TALKINGBUSINESS

RECRUITMENT TRENDS & THE IMPORTANCE OF WORKPLACE CULTURE

Forum theme:

with Collective Culture Consultancy, The People & CultureOffice, Highgrade Personnel and Industry Link Media presents

PROGRAM

John Walker: The City ofKalgoorlie-Boulder CEO

Simone Pickering: ThePeople and Culture Office

Kylie McLerie: Collective CultureConsultancy

YOURSPEAKERS

10:00am Arrival Please find a seat, place your businesscards in the jar and place a coffee order.

10:10am Introduction M.C Glen Wilson from Industry Link Media outlines the agenda for the forum.

10:20am Address City of Kalgoorlie-Boulder CEO John Walker

10:35am Expert Discussion Simone Pickering from the People and CultureOffice and Kylie McLerie from the CollectiveCulture Consultancy share their thoughts onrecruitment, workplace culture and retainingemployees long term.  

11:00am Q&A sessionFollowed by drawing of the door prizeand an opportunity to network withforum participants.

ORDER OFPROCEEDINGS

M.C: Glen Wilson

Trends Over the past 18 months we’ve seen a largeincrease in Goldfields based vacanciesthat have mirrored the rise of the globalgold price. The majority have beenresidential positions but still a small portionof these have been FIFO Perth to Kalgoorlie.

Since COVID, the enquires from familiesliving in WA looking to relocate to Kalgoorliehas increased significantly and the FIFOenquires have decreased accordingly. Priorto COVID we would get approximately onefamily enquire about relocating every 4 to6 months, lately we’ve been gettingenquires every week.

With the large increase in vacanciesrecently, we’ve noticed mining companiesfocus more on the entry-level positionsand promotions from within.

ForecastsWith a predicted population growth,accommodation availability is an area thatwill need to be addressed as we need totake advantage of the people willing torelocate and fill future vacanciesthroughout the region.

HIGHGRADEPERSONNEL LOCALRECRUITMENTSTATISTICS

We feel the trend of mining companiessourcing entry-level personnel and trainingthem up and promoting the experienceinternally not only needs to continue, butneeds to increase. As mining operationsexpand throughout the region, the amount ofexperienced personnel will naturally bespread thinner across the existing and newlyopened mining operations.

Pay rates will naturally increase to cater fordemand of expertise throughout the miningindustry.

HIGHGRADEPERSONNEL

recruitment@highgrade.net.auhttps://www.highgrade.net.au/

Highgrade Personnel

Highgrade Personnel was established in 2017 and is aKalgoorlie owned and operated recruitment firm whohas a specialised team of six employees – five of whichare Goldfields born and bred locals.

Highgrade is the only company in the Goldfields withrecruiters who all come from mining backgrounds andmining recruitment/H.R experience, which in turn, hasmade them the preferred recruitment supplier to majormining companies in the region.

They take pride in a transparent recruitment processand are always conscious of employees fitting in withthe client’s culture and having the skills required to be along-term employee.

Your Recruitment Playbook

Right now, the reality for many businesses isthat quality candidates, or just anycandidates for that matter, are hard to comeby.

Whether that be because of a skills shortage,geographical location, that the vocationlacks a bit of "cool factor", ineffectiverecruitment practices or the reputation of theemployer; businesses approaching theirtalent acquisition efforts without havingsome sort of plan in place is an inefficientuse of financial & people resources

It’s the right person, in the right job at theright time.

The workplace is changing, and it can behard to keep up with current best practicemethodologies, as what was working for youin the past may now no longer be relevant.

THE PEOPLE & CULTUREOFFICE

Use social media to craft a brand

Your socials shouldn't just been seen as a "sales" tool. Utilise it to communicate your voiceand values to your audience.

Find out who your target demographic are and hang out there - is it Linkedin?Instagram? Facebook?

Potential clients aren't the only people doing Google searches on you, prospectiveemployees can be craftier than even the best Facebook stalkers. Dull, boring or a nonexistent digital presence can turn younger job seekers off (IE: <35 years) because youare an unknown entity.

Social media recruiting involves more than just sharing job openings. It’s a tool to helpbuild both your personal and company brand. But what should you share beyond job posts? Good content isn’t complicated and onsocial media it can be refreshingly brief.

Whether you are wanting to improve your  recruitment practices, or are looking fornew  ways to  do things, here are some basic tips  on recruitment, values basedrecruitment and considerations for your business before you post that job ad!

simone@thepeopleandcultureoffice.com https://thepeopleandcultureoffice.com/

39% of hiresbranded

a “fun, engaging company culture”

as the most attractive

quality of a business.

Teens to mid - 20sshun Facebook

(keep this in mindwhen looking for

Trainees &Apprentices)

Companies thathave a strong

employer brandsee up to 50% lesscost per hire and a

28% reduction inturnover

The People & Culture Office

Simone is Kalgoorlie born & bred & wears the badge with pride, working in HR for over 16 years predominantly inMining & Trades and also the NFP & Local Government sector. Simone has worked on new mine startups,recruited for residential sites throughout the boom and developed effective HR processes for hard to resourcesectors.

Simone values honesty and integrity, offering quality service and ethical business practices to achieve businesssuccess through positive & contemporary practices.

Simone's mission is to provide business owners and managers with the tools to build their capability tomanage their people within their business.

Plan your Recruitment

Before you get started, have a think abouthow this position fits within the organisation.

If you don't have a workplace plan in place toguide you, refer back to your businessesstrategic or business plan - how does thisposition sit within the scope of thesedocuments?

What does the ideal employee look like?What skills will they need? What are yourvalues? Do you have a clear idea of WHOyou are looking for?

Can the position be filled by an Apprentice orTrainee? After all one of the best ways toaddress a skills shortage is to build your ownworkforce.

Have you researched market salaries? Doesthe budget exist to be competitive with whatyou pay?

THE PEOPLE & CULTUREOFFICE

All important real estate usedtalking about the company

instead of the role

Define the Role

Have you thought about the span of hours that would best suit your operationalrequirements? Do you need someone full time, part time or casual?Have you written a job description so that the new employee clearly understands yourexpectations? How does your desired skill set fit within the scope of your budgetedsalary? Is the salary too low or too high for the role criteria?

Write your job advertisement and plan your strategy to ensure your reach your targetdemographic.

Writing your ad

Most humans are inherently lazy, if your content doesn't grab their attention straight awaythey'll navigate away. There's a term known as "above the fold". In the print media the topstories are given prime position above the fold, second best is below the fold.

When a newspaper is folded over in the newspaper stand the publisher needs thecontent to grab a potential readers attention to make the sale. Your seek & social mediaadvertising templates need to reflect this thinking, why? Well, because 45% of job seekerssearch on a mobile device, and you don't want to waste the most valuable real estate ofyour ad talking about everything else but the position on offer.

Structuring your ad

Attracting top quality candidates can be hard work generally, nevermind competingagainst FIFO, city-centric lifestyle desires and against big corporationsThe best way to hook someone in is to create an emotional connection with them.Paint a picture of the role using emotive language, now is not the time for 5 wordsentences in bullet points.

Take the job seeker on a journey- who is your ideal candidate?

What are your values? What willyou offer in return?

Logo - Let them knowwho they are applying to

Paint a picture of your ideal employee - thisis where knowing your company valuescomes in.Nows the time to sell your employee benefits& company.Finally, is the reality of sourcing a candidatebased in Kalgoorlie already pretty remote? Wellthen take this opportunity to sell living inKalgoorlie.

Tell a "Job Story" to help candidates understandwhy yours is the perfect job for them. Doing socan help you attract passive candidates andidentify your perfect candidateGet your language right - speak in the voice ofyour brandWhat's in it for me? Emphasise WHO you are& WHAT they will be doing more than what theyNEED to excel at the jobDon't specify "must have XX years experience." I'vemet some pretty talented candidates with only acouple of years experience and some prettytalentless ones with a decade of experienceDon't get too caught up on the nitty gritty's of thejob, especially if it's a common vocation. Thereare exceptions to this rule though; if the jobrequires a very specific skill set or it's notnegotiable that they possess particularexperience

Brand + Values = Workplace Culture

Throughout the recruitment process your focusshould be on finding a candidate who's values &behaviours align with yours

Hire for behaviours & values, train for skill -recruitment that focuses solely on skillwill undoubtedly result in poor team fit, or worse,disfunctional team environments. Even if thecandidate who will fit best has less experience, youare much better off investing in extra training than toappoint someone who just isn't going to make it

Employees that fit in well with the culture and share astrong belief in the values will most likely excel withinyour organisation. Employees who fit well with theirorganisation, coworkers, and supervisor have greaterjob satisfaction, are more likely to remain with theirorganisation, and show superior job performance

Pro Tips

Determine who you will be interviewing with, ata minimum the hiring manager should bepresent and have a level of ownership overthe make-up of their teamBook your interviews in allowing someflexibility for attendeesWrite your interview questionsValues Based Recruitment is an approach toattracting and selecting employees whoseattitudes, values and behaviours align withthose of the organisation and therequirements of the role.The best results will be gained from interviewquestions that require the candidate toprovide a real life example of their experience- thus allowing you to assess if theirbehaviours and values match that of theorganisationDiscuss & rate each candidate at thecompletion of each interview, selecting apreferred candidate

Interviewing

Identify what sets you apart from thecompetition and shout it from the rooftops

This is not a piece of marketing spin; this isyour elevator pitch to potential employees.

What are you going to do for me that I can'tget from every generic employer in theindustry?

Just as an organisation has a brand for theexternal market, there needs to be anemployer brand that can effectivelycommunicate the employee experience, thisis your value proposition. When you candefine your purpose, values & point ofdifference for candidates they will bemotivated to apply.

Employers unable, or, unwilling to do this willneed to be prepared to pay a premium withbenefits, wages or other perks.

An environment of skills shortage can driveup wages and turnover, employers need tounderstand that candidates are consumerstoo; in order to attract and engage the bestand brightest, they need to offer somethingtangible and appealing.

Ref checks, sight trade papers & qualificationsand get police & medical checks.Don't expose yourself to risk for the sake ofsaving a few hours of work

Want to know the best way to get a bad repwhen it comes to recruitment? Not givingfeedback.Rule of thumb - no interview = email; interview= a call

Has the recruitment been delayed due toleave - well let your candidates know. Don'tleave them wondering if they were justunsuccessful or not, it leaves a bad taste intheir mouth and they may be reluctant tocontinue on with the processCheck the inbox that your applications go todaily and flag applicants that look promisingand those that in no way fit the brief. Send a courtesy email to the "no's" and filethem away into an email folder so you don'tdouble up & get the "yes's" in for an interview. Unless you are a government department thathas strict recruitment guidelines there isnothing that says you have to post an enddate & not shortlist until then. In a competitive employment environmentthose that move quickly have the mostsuccess in securing their preferred candidatesUnderstand the candidate experience. Yourorganisation’s reputation permeatescandidate decisions.

Do your due diligence

Don't ghost your candidates!!!!

Don't leave candidates hanging

65% of candidatessay a badinterview

experience makesthem lose interest

in the job

Identify transferable skills and ensure yourrecruiters know what to look for. Would youprefer to wait 6 months looking for a HD Fitterwith CAT experience or go out to farmingcommunities to entice a Fitter with harvesterexperience and train them up on yourmachinery? Create a talent pipeline. Succession Planningis about identifying positions critical to yourorganisation and ensuring you have a plan inplace should the current employee depart. Isthere someone internal you should startdeveloping now?If you can't find it, create it. Struggle to findtradespersons or skilled operators? Train yourown! There is nothing quite like seeing yourbusiness thrive and succeed because of thehard work of employees you've nurtued anddevelopedApprentices & trainees should be seen bybusiness as a way to bring fresh new talentinto the business, to support their successionplanning and growth aspirations and tominimise any negative impacts from currentor future skills shortages.

Impacted by the SkillsShortage?

An Aboriginal Workforce Strategy shouldoffer a range of vocational and trainingopportunities such as job-based learning,traineeships or apprenticeships,cadetships, graduate placements andscholarships for new or existing universitystudents.The framework should recognise theimportance of the employment strategyas the key to providing a long termeconomic starting base for localAboriginal people, in a workplace wherethey will feel respected, valued, culturallysafe and get to share in the sameopportunities for career development asthe wider workforce.

Indigenous EmploymentInitiatives

The top 10% ofcandidates are offthe market within

10 days

In Australia, theaverage time tohire is 29 days

What is Workplace Culture?

How often have you heard the term‘workplace culture’ floating around in yourprofessional conversations but have no ideawhat it actually means? It’s not just you. Theterm is inconsistently defined and is largelyconceptual, with just 12% of companiesbelieving that they understand whatworkplace culture is about. At the very core,workplace culture is the characteristics andpersonalities that set the overall tone of anorganisation.

Generalise what you see, how people behaveand how people speak to each other andyou’ve got the gist of workplace culture. Yet,there is so much more to workplace culture.

Workplace culture is the environment thatyou create for your employees. It plays apowerful role in determining their worksatisfaction, relationships and progression. Itis the mix of your organisation’s leadership,values, policies, procedures, interactions,behaviours and attitudes that contribute tothe emotional and relational environment ofyour workplace.

COLLECTIVECULTURECONSULTANCY

92% of leaders fromfrom successful

companies believethat workplace

culture andfinancial

performance areclosely interrelated.

56% of employers asindicated in the AHRI2019 survey indicatedthat their companyrequired cultural

change

52% of employers asindicated in the AHRI2019 survey indicated

the competition fortalent was their

biggest challenge

Why is Positive Workplace Culture Important?

It attracts and keeps talented staff. 

When you spend more time per week at work than at home, it ’s natural to want towork in an environment you enjoy spending time in. This means that if you wantthe best staff for your team, you’ l l have to invest in creating a strong workplaceculture. Recent studies indicated that   ‘culture and engagement’ was the highestpriority on the corporate agenda and companies with the strongest cultureswere much more able to attract and keep talent.

It drives engagement and retention. 

You can successful ly recruit employees but it becomes a cost to your business ifthey leave. A good workplace culture is proven to keep your employeesengaged in their work. It ’ l l al low your employees to better understand what isexpected of them and how they can achieve their professional goals. This wil lthen allow you to keep them onboard for longer. 

It creates an environment for healthy development. 

A posit ive workplace culture provides everyone with the opportunity to init iatechange and to grow as employees of your company. This open and honestcommunication ult imately continuously improves your company.  

It drives financial performance. 

Workplace culture directly influences theway your employees perform, whichsubsequently has a direct impact on yourbusiness’ f inancial profit .    

I t creates satisfied employees andincreases productivity.

A healthy workplace culture wil l make youremployees feel happy to come to workday-in and day-out. A happy workenvironment increases your employees’concentration, thus, this leads to increasesin their productivity levels.

Are Your Employees Thriving AtWork?In its simplest form wellbeing is ourabil ity to feel good and functioneffectively as we navigate the naturalhighs and lows that we all experience. Asemployers we need to make sure that welook at how our workforce are placed interms of wellbeing, particularly in t imesof change.

Collective Culture Consultancy

With a passion for exploring what underpins a positive workplace culture where people can flourish, Kylieworks with individuals, organisations and educational facilities to unpack how culture and wellbeing can bemapped, tracked and enhanced.

She has worked across sectors with leaders to develop future focused business development plans thatfocus on their people as their best assets.

Kylie is a licensee of the Health and Wellbeing Lab, a Michelle McQuaid program. Through the Health andWellbeing Lab Kylie can assist with taking the guess work out of your health and wellbeing strategies, usingthe latest scientific insights and evidence based tools she can achieve positive outcomes for youroperations.

In addition workplaces that invest in employee wellbeing and have happy andengaged employees experience, on average:

70% lessworkplaceincidents

24-59% lessturnover

Dependent onsector

41% lessabsenteeism

Why Invest In Workplace Wellbeing?

A 2020 study of Austral ian workers has found that when people havehigher levels of welbeing they are:

Increaseproductivity by

29%.

125% less likelyto burnout

45% more likelyto feel satisfied

in their work

kylie@collectivecultureconsultancy.com.au www.collectivecultureconsultancy.com.au

How Can You Measure and Embed Wellbeing Practices?

Don't Just Take Our Word For It

by Simone Pickering

It’s a great community, when you open your eyesand heart to what’s on offer we really deliver.

The opportunity to accelerate your career issecond to none - particularly as a professional.No head office environment with only a snippet ofexposure to your degree here, you do it all, youlearn quick - it’s a solid foundation.

But we just don’t seem to sell it well. I’m no PRspecialist, but I’ve interviewed thousands ofprospective employees and I know what goesinto that final decision to take the job andrelocate to Kalgoorlie.

It’s the community & lifestyle.

Because packing up your life and relocating is anemotional decision. 1000 vacant jobs - great; butwhat is it actually like to live there? This is whatwe need to sell.

To get people to relocate here the connectionneeds to be an emotional one - hit them right inthe feels. We need to present to them a pictureof a life they could imagine living.

Will I make friends? what are the schoolingoptions? can I get a good coffee? what is thereto do on the weekend?

One thing I think we can all agree on is it is a lotmore sustainable for our businesses &community if people who work here; live here,and, we need to bring residents back to the town.We need to grow the population to ensureessential services, a healthy retail environmentand the type robust economic & communityenvironment that encourages continuedpopulation growth.

SELLINGOURSELVES

About CKB Unearthed

At the City of Kalgoorlie-Boulder, we genuinelyvalue your feedback. Our aim is to keep you upto date with the projects and activities that aremost important to you.

CKB Unearthed provides a way for the City togather information about what the communitywants, to help us make the right decisions.We have a vocal, passionate community.

We know you have ideas about places, projectsand activities that take place in Kalgoorlie-Boulder. We have created this site so we canhear and see your ideas. This is a space togather information, contribute your ideas andfeedback and have your say on a variety oftopics.

Your feedback will help inform the decisionsmade by your Council.

How to participate

STEP 1To participate, register online at:www.ckbunearthed.com.au

STEP 2Go to the projects that spark your interest.

STEP 3Your ideas can be added in forums,submissions, by interacting with maps anduploading photos. Each project will have avariety of tools available.

We will record every interaction and showhow it is incorporated back into our finalprojects. It’s that easy!

Tuck your kids in every nightForget FIFO. Move your family to

Kalgoorlie-Boulder

Highgrade Personnel Vacancies (Residential based)

Yardperson x 2ROM Loader Operators x2Mine GeologistField TechniciansJumbo OperatorDrillers - Open Pit Ground SupportGround Support Labourers - Underground MC DriversGrader Operator - UGOpen Pit operators

https://www.highgrade.net.au/jobs/

City of Kalgoorlie-Boulder Vacancies (Residential based)

Projects Coordinator (Events) Airport Operations Officer Civil Maintenance and Construction SupervisorSenior Tourism AdvisorCleanersManager Community Development IT Service Delivery Analyst Bar/Event Staff

https://www.ckb.wa.gov.au/Doing-Business/Work-at-the-City

Thank you for attending.