meeting in town, we play music all day and go to meetups and events together.

I could probably go on and on about why I like my job, but I think we get the point: Life is short, work somewhere awesome.

When looking for a job, my advice would be to really consider your expectations and fit with your potential employer. Sometimes people (especially graduates) are in such a panic about finding employment, they take any job they can get their hands on. But consider your options – your happiness is just too important to pass over!

So, what keeps you in your job? Or alternatively, what has made you leave a job in the past?

I would love to hear about your experiences.

The Science of Gut Feel?

Fri, 08 Apr 2016 02:00:44 GMT

The Science of Gut Feel?

When hiring, ‘gut feeling’ becomes an integral tool in the assessment of a person’s abilities – whether this is a conscious decision or not! But how do you know when to trust your intuition and when to disregard it?

Research suggests that gut feeling is based on unconscious comparisons to past experiences. Naturally, the more diversity or longevity in a role using intuition, the more experience a recruiter has to draw upon.

Gut feel has both positives and negatives:

Gut feel is a useful judgement tool about humans and fit. The process of recruitment is all about people, managing expectations and match-making – if it wasn’t, the whole process of recruitment could be done by machines! While technology is helpful to the process, it isn’t a total solution to the hiring process.
We’re in a knowledge economy – this means new complexities and priorities have been added. It’s no longer just about what school you went to or what degree you have, there’s much more to it than that. This makes the gut feeling very relevant.
However, as mentioned earlier, gut feeling is based on prior experience. Because each person has different experiences, the interview process has suddenly been plagued with subjectivity. This opens up the possibility of bias and we must always be aware of this.
From a different perspective, a candidate could use a hiring managers gut feel to manipulate the process – taking the focus away from key competencies and toward similar interests. This creates the added risk that they person they “like” can’t actually perform the tasks required.

To counteract subjectivity, a number of objective tools are used in the recruitment and selection process:

Psychometric testing (aptitude, numerical reasoning, behavioural competency)
Job related testing
Profiling – biased or otherwise
Competency (behavioural interview techniques) based recruitment vs traditional matching methods
Assessment centres

It is argued that these avenues, if used correctly, should lead to a higher level of objectivity, accountability and transparency.

I can think of an example where I used my gut feeling during an interview a client had asked me to sit in on. Throughout the interview, various technical and behavioural questions were asked to assess competency. The candidate had to provide examples of their work, design calculations and sit a software test.These assessments came to the conclusion that this person was indeed competent. However, I was left with an uneasy feeling due to the way this candidate answered questions, almost like they were manufactured or telling us what we wanted to hear, rather than the truth.

So in my opinion gut feeling is as important as ever. You can assess via every other means possible, but at the end of the day it’s this intuition that you grow over time through experience that helps you assess risk and hire the best candidate.

In this particular case, my advice to the client was to undertake thorough reference checking and gain industry feedback from mutual contacts – with prior permission from the candidate of course!

The end results confirmed that the candidate was great at interviewing and taking tests, but real world application of their skills coupled with a slightly abrasive personality meant that tension was created on project teams. So, even though the candidate interviewed well and had the skills on paper, didn’t mean they were suitable for the job.

“What counts can’t always be counted, and what can be counted does not always count” – Albert Einstein

Have you had experience where trusting your gut feel has been the right call, in recruitment or otherwise? I would love to hear your thoughts on this topic!

9 Tips for Maximising Workplace Attractiveness

Fri, 25 Mar 2016 02:03:02 GMT

9 Tips for Maximising Workplace Attractiveness

It may not surprise you that in our line of work, we talk to candidates every day. What may surprise you is the one key piece of information candidates always want to know: what is the potential workplace like?

Candidates are searching for an attractive workplace and this is something they are sure to ask us about, alongside the people they will be working with, the role, future career opportunities etc.

On the flip side we also visit some great (and not so great) client office spaces. So, I thought it was about time I outlined some of the attributes great workplaces have, from a purely physical point of view.

Every great office space we have seen has a modern splash of colour – usually in company brand, but bright, light colours is invigorating and powerful when it comes to staff morale.

Natural light has been proven to massively increase productivity in employee outputs – check out one of our clients HomeTech Solatubefor more proof. Have a think about where you position desks in relation to windows and natural light. Or maybe your office fit out should include some Solatubes!

You could try a hot desk approach, this allows for a great mix of different people; the CEO could sit next to the intern one day! It also forces people to be organised and paperless – bonus!

I am a massive fan of sit/stand desks which can be a great benefit both physically and mentally.

Fewer desks than people – this is an idea I read about the other week. Not sure it’s something I would implement, but I can see the point. It’s all about creating an inclusive working environment, where people collaborate together and maybe work from the kitchen table or the bar leaner.

No chairs in meeting rooms allows meetings to be short, sharp, to the point and people are generally invigorated and energetic.

Some businesses allow pets in their office space, obviously this is only going to suit all environments, but who wouldn’t enjoy a quick cuddle with a Labrador during the working day.

Gen Y’s are all about technology, check out our previous blogpost about Gen Y’s and their needs and wants. They will be excited by TV’s on the wall, sound systems, double and triple monitor screens, iPads to sign in – the list goes on.

What Your Gen Y Employees Really Want

wow@shazamme.com (Default Author) — Fri, 18 Mar 2016 02:06:32 GMT

What Your Gen Y Employees Really Want

Those of us born in the 80s and 90s make up Generation Y , and we have grown up in a very different environment to our parents and grandparents.

Most obviously, we have been raised in a technology saturated world. We are also more educated than previous generations – due to the struggle to find work, we have been staying at university longer (something I have experienced first hand). Some may say we have grown up entitled – each being taught to believe we are special, and encouraged to ask for what we want.

Naturally, this has consequences for the world of work. Gen Y have different wants, needs, motivations and preferences in the workplace. While our parents, Gen X , have had to fight to be heard and earn a seat at the corporate table, we have grown up to believe that our opinions matter. We have been encouraged to engage with and question authority, and we have an expectation of being involved in outcomes.

Let’s take a look at what motivates and drives Gen Y in our careers:

Salary and Recognition

Don’t get me wrong – salary is important to us, but it’s not the biggest motivator (especially when we are just starting out). Perhaps it’s the way we were raised, but it’s no secret that Gen Y want praise and reward. Why? Because it makes us feel appreciated and encouraged. Job title and recognition amongst peers and co-workers is also important, as are feeling valued and adding value. This leads us to the next point:

Challenging, Meaningful, Engaging Work

Gen Y are searching for purpose in their careers – and, again, this does not necessarily come from our salary! Gen Y employees feel more engaged (and productive) at work when we feel we can voice ideas, plans and concerns and actually be heard by managers.

“Making meaning, not just money”Branded-content-profit-vs-ethics2

When looking for a job, increasingly Gen Y are searching for a sense of what the company’s values and mission are, as well as what it is really like to work for your company. Gen Y seek out organisations with social responsibility, ethics and integrity, and a place where their work is of value to society. Something to think about when recruiting Gen Y employees!

Work-life Balance and Flexible Working Hours

Gen Ys have a big focus on lifestyle, and so monetary reward may not be as appealing if we cannot get time off (especially over the great Kiwi summer) to spend with our friends or young families.

Here, additional benefits such as extra annual leave, travel opportunities, flexible working arrangements, remote working, gadgets like phones, tablets/ laptops, birthday days off, company events and so on will play a large part in employment negotiations.

Technology

Growing up with technology, Gen Y employees want to work for companies that invest in being innovative. Technology enables employees to be connected to their work 24/7 and Gen Y appreciate this flexibility!

Training and Development

When Gen Y employees enter the workforce, we tend to have the qualifications but not a lot of work experience. As a result, training and development is vital. As we were brought up to be independent and go for what we want, if Gen Y employees do not receive the experience we want (and need), we will seek employment elsewhere.

Every generation comes to the workplace with their own set of wants and needs, and Gen Y is no exception! Organisations need to ensure that they cater for these, otherwise they run the risk of their employees moving on to a place that will.

What is your experience? Do you have a Gen Y story in your workplace? We would love to hear from you!

Our Changing World

Wed, 16 Sep 2015 02:09:49 GMT

Our Changing World

As recruiters we are in an ever changing world and we more than almost any other industry need to stay ahead of the game. I was lucky enough to recently attend the RCSA Conference 2015 on the stunning Hamilton Island. The theme was Recruitment Renewed with a particular focus on change and how that will affect our industry and the industries we work in.

Other than enjoying the great surroundings and networking with some great people with whom I shared the same highs and lows of operating a small niche recruitment firm, I came away with three key points. We will be implementing some of these strategies with our key exclusive clients in the coming months.

Customer Service

We heard from Martin Grunstein – an expert on customer service. It was great listening to someone outside the recruitment industry give us their take on our sector from a customer service point of view. He challenged us to change our thinking in terms of what we sell, we don’t sell products (candidates) or services, but in fact we sell perceptions through our ability to create empathy and massage the recruitment process from both ends. In reality we sell stress management services – as good recruiters we take the hassle out of hiring. By focusing on what we really sell, we will be able to deliver to our clients much more effectively.

Recruiter Skills

The skills of our recruitment teams will be key to delivering top results to our clients in the future. We need to hire well, train well and empower and motivate our teams to deliver. Greg Savage expounded his thoughts on what the make-up of a great recruiter is these days and how we need to find a happy medium between the use of technology and skilled human interaction. As recruiters of today or the future we are great at sourcing candidates through a wide variety of means, fantastic seducers of top talent, have a well-respected personal brand or profile, be masters at influencing, be excellent networkers and challenge ourselves to continually upskill, develop and learn.

Change / Digital

A large majority of the speakers all touched on the topic of change and keeping up with this change in the digital age. We heard from Marty Wilson, Sophie Robertson, Chris South , Michael McQueen and Chris Riddell who all spoke from their various perspectives. What did I take away from all these amazing speakers? Change is inevitable – we need to deal with it. Gen Y and Gen Z are fast growing up and are becoming candidates and decision makers respectively, we need to change our approach of how we deal with these people as they grew up in a different world. We need to constantly be aware of what it is we really sell and don’t fall into the trap of pushing a product or service that clients no longer require.

It was great to get out of the office, re-calibrate, network with some great industry peers and be able to come back and implement some fantastic new strategies for our key exclusive clients.

Tomorrow's World - The Future is Now

Sun, 06 Sep 2015 02:14:12 GMT

Tomorrow's World - The Future is Now

This year’s New Zealand Human Resource conference theme was ‘Tomorrow’s World – The Future is Now’. This theme evolved from the military idea of VUCA which stands for Volatility, Uncertainty, Complexity and Ambiguity. This theme sought to inspire HR to be leaders in this unpredictable and changing world. It was a great conference and aside from the conference dinner these were my highlights!

The pre-conference poll indicated that the biggest problem currently facing Human Resource professionals was too much work and not enough time. A problem I think many professions can relate to! Dr Ian Williamson of the Melbourne Business School gave an intellectually engaging keynote address about how businesses and HR professionals can thrive during disruption. One of the key points he made was that only 21% of the Fortune 500 companies from 1982 remained on that list in 2012. This shows that for even some of the most successful business, survival is not a given. Williamson challenged us to think about what our organisations will look like in thirty years from now, and how our Human Resource practices will need to change to thrive during the disruption that is to come. He used a great case example of Netflix who thrived under digital disruption by turning their business from what was essentially a ‘glorified shipping company’ into a content making business. Strategy, Williamson says, is giving up something good to get something great; which is exactly what Netflix did, and the challenge Williamson made to HR.

I really enjoyed hearing from Grant Frear of ASB and their work with Michael Stevens to achieve the Rainbow Tick Certification. This certification demonstrates their active commitment to becoming at safe and discrimination free workplace for their staff who identify as LGBTTI (lesbian, gay, bisexual, transgender, takatāpui and intersex).

The statistics show that up to 70% of LGBTTI staff who are not ‘out’ at work are likely to move on within three years and also up to 60% of graduates who are ‘out’ go back ‘in’ when they start work. Staff who can bring their whole selves to work will be happier, safer and for HR’s purpose, more productive and likely to stay with the organisation. It was really inspirational to hear how ASB have dealt with any backlash in their path to becoming the first bank in New Zealand to be Rainbow Certified. The final thoughts of this session was that diversity is automatic in the workforce today, but inclusion isn’t. And I think that HR are in a unique position to make a huge improvement in the workplace conditions and culture for diverse employees.

The final presentation of the conference was given by John Kirwan who spoke to us about his journey to discovering that depression is an illness, not a weakness. I think that this concept can be applied to all forms of mental illness. John informed us that one in five New Zealanders will experience mental illness at some point in their lives. As HR professionals we have an opportunity and to a large extent, an obligation to create workplace conversations around mental illness. I have a lot of time and respect for the work that Kirwan is putting in to help shift our kiwi attitudes around mental illness. His talk was a great way to wrap up the conference, and he even posed for a photo with me!

One of the things I enjoyed most about the conference was the opportunity to meet and connect with so many HR and Recruitment professionals from around the country. Speaking with these experienced practitioners both at the networking events and at the expo really made the two days an invaluable experience for me. More of my insights from the conference are on my twitter, but for now it’s time to get back to one eighty!

Impressions of the Recruitment Industry, Three Months In

Wed, 29 Jul 2015 02:16:19 GMT

Impressions of the Recruitment Industry, Three Months In

As a Human Resource student I’ve begun my first industry relevant job in a recruitment firm . The following are my impressions of the recruitment industry after just a few months of immersion.

Are you doing anything tonight..?

When I first started my boss described recruitment as like setting two of your good friends up on a blind date. You don’t want to let either side down. Therefore you only suggest a date if you think they will be a perfect match for each other. The best and only way to understand the needs and interests of your candidates and clients is to build strong relationships with them, initially in person and preferably over coffee! Relationships are what make recruitment go round.

You have a new connection on LinkedIn!

LinkedIn is used extensively by recruiters to find and connect with potential candidates. I myself have been using LinkedIn for a while but I am amazed at how hard it is for me to find and connect with my classmates because the majority are not actively using LinkedIn. Some of my classmates and I have worked closely together on successful group projects or else have been valuable tutors and I would like to remain connected with them in a professional context when the semester ends. Having observed how important LinkedIn is to recruiters I now understand that students who are not using LinkedIn are limiting themselves and their opportunities.

The importance of a good C.V.

Now that I have had the opportunity to read C.Vs other than my own I can appreciate the wisdom behind the tired cliché of ‘making your C.V. stand out’. A well thought through and well-designed C.V is impressive and excites recruiters! It shows that you are serious about your application, that you have attention to detail and more importantly that you care about how you are presented to others. Your C.V. should be the best version of yourself, take some time and make sure yours is.

I’m sure others of you have different experiences, or can speak from further down the track. Go on tell me what it’s like… or what I can expect to come!

What do Passive Candidates Look For in a New Job?

Thu, 16 Jul 2015 02:17:31 GMT

What do Passive Candidates Look For in a New Job?

Passive candidates or those not necessarily looking at the time are and have always been a great source of applicants. This is not to say that every passive candidate is great or that everyone who applies through more traditional methods is not.

Recently on a couple of campaigns we have had a lot of success with passive candidates primarily through targeting specific people. So it got us thinking, what is it that these passive candidates look for? Or what do they want to hear when we send them a message or give them a call?

We came up with our top three reasons passive candidates might look at a new opportunity:

A great product/project/unique service

Well respected, well known company

Opportunities for growth, not necessarily strictly vertical, possibly diagonal or other

And interestingly those three reasons came up time and time again in slightly different formats, but they were generally the themes of all conversations. Money didn’t come into it, it was something covered off, but not a major driver. Most of these candidates saw money and recognition coming with a company that fits with their culture.

So if you are looking to target some passive candidates, make sure your product or service is really interesting, innovative, evolving, well respected – I’m sure you believe this – but make sure the potential candidates do too.

For further information on one eighty’s targeted campaigns make contact on 021888907 or mike@oneeighty.co.nz

You May Think Your Workplace is Great... But What do Outsiders think?

Thu, 18 Jun 2015 02:19:24 GMT

You May Think Your Workplace is Great... But What do Outsiders think?

Most companies or business owners would profess to have a great company culture and probably for the most this is true. There are some great teams out there who do some fantastic work and have fun along the way. The issue we have recently come across is the fact that this is all held behind closed doors and the public perception of that organisation from a potential employment point of view is quite different.

Two recent situations prompted me to put some pen to paper. One organisation has had cultural and people issues over the past few years. They do some great work, but personnel change was needed and this was achieved. Now they have a fantastic team that works together and hold many social activities. Unfortunately the public perception of this organisation as a place to work is still negative. Makes recruiting people for them that much harder in what is a candidate short market for the type of employees they require. The key here is getting the message out so that they become an employer of choice again. This will be a process that takes time but a few ideas we have suggested implementing include:

Social media coverage: utilising all relevant social media outlets, show people what it’s like to work there. Videos, images that give people an insight.
The people. Make sure the current employees are brand ambassadors, Wellington is a small place and if everyone one of their 60 or so employees told 5 people a week how great it is to work there…..
Make a song and dance when someone new comes on board, media releases, use social media. Show people who you are hiring and why they are coming on board. Maybe a video testimonial.
Make sure current employees LI profiles are up to date, accurate and professional.
When advertising for roles, make sure you communicate with everyone. We called a great candidate for a role here recently and they declined as they had applied there before and heard nothing back. People have long memories!

We are constantly on the lookout for new ways to show clients’ workplaces to the public – as this allows for a much easier recruitment process. Let us know if you have any other gems?

If you have a spare 10mins – have a look at what these guys get up to at Zappos

The Benefits of Using Contractors

Mon, 25 May 2015 02:47:17 GMT

The Benefits of Using Contractors

One eighty is proud to say that we now have a decent group of independent contractors out working for a number of our top clients. With that in mind we thought it would be worthwhile briefly explaining how contractors work and the many benefits of utilising this resource.

Independent Contractors are qualified professionals that operate as either limited liability companies or as sole traders. They will usually come in for a project, a period of cover or because their skillset is so hard to find that permanent employees do not exist. These contractors are usually available immediately and are able to slot straight into your existing workplace. Some bring their own tools of the trade – others will utilise your PC’s, phones etc. Yes you do pay more for a contractor in terms of a base rate, but sometimes they can in fact be cheaper than employees once all the costs are added up.

Benefits to you – the company

No employee requirements – contractors are not covered by the Employment Relations Act (2000) or the Holidays Act (2003)
Gain access to some of the best talent around. Good contractors generally are able to contract without the certainty of ongoing work because they are just that good!
Bring some new skills and experience into the team only for as long as required
Easy to terminate – depending on the length of the contract, typical notice periods are 1-2 weeks – and you don’t need to give a reason!
Only pay one weekly invoice – no ACC payments, PAYE, sick pay, annual leave, no requirement to include them in social events etc, no additional benefits, no ongoing training and no performance management.

So if you are looking to staff up for a project or have a particular skillset required for a period of time, give us a call and talk it through. We can give you an idea on hourly or daily rates expected and background on available contractors.

We love to communicate through social media, so feel free to follow and connect with us to hear more about the world of business from a recruitment and candidate attraction point of view.

The Four W's of Reference Checking

Thu, 12 Mar 2015 02:48:19 GMT

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The first few months of 2015 have flown by in a whirlwind of recruitment and employment branding activity. It has been great to bring some awesome brands to the market this year to attract the best talent for their teams. We continue to innovate along the way and are always on the lookout for new ways to attract talent and manage the recruitment process.

One area of recruitment that to be honest is not innovative and I can’t see that changing in the short term is the good old honest reference check. I believe this process still very much has it’s part to play in recruiting top talent. Regardless of how much you can research candidates on social media and the web, there is nothing quite like actually speaking to someone first hand about that person.

So, our four W’s of reference checking:

What:

What is a reference check, well it should be a list of questions although we recommend that you alter those questions or add to them as you go if you want to probe something further. And it should be with someone who can impartially talk about the candidate. Usually a previous boss, but in some instances a colleague, a consultant or a client.

Why:

We see it as a final check / opportunity to find out from previous employers the best way to manage the person. This can give you some great tips for ensuring your working relationship is a great one.

Where:

Really wherever, usually done over the phone, you could skype, you could even meet for a coffee. Our only suggestion is make sure you actually speak to the person rather than rely on a written reference.

When:

My personal preference is to reference after the 2nd or 3rd interview, when you are getting pretty close to taking the person on. Some might prefer to do it earlier, but in my mind only one out of every 50 reference checks mean you don’t hire the person at all if you have probed and asked the right questions in the lead up interviews. Don’t do it after offering, an offer subject to references is not a real offer.

Why SME's Need a Recruitment Professional on their Side

Fri, 20 Feb 2015 02:56:36 GMT

Why SME's Need a Recruitment Professional on their Side

Over the past few years we have seen a trend in large corporate companies towards hiring their own in-house recruitment consultants. As with any hire if you hire the right person this can be very effective, although there will always be a place for a 3rd party consultant to attract, consult and manage the process from an external point of view.

At one eighty we aim to provide this service to growing innovative SME’s that don’t want the burden or the cost of hiring an employee to run only 1-5 recruitment campaigns a year. When you use 180 you get the benefit of an in house recruiter whilst also profiting from the networks an external consultant can provide.

Key reasons to utilise a recruitment professional:

Time is precious and we will save you time. The recruitment process takes up a lot of time especially when it’s not your prime responsibility. We also have the ability to ‘drop everything’ when a great candidate comes through and give them our full attention (it also helps that we are quick to spot a great candidate!)
Money – time is money, but additional to this, to run your own recruitment process can costly for a number of reasons. Firstly a bad or wrong hire can result in thousands of dollars lost if not more. Secondly when running your own campaign, advertising costs are high, we get preferential prices from Trademe, Seek, LinkedIn etc.
Expertise – we recruit all day everyday, you run projects or design buildings or whatever your area of expertise is. We are good at it, quick and efficient.
We are a 3rd party, to which candidates able to be blunt and honest about opportunities. This 3rdparty also helps considerably during the negotiation phase.
Utilise our networks – we speak to people who are looking for jobs all day everyday, we have built up a pretty good network of current and passive jobseekers. If we don’t have them on hand, we know where they are.
Proven previous recruitment campaigns – we have done it all before, take a look at some great examples of campaigns across a number of different mediums.

Tweet for Land Matters
Ad on oneeighty.co.nz for Summerset
Online video for a key client
Seek advert for HomeTech Solatube

Our ‘hand holding’ service – recruitment is a temperamental process as you are dealing with emotions, financial requirements, business requirements and people’s livelihoods. We have seen most situations before and can take you through the extremely important post interview to acceptance stage.
We attract the best candidates – everyday, not just for your campaign, through our brand, our social media presence and general networking. We aim to get our brand out there so when we have a great job for that person, they know of us and feel comfortable making contact.
We help define the position with you – the most important part of the recruitment process. We’re honest too, we will tell you if you are being unrealistic
We are able to describe and ‘sell’ the position to candidates who may not have been interested otherwise.
We are trained in advanced Boolean searching
We write great ads – again we do it everyday and we speak to the candidates you are after everyday
Having a good recruiter involved in the process will greatly increase the likelihood that the candidate selected will accept the job offer.
A good recruiter, through the implementation of a customised transition strategy, will minimise the possibility that the candidate selected will accept a counter offer or change their decision after the fact.

We believe the business world is moving fast and we are moving with it by providing cost effective, mobile technologically advanced solutions.

Let our great brand enhance your great brand.

For more information on tailored recruitment solutions please call Mike Westbury on 021888907 or send me a note at mike@oneeighty.co.nz

We love to communicate through social media, so feel free to follow and connect with us to hear more about the world of business from a recruitment and candidate attraction point of view.

Overcoming the Post Summer Holiday Blues

Fri, 23 Jan 2015 03:00:37 GMT

Overcoming the Post Summer Holiday Blues

We have had a great summer in NZ, even those of us from the traditionally wet and windy Wellington. I’m sure most people have managed to get out to the beaches and lakes across NZ and indulge in the traditional post-Christmas summer break. Most people are back at work around the 9th January – some earlier – some a bit later. Some lucky clients of mine take the whole of January off – something to aspire to!

It's a bit of a challenge to get back into "work mode" coming back after a great break, and what always makes it harder is the beautiful weather you see out the window while you are back at your desk...This made me think of some ways to get back in the right headspace to make the year ahead a success.

Don’t put your suit on. Keep it casual, it’s hot, wear something comfortable. January is not a time traditionally for high powered meetings, so you will probably be fine ditching the suit (and tie if you are one of the 5% who still wear one). I have reverted to jeans during the week and Fridays will be super casual – shorts and jandals. It’s all about being in the right mind-set and, for me, being comfortable makes me more productive.
Work from somewhere other than the office. I’m not suggesting the beach, although for creative people or designers this could be just the spot! But find a nice café for a morning or maybe the library or an open public area. A change of scenery will keep you invigorated and get you back in the groove.
Use your time wisely. January may not be your most profitable or you may not win that big piece of work you were chasing – get over it. Use the time to tidy, research, get your social media accounts in line, update documents, write blogs, plan, set goals and targets.

I hope January is a productive month – whatever that may look like to you.

How SMEs can Interview and Hire like Pros

Tue, 09 Dec 2014 03:02:50 GMT

How SMEs can Interview and Hire like Pros

I like to talk positively so I’d like to explain my thoughts on how to interview to hire, not how to interview to decline. Yes you need to dig deep when there are issues to probe, but this post is not about that. This post concentrates on the fact that at each interview stage, your candidate (who could be the greatest hire you ever make and you just don’t know it) is evaluating you and the company. So here goes, a few tips and thoughts on interviewing:

Run a phone screen first

An important part of the evaluation process for both parties, this helps to save time, sets the tone for future communications and is an easy way to kick things off. At the end of the day you have to work with this person so phone comms is vital.

Always communicate the process

It is vital to let the candidates know what is happening next and what to expect. You have to put yourself in the poor candidate’s shoes, they had a great phone chat, you said “great we will get back to you in a week”, then a week later the person is still waiting for that call…..

Keep interviews informal

My personal preference for SME’s, however it’s up to individual companies, I just advise to stay within your overall company culture. If you have a really relaxed culture, wear t-shirts and work flexi hours – then don’t hold a 3 hour 5 person panel interview in a room with no windows!

Have a max of 2-3 interviews in total

Again this is a preference of mine, as once you start the hiring process you have started a ticking time bomb! You only have a set amount of time to actually make the hire otherwise candidate’s motivations and excitement levels will subside. Be creative in how these interviews take place. A few suggestions:

-Coffee with the boss

-Coffee with the other boss

-Meet members of the advisory board

-Peer review

-Office tour

-Meet the incumbent

Always communicate the process

Choose a preferred candidate

Trust your gut! There are plenty of testing tools and other ways to compare candidates, but for all the technical information out there, my advice is always to run with your gut. You have to like the person, feel good about the hire as that will rub off on them and result in a motivated employee.

Always communicate the process

Run reference checks

Some in the recruitment world feel this process is becoming outdated and time consuming as candidates will never put up a bad referee. I disagree. Yes, check that they turn up on time etc, but the key to referencing is starting to formulate ideas on how to manage your new staff member.

Verbally negotiate the salary

All of a sudden the balance of power has taken a major shift to the candidate. If you have completed all the previous steps well, keeping the candidate informed and developed an honest open dialogue, then this part will be a breeze. But do agree terms verbally, please don’t just present a contract having never discussed anything…

Physically talk them through the contract

I think this is a really important part of the process in which questions can be answered and reasons can be talked through. Ideally at the end of this the candidate will be 99% happy and head home and sign the contract. Never make them sign it there and then, illegal and wrong.

Set timeframes

Agree on when they will come back to you. Otherwise you then become the poor person sitting around waiting for that phone call that you never know when it will come. My how the tables have turned!

Cover off giving notice to previous employer

Something generally covered by 3rd part recruitment consultants, but not often by employer’s themselves. Counter offers are real and are happening more and more in this buoyant market. Just ask them when they will hand in their notice, how they will do it, what reaction is expected and how the candidate will react to that reaction.

Hopefully by this point they have already copied your tendency to always communicate the process and they will keep in touch throughout their notice period for organising start dates, times etc.

This is just a short version of the interviewing and hiring process – obviously tailored differently for different employers. But I hope it helps and feel free to comment below with other tips on interviewing and hiring from your own experiences.

A Positive Public Company Profile is Vital for Candidate Attraction

Wed, 22 Oct 2014 03:03:55 GMT

A Positive Public Company Profile is Vital for Candidate Attraction

Create a company culture that makes people want to work for your company; as, unfortunately, an undesirable company culture can make it hard to attract the right candidates.

To improve external company culture perception in the marketplace; here are our suggestions:

Social media: An obvious and much talked about starting point. Have a company Twitter, Facebook and LinkedIn page. 180 Resource Solutions will often run exclusive campaigns for clients, and go to mention and link their company name, but the company page does not exist! Use these pages to gain exposure, show the world what you are doing, and what a great culture you have. Give them an inside view of what is going on, through links, videos, pictures etc. This can be measured by number of total followers, likes, shares etc.

Appoint brand ambassadors: These could be innovative (not necessarily young!) employees, active on social media and in the modern jobseeker marketplace. Use them on videos explaining why they work there and what they enjoy. This is key information for any recruitment campaign, I once walked into a small business and met the owner in the middle of the general office space with his workers sitting around us, so I asked one what he liked about working there and he actually couldn’t come up with an answer! This makes it difficult for me to then sell the company benefits to future candidates…in fact, nearly impossible!

Do things a bit differently: I had a tour of the new Trademe offices recently and there were slides, fake grass, an internal caravan, stand up desks, pool tables, tap beer and the list goes on. Even if some of those things might not actually present a physical improvement or benefit, it gets people talking and it gives Trademe a point of difference. It might even get you on the news. The slides were apparently a legacy from Sam Morgan’s first multi-level office. What’s your signature point of difference?

Create a community: Your corporate community consists of so much more than just your employees. Think partners, family, suppliers, customers, consultants, sub-contractors, clients, regulators, contractors, temps, past employees. Use this community to spread your message and communicate with the world. There are some great free internal Facebook like community websites which could be used to utilise this group and grow it.

Blogging: Get your employees or anyone from your corporate community to start blogging about …. well …. anything. Another great medium for showcasing to the world what your company is all about – because everyone knows the company is about the people. So, get started!

Start creating a public culture profile.

What Can We Learn from 2014?

Tue, 07 Oct 2014 03:05:30 GMT

What Can We Learn from 2014?

With only a few months to go until 2014 comes to a close and we all head off to various beaches around the country we thought it would be worthwhile taking stock and analysing a few recruitment lessons from the year.

In what was probably the first truly positive year in terms of business confidence we have seen tremendous growth across many clients and some positive signs going into 2015. This was upheld by the latest Westpac McDermott Miller Employment Confidence Index survey – “New Zealand employment confidence rose to a six-year high in the September quarter”. Having just completed the The Wellington Employers’ Chamber of Commerce Business Confidence Survey and starting to set budgets and plan for 2015 now is the opportune time to look at 5 key lessons from the year:

1) Candidates are getting harder to source. We are moving back towards a skills shortage and the market has swung back in favour of the candidate. Good candidates are receiving multiple offers and have a choice as to their next career move. Good companies are holding onto their key staff as they understand the value associated with their top employees.

2) More candidates are waiting to be found. This may sound like a contradiction of point number one, but given the accessibility of information through the internet and social media – there are actually more candidates available than ever. The skill is finding and attracting them! In addition over 55% of recently surveyed candidates state that they will definitely be looking for a new job over the next 12 months – they are ready and waiting, they might just be too busy to apply to your seek ad.

3) Key reason for candidates leaving their jobs is a lack of challenge. It’s not money, culture or even ‘the boss’ as this writer predicted. The employment market is on the move and now is the time for good candidates to take up a new challenge – is that going to be with you or your competitors?

4) Top five ways candidates search jobs are: seek.co.nz, trademe.co.nz, recruitment consultant, word of mouth and indeed.com. For active job seekers (not always the candidates we are after) the traditional methods of job boards, recruitment consultants and word of mouth still prevail. Will this continue? What about the non-active job seekers? Where do they passively view jobs? Our thoughts: direct emails, LinkedIn updates, LinkedIn Inmails, youtube videos.

5) Social media is important to the job search process. According to a recent 180 survey only 27% of companies have a Facebook page and only 9% have a Twitter account. There is a massive opportunity for proactive companies to increase their online social presence. Throw in the fact that over 50% of surveyed candidates rated social media as important or extremely important in their job search and you can see why having this presence as vital to ongoing successful recruitment campaigns.

So as we head into the final quarter and recruitment plans are in place for 2015 or social media strategy is being set, feel free to have a chat to us here at one eighty about how we might be able to help with those plans.

Top 10 Reasons Why Employees Leave Their Jobs

Tue, 19 Aug 2014 03:08:24 GMT

Top 10 Reasons Why Employees Leave Their Jobs

At one eighty we are constantly speaking and meeting with people who are potentially looking to leave their current employment situation. Therefore over the years we have managed to gain some significant information around the trends and reasons people look to leave their jobs. Here are our top ten in reverse order:

10) Non flexible work environments – companies need to move with the times and those that don’t trust their employees to deliver without managers standing over them will lose top employees. For most professional roles, remote access is a given and can be performed in cafes, the car, home, the beach…. virtually anywhere.

9) Complete career shift – full credit to the people who have the guts and determination to take this route. A complete career change and therefore often an element of re-training is a less common reason for changing jobs, but we do see it on a semi regular basis.

8) Money – In an ideal world this would not be the main motivating factor, but in fact if it is, questions need to be asked of the candidate. However various organisations do not keep up with pay scales for high value staff. We often see this in the 1-4 years’ experience range, a time in candidate’s careers where they become highly valuable and are able to competently do what is required of them, but don’t always see the monetary rewards

7) Relocation – Interestingly more common now are Kiwi’s returning home from overseas stints, and even the net migration rates have been driven by a lack of immigration to Australia. We also often see candidates relocating to various parts of the country, some to Nelson, Tauranga for lifestyle or Auckland for greater career opportunities.

6) Lack of forward project workload – at the end of the day, the top candidates want to work on the best projects, if the current employer is not winning those for whatever reason then this becomes a big reason for people to look at their options.

5) Lack of challenge – similar to point 6, but most employees enjoy a challenge and go to work to learn, interact and further themselves (at least these are the sort of people you should be targeting to hire).

4) Lack of onboarding – onboarding begins at the first interaction with the company, right through interview stage, offer, keeping in touch throughout the notice period, first day, first week, first month and first 6 months. General consensus is it can take 6 months for employees to truly feel a part of a new organisation.

Onboarding is not about reading through a few policies and given access to the intranet.

3) Culture fit – generally in actual fact this means not being given the stark realities of what the job/company is all about. I often advise clients to try and put the candidate off in the first interview, make sure they know all the positives AND the negatives – you will end up with a much better hire.

2) False promises – If as a hiring manager or business owner you are going to entice people through promises of career advancement, additional training, extra benefits, then make sure you follow through. Candidates often leave (not 180’s!) during the first 6-12 months because initial promises were forgotten.

1) The boss – Simple, obvious and in our mind the single number one reason for leaving a job and in fact staying in a job comes down to your boss. A good boss will be your advocate, mentor and motivator. A bad boss will watch over you, take your achievements as their own and generally make your life miserable. My number one piece of advice to candidates when deciding on job offers is to gauge how you feel about the people you will be working with and for. If your gut feeling is positive, then run with it. Simple as that really.

How to Update your Construction CV

Thu, 07 Aug 2014 03:11:52 GMT

How to Update your Construction CV

Even if you are not an active job seeker, most people in employment will update their CV’s every 3-6 months. This is a great idea as it keeps your CV up to date and ready to go for that perfect opportunity. Here are our top tips for a quick update of your Construction sector CV:

1) Easy to read layout and formatting: Keep it simple. Don’t use overly complicated boxes, headings, charts or anything that complicates the document. Remember the people reading it – construction professionals who don’t have time for the fluffy stuff.

2) Short blurb about your aspirations, general experience, don’t make this too presumptuous, base the info on fact rather than generic cliche comments. Avoid sentences like “I am a team player, who can offer my vast experience to any organisation” – basically doesn’t mean anything.

3) Start with your most recent employment and work backwards. Most relevant and important first. Must include: job title, start and finish (month and year, not just year or down to the exact day), company name, general responsibilities, but more importantly achievements. And most important, projects involved in, including the dollar value.

4) At the end of your CV include some personal interests, achievements outside of work, give the potential employer some idea of who you are. But try not to offer too many opinions or use colloquialism.

So, hopefully that helps with next time you sit down to tidy up your CV, remember keep it simple and think about who is reading it. For more info on my advice to hiring managers on reading CV’s read here – everything can be put into reverse for when you are writing your own CV.

Take Advantage of Our Free Recruitment Warrant of Fitness Check

Wed, 30 Jul 2014 03:43:45 GMT

Take Advantage of Our Free Recruitment Warrant of Fitness Check

Just as your car needs regular servicing, so does all aspects of running your business including keeping up to date with the latest trends, requirements and best practice recruitment processes. At 180 we are offering clients a free Warrant of Fitness Recruitment check.

We will cover off the following in a 1-2 hour session:

1) Your current team structure, company growth plans and recruitment plans to achieve these goals

3) The legal stuff – application forms, reference checks, criminal checks

4) Interview techniques and tips

5) Ad writing

6) Social Media

7) Rejecting candidates

8) Recruitment timeframes

9) Making the offer

10) Onboarding

We are keen to share our knowledge gained from years of recruitment sector experience and assist clients with their overall recruitment processes.

How to Scan a CV in Less than 7 Seconds

Wed, 30 Jul 2014 03:42:32 GMT

How to Scan a CV in Less than 7 Seconds

I would hate to think how many CV’s I have read over the years. When your job is to recruit full time, you learn ways to skim through the rubbish and get straight to the candidates that will be a good fit for clients. Here are my tips for how to read through a CV in less than 7 seconds:

1) Typos/spelling/grammar: Pretty easy and straightforward one, but if the applicant hasn’t taken the time to go through and double check their CV or worse actually can’t spell, or their grasp of the English language is not at an acceptable standard, then don’t bother. There is the odd exception to this where the role itself does not require a high level of literacy, but generally this would be manual labour.

2) Unexplained gaps in their career: Often easy to miss, but a year’s gap can easily be disguised in a CV. Anyone who is out of work for a period of time – there needs to be a good reason why.

3) Bad formatting: Again similar to point one, if the applicant does not take the time to lay out their CV in a logical and easy to read manner or haven’t made the effort to ask someone else to assist them, then this can tell you a lot about the attitude of the candidate.

4) Why did they shift jobs so often? Candidates with multiple unexplained job changes are ones to be wary of. Non logical career choices, i.e. step down rather than up – questions marks should be asked.

5) Job ad spamming: A few interesting things to watch out for here:

Addressed to Dear Sir/Madam (obviously just copied and paste from the previous 50 jobs applied for).
Application received within 2-3 hours of the job being posted.
Emailed to multiple jobs in the same email and not blind copied! Strange you might think but we get this all the time.
International candidates with no obvious explanation of their relocation plans.

6) Arrogance: Probably a Kiwi thing, but I have seen a number of statements which have put me off from the beginning. A few examples to share with you: Every job finishes with “I was then headhunted for……”, “I answered only to the Managing Director”, “I require a package of $x, vehicle, relocation costs, medical insurance and 6 weeks leave” and over inflated achievements.

7) Current job and employer: Above all this is where I zero in on. For job/company fit, honesty and technical ability this is the first section I read and will give you a good initial understanding of skills and expertise.

Finally – what is the easiest way to read CV’s? Engage 180 Resource Solutions to manage your recruitment process, we do it everyday and are experts. That way you only have to read the CV’s worth reading.

How Effective is Your LinkedIn Profile?

Wed, 30 Jul 2014 03:14:44 GMT

How Effective is Your LinkedIn Profile?

Today’s job market is fast paced and based on personal networks. Although CV’s are still very much a part of the process and we will be sending out some CV writing tips in time, your LinkedIn profile provides potential employers with a snapshot of your capabilities.

To ensure your LinkedIn profile is at a standard which will enhance your ability to land that dream job, follow these easy steps:

1) Have one! It all starts with actually creating a LinkedIn profile, all very easy even for the non tech savvy people out there. Login to www.linkedin.com and away you go.

2) Make sure everything is accurate, don’t give yourself a promotion to senior consultant, where you were actually a consultant. Ensure dates, responsibilities etc are all accurate. This s hould be a brief synopsis and have less detail than your CV.

3) Have a good professional photo, not one of you fishing with your kids! Should be a work related professional headshot.

4) Connect with people, but only people you actually know! NZ is a small place and hiring decisions are often made on the basis of mutual contacts, what better way to show this than on LinkedIn.

5) Ask for recommendations, from previous employers, clients, consultants or colleagues. When my clients review my candidate’s LinkedIn profiles, it gives them a snapshot of short references, which may be the difference between them deciding to interview you or not.

All of my CV profiles I submit to clients have candidates LinkedIn URL’s where appropriate, so take the opportunity to update and sharpen up your profile.

Recruitment is a Branding Exercise: Case Study - Pritchard Civil

Wed, 21 May 2014 03:45:58 GMT

Recruitment is a Branding Exercise: Case Study - Pritchard Civil

Recently one eighty recruitment ran an exclusive campaign for Pritchard Civil, part of the Pritchard Group operating out of Otaki. We wanted to share the successes of this campaign and give you several examples of various attraction methods which resulted in a successful hire.

The key to running a successful recruitment campaign is to work exclusively with your recruitment provider to allow a partnership. 180 and Pritchard’s worked together towards a common goal, which morphed and changed slightly as we went through the process. One eighty visited both site and head office to gain an understanding of the culture, we researched the candidate market to make sure the candidate we were aiming for existed and assisted with the formal creation of the Job Description.

Secondly the key to any campaign is to utilise many different mediums with the aim of creating positive awareness for the company and also the opportunity. These included:

Seek.co.nz, trademe.co.nz, indeed.com, oneeighty.co.nz, these adverts were double branded with both Pritchard’s logo and 180’s.
We created a youtube video which was circulated through all social media outlets and the web adverts. You can view this here: http://youtu.be/bO39A3zrK6c
180 database search, personal contacts (interestingly this is where the final candidate came from)
Seek Profiles search
LinkedIn Advert – shared through a variety of people, groups etc

We then had a fantastic shortlist of three candidates within a couple of weeks, ran first interviews in week three, then took the final preferred candidate up to Otaki in week 4 for a final interview / drive around site. The whole process was about attracting the candidates, screening and interviewing them but also selling the opportunity, which can sometimes be a fine balance.

“Mike made the placement of a key position for our company seem effortless. He kept me well informed of the process, provided a strong shortlist of candidates which led to the selection of our newest team member. Highly recommended.” Sam Pritchard, General Manager, Pritchard Civil.

Cost:

As this was a full exclusive campaign we operated on an hourly rate basis plus a fixed success fee. Overall the total cost to Pritchard’s was much less than your usual percentage based ‘finders fee’.

So if you have a key role that needs filling and are prepared to partner with a proven recruitment provider, give us a call to chat further.

Flexible Recruitment Solutions

Fri, 18 Apr 2014 03:47:30 GMT

Flexible Recruitment Solutions

One eighty recruitment was born out of a frustration at the current state of the recruitment industry. By operating as a lean, small boutique consultancy we are able to offer our clients tailored recruitment and HR services – and it is working.

After analysing the industry and listening to what clients really want we are able to tailor individualised services depending on various needs. Our standard terms of business allow for discounted fees when operating exclusively and/or on a retained basis. We have also had recent success operating on different models such as:

An hourly rate basis plus success fee
Fixed or capped fee

Some clients require a full and extensive recruitment process to be run, some just want candidates to be found, others need assistance with job descriptions and other HR related services.

What we have found important is to be flexible and tailor each service to each client – and I can confidently say it is working!

So if you are struggling with the increased competition for candidates that 2014 is bringing or just want a chat about how I can help, feel free to get in touch.

Top 5 Recruitment Trends for 2014

Sat, 08 Mar 2014 03:48:37 GMT

Top 5 Recruitment Trends for 2014

The first three months of 2014 have flown by in a buzz of construction, design and development activity across New Zealand. As a specialist recruitment and consulting firm 180 Resource Solutions have come up with the top 5 recruitment trends for 2014.

1) Business Confidence: Driven by projects, potential projects and feasibility work, companies are encouraged by improved economic conditions so are looking to expand their talent pool in 2014. This is across all sections of the wider construction industry. The job market is likely to have a lot of movement this year.

2) Speed: Increased candidate confidence has meant firms need to ‘speed up the hiring process’. The pace of business and talent competition has increased, causing a ‘faster’ recruitment market. Delay in taking action may mean you fall too far behind your competitors.

3) Personalised recruitment campaigns: With social media and various other online methods becoming the mainstream candidate attraction formula, it is important to stand out from the crowd with a personalised recruitment campaign and look for new innovative ways to recruit. For example; videos; this is the perfect way to express company culture and attract suitable candidates.

4) Candidates are wiser: Candidates expect excellent HR practices throughout the recruitment process, so, it is important to ensure firms have robust hiring and induction processes. It is no longer acceptable to ‘wing it’ when it comes to the recruitment process and communication as candidates have high expectations. Poor practices can reflect negatively on the firm.

5) Recruitment is a branding exercise: Candidates are researching companies prior to applying to ensure the firm has a good forward workload and good culture. This includes company website, LinkedIn/Facebook company pages and employee profiles on LinkedIn.

In Summary:

This year will see an increased demand for high performers, technologically savvy, and innovators in key jobs. You will have to move fast in order to stay ahead of the trends and the adopted practices of your competitors.

Refer Someone to our Jobs and the Wine is on us!

Sat, 15 Feb 2014 03:49:49 GMT

Refer Someone to our Jobs and the Wine is on us!

Share this with a friend or colleague who might be interested in a new opportunity...

If they are successfully placed into one of our jobs, we’ll send you a bottle of wine*

We are on the look out for top quality candidates for current job vacancies.

The majority of our business comes from referrals, so, we want to thank you for referring this to a friend.

Put us in touch with someone looking for a job in Construction or Property and you could be up for a bottle of Alana Estate wine.

Salaries and Benefits - Does your Organisation Match Up?

Thu, 12 Dec 2013 03:56:31 GMT

Salaries and Benefits - Does your Organisation Match Up?

Salaries may not increase dramatically over the next 12 months, but additional benefits such as iPads may play a part in employment negotiations.

The end of 2013 was busy for one eighty recruitment with multiple recruitment campaigns commencing in the construction, property and facilities management market. This suggests that 2014 is going to be a busy year, and there is evidence of this already.

The majority of clients are, or will be looking to hire in 2014, which brings us to a question I am always asked; “are our salaries in line with the market?”

Generally speaking I believe salaries will not increase massively in 2014, as we are all still coming out of a very tough and tight 4-5 years of post ‘Global Financial Crisis’. However – employee benefits will play a major part in any employment negotiations. This includes both monetary and non-monetary benefits, and can include; medical/life insurance (discounted or full), cars, car allowances, extra annual leave, birthday days off, training, development, association fees paid, bonuses, flexibility, clothing allowance, carparks, tablets, phones, laptops, Koru Club, gym memberships, regular company events, Christmas parties, and office equipment i.e. coffee machine, TV’s.Are your salaries comparable to market rates? And how do your benefits stack up?

Feel free to call me to discuss – you have to get this right, before you can expect to recruit properly. Even if you are not in a position to recruit, no problem, I am happy to offer a no-obligation, opinion based salary review of your existing staff based on market knowledge.

Cheers to a stable and prosperous 2014!

Like our Facebook and LinkedIn Company Page

Thu, 12 Dec 2013 03:54:46 GMT

Like our Facebook and LinkedIn Company Page

Thank you for supporting one eighty recruitment during it’s first month of operation.

We wish you a Merry Christmas and look forward to discussing opportunities further in the New Year.

2014 is shaping up to be a busy year so keep an eye out for new roles

Please make sure you like our Facebook page and follow us on LinkedIn

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