Musings

NOVemBER 2024

Can you fire someone without a written warning?

As an employer, you may face rare occasions where you need to take disciplinary action against a team member.

It is not always an easy situation to handle, and it is important to understand your rights and responsibilities as an employer when it comes to issuing warnings and taking disciplinary action.

Are three written warnings always necessary?

It is a commonly held assumption that three written warnings are required before an employer can dismiss an employee.  This is not the case.

Three written warnings are not required by New Zealand law in order for an employer to dismiss an employee; it comes down to what is fair and reasonable in circumstances.  Fairness is about the process followed by an employer before taking disciplinary action, and reasonableness is about the decision being justifiable.

In situations where misconduct is serious, an employee could be dismissed without ever receiving a prior warning.

In these cases, the misconduct will usually be something that destroys the trust and confidence you have in the employee so that the employment relationship cannot continue.

Examples of serious misconduct which could lead to instant dismissal include theft, assault, serious Health and Safety breaches, and fraud.

When you may have to give a warning

You may issue a warning to an employee if they have misconducted themselves, but their conduct is not serious enough to justify more severe consequences.  

If disciplinary steps are predetermined in an employee’s employment agreement or in a policy manual, a warning might have to be given the first Instance.

It may not be reasonable for you as an employer to take a certain disciplinary step when the employee was not expecting it.

A warning will signal to the employee how they have fallen short, and clarify the employer’s expectations going forward.  A warning can be a helpful tool to address minor issues before they escalate.     

Warnings can increase in severity according to the seriousness of the misconduct.  A minor infringement might be appropriately addressed with a verbal warning.  More serious conduct could be addressed with a written warning or a final warning.   

A verbal warning should be communicated clearly and noted on the employee’s file, in case there is a repeat of the issue.

An employer may issue a series of warnings for less serious, but ongoing, misconduct.  

If an employee’s conduct continues to be a problem, an employer could refer to prior warnings issued to justify taking more serious disciplinary action (even if the conduct on its own is not of the most serious kind).

In deciding whether to issue a warning (or some other form of disciplinary action), an employer’s must be objectively reasonable in the same circumstances.  

An employer should always ask themselves, if their proposed disciplinary action would seem reasonable to another employer in the same position.  If the answer is ‘no’, then the disciplinary action is likely to be unjustifiable.

Following a fair process

Employers must always follow a fair process before issuing a warning or taking other disciplinary action.  

That means informing the employee of the allegations against them, providing them with all the material that will be considered by the decision-maker, and giving the employee a reasonable opportunity to comment before a decision is made.  

You should tell the employee they can have a support person or representative during the process.

Record everything in writing, so you can keep track of the evidence and you can demonstrate you have followed a fair process.  Where meetings are held, audio recordings are a good idea (with the consent of all attendees) or notes should be taken and shared with the attendees afterwards.

Following a fair process also means following your own disciplinary processes and policies.  

What if I want to give my employee a warning?

Usually, warnings are given where an employee fails to follow workplace policies and rules, the terms of their employment agreement or instructions given to them.

If you do issue a (written or verbal) warning, it should be recorded on the employee’s employment file.  Having a clear record will help to reduce the possibility of misunderstandings, especially regarding the possibility of dismissal in the event of a repeat incident.

Sometimes employers will issue a warning which will remain on an employee’s record for a set period of time (for instance twelve months), with a clear message that any repeat misconduct may result in further (and more serious) disciplinary action.  If you give your employee a warning, the warning should make future expectations clear and explain what will happen if the employee repeats the unacceptable behaviour.

Warnings can also be issued where an employee’s performance is poor and they have gone through a performance improvement plan without meeting the expected standard.  That is a separate process (managing poor performance) and should not be confused with a disciplinary process for addressing misconduct.

Navigating the process

If you are unsure how to deal with misconduct, start by consulting the relevant employment agreement and any applicable policy documents, as getting the process wrong can often be costly, time consuming and stressful. 

Even when there is good reason to take disciplinary action against an employee, where a fair process is not followed, the employee could still raise a personal grievance and claim compensation.

It is expensive and time consuming for businesses to lose staff, so giving an employee a warning offers them a chance to prove themselves – an outcome that can benefit not only them, but also your business.

The Government provides free employment advice to employers and employees on its employment website and if you are still not sure of the steps you should take, seek advice from an employment law professional.  I know several very good ones who I have referred some of my own clients to in the past – with excellent results.

  

OCTOBER 2024

Stop saying these words in your interview

Beware of using words that downplay your abilities

If you struggle talking about your skills, you are not alone.  Jobseekers at all levels can feel uneasy talking about themselves in an interview, and even Chief Financial Officers and Chief Executive Officers find this difficult.  As a result, people can fall into the trap of using words that tend to downplay their achievements for fear of sounding boastful or arrogant in an interview situation.

An interview is not the time to downplay your accomplishments, it is important to use positive language that highlights your strengths. 

These words can send the message that you are not comfortable talking about your achievements:

We
If you had to describe how you overcame a problem at work, do you tend to use “we” instead of “I”?  Many of us naturally do that, but an employer is only interested in what you personally have done to contribute to the team.
It is really important that people get comfortable using ‘I’ instead of ‘we’ so the employer can assess your personal contribution to a successful outcome.

Just

Often we use “just” to downplay our responsibilities and achievements.  For example: “I just assisted with the project“, or “I just have intermediate Excel skills”.  While it is important to be honest about your skills in an interview, using “just” will emphasise a skill you’re lacking or not confident in. ⁠
⁠

Only
This word also downplays your abilities, such as “I only worked there for one year”.  ⁠If you feel you have limited experience or skills, be upfront about the experience you do have and how you plan to gain further exposure or to upskill in a certain area.  In a job interview, you should be pivoting back to your strengths and skillset whenever possible.

Obviously

Your interviewer probably has not met you before, so do not assume anything is obvious.  “Using the word ‘obviously’ can rub people the wrong way as it suggests the other person should understand something when they may not. Avoid potential conflict by removing this word from your interview vocabulary.

 A word on sentence fillers (um, literally, like, you know)

When we’re nervous, it’s easy to fall back on phrases like “um” or “you know”. There’s nothing wrong with the odd “um” or “ah” but using lots of filler or repeated words in every answer could give the impression you’re not confident or well prepared.

It can be hard to recognise when you are doing this, so try recording some practice answers or rehearsing them with a friend to see if you can pick this up and change the habit.  It is okay to pause for a few seconds before you answer.

Avoid these overused words

Some words are used so often during interviews they can irritate the interviewer:

Workaholic
This term is no longer a selling point.  Most employers are looking for employees who have a balance between professional and personal life and can manage their time effectively.  To show that you are willing to put in extra time or effort, describe the ways you are hardworking or focused on getting great results or outcomes.

Perfectionist

We often describe our “perfectionist” tendencies as a way of turning a weakness into a positive, but hirers have heard this term countless times.  It also suggests you might spend too long on tasks, when efficiency is important.
It might be worth considering other ways of talking about your weaknesses, or avoiding this word altogether.  If this is a key problem for you, describe it differently.  You could say you set very high standards for yourself and sometimes need to recognise when a task has been completed well enough, that it is time to move on.

Be wary of using terms that you cannot back up

It is important to sell yourself and your strengths in an interview, so prepare to back up your claims.  It should not be up to the interview panel to draw these examples out of you.

Words or phrases that need good examples to back them up include:

Resilient/motivated by a challenge
What are some examples of challenges you have overcome in the past?  Describe what the challenge was and why it was difficult, and then describe in detail what you did to overcome this hurdle.
⁠⁠How did you prepare?  Did you need to develop new skills?  Who did you ask for help?  How did you stay positive and focused on the end goal?  It is important to ‘unpack’ any claims that you are resilient so it is meaningful in an interview setting.

 Detail-oriented

If you describe yourself as “detail-orientated”, make sure there are no typos or spelling mistakes in your application and that you have not missed any important details in the job ad.
⁠⁠Have some specific examples of when you used your high attention to detail to pick up an error or oversight that could have been costly for the business.

Team player

Almost everyone claims to be a “team player” on their resume, but it is important to back that up in an interview with examples of when you have made a positive contribution to a team.  For example, when did you share information with the team, ask for feedback, or support and motivate colleagues?  How did you do it, and what was the outcome?

What you should say in your interview

It is important to use strong, positive language in your interview.  The strong action statements below will ensure you take the lead and drive actions to achieve great results:

  • “I identified”
  • “I developed”
  • “I proposed”
  • “I implemented.”

These phrases are perfect for giving examples of skills you used to overcome problems, such as: “Tell me about a time when you helped a colleague” or “Describe a situation when you resolved a conflict.”

  

SEPTEMBER 2024

Buzzwords on your CV

Getting your resume wording just right can feel like a real challenge.  How do you write about what you did in your previous jobs, or your education?

Some words can be really powerful in a resume, and selecting them can help you connect with employers.  It can make them feel confident you understand their business and are an ideal person for the job.  Other words might be popular in resumes, but do not really describe you or your skills in a way that is meaningful.

Words to avoid using in your resume

Buzzwords are really popular terms that have become part of resume language, but can actually come across as generic in your resume.  Such as:

  • Loyal
  • Energetic
  • Punctual
  • Motivated
  • Enthusiastic
  • Team player
  • Client-focussed
  • A people person

These words are frequently overused and are rarely backed up with concrete examples.  Yes, almost every employer will be looking for these traits, but anyone can say they possess them.

The problem is not with the words themselves, but how they are used.  People often include the words thinking they are enough to make them sound competent; but employers want to see how you embody these traits.

It is not enough to simply include buzzwords that say you are enthusiastic or motivated, for example.  To really convey your skills to employers, it is better to use words that demonstrate how you are motivated and enthusiastic.

What to write in your resume instead

It is important to choose words and phrases that actually show you have a particular quality.  For example, what have you actually done at work that proves you are a team player?

Without supporting evidence to show that you have those characteristics, buzzwords are merely words which many other people also use and therefore have little value.

If you want to show that you are a loyal employee, you could demonstrate it by stating how long you stayed at a particular organisation.  Or, if you want to prove that you are client-focussed, you could give examples of how you went above and beyond what was expected by clients in a certain role.

Try using powerful, action verbs and pair them with examples of your work to help demonstrate your skills. For example:

  • Developed  (e.g. “I developed a new training manual”)
  • Achieved  (e.g. “I achieved all my sales targets”)
  • Managed  (e.g. “I managed a team of three”)
  • Initiated  (e.g. “I initiated a health and safety program”)

These types of action verbs capture attention and excite the reader, and these words help to highlight your skills and abilities and demonstrate the success you have achieved in previous jobs.

 Replace buzzwords with keywords

Many companies now use Applicant Tracking Systems (ATS) to scan and sort resumes.  This software is AI for recruiters and it will search your resume for keywords associated with the job. Therefore, it is really important to mirror the keywords that are contained within the job description.

Refer back to the job ad, and pick out any specialist skills, action words and other important terms you can see.  Then, include these words throughout your resume where they are relevant to you.

An organisation is more likely to search for a specialist skill they desire as opposed to searching for candidates who have described themselves as ‘enthusiastic’ or ‘hardworking’.  It is far better to use facts and figures where possible, provide evidence of where you have used skills or had achievements so the reader can gain a comprehensive overview of your previous roles and responsibilities.  This will add far more value than sprinkling overused buzzwords in your resume.

Resumes are all about making a great impression to employers and summarising your skills and experience in a way that’s relevant to the job.  It can be tempting to include descriptive words you think employers want to read, such as ‘team player’ or ‘good communicator’.  But choosing words to actually show you have the skills and qualities employers are looking for will make an even better impression, and reinforce what you can bring to the role.

  

 August 2024

How to handle interview nerves

Sweaty palms, a racing heart, shaky voice, negative thoughts…sound familiar?  You are not the only one – 90% of people say they feel nervous about interviews at least sometimes.  These are just some of the many symptoms people experience before and during a job interview.

Interview nerves and anxiety afflicts even the most successful and naturally confident people, and sometimes it feels that there is no fix or trick.

Being anxious going into an interview is completely normal and job interviews can be extremely anxiety inducing.  This can be for a range of reasons – being the focus of so much attention, being questioned about your performance, and the knowledge that making mistakes could be costly.

A bit of anxiety can actually be helpful, because it can motivate us and improve performance.  The problem arises when that anxiety becomes extreme and actually impacts on how you present during an interview.

Six solutions for reducing anxiety at job interviews:

Interview preparation is the key to reducing anxiety

Learn as much as you can about the company.  Brainstorm potential interview questions, identify your past achievements and how they are relevant to the role.  Practise answering questions out loud or in a mock interview with a friend or family member.

Visualise your success at the interview

Imagine yourself walking into the interview room, shaking hands with the interviewers and answering their questions with confidence.  Visualise them calling you up to offer you a position after the interview.

Change your mind set about the interview

Remember it’s not just about them interviewing you.  It is also an opportunity for you to find out if they are the right organisation for you.  Does the workplace culture align to your values?  Is diversity endorsed throughout the business?  Does the offered salary match what you believe your skills and experience are worth?

Dress for success

Wearing clothes that look and feel great will help you to feel more confident at the interview.  First impressions count!

Put the interview into perspective and don’t lose sight of the big picture

An interview can build up to feeling like a make-or-break moment.  There is no doubt that missing out on a role can be tough, but if that does happen, it can help to put things in perspective. Remember, there will be other opportunities.  Your working life will have all kinds of chapters. So, ask yourself, “What’s the worst that can happen?”

Plan ahead

Nothing adds to anxiety like running late.  Look up the map location of the interview and plan how you’re going to get there, how long it will take, where you will park if you’re driving, etc. Arrive at least 15 minutes early so you have time to familiarise yourself with the environment and mentally prepare yourself.

 

There is no single, perfect fix to job interview nerves.  Use whatever tactics or tricks work best for you.  A little anxiety can be healthy, indicating you care about the outcome, and it is the perfect opportunity for you to show prospective employers how and why you are right for the job.

     

    July 2024

    How to ask for feedback after an interview

    During the interview

    Ask when you can expect to hear back
    Towards the end of your interview you will usually be asked if you have any questions of your own.  This is where you should ask questions about the role, the team, the interviewer, the business and the learning and development opportunities.
    The end of the interview is also the best time to ask about the next steps in the recruitment process and when you can expect to get feedback.  And a great question to ask is: ‘When do you expect to have made a decision about the role?’

    Straight after the interview

    Reiterate your interest in the role
    Whether or not the interviewer gave you a firm date on when you’ll hear back, it’s wise to contact them quickly to thank them for their time.
    If you were interviewed directly by a hiring manager from the company, be proactive and send a thank you email, expressing your enthusiasm to join the company.  Sent in the evening or the next day, this email can be an important factor in the employer’s decision-making process.

    Share any concerns (if going through a recruiter)
    If you used a recruitment consultant, give them immediate feedback after your interview.  This needs to include any areas you felt you may have fallen down on, or perhaps you have a nagging doubt about a specific answer you gave or forgot to highlight a certain valuable skill or experience.  They might be able to help you figure out how to address that with the interviewer in any follow-up communication.
    Your recruiter will be collecting feedback from the interviewer as part of their process, but this is a good opportunity to remind them that you would be very interested in hearing any feedback the interviewer has, positive or constructive.

     

    A few days after the interview

    Request feedback and ask about next steps
    It is reasonable to follow up around three days after the interview to get clarity on timelines.
    Both phone and email are acceptable ways to get in touch, but one may suit better depending on the type of follow-up.  If you received a rejection email and are keen to follow up to get feedback, a phone call is better so you can ask a variety of questions.
    However, if your question is a follow-up to when you may find out if you’re successful in the application or not, then an email is fine.  If you’re still unsure, a general rule of thumb is to phone first and if you need to leave a message or if you can’t get through, follow up with an email.

    Be polite and patient
    Keep your communication professional, no matter who you’re communicating with or how.
    It is also important to remain flexible if a second interview is requested or the workplace needs more time or further information to decide.  Try to be available and understanding of any additional requirements.

    Know when it’s time to let it go
    Stay active in your job search while you wait.

    However well your interview went, do not by any means cancel any other upcoming interviews you have scheduled for different roles, or give up the job hunt on this basis alone.
    Some recruitment processes take longer than others.  But if you haven’t received any further feedback within a week, it is time to shift your energy and focus to the next opportunity.  The longer it is since your last contact, the more unlikely it is that further feedback will be given.

    Whatever the outcome, you can learn from your experience and use it to make the next one better.  Think about what is making you so keen for this opportunity, and use it to steer your search for similar roles.

       

      June 2024

      The best questions to ask at the end of your interview

      The role and expectations

      • Could you tell me why this position has become available?
      • What would a typical day in this role look like?
      • What do you think are the three key qualities someone needs to shine in this role?
      • Thinking about employees who’ve done this work previously, what set apart those who were good from those who were great?
      • How long do you think it would take someone to be up and running in this position?

      Leadership style

      • How would you describe your leadership style?
      • If a staff member comes to you with a problem, how do you usually address it?
      • How do you like to delegate tasks?
      • How do you monitor the performance of individual team members?
      • What would you like me to know about you as a leader?

       The team

      • Would I be working with a small or large team, and can you tell me a little more about the people I’d be working with?
      • Who would I be reporting to and what would my contact with that person look like?
      • Will I have a chance to meet my potential manager or colleagues during this process?
      • How would you describe the dynamics of the team that I’d be working with?
      • If I’m successful, do you have someone in my team who would act as a mentor or ‘buddy’ for the first little while?

       Company culture

      • How would you describe the workplace culture?
      • What do you enjoy most about working here?
      • What would your staff say the most challenging thing about working here is?
      • What are some of the biggest opportunities the company has at the moment and what does this mean for the staff?
      • What makes people want to continue working at this company?

       Training and development

      • What types of professional development opportunities are offered?
      • If I was offered this role, is there any training you think I’d need to undertake immediately?
      • What do you imagine the career path to be for someone in this role?
      • How do you help your team members grow and develop professionally?
      • Can you tell me about your employee performance review processes?

       Next steps

      • What is the company strategic plan for the next 12 months, and how will it impact this role?
      • What are the next steps in the interview process?
      • Could you tell me the timeline for making a decision and when you think I can expect to hear from you?
      • Is there anything else you need from me to help you make your decision?
      • Is there anything that we haven’t discussed that you think is important for me to know about working here?

       

      May 2024

      Staffing over the holiday season:  What is legal and what is not?

      The holiday season is a time to unwind.  But, if you’re a small business owner, it can bring a level of stress as many New Zealand businesses go into hibernation over Christmas and New Year.

      Whether you are open for business or not, what can and cannot you legally do over the holiday season?

       

      Can I insist employees use their annual leave over the holidays?

      Employers and employees should reach an agreement on when annual leave will be taken. However, if an agreement cannot be reached, an employer can require an employee to take annual leave at a particular time by giving them 14 days written notice.

      As an employer, you can also require an employee to take their annual leave at a particular time each year (such as over Christmas or an otherwise quiet time).  This is known as a ‘closedown’ period.

      If you have a regular closedown period, this must be recorded in your employee’s employment agreement.  This allows employees to plan ahead rather than unexpectedly ending up without paid leave to cover a closedown period.  An employer must also confirm the closedown dates with the employee by giving at least 14 days’ written notice.

       

      Can an employer require their employee to take annual leave?

      If your workplace has a closedown period, employees can be required to take leave, regardless of whether they have any annual leave accrued.  In these situations, your employees can be required to take unpaid leave provided they are given at least 14 days’ written notice and their employment agreement states there will be a close-down period.  Alternatively, you may agree to employees taking annual leave in advance or allowing an employee to work all, or some of, the closedown period (if it’s practical and safe to do so).

       

      Can I legally require employees to work on public holidays?

      All employees are allowed a paid day off on all 12 public holidays in New Zealand.  These are also known as ‘statutory holiday days’ or ‘stat days’.  However, if your business operates on a public holiday on which you are allowed to trade, and you need your employees, then you can require them to work.  A requirement to work on public holidays must be recorded in the employee’s employment agreement.

      If you want your employees to work on a public holiday, but they are not required to work under their employment agreement, you can still ask them if they would agree to work.  The employee has a right to say no, and you cannot treat them adversely because they turned down the offer of work.

       

      Do I have to pay employees extra on public holidays?

      When an employee works on a public holiday, they will be paid their usual wage for hours worked, plus half of their usual wage for the hours worked (often called ‘time and a half’).

      The employee is also entitled to a whole day off work on another work day, even if they only worked some of their usual hours on the public holiday.  This is commonly known as ‘day in lieu’ and is paid at the employee’s relevant daily rate.

      If a public holiday falls on a day where the employee is already on annual leave due to the closedown period, that day doesn’t count as an annual leave day (provided it would have been a normal working day for the employee if there was no closedown).

      It can be tricky to work out exactly what an employee should be paid for a day of leave or on a public holiday, especially if they have irregular hours, or if they are on salary.  It is recommended employers make use of payroll companies to avoid getting things wrong.

       

      What if an employee does not want to work on a public holiday?

      An employee who is not required to work on a public holiday, in their employment agreement, can decline to work.  They will still get paid their normal wage, as if they worked that day.

      If you want an employee to be on standby in case they are needed on a public holiday, there must be an availability clause in the employee’s employment agreement that specifies they must be available to work on public holidays if asked.  Without an availability clause, the employee can turn down any work offered on a public holiday.

      Employers must pay an employee for making themselves available, but the rate of pay can be less than the employee’s usual rate.  The employee is entitled to their full entitlement for working on a public holiday, only if they are called on.  This can be a good option for businesses that cannot easily predict staffing needs on a public holiday.

       

      What happens if a public holiday falls on a weekend?

      If a public holiday falls on a weekend and that day would ordinarily be a working day for the employee, that day is treated just like any other public holiday.

      However, if a public holiday falls on a weekend, and the employee does not normally work on weekends, the employee’s public holiday entitlement will move to the following Monday.

      Preparing your business for the holiday season means being aware of your legal responsibilities to your employees.  Knowing what this means for your business can help to ease the stress of the season.

      APRIL 2024

      The best questions to ask in a job interview:

      1. Questions about the role

       Could you expand on XYZ aspect of the role?  As well as being a good opportunity to find out more about what the job involves, this question shows you have retained what they have talked about so far. 

       How will you measure success for this role?  Asking about key performance indicators (KPIs) shows you’re a goal driven person, and keen to meet their expectations.  It also tells you what to expect from your manager, and whether they have clearly defined objectives in mind. 

       What is the performance review process like?  Here you would hope to find out how often your performance would be reviewed, what they look at, and how you can ensure you always meet the standard.

       What would an average day look like?  It is one thing to understand the role requirements, and another to know how these will map out day to day.  What is more, this question will show you whether the employer has really thought through how the role will function. 

       What do new starters find surprising about the role?  This is a more creative way of asking what to expect from the job, and will make the interview panel think (always a good thing). 

       Why did this role become available?  Maybe you already know this is a new position for the organisation.  If not, this question can reveal a lot about the organisation’s turnover rate and, in turn, whether employees generally like working there. 

       What will be the biggest challenge facing this role?  Again, this shows if the employer has really thought about the realities of the role.  But, more importantly, it gives you a chance to show how you would tackle this problem. 

       What could I expect from the on-boarding process, if I was successful?  This is a practical question that will help you prepare for your first days and weeks in the role, if you are successful. 

       Is flexible working possible with this role?  Of course, do not ask this if you know that remote working is not going to be possible due to the job itself, but many more employers are open to such arrangements these days. 

       Can you tell me about my direct reports?  This only applies if your role will involve managing people, as this question is designed to give you an idea of the people you will be responsible for.

       

      1. Questions about the company

       What do you like most about working here?  This powerful question reverses the roles, and puts you firmly in the driving seat.  On top of this, it will give you an insight into the company culture, and perks you might not have known about. 

       Who would I work closely with?  Understanding where your role fits into the organisation will help you decide if it sounds like a setup you would be comfortable in. 

       What are the key goals for the company over the next few years?  As well as being useful information to learn, this is another opportunity to highlight how you can contribute. 

       What are the company’s core values?  These values will dictate your daily experience in the organisation, so it is a good idea to understand what they mean. 

       Are there social clubs I can join?  This is a good question to ask because it shows you are keen to integrate yourself into the company, and that it is not just a salary to you.

       

      1. Questions about development

       Does the company offer extra training programs or opportunities for growth?  This is great because on top of showing you are keen to learn and grow, it gives the interviewer a chance to show off schemes the company is proud of. 

       What is the usual progression path for this role?  Do not be afraid to ask where the job could lead you.  Ambition is an attractive candidate quality, and it’s important for you to know this position is not a dead end. 

       How does the team learn and develop collectively?  As well as your own personal development, you want to make sure that growth and development is embedded in the team’s psyche.

       

      1. Questions about next steps

       What would be the next steps from here?  Pretty much what it says on the tin.  The answer to this question will give you an idea of timeframes and other hoops you might need to jump through. 

       What do you think are my biggest weaknesses regarding the role requirements?  This one takes some confidence to ask but is a good question from several perspectives.  Firstly, it shows you are open to feedback and constructive criticism.  But, more importantly, it gives you a chance to respond to whatever it is they say, and fill in any gaps that you may not have already covered.

         

         

             

               

              March 2024

              Some more Cover Letter handy hints:

              Less is more – never more than one page

              A spark of personality – show you are alive!

              Be strong and concise – use strong adjectives

              Check you have got the right person – Send a Dear John Letter; not To the Hiring Manager

              Check you have got the right job

              Do not send the same letter to everyone

              Take the time to tailor each cover letter to the position, the employer and to the key set of skills that you’re advertising

              Be company-specific

              Don’t write a shortened CV

              Include a call to action

              Spell check

                 

                 

                   

                     

                     

                       

                       

                      FEBRUARY 2024

                      The top perks employees wanted in 2019

                      (1) Health insurance

                      (2) Flexible working hours

                      (3) Time in lieu

                      (4) Upskilling support

                      (5) Free parking

                       

                      The top perks employees wanted in 2022

                      (1) Flexibility

                      (2) Friday drinks

                      (3) Company car

                      (4) Mentorship and coaching

                      (5) Mental health support

                       

                       

                         

                         

                           

                             

                             

                               

                              January 2024

                              You have to get three strikes before you’re fired

                              There is absolutely no truth in the ‘three strikes rule’ when it comes to being fired.

                              And it’s a real shame that this myth exists, as this is a really important process to understand.

                              Firings are to do with you as an individual employee, rather than your role and its value to the business.  Employers might make staff redundant if the business is suffering and they need to reduce the headcount for financial reasons, for example.  If you are fired, this is normally due to poor performance, or misconduct.

                              Being fired is relatively unusual, but if it happens, the employer does not need to give you three warnings.  However, they do need to follow a fair process.  In reality, for performance- related issues, you might expect your manager to work with you to try and turn things around.  So you would have some warning.  If, however, you commit serious misconduct, you can be ‘summarily dismissed’, where you receive neither any notice nor payment instead of notice.

                                 

                                 

                                   

                                     

                                     

                                       

                                      December 2023

                                      Do cover letters hold the same importance they once did?

                                      In my opinion yes, and here is why:

                                      Previously seen as just the starting page of your resumé cover letters are becoming less an extension of your resumé and more a personal introduction, and can help a hirer to differentiate between someone who could do the job and someone who will excel in a job.

                                      A well-written cover letter can fill in any gaps in a resumé, and it can set you apart from other applicants.

                                      Your cover letter checklist:

                                      • Make sure it is tailored for the role, and aligned with the role requirements and company culture
                                      • Do not just reword what’s already on your resumé; use it to expand on key achievements and skills relevant to the role
                                      • Express enthusiasm for the role and the company.  Familiarise yourself with their mission, values and recent achievements, and incorporate this information to demonstrate your interest
                                      • Show understanding of the industry, its challenges and goals.  Explain how your skills and experiences will add value in addressing these issues
                                      • Use a professional tone to keep it concise and relevant
                                      • Format professionally and check grammar and spelling (twice!!)

                                      In today’s job seeking environment, cover letters continue to be a vital tool for potential job seekers.  Although they require a bit more time and effort, the reward of standing out and showing why you are the best fit for the role can be well worth it.

                                         

                                         

                                           

                                             

                                             

                                               

                                              NOVEmber 2023

                                              If you stay in a job long enough, you will get promoted

                                              From increased pay to learning new skills, there are a lot of reasons why employees seek promotions during their professional lives.  So, it makes sense that you might be wondering what are the best ways to maximise your chances of this happening.

                                              One safe-looking option might be to stay put in your current job and simply wait to be promoted.  While some organisations do promote simply based on tenure, this is far from a certainty.

                                              In fact, I would argue that this is a particularly slow way to win a promotion, and you might see newer staff members getting promoted faster, if this is your only tactic.  The people who get promoted more quickly tend to be those who really stand out from their colleagues, who put in the extra effort, and therefore earn the extra treats.  So, rather than sitting in the background hoping one day you might get promoted, put yourself out there and make your boss take notice.

                                                 

                                                 

                                                   

                                                     

                                                     

                                                       

                                                      SEPTEMBER 2023

                                                      Does the most technically skilled candidate get the role?

                                                      Of course technical skills matter when you are applying for a job.

                                                      However, technical skills are far from the whole picture, and the most technically skilled person is not guaranteed to be the successful candidate.

                                                      Soft skills as stakeholder engagement and teamwork ethos rank equally as important.

                                                      There are two takeaways here.  Firstly, while hard skills matter, you do not need to be the Albert Einstein of your industry to get a job.  And, second, brush up on your soft skills.  No matter what sector you are job hunting in, I can guarantee that they will positively impact your chances of getting hired.

                                                      Skills and experience get you the interview; attitude and aptitude get you the job.

                                                         

                                                         

                                                           

                                                             

                                                             

                                                               

                                                              JULY 2023

                                                              Do you pay if you use a recruiter?

                                                              This is a no.

                                                              You’ll find plenty of job listings posted by recruiters on job boards, and you may have hesitated before clicking on them because you think you will have to pay for the recruiters’ services.

                                                              There is no truth to this.

                                                              Recruiters make their money by being paid by the company doing the hiring, not the candidate looking to be hired.  So, you will not pay a cent to find a job through a recruiter in New Zealand.

                                                              These professionals can also offer you a lot of value, including:

                                                              • Workshopping your CV and Cover Letter
                                                              • Helping you prepare for interviews
                                                              • Suggesting other roles you might want to apply for

                                                               

                                                               

                                                                 

                                                                   

                                                                   

                                                                     

                                                                    May 2023

                                                                    Do you need to match all the criteria in a job listing before you apply?

                                                                    Do not get demoralised when you open up a job listing for what seems like a perfect role to find that you only tick five out of eight boxes.

                                                                    When employers write their job listings, they’re describing their dream candidate.  And, if there’s one thing that everyone can agree on, people are not perfect.  It is similar to how, in a salary negotiation, you should always start with the high end of what you’d be happy to accept.  

                                                                    It would be silly for the hiring manager to begin by listing anything except the perfect candidate because then they would already be starting at a lower bar.  In reality, not everything on that list is a must-have.

                                                                    Generally speaking, as long as you meet most of the criteria, apply.

                                                                    You never know, they might read your CV and Cover Letter and think you’re exactly what they need.

                                                                     

                                                                     

                                                                       

                                                                         

                                                                         

                                                                           

                                                                          March 2023

                                                                          Are we losing our ability to be self-sufficient?

                                                                          It makes me roll my eyes when someone posts on LinkedIn, starting “I don’t normally post personal stuff on LinkedIn, but …”

                                                                          The cynic in me does wonder if we are gradually losing our collective ability to be self-sufficient, and becoming more dependent.

                                                                          Dependent on:

                                                                          • Others – to affirm how good they are are and how good we could be
                                                                          • Businesses – to provide employment protection, and affiliated support such as working from home, and days off to do wellness activities
                                                                          • Government – to protect us from ourselves and all others.

                                                                          In many areas so many of us are looking to be given a protective blanket so that we can avoid responsibility and the consequences of being accountable.

                                                                          It is a tough old world, but we do need to put our collective hands up, our big-boy pants on, and accept it is up to us individually and collectively, and not the responsibility of others.

                                                                          So there, I just posted something personal!

                                                                           

                                                                           

                                                                             

                                                                               

                                                                               

                                                                                 

                                                                                February 2023

                                                                                Wage-price spiral, can you combat it?

                                                                                With inflation running in excess of 7% annually for some months now employers are under increasing pressure to at least match that with wage and salary increases.             

                                                                                This is the wage-price spiral.

                                                                                Something employers could consider would be to offer employees a subsidised health insurance scheme.  I know of several insurance brokers who can offer businesses a company scheme incorporating a mix of different types of cover.

                                                                                The beauty of this approach means:

                                                                                • salary increases need not match the full rate of inflation
                                                                                • the subsidy can be inflation-proofed, and
                                                                                • employees are consequently locked in a little bit more with their current employer.

                                                                                Sounds like win-win to me, not wage-price spiral.

                                                                                   

                                                                                   

                                                                                     

                                                                                    February 2022

                                                                                    Is the Great Resignation really a thing?

                                                                                    In May 2021 Anthony Klotz, a psychologist at Texas A&M (Agriculture and Mechanical) University, coined the term ‘the great resignation’ as a way of naming what occurred the month before i.e. a record number of resignations in the US workforce.

                                                                                    In NZ headline-seeking economists and most media picked up on the term.  But I could not get my head around the concept as the country was experiencing dropping levels of unemployment, and surely a resignation is an outcome to an earlier action or decision.

                                                                                    Then, just last month, along came Bharat Ramamurti, the US National Economic Council Deputy Director, coining a new term ‘the great upgrade’.

                                                                                    And suddenly it all made sense to me.   The reasons why I was receiving five times the usual number of applicants for jobs when there was now unemployment well below 4%:

                                                                                    • Covid put a premium on job security; people were gravitating away from at-risk sectors and wanting to work in industries that were either unaffected, or thriving
                                                                                    • Border closures stopped the influx of visa-holding job seekers; while those already in the country felt the pressure of returning home as the NZ Government was not approving visa renewals
                                                                                    • Recruiters, sensing a boom in the market and commissions, fuelled the talk of high levels of job vacancies and increasing salaries
                                                                                    • Job boards would furiously survey candidates, recording and publicising their high levels of interest in changing jobs; thus hoping for increased job vacancies being listed, resulting in higher revenue

                                                                                    And the result is ‘the great upgrade’.

                                                                                    Encouraged to believe there is a candidate short employment market businesses now feel they are being forced to consider candidates who feel bold enough to apply for jobs that pay more and offer a better job title but in reality may be at a level above their true capability.

                                                                                    For my clients I am suggesting they may need to find inventive ways to ‘hand-cuff’ their good employees and when recruiting realise that they may need to pay more in salary and benefits than they expected, and/or hire at a lower level and invest in training.

                                                                                       

                                                                                      September 2021

                                                                                      Is it no surprise that big organisations are so often in headlines referring to leadership missteps?

                                                                                      An article in the August 2021 NZ Management magazine discloses the results of a global survey by Boyden, a leadership and talent advisory firm of 75 offices in 45 countries.

                                                                                      Their latest world-wide talent research reveals a lack of alignment in talent to strategy, the need for a different skills matrix on the board, and a lack of alignment across the leadership team.

                                                                                      And the survey numbers are not at all comforting:

                                                                                      • 77% of respondents are confident in their organisation’s growth potential, but less than half of them are confident in having the right talent to align growth to strategy
                                                                                      • Half of all respondents describe their 2022 business approach as one of growth, while 26% say it is a learning opportunity
                                                                                      • Half of the respondents say a different mix of skills is needed on the board, but only 38% say they intend to conduct a board assessment review in the next two years.

                                                                                      We all know doing the same thing to try and get a different result is the definition of insanity – so it is not mad to think one in two businesses will screw things up and find they feature in the ‘leadership failure’ headlines.

                                                                                         

                                                                                        March 2021

                                                                                        Employing staff – a new reality dawning on employers?

                                                                                        The one Economist I have a lot of time for is Tony Alexander, especially since he has left his banking employer and become an independent.

                                                                                        His latest Tony’s View published just yesterday has a very interesting first two pages.

                                                                                        I’ll summarise:

                                                                                        Government is looking to take the opportunity to make some structural changes to immigration policy, focussing on lifting up Kiwis rather than bringing in migrants.  An interesting statistic – pre-GFC 4% of jobs in NZ were held by migrants on visas, pre-Covid that number was 8%.

                                                                                        What do businesses have to consider if this new reality does indeed see the dawn of a new business day?  Tony suggests we think about 8 things:

                                                                                        • Lobbying for more overseas labour will be a wasted exercise
                                                                                        • Lift capital expenditure
                                                                                        • Shift to outputs with less labour input
                                                                                        • Drop off low yielding outputs
                                                                                        • Focus on products which give pricing power
                                                                                        • Employ at a lower level and train up
                                                                                        • There will be labour-related cost pressures
                                                                                        • Plan for the new day

                                                                                        Interesting stuff for us all and change could well gather momentum that new Governments will not reverse.   Perhaps it is time to put on the sun block of planning new business and recruitment strategy and face the new day head on, rather than staying inside and ending up a pale imitation of what we once were.

                                                                                         

                                                                                        AUGUST 2020

                                                                                        When was the last time you Googled yourself?

                                                                                        In 2005 I wrote an article for the website of the recruitment company I was with at the time (Executive Taskforce).  Imagine my surprise a few months later when I found out that parts of what I wrote were contained in an article in the Sydney Morning Herald. 

                                                                                        Just 2 weeks ago I Googled myself to see if the article was still on the web, and of course yes it was.

                                                                                        And what does this have to do with recruitment?

                                                                                        When I am interviewing candidates for a role and at the end ask if they have any questions, invariably they ask me ‘what is the company culture like’.  I let them know what my own opinion is and then suggest they try Googling the company/hiring manager to see what they can learn.

                                                                                        Whatever they find can potentially reinforce why they feel good about the company, or dissuade them from doing so.

                                                                                        Maybe it is time to Google yourself and see how kindly the internet is treating you?

                                                                                         

                                                                                        July 2020

                                                                                        The only reason I agree with having the 90-day trial period.

                                                                                        I always thought that effective performance management was a better tool than invoking the opportunities available under the 90-day trial period.

                                                                                        And I still do.

                                                                                        But today I decided it is a nice-to-have.

                                                                                        So why the change in my thinking?

                                                                                        At times like these it gives small businesses the ability to ‘try-out’ a new employee – not just to see how they perform, but also to see whether their prediction of revenue growth (which led them to hiring a new employee in the first place) is correct or not.

                                                                                        Uncertain times = low market predictability.

                                                                                        The use of the 90-day trial period can cut the cost of getting it wrong.

                                                                                         

                                                                                        June 2020

                                                                                        Has Covid-19 changed your CV?

                                                                                        The short answer is, it should have.

                                                                                        But why?

                                                                                        When all businesses reopen after lockdown (and let’s hope that is nearly all of them), they will have a combination of some of these:

                                                                                        • Less money in the bank
                                                                                        • A less relevant product or service
                                                                                        • Fewer staff
                                                                                        • Dated IT systems
                                                                                        • An out of date price book
                                                                                        • Difficulty sourcing products/raw materials
                                                                                        • Old production machinery
                                                                                        • Etc.

                                                                                        There is any number of changes and challenges that will face the post-Covid world.

                                                                                        Does your CV present you as a candidate that can not only effectively do your key role, but also reflect the life and business skills you have picked up along your career path; i.e. what added-value can you bring to a business beyond your core competencies.

                                                                                        The more you are able to market yourself as a multi-skilled/experienced individual the more likely you will stand out from your peers and be able to help businesses tackle whatever their combination of issues are.

                                                                                        If your CV does not reflect this, then take a couple of your locked down hours to make the change.

                                                                                        Your CV is a key personal marketing document – time to make it relevant for tomorrow.

                                                                                         

                                                                                        May 2020

                                                                                        Lockdown Lexicon

                                                                                        Jacinda and Ashley, have spear-headed a great effort in getting us to this point and as I begin reflection on where I am personally at, I realise I am wanting a different voice to be added to the mix.   And that is the voice of people and business.

                                                                                        I am now tiring of the Lockdown Lexicon I am hearing every day:

                                                                                        • We went early and we went hard
                                                                                        • Flatten the curve
                                                                                        • Unprecedented one in one hundred years event
                                                                                        • [Add your own favourite]

                                                                                        Continuing to say how well we have managed things relative to other countries is now coming across as a little self-indulgent and means very little to those who cannot be at a dying loved ones bedside or to a company that can no longer afford to pay its staff. 

                                                                                        Having a one in one hundred year event means nothing to anyone other than those who are doing the ‘modelling’, and that is of no benefit if their models showed stocks of face masks that in the end were of no use because the elastic bands had perished.

                                                                                        Can we not now start to have a new face at the podium each day at 1:00pm?      A face that talks on behalf of the aspirations of citizens and business, and can introduce us to a new lexicon involving hope, recovery, and growth; and helps to lead us positively into winter 2020, not a winter of discontent.

                                                                                         

                                                                                        April 2020

                                                                                        Early lockdown.
                                                                                        We are in the early days of the unknown.  We have never been here before, and we have no idea what tomorrow will be like.
                                                                                        The Government is talking about rescue packages – I hope they do not turn out to be lolly scrambles; if they do I fear small businesses will be the loser.

                                                                                        What about the recruitment market?    Early days on this but in the words of the Sam Cooke song – ‘a change is gonna come’.

                                                                                         

                                                                                        January 2020

                                                                                        It seems to me that I am hearing more apologies than usual.
                                                                                        Almost every TV news programme contains an item where a rabid journalist thrusts a microphone into someone’s face demanding humiliation, or even better a falling on their sword.
                                                                                        The theatre of it may once have been a bit dramatic, but now it has become boring, frequent, and melodramatic.

                                                                                        What got me thinking is how did the person responsible for the screw up actually get into their job in the first place?
                                                                                        We keep being told about robust and transparent processes and decisions; but all I am hearing is obfuscation – art of talking without saying anything intelligible.

                                                                                         

                                                                                        august 2019

                                                                                        Well here we go again?
                                                                                        The little man in my tummy is telling me the recruitment market has a similar feel to that just before the Global Financial Crisis.
                                                                                        No way am I saying that we are due for a second GFC, just that the market feels similar.

                                                                                        We have a shopping list of reasons why business sentiment is at a low ebb: slowing world growth, low interest rates, very little inflation, a slow-down in China, Brexit, Trump, trade protectionism and political populism.
                                                                                        But, on the upside New Zealand is still experiencing strong growth compared to the rest of the world and we still produce products the world wants; including meat, however, it is going to be a few years yet before the family roast beef dinner is artificial and squirted out of a tube.

                                                                                        For recruitment it is hard for organisations to find ‘the right person’ with the general lack of readily available good candidates, but with ‘the right recruitment consultant’ their chances are improved.

                                                                                         

                                                                                        july 2019

                                                                                        The holding pattern continues.
                                                                                        Low interest rates and expensive petrol, low unemployment and a general lack of availability of quality candidates, sunny days and fires, incessant traffic jams and the incessant chatter from the PC brigade, the growing gap between the haves’ and the have nots’ and endless Government committee reviews.
                                                                                        I need a drink!