Category Archives: People Management

Overcoming ‘interview infatuation’

When I met Matthew Farrell, Principal of Five Pillars Financial Planning, he was in the process of selecting a new financial planner to support the growth of his business.

Matthew was impressed with a candidate but confided that one of the traps he’d fallen into in the past was loving someone at the interview, only to find they didn’t live up to expectations on the job.  This is a familiar scenario, especially when faced with a charming and enthusiastic interviewee.  

To ensure he didn’t make the same mistake this time, Matthew decided to use Harrison Assessments to determine the candidate’s suitability for the role.

1.  After the first meeting, we sent the candidate a ‘questionnaire invitation’ so that he could complete the online assessment overnight.
2.   We sent Matthew a draft job template for him to consider.
3.   Next morning, Matthew and I discussed the template and I made adjustments to the
template online.
4.   The candidate had completed the assessment so we were able to immediately run the
reports, comparing him to the customised template.
5.   Matthew and I discussed the reports and the candidate’s suitability straight away.

We asked Matthew to comment on his experience of using the Harrison Assessments:

“I was looking for an objective assessment tool that took away the temptation of me being swayed by the candidate’s pleasing personality and charm. I wanted to know if the candidate possessed the internal qualities required to perform in the position.

TIP:  Don’t let your heart rule your head!  Get some objective advice before you make decisions on the people in your business.


Christmas Party Checklist

It’s that time of year again!  Here is our quick guide to your responsibilities as a manager organising a staff Christmas party.

Just because you’re not at work, it doesn’t mean you’re not at work!
Any function organised by you and attended by your employees is work related and the same rules that apply in the workplace apply to your party.  There are certain steps you can take to ensure risks are minimised and everyone has a good time.

Before the event
Make sure you have implemented policies covering occupational health and safety, harassment, bullying and discrimination.  Remind staff that these policies also apply to work social functions.  Let them know that unacceptable behaviour could result in disciplinary action.

You can be liable for sexual harassment, bullying and unsafe behaviour engaged in by employees or agents at the Christmas party unless you can show that you took all reasonable steps to prevent the unlawful behaviour.

Plan the event to take into account the age range of your staff and their access to transport.   For example, you may have employees who are under 18.  Serving them alcohol is against the law.

If you have staff with food allergies or preferences, these need to be considered in planning your catering.  Also, be aware of the food poisoning risks with buffet-style food service and take steps to avoid them.

Employees who are injured at the Christmas party or on their journey home may lodge workers compensation claims or common law claims for personal injury.

During the event
Provide the option of low alcohol and plenty of alcohol free drinks, accompanied by substantial food.  Don’t rely on venue staff for responsible service of alcohol. Managers also need to keep an eye on drinkers and take action if needed.  This may include sending an intoxicated employee home in a taxi.

As a manager, you can model appropriate behaviour.  A work Christmas party that you have organised is probably not the best situation for you to really let your hair down!

It sounds trivial, but avoid having mistletoe.  That ‘innocent’ kiss could bring problems later.

After the event
Ensure staff have appropriate travel arrangements in place to get home safely.  Consider arranging a mini-bus or cabcharge vouchers for your staff, particularly those who have been drinking.

In the event that a staff member has had too much to drink, or too late a night, and needs to drive or operate machinery the next day, give them time off or alternative work until they are fit to resume their normal tasks.

And a good time was had by all!
Follow these guidelines for a work Christmas party that’s memorable for the right reasons.

‘SMART’ Resumes and CVs

Killing the business you love

Most people in business are familiar with SMART goals.  This simple acronym can also be applied to resumes and CVs – both your own and those of job candidates.

SMART becomes an easy checklist that will save you a lot of time.  Ask yourself  if the resume is:

Specific – detailing achievements of the individual, not just their team or department and not too vague or generalised;

Measurable – there should be facts and figures to back up the achievements.  For example, ‘increased client base by 20% in 2 years’;

Accurate – provides information that can be substantiated.  For example, academic transcripts, references;

Relevant – the information supplied links directly to the role;

Timeframed – dates are given for different jobs, study, etc, and all time periods are taken into account.

For help with recruitment and careers, get in touch!

 

"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things. "
By Sam Refshauge, CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
By Jessica Hill, Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
By Chris Bulmer, National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
By Benoit Ribe, HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead, employee and team development sessions."
By Shaun Stanfield, Managing Director, Insurance Advisernet

SUBSCRIBE