So you have packed away the Christmas tree and you are eating the last of the Christmas Pudding while reflecting on the year that was and the year to come (I know I'm not the only one!). Perhaps you've set ambitious resolutions, vowed to master the art of baking, or decided for the fifth year in a row you are going to start going to the gym. If you can relate, it sounds like the "New Year, New Me" bug has bitten, so why not consider a new career? Starting a new career can be a daunting experience for anyone, no matter how much self-reflection and planning you may have done. But fear not; in this blog, we'll explore why the start of the year is the perfect time for a career change, how to stand out from the crowd, and the invaluable role a recruitment agency can play in making your transition seamless. Why the Beginning of the Year is Ideal for a Career Change: The New Year brings a sense of renewal and a fresh perspective. It's the perfect time to reassess your goals, both personal and professional. Companies often set new budgets and strategic plans, leading to increased hiring and a surge in job opportunities. Harness the energy of this renewed focus by aligning your career goals with the dynamic job market. Standing Out in a Competitive Job Market: In a sea of resumes, how can you make a splash? Tailor your application materials to highlight transferrable skills and relevant experiences. Showcase your adaptability, a key trait employers value in candidates navigating career changes. Invest time in upskilling – consider certifications or online courses to enhance your qualifications. How a Recruitment Agency Can Simplify Your Career Change: Navigating a career change solo can be overwhelming, which is where a reputable recruitment agency becomes your ally. Agencies specialise in understanding both employer needs and candidate aspirations. We have insider knowledge about the job market, providing valuable insights and advice. Recruitment professionals can match your skills with the right opportunities, effectively bridging the gap between your current expertise and your desired career path. As you embark on your "New Year, New Career" journey, remember to embrace the challenges, showcase your unique strengths, and don't hesitate to seek support. Whether you're taking your first steps or making a significant leap, a recruitment agency can be the catalyst that propels you towards a fulfilling and successful career in your chosen field. Here's to a year of growth, learning, and exciting new opportunities! Cheers to your professional evolution! Good luck!

As we come to the last stretch of the school year, for many students, it is time to start thinking about what you are going to do after the final bell rings! While the transition from school to employment is exciting, it is also perfectly normal to feel a mix of emotions, from uncertainty to anticipation. As someone who has recently experienced the whirlwind of emotions that come with finding employment and adjusting to your new life outside of school, I have compiled a list of tips to help you navigate this change. Embrace Your Transferable Skills You might be thinking, "I don't have any experience in the workforce, so how will I ever get a job?". The good news is you have acquired a wealthy list of transferable skills throughout your study! Research and Learning: For years, you have spent every day at school researching and learning new information. This is a highly transferable skill that employers will look for when you enter the workforce. Your ability to learn new information will be critical to your success in the workforce - and you have had extensive training in learning new information! Communication Skills: Employers are always looking for people who can actively listen and convey their ideas clearly. Luckily for you, those dreaded oral presentations and countless essays you have written will help you! These skills are crucial in any work environment and are highly regarded by employers. Time Management and Organisation: Juggling school, study, work and still having time to spend with your friends or family is a difficult task - but this proves that you can successfully manage your time effectively! This is a great skill to have and will assist you in meeting deadlines, which is vital in the workforce. Building a Solid Foundation Now that you have a good understanding of your transferable skills, it's time to start building on these skills and gaining some experience. Resume and Cover Letter: Remember those transferable skills I spoke about before? Here is where you need to write about them! At the beginning of your career, your resume should include things such as work experience, community involvements like coaching or mentoring and any volunteering work you have done. Your cover letter should reflect who you are as a person and showcase your personality. Remember to always tailor your resume and cover letter to the role and company you are applying for! Interview Preparation: Job Interviews can be a really daunting experience, especially if you haven't had much practice. A great idea is to conduct mock interviews with your career advisors, teachers or someone you know who has had experience in job interviews. Remember to talk about your transferable skills in your interviews! Work Experience and Entry-Level Jobs: Now is a perfect time to get any relevant work experience that you can. You will never truly know if a job is right for you until you do it! Seek out entry-level jobs to get hands-on experience and help you make valuable industry connections. You may find that the role or the industry isn't right for you - and that's ok! On the other hand, you may have found the perfect job where you can grow with the company and do things you had never imagined! Remember that your learning journey doesn't end when you finish school. The workforce is constantly evolving, and you will always be learning new things in whatever path you choose to follow. As you step into the workforce after finishing school, it's essential to remember that you have the potential to succeed. Your transferable skills, enthusiasm, and commitment to growth will help you thrive in any professional environment. Another great idea is to seek advice, whether that be from a parent, teacher, career advisor or other industry bodies such as employment agencies or apprenticeship and traineeship providers. We are always here to help you and provide advice to help steer you in the right direction. Embrace this new chapter with confidence, and remember that every step you take is a valuable part of your journey towards a fulfilling and rewarding career! Good luck!

6 Interview Tips for Hiring Managers Working With Prestige Staffing

Hiring the right people for your business is crucial to its success. However, it's not just about finding candidates with the right technical skills and experience. In fact, human skills (commonly known as "soft" skills) are just as important to consider in the hiring process, especially when it comes to finding candidates who will fit in with your business's culture. Human skills are personal attributes that enable individuals to interact effectively and harmoniously with others. They include traits such as communication, teamwork, adaptability, problem-solving, and emotional intelligence. When hiring for your business, it's essential to look for candidates who possess these human skills in addition to the required technical skills. Here are some reasons why hiring people with the right human skills is important for matching your business's culture: Teamwork: A business's culture often emphasises collaboration and teamwork. When hiring new employees, it's critical to find candidates who can work effectively with others and contribute to a positive team environment. Employees with strong teamwork skills are more likely to succeed in their roles and help build a positive work culture. Communication: Effective communication is key to building strong relationships and a positive work environment. It's important to find candidates who can communicate effectively with others, whether it's with colleagues, customers, or clients. Employees with strong communication skills are more likely to contribute to a positive work culture and help build strong relationships with others. Adaptability: In today's fast-paced business environment, employees need to be adaptable and able to learn new skills quickly. It's essential for hiring managers to find candidates who are open to new ideas and willing to learn. Employees with strong adaptability skills are more likely to be long-term employees and highly valued contributors within your company. Emotional Intelligence: Emotional intelligence is the ability to understand and manage one's own emotions and the emotions of others. Candidates with strong emotional intelligence skills can help employees navigate complex social situations and build stronger relationships. An employee with high emotional intelligence is often able to show empathy towards others, assisting in building trust within the team, which is the key to employee satisfaction. With trusting teams, it will be easier for a workplace to reach its full potential and achieve optimum business outcomes. Problem-solving: Businesses often face complex challenges and problems that require creative solutions. Employees who think critically and creatively are more likely to succeed in their roles and help build a positive work culture. Ultimately, human skills aren't taught in the workplace. These skills are engraved in each person, and it is critical for hiring managers to find candidates whose human skills enhance their company's culture. In conclusion, human skills are just as important as technical skills when it comes to finding candidates who will fit in with your business's culture. Hiring people with the right human skills can build a positive work culture that fosters collaboration, innovation, and success. At Prestige Staffing, we pride ourselves on our ability to match great people with great companies. This means not only finding candidates with the right technical skills to fit your business, but we also find candidates with the right human skills that will enhance your company's culture. To learn more, contact our team on (03) 5023 3990.

Interviews can be a nerve-wracking experience, but with the right preparation and mindset, you can increase your chances of landing your dream job. Here are some interview tips to help you ace your next interview. Research the company Before your interview: Research the company and learn as much as you can about their mission, values, products or services, and recent news. This will help you understand the company culture and tailor your responses to show how you align with their values and goals. Practice common interview questions: Many interviews follow a similar format, so it's a good idea to practice common interview questions such as "tell me about yourself" and "what are your strengths and weaknesses?". This will help you feel more confident and prepared during the interview. Dress appropriately: Your appearance can have an impact on the interviewer's perception of you, so it's important to dress appropriately for the interview. Dress in professional attire that is appropriate for the industry and the company you're interviewing with. Arrive on time: Plan to arrive at least 10-15 minutes early for your interview. This will give you time to find the location, check in, and compose yourself before the interview. Bring copies of your resume and any other necessary documents: Bring copies of your resume, cover letter, and any other necessary documents such as your portfolio or certifications. This will show that you are prepared and organised. Listen carefully to the interviewer's questions: Pay close attention to the interviewer's questions and make sure you understand what they're asking. Take a moment to gather your thoughts before answering and be concise in your responses. Ask questions: Asking thoughtful questions shows that you are interested in the company and the position. Ask about the company culture, the responsibilities of the role, and the team you will be working with. If you really want to impress & leave a lasting impression, try asking a few of these questions at the end of the interview: · Think about your best ever employee in this role; what made them so great at their job? · What are the short, medium and long term goals for the business? · What does success look like for me in this role – what should I be achieving to ensure I am enhancing the organisation? · What does your training & induction process look like, and who will I be mentored by? Follow up after the interview: After the interview, send a thank-you note to the interviewer. This shows that you appreciate their time and are still interested in the position. Remember, interviews are a two-way street. It's not just about the employer evaluating you, but also about you evaluating the employer to make sure it's a good fit for you. With these interview tips, you'll be well on your way to acing your next interview and landing your dream job. Good luck!

Diversity has become a buzzword in the workplace, and for a good reason. A diverse workforce offers many benefits, including increased creativity, better problem-solving abilities, and improved company culture. Diversity in the workplace is now more important than ever (as it should be!) and is key to ongoing business success. But diversity doesn't happen by accident; it takes deliberate action and commitment from hiring managers to promote diversity in their hiring practices. So, why is a diverse workforce so important? First and foremost, a diverse workforce allows for a variety of perspectives and experiences to be brought to the table. When individuals with different backgrounds and experiences come together, they bring their unique perspectives, which can lead to more creative and innovative solutions to problems. This can be especially valuable for companies that are seeking to innovate and stay ahead of the competition. Another benefit of a diverse workforce is improved problem-solving abilities. When individuals with different backgrounds and experiences work together, they are better able to approach problems from multiple angles. This allows for a more comprehensive understanding of the issue at hand, and can lead to more effective solutions. Diversity can also have a positive impact on company culture. When employees see that the company values diversity and is committed to promoting it, they are more likely to feel valued and included. This can lead to higher employee morale and job satisfaction, which can in turn, lead to increased productivity and decreased turnover. When your employees are happy, they are much more likely to provide a better service - which improves your brand image and keeps your customers coming back! To conclude, promoting diversity in the workplace is not just the right thing to do; it's also good for business. By actively seeking out diverse candidates and creating an inclusive workplace culture, companies can reap the benefits of a diverse workforce, including increased creativity, better problem-solving abilities, and improved company culture. That's where we step in; when partnering your business with Prestige Staffing, we work with you to assist you in creating an inclusive and diverse workplace. We have access to a broader pool of candidates, including those from diverse backgrounds, which often cannot be found through traditional recruitment methods. Our Recruitment Consultants also have expertise in promoting diversity and inclusion in the hiring process, such as identifying and mitigating unconscious biases. They also can provide you with tips on how to create a safe, inclusive and diverse workplace. To learn more, contact our team on (03) 5023 3990.

Recruitment is a vital part of any business, as it ensures that you have the right people in the right positions to help your organisation grow and succeed. However, with so many different recruitment agencies out there, it can be difficult to know which one is the right fit for your business. In this blog, we'll explore the benefits of using a generalist recruitment agency and how it can help your business. What is a Generalist Recruitment Agency? A generalist recruitment agency is a firm that specialises in finding and placing candidates across a broad range of industries and job functions. Unlike a specialist agency that focuses on a particular industry or job function, a generalist agency has expertise in recruiting for a variety of roles. Benefits of Using a Generalist Recruitment Agency: Access to a Wide Pool of Candidates One of the primary benefits of using a generalist recruitment agency is that they have access to a wide pool of candidates. Because they recruit for a variety of industries and job functions, they have a large database of potential candidates to draw from. This can save your business time and resources that would otherwise be spent on finding suitable candidates. Expertise in Recruitment Recruitment is a complex and time-consuming process that requires specialised knowledge and skills. Generalist recruitment agencies have expertise in all aspects of recruitment, from sourcing candidates to conducting interviews and negotiating salaries. They can help your business streamline the recruitment process and find the right candidates quickly. Flexibility Another advantage of using a generalist recruitment agency is that they offer flexibility in their services. They can work on a contingency basis, where you only pay them if they successfully place a candidate in your company. Alternatively, they can work on a retained basis, where you pay them a fixed fee for their services, regardless of whether they successfully place a candidate or not. Cost-Effective Using a generalist recruitment agency can also be a cost-effective solution for your business. Because they have expertise in recruitment and access to a large pool of candidates, they can find suitable candidates quickly and efficiently, reducing the time and resources your business would otherwise spend on recruitment. Industry Knowledge While generalist recruitment agencies may not specialise in a particular industry, they still have a broad knowledge of different industries and job functions. This means they can offer valuable insights and advice on recruitment strategies, market trends, and industry-specific requirements. In summary, a generalist recruitment agency can offer many benefits to your business. They have access to a wide pool of candidates, expertise in recruitment, offer flexibility in their services, are cost-effective, and have a broad knowledge of different industries. By partnering with a generalist recruitment agency, you can streamline your recruitment process and find the right candidates quickly and efficiently.

In today's competitive job market, hiring managers face a daunting challenge in attracting and retaining top talent. As a hiring manager, you may wonder how to make your job more attractive to candidates. Here are some tips to help you create an enticing workplace and attract the best candidates for your organisation. 1. Offer competitive compensation and benefits: One of the most effective ways to attract top talent is to offer competitive compensation and benefits packages. Research industry standards and salaries for similar positions to ensure that your pay and benefits are attractive to candidates. However, you will need to provide more benefits to your candidates than just a competitive salary: consider offering additional perks such as flexible work schedules, remote work options, and professional development opportunities. 2. Foster a positive company culture: Candidates are increasingly looking for companies with positive and inclusive company cultures. Create a workplace where employees feel valued, respected, and supported. Encourage open communication, collaboration, and teamwork. Consider implementing employee recognition programs to acknowledge and reward exceptional work. 3. Provide opportunities for growth and advancement: Candidates want to know that their hard work will be recognised and that there are opportunities for growth and advancement within the organisation. Create clear career paths and offer training and development programs to help employees acquire new skills and advance in their careers. Providing opportunities for professional development and advancement will not only attract top talent but also increase employee retention. 4. Create a work-life balance: Many candidates prioritise a healthy work-life balance, and companies that prioritise this are more attractive to potential employees. Offer flexible work schedules and allow for remote work options where possible. Encourage employees to take time off to recharge and avoid overworking. 5. Emphasise the company's impact : Candidates want to work for companies that make a positive impact in their communities and in the world. Highlight your company's mission and values, and emphasise the positive impact that your work has on society. Providing opportunities for employees to engage in volunteer work and community service can also be a great way to make a positive impact and attract top talent. 6. Invest in technology and infrastructure: In today's digital age, candidates want to work for companies that are technologically advanced and have up-to-date infrastructure. Invest in the latest technology and equipment, and ensure that your workplace is well-maintained and up-to-date. This will not only attract top talent but also improve employee productivity and job satisfaction. 7. Prioritise communication and transparency: Candidates want to work for companies that prioritise communication and transparency. Be open and honest about company goals, policies, and procedures. Encourage employees to share their feedback and ideas, and be responsive to their concerns. Creating a culture of open communication and transparency will not only attract top talent but also foster a positive and inclusive workplace. In conclusion, attracting top talent is a challenge for every hiring manager. However, by offering competitive compensation and benefits, fostering a positive company culture, providing opportunities for growth and advancement, creating a work-life balance, emphasising the company's impact, investing in technology and infrastructure, and prioritising communication and transparency, you can make your job more attractive to candidates. Remember, the best candidates are looking for more than just a job – they want to work for a company that values their contributions and helps them grow and succeed in their careers.

Having worked in Human Resources and Recruitment my entire professional career, I have had the honour of meeting and teaming up with some fascinating humans over the journey. I have met and worked with people in a range of industries and from all walks of life - from Gen X to Gen Y; the clear thinkers and the over-thinkers; the easy-going and the stressers; the chatters and the heads-down keyboard pounders; the effective planners and the gritty-grinders. I myself am in the infant-stages of my career, but if there is one common theme I have quickly discovered, it is that the people that dedicate their work-lives to literally grinding out each day will suffer from a very quick and negative change to their overall demeanour. Employees who unnecessarily push themselves through states of emotional, physical and mental exhaustion will suffer the prolonged effects of Burnout – and I’m not talking about spinning your car tyres in the back carpark! Think of your mind and body as a car: if you continue to spin the wheels, never have an oil change and skip major services – your car is going to end up on the scrap heap. We wouldn’t do this to our car, so why should we not give ourselves the same type of care? You find “old-school” employees who think working more hours will automatically equate to more production and greater overall work completed. It’s a nice theory passed down from our dictator-like management predecessors, but more working hours (and more often than not extra unnecessary hours) also leads to quicker burnout. Many people think of burnout as the end result – you can’t physically or mentally work anymore. However, it is actually the initial effects of burnout that can have disastrous effects on your health, and impact the relationships you have with friends, family and colleagues. Starting to feel burnt-out leads to more days off, lower amounts of productivity and a lack of rational thinking. People will often feel tired, unmotivated, and have lower levels of attention to detail. Possibly the worst effect of burnout is the way it can change a person’s workstyle and overall personality. They can slip into a state of cynicism and callousness, and have increased feelings of shame, helplessness and self-doubt within their team. They begin to question their belonging in their own workplace; nothing ever seems to go their way, and they feel on edge due to the continual stress on their mind and body. That change in attitude can also impact the rest of your team; it creates a negative culture in the workplace – with everyone feeling as though they have to walk on eggshells around certain people. However, not all is lost! There are some really simple measures you can take to switch your mind frame and lessen the effects of burnout or hopefully avoid it all together. These measures can be as simple as watching a webinar or reading an industry-related article (or blog!) to spark new creativity, walking away from your desk for something other than lunch or even working in a new location (those chairs and couches around the office aren’t there for decoration!). Also, don’t be afraid to use a week’s worth of that 500+ hours of annual leave you have been hoarding for no good reason. Step away from work, recharge, and try something new. As I alluded to earlier, burnout can cause a real divide between a person and the rest of their team. Rather than pushing people away, if there is something you are really stuck on at work, don’t be afraid to ask for help or even attempt job-sharing. Your team is there to help and will appreciate the opportunity to brain-storm new ideas with you. From an employer perspective, you need to recognise the early signs of staff burnout and the stress people might be under. This can easily be achieved through strong and constant communication with your team but on a more personal level. Try communicating with your team and asking them personal questions. Instead of the old “Good morning, what are you doing at work today?” question, try switching it to “Good morning, how are you, what did you do last night, and how is your family going?”. This is a form of emotional engagement, a skill which many of us lack and is missing from many workplaces. By asking personal questions, you are touching on and stirring up a person’s emotions. This makes us reflect and think about how those questions truly made us feel. That leads to positive emotional experiences for your staff: employees who feel they are being emotionally engaged (i.e. listened to) will become more productive and engaged in work overall. It’s a sense of personal belonging – if a person feels they belong, they will believe in the cause of your business and be more productive and efficient workers. Try implementing regular one-on-one catchups with your staff - many people will benefit from the personal engagement you provide them. Most importantly, make sure your team knows its ok to speak up and can come to you without fear of retribution We only have one mind, one body and one work life; don’t end up on the scrap heap, treat yourself to an oil change once in a while.