People Business:

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People Business

• Strengthening Your Workplace Community
• Kate Horsey
• Director
• Red Frog Consulting Pty Ltd

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A strong workplace community means.

• The right people in the right seats
• How can you tell?
• New entrants to your workplace community
• Opportunities to grow and develop
• For individuals and organisationally
• A good place to work
• What makes it good?
• Being an employer of choice

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The right people in the right seats

• Can do the job
• skills and knowledge
• behaviours
• gets the required results
• Want to do the job
• the job meets personal as well as organisational
  needs
• Fit and belonging
• culture, values, feeling valued
• Applies to current staff and new entrants

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New entrants
The right people in the right seats

• Finding candidates
• Assessing candidates
• Using appropriate processes
• Care and management of candidates

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Finding candidates
The right people in the right seats

• Low-cost and free options first
• Electronic means
• Seek
• Sector websites and newsletters
• including your own!
• Networks and word of mouth
• Educational networks
• upstream planning
• work experience and student placements
• It only takes one!

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Good assessment process
The right people in the right seats

• Minimises time for you and the candidates
• Screen out less suitable candidates before you
  ask them to invest a lot of time
• Avoids preparing and reading written response to
  selection criteria
• Recognises its a two-way selection
• Provides information to the candidate
• Helps them decide if its right for them
• Predetermined and well defined criteria
• Skills / knowledge
• Behavioural
• motivational

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Good assessment process(cont)
The right people in the right seats

• Multiple assessors and assessment events
• resume screen, phone screen, interviews,
  reference checking, testing
• Interview panel arithmetic
• Uses planned and well framed questions
• The best indicator of future performance is past
  performance
• Ensures coverage of selection criteria across
  assessors
• Avoids biases

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Candidate care and management
The right people in the right seats

• Theres good reasons
• Organisational reputation
• Keep good candidates in the process
• Positive relationships with both the successful
  candidate and unsuccessful candidates
• Respectful treatment of all candidates
• What it means
• Dont waste their time
• Help them decide if its right for them
• Prompt advice of status and progress
• Tactful regrets by appropriate means

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Reality check.
The right people in the right seats

• Are your requirements and expectations realistic?
• Do you know anyone who has the mix of skills /
  experience you are looking for?
• Alternatives to consider
• Re-think the job
• Can you make it bigger or smaller? (hours, pay
  levels)
• Can you rearrange the duties and requirements?
• Who do you know who might be 50 or 75 right
  can you adjust the job to fit?

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Opportunities to grow and develop

• For individuals
• What is challenging for them?
• Can you change the job to create challenge?
• Eg reallocate duties, special projects
• Can you create it in other ways?
• Eg secondments, study opportunities
• Feeling safe while being challenged
• Is it time to help them move on?

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A good place to work

• What makes it good?
• Good communication mechanisms
• Shared values
• Knowing your role and feeling valued
• Being an employer of choice
• Its not just about the money!
• Innovation and creativity
• Getting results
• Profile and reputation

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When things go wrong.
A good place to work

• Communication is a slippery thing
• Good recovery is essential
• Honest respectful approach
• Courage and compassion
• Recognising a need for change

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A strong workplace community means.

• The right people in the right seats
• Can do the job
• Want to do the job
• Cultural fit and belonging
• Attracting new members for your team
• Find candidates through networks and low cost
  options it only takes (the right) one!
• Plan appropriate assessment processes with
  clearly defined criteria
• Respect the candidate and build your reputation
• Be prepared to be flexible
• To get and keep the right people
• To provide opportunities for growth
• Consider your employer of choice status
• what makes your organisation unique?

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Discussion

• Thoughts, comments, observations?
• redfc_at_bigpond.net.au
• 0414 401 492

Red Frog CONSULTING