Recruitment isn’t an “exact” science with guaranteed outcomes however, it is possible to add some science to your process to maximise the chances of finding the right person, with the help of strategic tools.

Traditional hiring methods, such as reviewing resumes and conducting interviews, provide valuable information but can sometimes fall short of revealing a candidate's true potential. At EASI NZ we’re keen to champion ways to refine and enhance that process. This is where psychometric testing steps in, offering a powerful tool to gain deeper insights into a candidate's suitability for a position. 

Even before the Covid pandemic, the modern world of work has seen rapid changes to the way we operate our businesses.

Business transformation is an overarching term for making fundamental changes within an organisation and is typically driven by external pressures to adapt to new market conditions, whilst still meeting existing and future business targets.

However, change is rarely received with open arms by our employees and with business transformation, the clue is definitely in the name! This fear is driven by potential changes in the way employees’ roles are performed or, whether the “transformation” even includes a job for them in the future.

As we all juggle our business commitments with the pre-Christmas rush and the summer holiday period that follows, taking on new employees can be daunting at a time when you are already busy – what if they do not have the skills they say they have? What if they struggle to cope under pressure? How do you know that they will be a good fit? How can you shorten the process?

In positions where practical skills are required, employers are often keen to give candidates a “trial” as part of the interview process before offering them a job. It seems like a simple proposition – however, it is one that needs to be carefully navigated to prevent any future headaches. 

Taking on your first employee is a massive step for any business, especially if you’re used to going it alone.

Registering with IRD as an employer is the easy part. An employment agreement that is fit for purpose can be easily obtained with the right advice but, the real challenge is bringing someone into the business that shares your vision and values. So, it’s imperative that you both understand why you’ve hired that person.

As we continue through 2022, there appears to be no quick fix to the staffing shortage that has plagued Central Otago and beyond in recent years, with post-pandemic staffing levels leaving many businesses teetering on the brink of survival.

In today’s age we’ve become accustomed to seeing “staff wanted” adverts for workplaces that claim to be dynamic, enthusiastic, and energetic environments. Many of them are fabulous businesses however, these very words make us think of younger people, they’re not typically associated with anyone over the age of 50.