Category: Recruitment

Talent Acquisition Teams: Build your own Employee Value Proposition/Employer Brand | Part 1

Starting your Employee Value Proposition (EVP) and Employer Brand

TA pals, I get it, you keep hearing about EVP and employer brand and how important it is that you do something about it. As a TA leader or consultant, it’s your problem to solve right? You attend events like the one I presented at with LiveHire last week, you leave feeling motivated and then once you’re back at your desk that feeling of not knowing where or how to begin eventually stops you from starting. I’ve been there.

There are some magnificent employer branding examples of massive banks, tech giants and big brand car/grog manufacturers, all of whom have gazillions of dollars in budget. These are inspiring but ultimately feel out of reach for you and your business.  These are five things you should do to have a crack at creating your EVP and EB strategy and get your data.

5 steps towards building your EVP and employer brand

  1. Be clear why you are embarking on this journey. There might be one or many reasons however you’ve got a better chance to get business support if you’re clear. If any of the following is causing you a headache then having a simple, authentic EVP can help:
    • Your employer brand has little recognition outside of your industry and you need to diversify the gene pool
    • You have a competitor that you compete for talent with and they seem to do a better job
    • The talent you’re hiring is in short supply
    • Talent doesn’t stay with you and are leaving within 12 months; they’re coming on board and the job isn’t what they expected
    • There are too many reasons to list and this is a short post. 😊
  2. Creating your EVP and EB strategy is a not your problem to solve alone. Get your leaders on board. Try and get your most senior leader of the business invested in this; give them reasons why it’s important and stand firm that your efforts will land less well if you don’t have their backing.
  3. Plan, plan, plan. I’ve learned this the hard way in in-house roles. Build a simple, realistic and compelling business case, build a comms plan and share widely why you’re doing this and what your business will get out of it. Once you have the backing, hold everyone (including yourself) accountable for the part they’ll play.
  4. You’ve got to ask your people what they think. This isn’t a desktop exercise or a HR thing, if you don’t ask your current people what they think then I wouldn’t bother. If you can, bring someone external to your organisation to do your focus groups; I learned this was the best thing I did when I was Head of TA. Someone external doesn’t have preconceived notions about the business and can often unearth more. I’d also recommend interviewing your executive team 1:1, it’s a great way to not only hear them but to ask for help in the next phase of the process. Ask your CFO for someone to crunch the numbers, your CIO to help with the website/tech stuff and your CMO……well, we’ll talk about our marketing and communications pals next week!
  5. Focus group data is brilliant. I recommend you synthesise this with exit/engagement and if possible external candidate feedback. Sort it into pillars, themes or whatever works to help your marketing team or agency get creative.

If you reckon you can do this bit stay tuned for next week’s blog that will give you some guidance on how to turn your data into something real.  Or if you’d like to chat to me on how we can help you then give me a buzz on 0422 211 297 or email me at [email protected].

Jason Burns, Head of Talent Acquisition & Employer Branding, Businessary

recruitment, businessary, melbourne, talent acquisition, head hunter, employer brand, employee value proposition

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Businessary bolsters team with top talent acquisition and employer branding leader

Melbourne, Australia: Businessary is pleased to announce recruitment and employer branding leader Jason Burns has joined the team as the Head of Talent Acquisition & Employer Branding.

After nearly four years since inception, Businessary has well and truly established itself as a preferred provider of business advisory, marketing and HR services. With more than ten years of talent acquisition experience gained both locally and overseas, Burns’ appointment bolsters Businessary’s capability in the HR advisory space.

“Attracting top talent through a strong EVP and getting it right when it comes to recruitment strategy and process is a frequent pain point for business leaders. Being able to offer our clients these services backed by someone of Jason’s calibre is a huge coup for our business,” said Businessary Managing Director Annabel Rees.

Previously, Burns headed up Talent Acquisition for REA Group, and was the Head of Recruitment for Gallagher Australia. Most recently, he’s been providing ad hoc consulting services to a select group of businesses. Renowned for his ability to understand different industries and businesses and translate that into a compelling offer for candidates, Burns is passionate about ‘making great companies ace at talent acquisition.’

“I’ve worked with Annabel and the team in previous roles and I know the exceptional level of services they provide and quality of clients that the business attracts. I’ve got a reinvigorated energy and empathy for the challenges that come with building an employee brand and internal recruitment and joining Businessary gives me the opportunity to apply my skills and expertise,” emphasised Burns.

“The competition for talent is cutthroat, and if you’re not being proactive in this space you’re going to miss out on some great candidates.”

For all media enquiries please contact:

Melissa Montang, Head of Marketing and Communications at Businessary
+61 431 251 339
[email protected]

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About Businessary

After holding numerous high level corporate roles and successfully transforming the performance of many organisations, Businessary Founder, Managing Director and CEO Annabel Rees recognised that she could make a real difference by providing business expertise previously only available to large businesses to small and medium businesses.

Employing all the diverse knowledge, experience and expertise gathered over many years consulting and leading businesses in the corporate realm, the team at Businessary provides a range of business advisory solutions to help organisations find a clear path to business success.  A trusted advisor that supports businesses to meet their business challenges to optimise business performance.

Our expertise lies in:

Businessary solutions range from online toolkits through to bespoke consulting solutions.

What does a great induction look like?

Recruiting is important, and so is managing performance – but don’t underestimate the importance of induction in the employee lifecycle!

Your new starters have already formed a view of your business through the application and interview process – do you think it’s a good one? Yes or no, the induction process is your chance to either turn a mediocre perception into a good one or turn a good one into a great one!

What is an employee induction?

An employee induction programme is the consistent process your business should use to welcome your new employees to the company and prepare them for their new role. Sometimes an induction is also known as ‘onboarding’, ‘orientation’ or ‘socialising’.

The process is designed to help integrate your new team member into the organisation. You’re forming the bond between your company and your employee that can withstand the normal ups and downs of a role.

A great start – what happens in an induction?

Induction can be quite formal and lengthy or informal and brief, just covering the necessities. It should mirror the culture of your organisation.

Here are the main sections that should be covered off in your induction:

  • First day logistics – i.e. what time should they arrive, who to ask for, who is organising keys/badge/uniform
  • Legal obligations – i.e. signed copy of the letter of engagement or employment contract, completed tax file number declaration form (unless declined by employee), completed superannuation choice form, etc
  • Introductions and safety – introduce your new employee to their team and schedule meetings with key contacts, show them the facilities and emergency exits
  • Culture and ‘the way we do things here’ – share the story of your business and expected values and behaviours

A great induction can help you turn your employees into your biggest advocates. This will help you improve not just your company’s employee attraction and retention, but also your client attraction and retention as well! This is the lens through which you should view your induction programme. Word of mouth can be either the best or the worst marketing for your employer brand.

Special offer: FREE employee induction checklist!

Using an new employee induction checklist is best practice to make sure you have covered all the requirements.

Simply fill in your name and valid email and we will send you your FREE employee induction checklist.


How do you ensure a good induction?

It’s all in the details. There are a lot of moving pieces to having someone join the organisation. Has all the appropriate paperwork been filled out? Have you ordered all the hardware and software they need, as well as setting up their desk? Having access to the network and emails is important, but so is having pens and paper to take notes during their early days.

A nice touch? Have their business cards ready and waiting on their desk when your new starter walks in.

Administrative tasks are important in induction, but so is ‘cultural induction’. Where do people go for lunch? Who can your new starter join for lunch on their first day, have you scheduled a team lunch or morning tea to properly welcome the new team member?

Does your business have a more formal culture, or relaxed? Do you have casual Friday attire? It’s a bit awkward to show up on your first Friday in your best suit when everyone else is wearing jeans (or vice versa if someone assumes you have casual Friday and you don’t!)

These are all one-percenters for sure, and if you miss one or two it isn’t likely to be a dealbreaker. But you can imagine the difference to your employee if they show up and nothing has been prepared for them, versus arriving to work their first day, confident that due thought and effort has been put into their arrival.

Interested to learn more? You can also check out our blog on getting both induction and leaving right in your business.

Need help with your induction programme or have other HR queries?

Need some additional HR Services Melbourne advice then you can Get 30 min FREE advice from an HR Manager first! Call today on (03) 9662 9900.

The information provided in this article is only general in nature – before making business decisions you should consider seeking advice specific to your situation.

Meet Generation Z – Our future workforce | Businessary HR

Time is flying and another generation is ready to take over the world (and your office). Meet Generation Z, the demographic born between 1994 and 2000. They’ve already entered the workforce, and are called the digital natives, the dot-com kids, the most technologically literate generation of children ever.

So how do you prepare of this generation? How do you hire them? How do you motivate them? How do you keep them interested?

Let’s explore further:

  • According to a recent research study, 74% Gen Z-ers think that a job should have a greater meaning than simply being a bread-winning instrument.
  • However, don’t jump to a conclusion that money isn’t important for them generous pay is high on their priority list, but still, 30% of them would be willing to accept a pay cut in order to work for a cause they can deeply relate to and care about.
  • Their top 7 job search criteria – growth opportunities, generous pay, making a positive impact, job security, healthcare benefits, flexible working hours and a good manager to learn from.
  • They want to be entrepreneurs – new ideas, new opportunities, all at their fingertips with easy to access technology.
  • They are not scared of hard work, but flexibility is very important to them.
  • Although they are a technology generation, they want the face to face contact with their colleagues so they can build valuable relationships.

There is no doubt the education system and the workplace is a changing landscape, catering to new and unexpected clients, employees and markets.

Change is inevitable, flexibility is key and regular business health checks and strategy and workforce planning days are critical to the long term success of any business be it small, medium or large.

To get some valuable HR advice on how to recruit and select Gen Z you can ask someone from our team.

 Reference sites:

We’re hiring! Are you an HR specialist (aka orange-loving superninja!) looking to join a team of likeminded?

The team at Businessary has had an amazing two years and with some upcoming exciting projects and business growth we are looking to expand our awesome team! We are looking for HR specialist candidates that have solid experience in the full spectrum of HR and are confident with delivering HR solutions to clients, from providing strategic advice to end-to-end building a company’s HR function from the ground up! Basically gurus that can hit the ground running and be the ‘internal HR manager’ externally.

Ideally, you are looking for a flexible role, either contract or part time, and have experience in learning and development, organisational design/development, restructures and recruitment.

We pride ourselves on not being the ‘fluffy’ HR, but truly partnering with our clients with a commercial edge. This role will be interesting, diverse and challenging, but will also bring plenty of fun and laughter working with an energetic and supportive team. Check out our social media to see some of the shenanigans the team gets up to!

Sound like you? Or someone you know?

We would love to hear from you!! #orangereallyisthenewblack

To express your interest, please contact Lauren McCleery at [email protected]

How to lose a role before you even apply

We’re in the midst of recruitment for a number of roles, and the process has highlighted a few things that we wish applicants knew or would take into consideration to avoid taking themselves out of the running before the race begins.

That may seem harsh, and perhaps it is. Finding the right person for the right role, especially in more senior or specialised positions, is an art and a science – especially since there is a wide range of responses to open roles… from underqualified to overqualified, left or right of field and everything in between. And each application deserves consideration on its own merit – perhaps not a screening phone call or interview, but to be given the chance to give us their elevator pitch.

That pitch should come in the form of the application process, ideally straight away in the cover letter and resume. It should not come in the form of an unsolicited phone call to force the recruiter to hear why you are perfect for the role, under the guise of wanting to ask questions about the role.

What about candidate care?

‘Candidate care’ is making sure that every applicant, whether they are successful or not, feels respected and well-treated by the company. Each of them is a potential brand ambassador, and as a business you can help influence whether your brand is going to receive positive or negative word of mouth.

At Businessary, we do feel that providing a strong level of candidate care is an essential part of our recruitment service. We’re not only representing OUR brand as Businessary but also that of the individual client we’re recruiting for. And each of those clients’ brands have their own unique personality that they want to be known for – being friendly, innovative, community-minded, and so on. So we try to reflect that as much as possible in any candidate interactions.

This can be a challenge at times…

recruitment, role, fails, rejectionEach time we’ve posted a fairly significant role (and to some extent this happens with any role), we get a huge range of responses. And a huge range of personalities that come with the responses.

Inevitably, a high number of candidates want to ring us to make their ‘pre-first impression impression.’

While it’s intended to show initiative, what we often experience is someone who calls and without allowing us to get a word in edgewise (to let them know the process, ask what questions they may have or even in fact tell them that they’ve not reached the correct person!), the candidate may launch into a lengthy monologue on their experience and how they are absolutely perfect for the role. Where it becomes challenging is when you start to get hundreds of applicants that want to call and talk at you.

This is not the interview stage of the role yet!

If you call and spend ten minutes of our time trying to thwart the interview process, not only have you failed to get your resume to the top of the pile, you may have even left a negative impression (especially to those who have done no research on the company they are applying with and refer to the company by the wrong name!)

And if you send multiple applications to the job ad? Well…let’s just say your resume better be stellar enough to warrant a second read or it’s likely to get deleted from the short list.

What can a candidate do to improve their first impressions?

To be really clear: we don’t want people to be afraid to ring us. But if you do ring us, make sure it’s relevant to the current stage of application. Examples of good questions or comments could include:

  • I notice there’s no salary indicated for the role – I’m looking in the ballpark of $150,000, am I in the range or would it be a waste of our time for me to apply?
  • The job ad states that the company is a start-up – can you tell me when roughly they are looking to launch?
  • Does the role have a team or is the role looking to build a team?
  • Could you clarify the level of seniority you’re looking for?
  • The job ad doesn’t state whether industry-specific experience is required – could you tell me if you’re looking for a specific set of skills that could be from a diverse background or if industry experience would be greatly preferred?

And if you really want to wow us?

To get to the interview stage, what we really like to see is a tailored cover letter. Make sure to be really clear up front in case we don’t read further – the first third of the page should give us a summary of what you’re looking for and why you’re applying for THIS role.

Then we want to sense that you are enthusiastic about the opportunity without being disingenuous. A modern CV can be one that the recruiter can actually enjoy reading. It should be designed to suit the role (marketing role applicants we’re looking at you). So for roles that are creative, feel free to do something attention-grabbing, if you are applying for a technical role, don’t hold back on demonstrating that technical capability.

When it comes to the interview, do your research. We can (and probably will) write a whole article on interview tips, but one of the biggest points we’d make is to avoid a monologue (take non-verbal cues from the interviewer!) and come with informed questions to ask – it should be an engaging, two-way conversation.

And with most interviews, there’s always a small element of ‘je ne sais quoi’, a certain something. So for that, we say be genuine, and good luck.

Recruitment tips for employers

We asked Businessary’s Managing Director, Annabel Rees, for her recruitment tips and three questions about common pitfalls to avoid and potential improvements employers make to improve their recruitment results:

  • What are some of the biggest mistakes employers make when recruiting?
  • When should an employer recruit for themselves and when should they use an agency?
  • What’s the best advice you can give to an employer to improve their recruitment practices?

View her responses in the video below (or by clicking this link) and remember if you need recruitment services, you can reach us at:

email_icon   [email protected]

phone  03 9662 9900

Recruitment tips for employers