This got me thinking that many business owners and managers really don’t understand the value of mature aged workers in our workplaces. Older workers tend to be thought of as not being up to date with technology, set in their ways and not adaptable or unable to fit in with younger workers. In fact, many recruitment companies do not refer anyone over the age of 45 to employers for available jobs at all.

According to the Australian Bureau of Statistics (ABS), nearly 40% of the workforce in Australia is currently over 40 years old. The Intergenerational report projects life expectancy to increase to 95.1 years for men and 96.6 years for women by 2054-55. It also predicts that the number of people aged over 65 in the workforce will increase by 60% during that time. With an ageing population, extended retirement age and people being generally fitter and healthier for longer, we need to get better at utilising a valuable resource that is right there in front of us: one that could have significant positive impacts on our business.

Increasing employment of older workers overall by just 7% now, would have a major positive impact on the broader economy, raising GDP in 2022 by around $25 billion. More and more companies are cashing in on the productivity, revenue and profitability gains employing older workers brings.

Bunnings has long had a policy of hiring mature aged workers and they believe that more experienced team members: are an integral part of creating a business that engenders trust and confidence for their customers; provide fantastic learning and mentoring opportunities; benefit the company through the wisdom and character that life experience brings; and have some great experience and can often inspire customers. Australia Post also employs many older workers with nearly 60 percent of their workforce aged 45 and over. Both companies believe hiring older employees is a win for customers, a win for younger team members and a win for the mature age worker.

In addition to companies like Bunnings and Australia Post actively recruiting older workers, there is broad consensus across industry, government, unions and the community sector on the many economic and other benefits to hiring mature workers. Reports from the Australian Industry Group, Australian Chamber of Commerce and Industry, CCIQ, Australian Council of Trade Unions, Business Council of Australia and others identify a range of benefits for businesses that employing older workers generates including: viewing business operations from a different perspective; helping to improve business processes; fill skills or knowledge gaps in the workplace; and provide mentoring to and sharing skills with less experienced employees.There is also evidence that employing mature aged workers can lead to cost savings due to lower rates of absenteeism and less training. They can also make your business more productive.

So how do you find dependable, steady mature aged workers who are dedicated to the job at hand and take pride in their work, and, will cost less to hire, train and maintain?

A good recruitment firm that knows the value of mature aged people will help you match the right person to meet your workforce needs and can facilitate and coordinate a range of wage subsidies and incentive payments that are available.

You can also recruit through organisations that directly assist mature aged people to get back into the workforce. For example, the Maroochydore Chamber of Commerce’s Inspiring Women to Work delivers a range of services to help women over the age of 35 to improve their technology skills, health and well-being, self-confidence and networking skills. This project also links participants with inspiring local women from business, sport, media, the arts and local government to act as mentors to inspire them to succeed, connect them to job and work experience opportunities and provide them with personal support.

We are all going to be older workers at some point. It’s therefore in all our interests to make sure that, as employers, we seriously consider mature aged candidates for available jobs, harness their skills and experience and reap the economic and other rewards that having a diverse workplace generates.

The post Skills, experience and reliability: The value of mature aged workers. appeared first on The JobShow.

With constant pressure to reduce costs, how do you minimise recruitment expenses? How do you ensure you hire the right person so you don’t have to repeat the process in a couple of months’ time? Recruiting through online jobs boards such as Seek can be frustrating and wastes your valuable time and money sorting through hundreds of unsuitable candidates. Employing someone you or your friends, family or employees know might cut down on time, but it can put relationships at risk when things go wrong.  

To minimise costs, you need a plan and an efficient way to identify who and where your ideal candidate is, and attract them to the position. Critical to this is developing a job ad and position description that highlights the benefits of the role and the type of candidate you are seeking.

Most importantly, you need to utilise different channels to advertise depending on the type of role including:

• Social media such as Instagram, LinkedIn and Facebook groups, ads and posts.
• Business networking groups, industry groups and professional associations.
• Universities and TAFE institutes who can directly advertise the position to students.
• Employment service providers who have access to many younger and mature aged candidates that have fantastic skills and experience but lack networks and current work history.

Many employment services candidates also attract a range of various wage subsidies and employer payments to help offset the costs of recruitment and wages in the first 6 – 12 months. For eligible candidates and businesses, the Qld government provides payments of $10,000 – $20,000 for hiring people who have been unemployed for between 4 and 52 weeks and Commonwealth funded employment agencies offer wage subsidies of between $6,500 and $10,000 for the first 6 months.

A plan, a targeted recruitment process and payments to minimise or offset hiring costs – sounds easy, right? Well, it can be. But if you’re not sure how to get started, or how to maximise the employer payments, engage an expert who can offer a cost-neutral and effective way to help navigate the recruitment and claims process.

Oh, and make sure that your expert understands that business costs matter.

The post Minimising the Costs of Hiring – Business Costs Matters appeared first on The JobShow.

I asked him to explain what he meant, ”Look,” he said, “we have no problems getting people to apply for vacant positions when we advertise on Seek. But, last time we had over 300 applicants for an administration role!”

But isn’t that a good thing? Doesn’t that give you a great pool of candidates to choose from? Steve didn’t think so,

“How do I, as a small business owner operator, with no dedicated HR staff or expertise, deal with that? I’m time poor anyway and there’s no way I can spare the time to read 300 resumes and applications and interview dozens of candidates. So, it’s really pot luck if you choose someone from the pool. Most times its easier just to put the word out through staff, colleagues, other businesses and contacts to refer someone they know. But we’re not necessarily getting the best person for the job that way either.”

Does this sound familiar?

The reason there are so many people out there looking for a job, a new job, a different job, or a better job is because the number of people competing for available positions in the Sunshine Coast region each year is more than double the number of positions available!

Normal labour market turnover accounts for around 31,000 people or, 20% of existing employees changing jobs every 12 months. If we include unemployed people and those moving to the region, this equates to a staggering 40,000 people competing for around 23,000 available jobs per annum. Also, local employer surveys show a ratio of 6 – 10 applicants per job with 2 suitable applicants per job on average.

If we use Steve’s example of 300 applicants, potentially, there could be up to 60 suitable people applying for his administration position! How do you find the time to interview 60 applicants to find the right one? And what about the cost for small businesses?

Based on the data, 10,500 vacancies per annum will be in small businesses. If each of these vacancies is advertised on Seek at an average price of $500 and we add in the hours spent by business owners going through the recruitment process and the opportunity cost of this, you get to a figure of $3-5,000 pretty quickly. That equates to over $52 million per year across the small business sector!

I asked Steve how he dealt with the stress and costs of recruiting staff, “Well,” he said, “We’ve moved on since the last recruitment exercise. I’m now pretty chilled out about the whole thing. We found a great recruitment partner that helps us target the type of person we want for our business through their extensive networks and utilising a range of different recruitment channels. This way, we are fishing where the fish are, not just throwing a hook into the water and hoping the right fish comes along.”

And what about the costs?

“Well, you have to expect that there will be some costs involved if you want to find the right person and we’ve really minimised these by taking advantage of some of the assistance that’s out there. It would cost me a hell of a lot more in time and wasted opportunity to wade through 300 applications. Remember, howit costs, is up to you.  And I’ve decided that it’s not going to cost me my health or sanity.”

The post Be like Steve, chill out about recruitment appeared first on The JobShow.

To succeed in what is an increasingly volatile and unpredictable business environment regardless of the industry in which you operate, the key strategies for growing your business are essentially pretty simple.

• Increase the numbers of customers and clients
• Get your customers or clients to spend more money per sale or transaction
• Keep your customers or clients engaged for longer
• Increase the frequency of sales from your customers or clients.

Easy, right? Where it gets challenging and complex is HOW you do this. Navigating through the kaleidoscope of tools that are available to help your business achieve these strategies and deciphering which ones will work for you is not easy. It can be so overwhelming and confusing that many business owners and managers end up just working harder and longer, doing the same things they have always done. We all know the quote about doing the same thing and expecting a different result?

Business success requires constant change because the rate at which customers, clients, technology and the business environment are changing, is greater than ever before. Businesses that don’t change and grow ultimately wither and fade. In fact, research shows that the riskiest period for businesses is not the first or second years of operation, its the third and fourth years where they need to be courageous and grow.

So how do business owners and managers increase customers and clients and get them to spend more money, more often, over a longer period of time?

• Develop new products or services you can add to your existing mix– New products and services keep your existing clients engaged and attract new customers into your business.
• Add value to existing products and services– Collaborate with other businesses that deliver complimentary products or services.
• Develop your workforce – Upskill, train and develop your employees resulting in greater productivity and better relationships with customers and clients
• Improve recruitment and the ways in which you identify new talent. Many businesses don’t get the skills they need to grow because they are looking in the wrong places
• Open up new markets – Bid for new business through public and private sector procurement opportunities; invest in new products / services; explore collaboration opportunities with complimentary businesses in other locations.
• Improve how you engage with your customers and clients– Drive more traffic to your website through better social media engagement and better integration of your marketing and advertising; increase the effectiveness of your marketing and advertising and increase sales conversion.

These tools and techniques are generally readily available and relatively inexpensive and can be implemented quickly and effectively. Most importantly, by focusing on these key areas you won’t be doing the same thing and expecting a different result – you will be growing your business. Because, business growth matters.

The post Business Growth Matters appeared first on The JobShow.

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