The latest news and advice from our recruitment experts.
If there’s one thing that the festive season teaches us about business in New Zealand, it’s that you have to be able to manage your workforce well.
Balancing the requirements of annual leave, downturns in productivity for office or manufacturing sectors, boom-times for businesses in holiday hotspots, and that all-too-familiar mix of pre-Christmas and post-New Year sales in retail, can provide an annual headache for any company.
And being prepared is the number-one requirement, either as a small business owner or an HR manager in a larger company, to ensure that you don’t come unstuck.
So, first of all, how do you future-proof for the festive season – especially if you’re looking to raise a holiday workforce?
Know your hiring patterns: Figures from previous years and your projected sales targets will give you a benchmark as to whether you were short or over-staffed, and allow you to construct a hiring plan.
Target the right skillsets: Whether you are downsizing or upsizing for the festive period, you still need to have core tasks covered by those with the correct skills – the last thing you need is to be heading into your busiest or leanest periods while looking to re-fill major positions.
Trust your recruitment strategy: Having a team like QJumpers on board can help you target workers and streamline your recruitment and on-boarding procedures. Having this set up well in advance provides a powerful tool for your hiring managers and HR staff heading into their most difficult time of the year.
Test your tech systems: Knowing your new recruits are up to speed on technology – or, in the case of a company that’s downsizing, your remaining staff are assured in any new roles or tech they may have to use – and that all support systems are in place to cope with the holiday period gives businesses the confidence to trade through the holidays without a hitch.
Being prepared for New Zealand’s peculiar summer commercial conditions is just one way in which any Kiwi business owner would plan to future-proof their workforce.
But although this type of year-by-year strategy is key to good trading, there are other more long-term ways in which you handle your recruitment masterplan.
Know your workforce: The pace of technological change is simply staggering and that means companies in all sectors of business need to be ready both to adapt themselves and, often, what they ask of their workforce. Many businesses, though, can overlook the range of talent they already have at their disposal from their current employees and find themselves going though expensive recruitment processes when the answer may be under their payroll already. Having good managerial oversight of staff as well as easily retrievable data on employees’ skill sets can enable your company to grow without necessarily having to go hunting around in an increasingly competitive jobs market.
Generational mix: We’ve already discussed on our blog how Kiwi companies can deal with a five-generation workplace and the challenges and benefits of having age and experience mixed with the varied skillsets of younger staff members, but the biggest gain of having a mixed generational workplace is the ability to pass on institutional knowledge. Having a recruitment process that recognises succession plans and successful breadth of experience throughout departments can help a business thrive into the future.
Skills mix: As well as having a varied workforce in terms of age and experience, it is important for a business to recruit with one eye on where that company may have to change in the future. Both when writing job ads and when compiling short-lists it can be a good idea to look for the right fit for the current position while also keeping tabs on extra qualities individuals can bring to the workforce.
Flexibility: The main buzzwords in recruitment nowadays tend to be linked to nimbleness and flexibility – and that’s because of the need to keep pace with rapidly changing technology and expectations from workers. As more millennials come into the workforce, they are demanding a move away from traditional nine-to-five working lives, and employees of all ages who understand their value to a company are requesting contracts that are tailored to their specific lives.
Know your talent pool: With a rapidly growing population like New Zealand’s, comes both a rapidly growing potential pool of talent and the demand for businesses to find the right candidate quickly. Keeping data of previously interviewed or short-listed applicants and those who stood out through their applications can mean you can pinpoint talent when required without the costly process of heading back into the general marketplace. It also means that if your company needs to change with the times, you already have a head-start on potential recruits.
Fast reaction time: The best way to future-proof a business is to run a recruitment and HR system that is fast on its feet. Knowing how you are performing already via reports and tracking benchmarks gives you the ideal grounding, while having a transparent recruitment system that gives hiring managers logical, intuitive, hands-on functionality means being able to pinpoint areas that need addressing and being able to react to them fast.
For more information on how QJumpers can provide recruitment software and services to help future-proof your business for both the short and long-term, contact us on 0800 758673, firstname.lastname@example.org or via our website.
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