Recruitment is a tough game, especially when you're new to the industry. There's a lot to take in - KPIs to hit, industries to learn about, relationships to build, and cold calls to make. Your first few weeks and months as a recruiter can be overwhelming as you try to grow your expertise. In this blog, I cover some key tips that will have you kicking open doors in no time! Be Authentic Everyone has their own communication style and workflow. Find what works for you and stay true to it. You'll build stronger relationships with candidates and clients when you're professional while still letting your unique personality shine through. Be Confident in What You Offer Understand the value you bring as a recruiter and don’t be afraid to promote it. If you want your clients and candidates to stick around, you must believe that you’re the problem solver they need - and make sure they know it too. Establish a Process Early On Figure out what works best for you and build consistency into your daily workflow. Having a structured approach will help you stay organized and productive. Listen to Your Colleagues Your colleagues will be your best teachers in recruitment. Pay attention to how they handle different situations - how do they build rapport quickly? How do they deliver good (or bad) news? Listen to their questioning techniques and "borrow" the best ones to refine your own style. Learn from Your Candidates Use your conversations with candidates as a learning opportunity. Even the most complicated roles become clearer when you hear about them from different perspectives. Get on the Phone You don’t build strong relationships through emails alone. Prioritise in-person or phone-based communication to maximise your influence and establish real connections. Eat the Frog Tackle the least enjoyable task first thing in the morning. That way, you start the day on a high instead of procrastinating on that one difficult phone call. Be Consistent with Business Development Make Business Development (BD) a daily habit. Consistently building relationships and pipeline will ensure long-term success. Celebrate Successes Take time to acknowledge both your personal wins and team achievements. Whether it's securing that elusive client meeting or making your first placement, celebrating successes is key to avoiding burnout. "Recruitment is a marathon, not a sprint - stay authentic, stay consistent, and success will follow."

The Art of Hiring for Culture Fit vs. Skills: Striking the Right Balance Hiring the right person for your business is about more than just ticking off skills on a CV. A candidate may have the perfect qualifications, but if they don’t align with your company’s culture, they may not thrive—or worse, they could disrupt team dynamics. On the flip side, hiring solely based on culture fit without considering skills can leave you with a great personality but an underqualified employee. So how do you strike the right balance between hiring for skills and culture fit ? Here’s how you can assess candidates beyond their CVs to make the best hiring decision for your business. Why Skills Alone Aren’t Enough Technical skills, experience, and qualifications are essential for getting the job done, but they don’t guarantee long-term success in your organisation. Here’s why: A highly skilled candidate who doesn’t align with your company values may struggle to collaborate with the team. Poor cultural alignment can lead to lower engagement, productivity, and retention rates. Some technical skills can be taught on the job, but attitudes, work ethic, and values are harder to change. Example: A brilliant recruiter who prefers solo work may not thrive in a highly collaborative, team-driven environment. Why Culture Fit Alone Isn’t Enough Hiring someone solely because they “get along” with the team can lead to issues such as: Lack of diversity in thinking – If everyone thinks the same way, innovation and problem-solving suffer. Skill gaps in critical areas – A team full of like-minded people without the necessary expertise won’t drive business growth. Subjectivity in hiring – Relying too much on “gut feel” can introduce unconscious bias, leading to less inclusive hiring. Example: A highly motivated and friendly candidate might fit in well but could struggle if they don’t have the technical expertise to execute the role effectively. Striking the Right Balance 1. Define Your Non-Negotiables Before hiring, separate the must-have skills from the trainable skills and the core cultural values from the nice-to-have personality traits . Essential skills : The minimum level of expertise needed for the job. Trainable skills : Areas where you can provide training or mentorship. Core values : The principles that guide how your team works and interacts. Tip: Ask yourself, “Would I rather have someone who’s 80% skilled but a great culture fit or 100% skilled but doesn’t align with our values?” 2. Ask Behavioural & Situational Interview Questions Move beyond generic interview questions and assess both skills and cultural alignment using real-world scenarios. For skills assessment: “Tell me about a time you solved a difficult problem at work. What was your approach?” “What tools/software do you use daily in your role, and how do you stay updated on industry trends?” For culture fit assessment: “What kind of work environment helps you perform at your best?” “Can you describe a time you disagreed with a colleague? How did you handle it?” 3. Use Work Simulations & Practical Tests Instead of just relying on what candidates say they can do, have them demonstrate it. A writing task for a content role A coding challenge for a tech position A role-play sales pitch for a business development role This ensures you’re hiring based on real ability rather than just interview performance. 4. Introduce Team-Based Interviews Culture fit doesn’t mean hiring people just like you—it’s about ensuring alignment with the company’s values. Having candidates meet different team members helps assess: How they interact with various personalities. If they bring a fresh perspective that complements the team. If they align with the team’s working style. Tip: Assign a team member to assess skills and another to assess cultural alignment to avoid bias. 5. Look for Value Add, Not Just Fit Instead of thinking, “Does this person fit in?” , ask, “How will this person enhance our team?” . Will they challenge groupthink and bring fresh ideas? Do they have a unique strength that the team lacks? Will they help evolve the culture rather than just blend in? Finally… Hiring the right person isn’t about choosing skills OR culture fit —it’s about finding the right mix of both. By taking a structured approach to assessing skills, cultural alignment, and long-term potential, you can build a team that’s both competent and engaged. Need help finding candidates who fit your business perfectly? Get in touch with our recruitment experts today!

This year, I'll be stepping into a new role which I have never done before, motherhood! It's going to be challenging, tiring, also brand new and hopefully rewarding in many ways. Although I have never done this before, everyone has reassured me that it will be my best experience yet and I’m excited for this next chapter. As I navigate my third trimester (in the middle of the Australian summer heat mind!) I have also had to prepare myself, my boss and my team to head off on Maternity Leave. I appreciate that preparing for this kind of transition can be different for everyone in many ways due to the role you work in and the industry and company you work for, however during my research and planning there are some key tips and things to consider that I have found and think would be useful to most others in a similar position to myself: 1. Give Your Employer Plenty of Notice As soon as you’re comfortable sharing the news of your pregnancy, talk to your supervisor about your plans for maternity leave. Ideally, you should give at least 3-4 months' notice to allow plenty of time for adjustments. This is especially important for companies that require you to submit formal paperwork or have specific processes in place. What to do: Set up a meeting with your manager to discuss your leave. Review your company's maternity leave policies (paid/unpaid leave, FMLA, etc.). Confirm the expected dates for your leave and any flexibility around them. 2. Create a Detailed Transition Plan A detailed transition plan is key to ensuring that your absence is as seamless as possible. It’s your opportunity to hand over your responsibilities in an organised and thoughtful way. What to do: List your current projects and deadlines. Identify key tasks and duties that will need to be handed off. Assign team members to take over specific tasks, and ensure they have all the information they need to proceed. Include login details, file locations, and any essential documents for your replacement(s). Set up meetings with colleagues to walk them through ongoing projects. Pro Tip: Try to wrap up or transition projects well before your due date to avoid a last-minute rush. 3. Update Your Calendar & Set Clear Boundaries The last thing you want is to be constantly interrupted by work emails or phone calls during your maternity leave. Setting clear boundaries and updating your calendar will help you and your team stay on the same page. What to do: Set up an out-of-office auto-reply for your email with clear instructions on how to contact someone in your absence. Block out your maternity leave dates on your calendar and notify the team of any final meetings or commitments. Designate someone to handle urgent matters or emergencies that may arise during your leave. 4. Prepare Financially for Your Leave Maternity leave often comes with a reduction in income, so it's crucial to financially prepare ahead of time. Understanding what your employer offers and how your benefits are structured can make all the difference. What to do: Review your company’s maternity leave benefits (paid vs. unpaid, duration, etc.). Set aside an emergency fund to cover the time you're on leave. If applicable, apply for short-term disability benefits or government support programs (like parental leave benefits). Plan for additional expenses, including baby-related costs, and adjust your budget accordingly. 5. Train & Empower Your Team Once you’ve identified the people who will be taking over your duties, make sure you give them the tools they need to succeed while you’re on leave. It’s not only about handing off tasks but ensuring they feel empowered and confident in managing your workload. What to do: Offer to train colleagues or share written guides on how to complete tasks or troubleshoot any issues that may arise. Provide a list of important contacts and resources they may need. Be open to questions and clarifications in the weeks leading up to your leave. Pro Tip: You might want to consider scheduling "check-in" calls or meetings (before you leave) with your colleagues to ensure they are clear on what needs to be done. 6. Plan for Post-Leave Transition Maternity leave is temporary, and it’s helpful to have a strategy in place for reintegrating back into the workforce once your leave is over. This includes planning for a balanced return to work and managing the shift back to your professional responsibilities after focusing on your baby. What to do: Discuss your return-to-work plan with your supervisor in advance, including the possibility of a phased return, flexible hours, or remote work if needed. Ensure you have a clear understanding of how much support you’ll receive during your transition back. Keep in touch with colleagues and stay updated on major changes that happen while you're away. 7. Take Care of Yourself It’s easy to get caught up in the logistics of preparing for maternity leave, but remember that you also need to take care of yourself. You’re about to undergo a significant life change, so managing your health and well-being before and after the baby arrives is vital. What to do: Schedule regular prenatal checkups and any other necessary health appointments. Take breaks when needed and make sure you're getting enough rest as your due date approaches. Don’t be afraid to ask for help with work or personal tasks during this busy time—whether it’s with your team, family, or friends. Prioritise self-care: a balanced diet, staying active (within your doctor’s recommendations), and mental wellness are crucial for managing stress and feeling your best. Preparing for maternity leave is no small task, but with a little planning and the right mindset, you can ensure a smooth transition and set yourself and your team up for success. By keeping these tips in mind and staying organised, you can confidently step away from work, knowing that everything is in good hands. Remember, maternity leave is a time for you to focus on yourself, your baby, and your family, so don’t forget to prioritise your well-being during this exciting and transformative period as well! Good Luck to everyone going through this kind of situation & see you on the other side!

As 2024 comes to a close, it's clear that the job market has evolved significantly, with employers placing a high value on a specific set of skills. These skills have been instrumental in helping organisations navigate changing industries, embrace innovation, and maintain competitiveness. Here's a closer look at the top skills that defined hiring trends in 2024: 1. Digital Literacy and Tech Savviness As industries continue to embrace digital transformation, employees with a strong understanding of technology have become indispensable. Proficiency in tools like CRM platforms, data analytics software, and even AI-driven tools is no longer just an asset but a necessity in many roles. Skills like automation implementation, digital collaboration, and data visualisation were particularly sought after this year. 2. Adaptability and Resilience If 2024 taught us anything, it's that change is the only constant. Employers sought candidates who could thrive in uncertain and fast-paced environments. Adaptable employees were seen as valuable assets, capable of pivoting strategies and learning new tools quickly when needed. 3. Communication and Interpersonal Skills Despite the rise of remote and hybrid work models, communication remains a cornerstone of workplace success. Employers prioritised candidates who could convey ideas clearly, collaborate effectively across teams, and maintain strong client relationships. Emotional intelligence also played a crucial role in leadership and team dynamics. 4. Critical Thinking and Problem-Solving As businesses faced new challenges, employers sought individuals who could approach problems methodically and devise innovative solutions. Candidates with a knack for assessing situations, analysing data, and proposing actionable strategies were highly favoured across industries. 5. Specialised Industry Expertise In fields like technology, healthcare, and finance, employers prioritised candidates with niche skills. For instance, expertise in cybersecurity, cloud computing, and AI programming were among the most in-demand technical skills. 6. Sustainability and Environmental Awareness With ESG (Environmental, Social, and Governance) initiatives taking centre stage, companies valued candidates who could contribute to sustainability goals. Knowledge of sustainable practices and green technologies became an important consideration in hiring decisions. 7. Project Management and Leadership Employers increasingly sought employees who could lead teams and manage complex projects effectively. Certifications like PMP (Project Management Professional) or Agile were highly desirable, as they signalled a candidate’s ability to deliver results efficiently. Preparing for 2025 As we move into the new year, candidates who want to stay competitive should focus on developing these key skills. Continuous learning, taking up professional development courses, and gaining practical experience in these areas can significantly improve employability. For employers, identifying these skills within your current teams and fostering them through training programs can ensure your business remains agile and ready for the challenges of 2025. Let’s make 2025 a year of growth and success together!

Recruitment: The Ignored Engine of Your Business (and Why That’s a Massive Mistake)! I’m not going to rehash the old “why you should use an Agency Recruiter” bull. This isn’t about pushing 3 rd party recruiters. Regardless of your business strategy & world view; your Recruiters are your best friend. You should be demanding the same level of craft from them that you do from your Technical teams. But you should also be viewing them with the same respect. You all talk about people being your greatest asset; but seem reluctant to give your “people specialists” a seat at the table. I won’t name the source, but a Technical contact of ours made a relevant statement which applies here: One of the hardest questions we answer for our large enterprise customers is why they should choose (name removed to protect the innocent) instead of managing their own technical services. It can seem counterintuitive that paying extra for a managed service can save you money. However, when we factor in economies of scale - particularly in regard to access to specialized knowledge and tooling - the case for managed services becomes clear . This was certainly the case for some of our clients earlier this year, where their investments paid off in the form of a quietly managed bug fix. The point is that specialist people bring horsepower to your business that you may not have. Let’s be fair, as a business owner or primary; at your base you have one of two priorities. Either you make money, or you save money. Your recruitment team should be doing the same & measured accordingly. Our results are often measured by recruitment process KPIs rather than business outcomes . I think that should change. But it’s difficult to measure without looking downstream. So how do we achieve one of those two goals for you? Revenue Generation: Revenue: We fill your revenue generating roles. Our work impacts project delays, capacity planning & pipelining, product launches etc; all with immediate consequences on your revenue. Top talent: skilled recruiters bring you people who stick, stay & deliver . Good recruiters introduce you to the people who will perform in your environment, not just the next bum in a seat. Expansion: Good recruiters aren’t just recruiting hand to mouth. They’re preparing for what is coming . They’re aiming at being able to fill roles before you are desperate . The horsepower comes from proactivity not reactivity. Cost savings: Time to hire: We bring horsepower to eliminate productivity gaps open seats cause. Lower opportunity costs: open seats cost money in productivity, missed business opportunities or delayed projects. Reduction in attrition: I’ve already mentioned stick, stay and deliver. Negotiating fair salaries: knowing what you can get for your budgets or enabling accurate business decisions on ROI. Risk mitigation: Avoiding bad hires: Don’t fall for the BS, no recruiter can eliminate the risk in hiring but a good recruiter knows how to layer in risk management as an extension of you. Reducing the risk of lost productivity and attrition. Minimising legal & compliance risks: e.g. do they have rights to work here. Strategic value: Workforce planning: anticipate & prepare for workforce needs, avoid reactive & therefore costly knee jerk hires. Market intelligence: trends, pricing, competitor strategies. Knowing who we want and where they are, makes you money. Scaling efficiency: A duplication of a few points. I could carry on, but in the interests of readability, I’ll stop there. 2 recent examples of Cox Purtell Technologies work are: A start up predicted to be influential in Health, brought on a Fractional CTO to build their enterprise product. He engaged us to build his technical leadership team (Head of Engineering already in place). We did so quickly, but also introduced them to such high calibre humans that he was able to step away early. They are well on track to delivering on their product time frames. A Consulting business relied on a Partner for their hiring. As they begin to scale further, he found himself losing hours just sifting through CVs. He engaged us as a test; we very quickly filled his first role, that success led us to subsequently helping him engage his first (non Founder) level lead. He will be able to spend more time working on his business, rather than just working in it. We will be actively discussing a Recruitment as a Service model as his demands increase. Good Recruiters/TA are demanding ; we want tools, we want to know you, we want your time and attention. BUT once you’ve made that investment , we are autonomous high powered missiles that you can leave confident that we will hit your goals. Invest in your internal TA team or bring on external Specialists like my team but do it with the intention of investing in your business . The hype around AI camouflages human skills and resourcefulness. Yes, data is the gold mine but the ability to unlock that gold mine is where your Recruiter /TA shines. Stereotypically, we are Resourcefulness personified. Recruitment isn’t just about putting bums on seats —it’s about driving the engine of your business. The talent you bring in doesn’t just keep the lights on; it’s what helps you grow, innovate , and get ahead of the competition. Whether it’s finding revenue-driving specialists, saving you time and money, or mitigating the risks of bad hires, good recruiters aren’t a luxury —they’re a necessity. Backing your recruitment team , whether it’s in-house or an external specialist crew, is about investing in your business’s future . It’s not just about hiring for today but making sure you’re set up to tackle tomorrow’s challenges before they even appear on your radar. The businesses that win aren’t the ones that treat recruitment as a cost centre—they’re the ones that recognise us as strategic weapon weapons. Give your recruitment specialists the respect, tools, and support they need, and they’ll deliver more than just hires —they’ll help you build a business that thrives . Happy hunting, call me, James Purtell or Lizzie Ritchie if you’d like to know how Cox Purtell produces outcomes for business owners like you.

As Sydney’s job market continues to evolve, the expectations of employees have shifted significantly. The "new normal" has redefined workplace priorities, with candidates now placing greater emphasis on perks that align with their personal well-being, career growth, and work-life balance. For employers looking to attract and retain top talent, understanding what Sydney employees value most can make all the difference. Here are the top five perks that are in demand among job seekers today. 1. Flexible Working Arrangements Gone are the days of rigid 9-to-5 office schedules. Flexible working arrangements—such as hybrid models, remote work options, and adjustable hours—have become a top priority for Sydney employees. According to recent surveys, many professionals view flexibility as a non-negotiable perk, with parents and caregivers valuing the ability to better balance their personal and professional lives. Additionally, cutting down on commutes has boosted productivity and reduced burnout for many workers. Tip for Employers: Offer tailored flexibility options and ensure that remote employees feel just as connected and supported as in-office staff. 2. Wellness and Mental Health Support The pandemic placed a spotlight on the importance of mental health, and employees now expect their workplaces to reflect this understanding. Wellness perks—such as Employee Assistance Programs (EAPs), access to counselling, mental health days, and fitness reimbursements—are no longer considered "nice-to-haves" but essential. Sydney employees increasingly appreciate companies that foster a culture of well-being, showing that they care about their staff beyond just performance metrics. Tip for Employers: Provide resources like mindfulness apps, gym memberships, or in-office wellness initiatives to demonstrate your commitment to staff well-being. 3. Career Development Opportunities Employees want more than just a job—they’re looking for career growth. Learning and development opportunities, mentorship programs, and clear progression paths are highly sought-after. Post-pandemic, professionals in Sydney are prioritising roles where they can upskill and future-proof their careers. Offering training in areas like technology, leadership, or industry-specific skills can not only attract talent but also increase employee retention. Tip for Employers: Invest in professional development through online courses, certifications, and cross-training programs. 4. Workplace Culture and Social Connection After periods of isolation during lockdowns, Sydney employees are looking for workplaces with positive, inclusive, and engaging cultures. A strong sense of belonging and opportunities to connect socially—whether through team-building events, volunteering days, or casual Friday catch-ups—can significantly enhance employee satisfaction. Employees also value transparent and empathetic leadership, which fosters trust and openness in the workplace. Tip for Employers: Celebrate milestones, host regular social activities, and encourage open communication to build a strong workplace community. 5. Competitive Salary and Benefits Packages While non-monetary perks have grown in importance, salary remains a critical factor in attracting top talent. In Sydney, where the cost of living is notably high, competitive compensation packages are a key draw. But employees are also paying attention to additional benefits like extra leave entitlements, bonuses, and retirement contributions. Customised perks—such as childcare support, travel reimbursements, or even "birthday leave"—can set employers apart from competitors. Tip for Employers: Stay updated on industry salary benchmarks and consider offering tailored benefits that address the unique needs of your employees. Final Thoughts In a competitive job market like Sydney’s, offering perks that align with modern employee priorities is essential for attracting and retaining the best talent. By listening to what candidates value most—flexibility, wellness, development, culture, and competitive compensation—employers can create a work environment that stands out and thrives. If you’re looking for advice on finding top-tier talent or need help refining your recruitment strategy, get in touch with us today.

As the holiday season approaches, the job market in Sydney undergoes a shift. Many companies need additional help to manage end-of-year projects, cover staff on leave, or prepare for the busy summer season. Temporary or contract roles can be a smart choice for candidates, offering unique advantages that might not be obvious at first glance. In this blog, we’ll explore why temp work can be a valuable career move during November and December, whether you're a recent graduate, someone re-entering the workforce, or just looking for fresh opportunities. The Benefits of Temporary Roles Gain New Skills and Experiences Temporary roles can introduce candidates to new industries, allowing them to learn skills that boost their resumes. This can be particularly valuable for those who want to transition into a different sector or gain hands-on experience with certain tools or software. Build Your Professional Network Temp roles often lead to connections with people in various departments. Candidates who network effectively can leave a lasting impression, opening doors to future roles within the same company or in the broader industry. Get Your Foot in the Door Many companies use temporary roles to assess candidates for permanent positions. By proving their skills and cultural fit during a temp role, candidates increase their chances of securing a full-time position. Flexibility and Freedom Temporary roles offer flexibility, which can be appealing during the holiday season. Candidates can plan breaks around their temp contracts or decide to take a few weeks off before starting a new search in the new year. Why Companies in Sydney Are Seeking Temp Workers Right Now Seasonal Demand in Key Industries Industries like retail, logistics, and hospitality in Sydney often ramp up hiring during the holiday season. But even in sectors like finance, tech, and administration, companies need temporary support to cover for staff on holiday or to tackle end-of-year projects. Budget and Headcount Restrictions Many businesses have budget restrictions at the end of the year, so hiring temporary staff offers a way to get the help they need without committing to a full-time role. This is especially relevant for Sydney companies with strict hiring budgets. Project-Based Needs Temporary roles are ideal for companies with specific projects to complete before the year ends, from inventory overhauls to financial audits and marketing campaigns. Temp workers bring valuable skills without a long-term commitment. How to Make the Most of a Temp Role: Tips for Success Embrace Every Opportunity to Learn Treat the role as an extended interview by showing enthusiasm, asking questions, and actively seeking out tasks. Temp work can offer a steep learning curve, so be proactive about gaining as much knowledge and skill as possible. Showcase Your Adaptability Companies appreciate temp workers who can hit the ground running, adapt to new systems, and handle different tasks with ease. Demonstrating flexibility can make you stand out and be remembered for future roles. Build Relationships Take time to get to know the team and build rapport. Even short-term connections can lead to long-term career benefits, especially if managers or team members can endorse your work to other departments or companies.  How to Land a Great Temp Role This Season Update Your Resume and LinkedIn Tailor your resume for temporary roles, highlighting flexibility, adaptability, and a willingness to learn. Update your LinkedIn profile with relevant experience and set yourself as “open to work” for temporary or contract roles. Register with a Recruitment Agency Recruitment agencies, like ours, have access to a wide range of temporary roles in Sydney across industries. Working with a recruiter can help match your skills to roles that are a good fit and increase your chances of quick placement. Leverage Your Network Tap into your existing network to find out if companies need holiday cover or temporary support. Personal recommendations can be a powerful way to secure temp work. Temporary roles may seem short-term, but they can bring long-term benefits, from skill-building to valuable connections. This holiday season, consider exploring temporary work opportunities as a way to gain fresh experiences, stay productive, and potentially set yourself up for exciting new roles in the new year.

As the title of this blog post suggests, the idea of moving your recruitment processes forward quickly and having a proactive mindset should really be a given as “good practice” right? Both elements are things we would all subconsciously think of when naming what could bring a positive outcome for most business activities. But why? Why should you have a recruitment process that takes timing into account and doesn’t dawdle or delay?  Why should you act proactively for recruitment and how do you even do that? Keep reading and you can find out… Industry trends Knowledge is power. Knowing the status of the market is going to assist you in proactively planning your recruitment process. Is it candidate or client heavy? Why are candidates looking to move roles? Is there a drastic change in salary expectations? Are we moving back into the office more? Understanding the market and trends can help you to know if you’re up against stiff competition for candidates or if you’re going to spending hours sifting through mass applications. If you’re not clued into the recruitment market, as it may not be part of your daily work responsibilities, don’t worry – recruiters and agencies can tell you and keep you informed. One of the many reasons why you should have a trusted recruitment partner. Thus, saving you from any wasted time and resources. Promoting Company Image Do you know what the most common killer of recruitment deals is? No? It’s Time. A lengthy recruitment process that is dragged out over weeks, or with excessive rounds for a candidate to pass through is only going to be a hinderance to your recruitment. This can also have a negative impact on the company image. Think of it this way, a candidate who is in process for a role you’re recruiting for, drops out. They’ve accepted a role elsewhere as they’ve been waiting 3 weeks for their next interview with you. They were frustrated with waiting; they feel like they’re maybe not good enough as you don’t appear keen to move the process along. They then tell their friends and family about it, they now feel like they wouldn’t to go through that experience themselves. Perhaps, it’s 5 years later and this same candidate is applying for roles again, they see your company has a job that would suit them, but they remember the previous process, so they decide not to apply. From one simple bit of delayed process or lack of communication you’ve managed to instill a negative connotation to your brand’s processes and that could lead to missing out on top talent as they’re not applying to your roles and maybe even telling others to do the same. Create a Positive Candidate Experience Treat others the way you’d like to be treated – we’ve all heard this term before, and it can be very relevant in recruitment. Try and imagine you’re in the shoes of the candidate in your process. How would you want to be made to feel? Would you want to receive more feedback and transparency to aid you in your job search? You probably would. Remember – candidates are interviewing you too! This is a 2-way discussion. A candidate is trying to sell their skills and experience to you, and you’re trying to sell your company environment and benefits to working for them to the candidate. Be proactive and build a pipeline If you can find the time or have a dedicated HR/Recruitment team member, it could be really helpful for you or them to network with people who you think could be a good fit your business. Build relationships with everyone you meet, you never know if they’re going to become a future acquaintance or a potential candidate. Good people tend to know other good people. Your colleagues may know of people looking who could be a good fit for your business. Utilise the knowledge and network that you already have available to you. Important factors to remember so your processed aren’t affected by time delays and to help you act proactively: Upcoming leave for decision makers. Is someone going to be away during interviewing who is going to be part of the decision-making process? Then it’s probably not the best time to be recruiting. Any delay to your processes could put off your candidate(s) or they could accept an offer elsewhere if they’re active in the market. When planning who the candidate would meet as part of the process, try and decide this BEFORE they interview. If you start to drag out the process by adding another meeting with another executive, the candidate is going to think you’re dragging it out. It’s likely that they’ll become disengaged and start to have feelings of doubt as to why this business is having them meet someone else. If a candidate is applying to your job advert, they’re probably applying to others too. Try not to be ignorant to the fact that a candidate is only interested in your role. Make sure to ask about their commitment to the process, do they have any other processes they’re currently going through? Keep them as engaged and in the loop as you can. They haven’t established any loyalty with you yet, they’re still discovering if they want to be a part of your organisation. So, try to run a process that makes them feel like they’d really like to be a part of your team. If you’re planning on having any psychometric testing or practical elements involved in your process, firstly determine at what stage would be the best for that to take part, secondly ensure that what you’re asking from the candidate is succinct and appropriate for the role. For example, don’t ask a junior candidate to prepare a 45-minute presentation for a role that is only going to be a short-term contract position. The most important tool and resource in the recruitment process – partner with a recruitment agency. Preferably on the experts at Cox Purtell Staffing Services! Utilise their knowledge, resources and network. Outsourcing can save you time and effort

71 days until Christmas. Yes, you read that right. As the holiday season approaches, it’s hard to ignore the festive decorations popping up everywhere. Just the other day, I walked into my local shopping centre and saw Christmas lights already twinkling. It’s only October, and while I appreciate the early reminder, I know all too well that I’ll likely leave my shopping to the last minute once again. With just 71 days until Christmas, the countdown is on. However, as we head into this busy time of year, it’s crucial to acknowledge a growing concern: burnout. According to Mental Health First Aid (MHFA), Australian workers are facing alarming burnout rates, with 61% reporting feelings of exhaustion and stress, significantly higher than the global average of 48%. This is particularly concerning as many employees experience even greater stress during the holiday season due to work pressures and personal commitments. The combination of impending deadlines, holiday preparations, and the pressure to meet expectations and catch up with all your friends and family BEFORE Christmas can feel overwhelming. It’s essential to take proactive steps to manage this stress and prioritise our well-being. Here are some strategies to consider: Set Realistic Goals: Assess your current workload and commitments honestly. It’s important to recognise your limits and adjust expectations, both at work and in your personal life. It is also OK to say “no” and set that boundary if you have overcommitted. Prioritise Self-Care: Make time for activities that recharge you. Whether it’s enjoying a quiet evening with a book, exercising, or spending time with loved ones, self-care is vital during this hectic season. Communicate Openly: Share your feelings with colleagues and friends. You may find that many others are feeling the same way, and having open conversations can help alleviate some of the pressure. Plan Ahead: If you tend to procrastinate on holiday shopping, consider starting early this year. Even small planning efforts can reduce stress and allow you to enjoy the season more fully. Take Breaks: Don’t underestimate the power of short breaks during your day. Stepping away for a few moments can help clear your mind and improve focus. Be kind to yourself, we are doing the best we can.  And if you need to talk to someone, here are some resources: Lifeline on 13 11 14 Kids Helpline on 1800 551 800 MensLine Australia on 1300 789 978 Suicide Call Back Service on 1300 659 467 Beyond Blue on 1300 22 46 36 Headspace on 1800 650 890