What does it take to attract quality talent and what’s the best way to manage and support them to ensure they stay?
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Qantas Business Rewards
Randstad Employer Branding Research is the largest of it's kind in the world.
How Australian employees and job seekers view employers
Which companies are ahead of the curve in using their employer brand to attract top talent
How an employee value proposition can shape internal and external perceptions of a business
What motivates employees to stay?
What do workers want?
salary
0%
of employees consider salary to be their biggest motivator when choosing an employer
What do workers want?
Job security
0%
consider job security to be their biggest motivator when choosing an employer
What do workers want?
Pleasant working atmosphere
0%
consider job security to be their biggest motivator when choosing an employer
Why employees leave?
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of people will leave a job due to lack of career growth
Why employees leave?
0%
of people will leave a job because compensation is too low
Why employees leave?
0%
of people will leave a job because of poor leadership
What motivates employees to stay?
0%
of people good work life balance will make them want to stay
What motivates employees to stay?
0%
of people competitive salary will make them want to stay
What motivates employees to stay?
0%
of people flexible work arrangements will make them want to stay
Where to from here?
To become a leading employer you need to respond to what employees want.
0%
of employees are looking to leave their jobs in the next 6-12 months because of a lack of work life balance.
Where to from here?
0%
of employees stay with an employer because of good work life balance
Where to from here?
0%
of employees want to work remotely
We understand the people issues managers and HR professionals face every day, which is why we’ve created
The Randstad Human Resource Guide,
an always-evolving online HR resource that delivers the answers to your day-to-day concerns. Based on:
The discussions that more than 2000 clients have had with our specialist recruitment consultants
Detailed analysis of the search queries of employers
Our own deep dive research into the needs of the Australian workforce, we’ve identified three areas where employers are struggling most
What constitutes a genuine redundancy and what do I need to do to protect against claims of unfair dismissal?
What’s the answer to poor retention?
- A best-practice induction process and always-on retention strategy
- Career mapping for all staff
- A succession plan for the broader business
Where do my health and safety responsibilities lie and how can I get buy in from staff?
What constitutes a genuine redundancy and what do I need to do to protect against claims of unfair dismissal?
From delivering the news to knowing how much you need to pay terminated staff – there’s a checklist for managing redundancy correctly
An employee’s poor work is affecting the rest of the team, how do I respond?
You need:
- A step-by-step process for managing underperformance
- A mapped out disciplinary policy that will hold up in court
- Knowledge of how to correctly deliver a formal warning
Find out more
Where do my health and safety responsibilities lie and how can I get buy in from staff?
A detailed health and safety policy will help staff identify risk for themselves
What’s an appropriate workload before workplace stress becomes an issue?
- Be aware of the risk factors and signs of mental stress
- Consider flexible work arrangements on a case-by-case basis
- Investigate ways to promote wellness in the workplace
What is the future of talent identification?
Move away from biased human inferences and become more data driven
Innovations such as predictive analytics, video profiling and gamification
Finding the right match
- Clear understanding of the current marketplace
- Reword: Consider the short and long-term business needs
- Understand your organisation’s projects and timescales for future vacancies
The passive candidate
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of professionals in Australia are interested in being notified about job opportunities relevant to them, even if they are employed, according to LinkedIn
Employment contracts
Fair Work Act 2009 outlines 10 national standards for constructing an employment contract
The Human Resource Guide provides templates including the modern awards, terms to consider, and employee and employer obligations
Onboarding should be just as important as the hiring process
Avoid the costs of early leavers
Proper onboarding ensures employees know what is required of them, which leads to higher retention and success
The Staff Handbook
A staff guide/handbook should be part of the onboarding process and contain policies and useful information such as company values, vision and strategies, as well as housekeeping information like pay, superannuation and dress code
Onboarding tips
Have an agenda ready for their first day and assign a mentor for their first week
Ensure their environment is ready, and required devices are setup and working
Turn your recruitment fees into flights!
Randstad is the exclusive recruitment industry partner to Qantas Business Rewards, meaning your business can earn Qantas Points on your recruitment and eligible HR services investment benefit.
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Earn Qantas Points
30 day payment terms
No joining fee
Complimentary access
to HR advice
Permanent and temporary staff
All permanent and temporary placements with Randstad will earn 1 Qantas Point per $1 spent on recruitment services (exc. GST)
Eligible HR services
Eligible HR services include
Outplacement
Executive
coaching
Leadership
Individual
assessment
Not a member of Qantas Business Rewards?
Not a problem. Our Rewards team can sign you up for free (normally $89.50 + GST) when you start working with us.
Plus Bonus Point Offers
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For a limited period, you can earn up to 25,000 bonus Qantas Points. To find out how visit
www.randstad.com.au/qantasoffer
