The Difference Between A Human Resource Manager and a Hiring Manager

Here at the Recruit Shop Blog, we sometimes throw terms around without necessarily defining them for the broader audience. Since many of our clients are entrepreneurs, franchisees, and startups, it’s common to go into recruitment not always fully understanding the terminology.

One common area of confusion is the difference between a “human resource manager” and a “hiring manager.” Although the two terms can sometimes be used interchangeably in some companies, they can have very different meanings in others.

What is a Human Resource Manager?

Human resources is the department that handles all tasks as they relate to those that either currently work for your company, or may work for your company in the future. Just like an office supply manager would be in charge of office supplies, so too is a human resource manager in charge of humans as resources.
Their job encompasses a wide range of goals, and yes, hiring is often one of those goals:
• They recruit and hire staff for open positions
• They make sure that new employees have what they need.
• They make sure that existing employees have what they need.
• They make sure that each part of the company has the resource (person) they need.
• They make sure that employees are satisfied, handle employee complaints, and more.
Human resource managers are, as the name implies, the people in charge of the human resource department. Although they have many other roles, they do generally handle many hiring tasks, but they are not necessarily hiring managers.

What is a Hiring Manager?

Human resource managers have a specific title within the organisation. Hiring managers, on the other hand, can be anyone in the company at any time.

The hiring manager is the person at the workplace, generally a supervisor of some kind (although not necessarily), that is in charge of making the final decision on who to hire to replace ONE position. For example, if the IT department is looking for a new coder, then the head of IT may be the hiring manager for that job, as they are the final decision on who they want to add to their department.

The manager of the sales department may be the hiring manager for the new Sales Lead hire. The manager of marketing may be the hiring manager for the Social Media Specialist position. In theory, the hiring manager may not be a manager at all. Any employee within an organisation may considered the hiring manager if they are tasked with finding someone for an open position.

Hiring Managers and Human Resources

Human Resource managers may also be hiring managers, especially with large companies that depend almost exclusively on their HR departments. But since most applicant approval is left to someone in the department they will eventually work, that is often not the case.

Finally, the person in charge of finding and interviewing candidates may be called the hiring manager even if they are not the manager that makes the final decision. For example, if you are a department manager that has someone on your staff advertise the job, review resumes, interview, and then you are simply there for one final interview and approval, the person that did all the work was “managing the hiring” so they may be referred to as either “hiring manager” or “hiring staff” and the term is often interchangeable.

Hopefully, this clears up a bit of confusion between the terms. When we talk about recruitment, frequently we talk about the word “hiring manager” as a catch all for anyone on staff that is involved, because the tips and strategies are the same regardless of their actual title.

The Newest Business Trend – Investing in People

There is a new trend in business, and every company small or large should pay attention. For years, businesses had a “customer first” strategy. The customer is ALWAYS right. Every employee had that idea drilled into their minds from the moment they first started working, and nearly every company in Australia prioritised customer satisfaction above all else.

But times are changing. The customer is still highly valued. But more and more businesses are realising that investing in PEOPLE is getting them better results than investing in CUSTOMERS ever did, and if you’re a business looking to be competitive in today’s market, you should be following this trend too.

The Importance of Employee Satisfaction

It is no longer an industry secret. Companies that value their employees are more likely to have satisfied customers and get the best return on that investment. This has now been proven time and time again. Consider the following:

  • One employee affects thousands of customers. One customer affects one customer.
  • Productivity is directly related to employee satisfaction and engagement. Happier employees get more work done.
  • Employee engagement is directly related to employee longevity. Happy employees stay longer, thus reducing turnover and preventing subsequent loss.
  • One upset customer affects at most one or two employees. One upset employee can create a toxic culture that affects all other employees within the company.
  • Employees that are engaged and satisfied are frequently willing to do more. Customers that are engaged and satisfied are not as likely to purchase more.

These are only a few of the many reasons that investing in employees and taking an “employee first” approach makes so much sense. Although you should never ignore your customers and their needs, happy, energised, engaged, and skilled employees are going to be far more important for your business than any one customer will be.

How to Invest More Into Your Employees

This trend of valuing employees starts with recruitment. Replacement employees do not grow on trees, nor should any employee be hired simply to fill the position. At Recruit Shop, we – and by extension, your company – look to hire not only the most talented, but also those that have the most potential, and it’s critical that your company also looks for employees that they are going to truly value in order to make sure they’re getting the right people for their business.

But there is much more to this as well. Your company should continue to look for ways to maximise employee engagement and find ideas that help you seem like a better more desirable employer than other companies offer. Every company should have genuine reasons for an employee to choose you, with fun, interesting, and valuable programs, including ideas like:

  • Unlimited Vacations
  • Work from Home Options
  • Gyms and Game Rooms
  • Flexible Scheduling
  • Training and Educational Opportunities
  • Fun Workplace Competitions
  • Paid Activities
  • Better Performance Measurement
  • Easy Lateral Movement
  • Company Volunteering or Charity Days

Companies have started to become even more inventive, with craft beer Fridays, paintball competitions, paid wellness rewards, and so much more. Many of these ideas can also be free, such as allowing employees to choose a mascot for the business, or having them name the break room.

It’s not important what strategies you choose. But it is important that this is a genuine priority to you and make it a significant part of your company culture.

Happy, Better Employees

Investing more into employee satisfaction is the newest trend in business, and it’s become one of the most effective at improving your revenue and making your company successful. Take the time to value each and every employee, and you’ll not only see happier workers – you’ll see happier customers as well.

5 Popular Engineering Forums to Seek New Talent

For some companies, hiring the right engineer is the difference between success and failure. While some engineering jobs require only someone that works hard and who has a basic understanding of engineering, others need someone that is an expert in the field, someone ready to think outside the box to take your products or services to the next level.

For those that need that one in a million employee, it often helps to take a more active approach to recruitment. Placing an advertisement on a job board or LinkedIn may help attract a great employee, but you may find that in order to find that amazing new talent, you have to go find it for yourself.

Finding Talent in Engineering Forums

One place that you may be able to use to find amazing engineering talent is industry related forums. Many engineers spend their time on these forums helping others and discussing the latest news in engineering. If you’re interested in looking for talent in forums, consider the following websites:

  • Eng Tips – While many forums have specialities (e.g., Materials Engineering), Eng Tips is a group of engineering forums for nearly every type of engineering profession.
  • EDABoard – EDABoard is a very popular board with both electronics engineers and test engineers. It is very active and has a section for job postings.
  • EngineeringCivil – Engineering Civil is a civil engineering forum broken down into sub-specialties, like structural engineering, architectural engineering, and more.
  • iMechanica – Popular with mechanical engineers, iMechanica is a useful location for advertising jobs and reaching a mechanical engineering audience.
  • Reddit Engineering – Reddit has become the most popular style of forum on the internet, and it has an entire engineering section that is highly active. It is a bit more likely to have novices, but those that are looking to find true experts in a highly active location, Reddit is a great place to start.

You should also look throughout social media – including LinkedIn, Facebook, and more – because many of these social media websites have taken over as forms for traditional website forums. By creating a presence for yourself and your company on these boards, you can potentially find some of the best talent in the entire world – not just Australia – and really make sure your company is finding the best candidates.

Alternatively, if you’re short on time and need a helping hand with your recruitment, please contact Recruit Shop on 1300 895 987. We’re experts are recruiting for all roles and all industries across Australia and New Zealand.

5 Great Seminars for Future Managers

It is difficult to find and hire a manager. Management itself is a tricky field, as the right manager for one location may not be the right manager for another. Often you need someone that understands management but also understands your business and the people inside of it.

That’s why the solution may not be to hire new managers. The solution may be to groom managers from within. Your next future managers may be working for you right now, learning your company and contributing to its success. When you want those management professionals to also have skill sets learned from outside sources, you may want to send them to training programs. A great place to start is leadership seminars.

Aussie Leadership Seminar and Conference Opportunities

Seminars are a good opportunity for employees to learn, and can also improve employee engagement by making them feel like you are dedicated to their career success. There are seminars both small and large all around Australia and New Zealand, so it may be worthwhile to do a search and see what is around. But for those that need a bit of help, consider the following:

  • Leadership Revolution – The Leadership Revolution Conference occurs every year in Melbourne and Sydney. The next conferences are scheduled for mid-November.
  • Women and Leadership Australia – Women and Leadership Australia has several conferences and events. Their symposium list can show you all of the 2017 events, including Melbourne, Darwin and Hobart over the next few weeks.
  • ANZAM – The Australia and New Zealand Academy of Management holds yearly conferences. The next conference is scheduled in Melbourne at RMIT University December 6th to December 8th, 2017.
  • IoD – The Institute of Directors also has several conferences throughout the year. The next one, called “Shaping the Future,” starts in May in Auckland, New Zealand.

The better your hiring strategies and the better your recruitment, the more likely your next great manager or leader is going to be someone you’ve already hired – rather than someone you go out of your way to find in the future.

That is why it makes a great deal of sense for companies to consider training their employees in-house. It improves engagement, it ensures the employee understands company culture, and it helps make everyone at your organisation a leader – even if they never end up in management.

If you need a hand with your recruitment, please contact Recruit Shop on 1300 895 987.

How to Manage Twitter Harassment Risk

Social media used to be the number one new tool that businesses could use to attract talent. Over the past 7 years, more and more businesses have started using websites like Twitter to build their brand, improve their recruitment efforts, and sell their products.

But social media is changing, and that change has perhaps become most apparent on Twitter. Now, more than ever, Twitter has become a hub for negative publicity. One wrong post or one wrong item in the news, and suddenly you are attacked by thousands of angry people across social media, with more and more people calling you out on your behaviour.

Tips to Minimise Twitter Harassment

You can’t stop all harassment on Twitter, nor can you prevent any problems from occurring. But you can make sure that you reduce your risk, and possibly have a plan in place to ensure that your brand isn’t tarnished and that you are still able to use Twitter for recruitment successfully.

  • Have a No-Personal Twitter Rule – First and foremost, avoid any accidental issues by not allowing anyone on their personal Twitter while at work.  There’s nothing worse than employees posting something accidentally on their professional Twitter thinking it is their personal Twitter. If people want to Tweet, let them do it on their phones.
  • Create an Action Plan – When something is posted on your Twitter account that causes you to get “shamed” or harassed, have a plan of action. Do you delete the Tweet? Do you issue an apology? Who reviews the error? It is best for all employees that work with your social media to know what they should do ahead of time.
  • Have Personality But Be Cautious – It’s okay to have personality on your Twitter account, but always get a second opinion on that personality. For example, a fun quip may be a joke to you, but may be misunderstood by others. For anything that isn’t 100% professional, it is a good idea to have two eyes, instead of one.
  • Be Willing to Tune Out – Sometimes harassment cannot be controlled. If you’re getting harassment you do not deserve, it may be best to avoid the instinct to respond at all. Not everyone that contacts you needs to get a response, especially if the way they are responding is hurtful or damaging.

It’s not always possible to control Twitter harassment. But it is possible to have an idea of how you can prevent it and stop it from getting out of hand. If you have social media managers in charge of your Twitter account, make sure they know exactly what they need to do so that your recruitment and your branding do not suffer.

Twitter is just one of many avenues that Recruit Shop utilises to market your opportunity. We cast the net far and wide to attract the best candidates to your role, using external and internal databases, social media platforms and a number of major job boards including Seek. If you need a hand with your recruitment, please contact Recruit Shop on 1300 895 987.

Why New Restaurants and Retail Should Take Their First Employees VERY Seriously

Every employee matters. In careers that are often considered entry level, it’s easy to feel like your hires don’t have to be the most skilled, the most experienced, or have the most potential. This is especially true when someone opens up a new retail store or restaurant.

There is a tendency among new restaurant owners to hire people last minute, and then find anyone that looks “good enough” on paper to hire. But this is a bad strategy for any business, and an especially problematic strategy for brand new restaurants, retail, and other small businesses.

How Last Minute Mediocre Hires Can Kill Your Business

Every company needs to value its employees better, as employee satisfaction and engagement have proven to be more effective at improving company revenue than focusing only on customer satisfaction. But with brand new B2C businesses, especially franchisees, restaurants, and similar small businesses, it is especially critical for reasons that include:

  • Restaurant and Store Reviews – Between websites like Yelp, Zomato, TrueLocal, and Google Reviews, any customer you have can review you at any time. If your first reviews are negative, those that were considering trying your new business will decide to try other places instead. A few bad employees can quickly mean a few negative reviews, and some businesses are never able to overcome them.
  • Time to Profit – Most businesses shut their doors within two years of opening because they simply haven’t been able to earn enough business to be in the black on their debts. That shows how crucial that early time is for getting the most on your investment. Your first employees are going to be your greatest investment, and every dollar you spent on a less than stellar employee is a dollar that may cause your company to close.
  • Limited Training Time – There is evidence that it takes an average of 6 months for even the best employees to be at peak productivity, and 1 to 2 years for those that don’t receive adequate training. If you’re starting a new business, how much time will you have to train? Finding highly skilled employees that can start strong matters.

These are issues unique to these types of small businesses. When you’re just starting a restaurant and have limited time to hire, it becomes even more likely that you hire someone that isn’t as useful a contributor.

Hire Great Staff Right Away

Hiring the right staff matters at all stages of business. The better your employees, the more successful your company will be. But it is especially important for brand new companies, specifically those that traditionally rely on entry-level employees. If you want to succeed in a difficult economy, you need to make sure that you’re hiring great staff from the beginning.

If you’re in need of new staff, why not outsource your recruitment to experts? Call Recruit Shop today on 1300 895 987 to learn more about how we can help.

Millennials in Management

For the past several years, companies were focused on how to adapt to the youngest generation’s work habits. This group, called “Millennials,” had their own unique personal quirks on the whole that were very different from past the employees of past generations. They were more tech oriented. They were more focused on freedom. They were less married to their jobs. They were showing tendencies that no other generation before them had shown, and it affected recruitment, productivity, and more.

But time has passed. Those same incoming Millennials that companies have been trying to figure out for years are now in their late 20s and early 30s. They’re already a part of the workforce, and not only that – they are now experienced enough that they are not just entering the economy, but leading it, becoming managers and supervisors for some of the most popular companies in Australia and New Zealand.

What it Means to Have Millennials in Management

The term “Millennials” doesn’t necessarily refer to a specific age range, but most people tag Millennials as those born sometime in the mid to late 1980s, all the way until the early 2000s. That means a large percentage are now old enough to take on management positions.

Just as companies needed to adapt to Millennials in the workforce, so too do they now need to recognise the differences that Millennials are about to show as managers and leaders within the company. How will their management style differ from previous generations? What does it mean for your company? How can you best recruit them? What are their strengths?

The following are some of the notes and strategies that you should pay attention to as you hire and promote Millennials to management roles in your company:

  • Many Common But Debatable Business Practices May Be Eliminated

Millennials, as a generation, are sceptical of anything that doesn’t have a clear purpose and value. There are many examples of this in business. Meetings are one example. Millennials believe that meetings only occasionally have value, and often a meeting could have simply been an email. Expect fewer meetings, at least for discussing simple tasks.

Another is performance reviews. Performance reviews, at least in their current form, are largely becoming obsolete, and Millennials are a big part of that. They are considered too subjective and do not necessarily have much effect on productivity. Expect replacements, such as verifiable performance metrics – or perhaps no performance evaluations at all.

  • Just Get the Job Done

Millennial managers are less likely to care about hours, and more likely to care about what work has been completed. This was a common trend when Millennials were younger – they would seek out positions that had a strong work/life balance. As managers, they are going to be far more likely to let someone leave early if they finished their task early, or let them run an errand during the day, or try to initiate policies that allow for a stronger home life.

But they do care about getting the job done. You can also expect Millennials to be frustrated easily with those that do not finish the projects that they were expected to do, and not very tolerant about those that do not meet deadlines – especially if they do not communicate with them first.

  • Different But Equal

Millennials are less impressed by leadership and authority. Which is why when they are actually managers, they are unlikely to treat it like a position of power. Although some fall victim to the “tell people what to do” mentality of managers (which is simply difficult to avoid regardless of generation among managers that have not yet held those positions), many others are going to treat all employees within the company as though they are equal in status, and that they – as manager – are simply expected to make the final decision.

  • Integration of New Technologies

Millennials love their tech. They are a bit more likely to be hung up on finding new tech ways of improving efficiency or productivity, in some cases to the detriment of the company but in other ways as an asset.

For example, a millennial manager may find that they want to try a program like Slack for collaborating between staff members, only to then find that they like Contriber, or eXo Platform, or Fleep, or any of the other Slack-like competitors. They may take the time to initiate it within the company, train the staff, only to switch a few weeks later.

On the one hand, adapting to new technology frequently can be time-consuming, costly, and make organisation difficult. On the other hand, they are more likely to find a new technology that does improve efficiency and helps your company thrive.

  • Almost Overwhelming Support

Within the workplace, relationships matter. You are more likely to find that a millennial manager is almost unfailingly supportive of employees and their work, giving constant praise, building relationships, and doing whatever they can to build a community within the workplace. They may be more likely to ask employees to spend extra time with them, have inside jokes, and create a more friendly environment as well.

  • Recruitment is Similar, But with Key Difference

Millennial manager recruitment is not that different from millennial recruitment for non-management roles. You still need to show that you’re a company that’s fun and interesting, and one that has a strong work/life balance. Indeed, if someone is talented enough to be a manager, you may have to offer even more – flexible vacations and scheduling, fun activities, a relaxed work environment, etc.

But there are some key differences. First, you’ll be more likely to find these candidates on websites like LinkedIn, so you’ll have to integrate that into your job advertisements. Second, you may have to overlook certain features that usually exclude candidates. For example, Millennials are a bit more likely to jump between jobs when their needs are not being met, with the average person staying at a job for only about 2 years.

You’ll need to recognise that even though they may have jumped around, they may still be someone that will make an excellent manager. Some of the indicators of a great manager that companies used to look for, most notably employee loyalty (but also the types of companies they worked for, whether they have always been employed, their experiences with a certain company type, etc.) may not be as relevant, and you’ll need to adapt for this as you consider who to hire for the position.

Adapting to Millennial Management

Just because someone is a Millennial doesn’t mean that they are necessarily going to be that different from other employees of generations past. Yes, Millennials as a whole tend to be generationally different, but every individual is still an individual, and some may find that the more they’re in the workplace, the more they adapt to how the workplace acts.

But millennial managers are coming, and that can mean some key differences in how they act and how they operate. Be prepared for what it may mean, and change your recruitment, training, and expectation accordingly.

What Is The Most Common Hiring Mistake Among Landscapers?

Landscaping is a fast paced business, and landscape recruitment is no different. Landscape business owners tend to have open positions often, and when they do they almost immediately need to fill them in order to continue moving forward with their backlog of projects.

But the general managers and owners of landscaping businesses, especially smaller ones, are also prone to hiring mistakes. Indeed, one of the main reasons that turnover in the landscaping industry is so high is because companies are simply hiring the wrong people.

Rushed and Random – Landscapers Hire Quickly and Indiscriminately

Landscaping companies have a tendency to rush their hires and make mistakes with who they bring on staff. It’s never an intentional issue, but when there is so much work to do and so little time to do it, it’s not uncommon to make errors, including:

  • Failing to account for personality, signs of employee loyalty, and other intangibles.
  • Looking for value over talent – trying to pay as little as possible, rather than find great people.
  • Advertising in only one or two places at most.
  • Reviewing the first people that apply, rather than waiting to find the best applicant.
  • Not having a plan – not necessarily knowing what to look for or what kind of person you want.

All of these mistakes can be problematic. You want talent – the best that there is. You want people that will help your business thrive and grow. Many of these mistakes make it hard to locate those people. Instead, you locate the people that apply the fastest, or look “good enough,” or cost the least, and then end up with lesser tier talent that may not stay at your organisation for long.

But these are still not the biggest or most common mistake in landscape recruitment. There is one mistake that nearly every small landscaping company makes, and if you fix that mistake you can expect your hiring rate to increase dramatically.

The Most Common Landscape Recruitment Mistake

Yet above all else, the most common hiring mistake among landscapers is allowing themselves to be in charge of hiring in the first place. Landscapers have so much to do, and recruitment is rarely something that they have scheduled time for, nor is it something they have expertise in.

Homeowners hire landscapers to make over their property because they have neither the time or experience necessary to do it themselves. Similarly, landscapers should strongly consider hiring a recruitment company to help find new staff, like Recruit Shop, that fully understands the hiring process, has the time and attention necessary to find a great new hire, and costs only $1,995 +GST (or $1,995 NZD).

If you’re interested in learning more about our service, please contact Recruit Shop on 1300 895 987.

Recruiting for a Non-For-Profit? How Much Does Recruitment Cost Your Stakeholders, Really?

Charities and non-profits are often faced with budgetary challenges. Even the most successful charity finds that they are budgeting month to month, with each dollar being earmarked for a specific purpose, and each grant being stretched to its absolute limits.

So when you need to bring someone on staff to help work for your non-profit, it likely feels as though you have to keep your recruitment in-house, and that you cannot afford to have an affordable recruitment company handle the work for you. But have you ever calculated how much you spend on recruitment?

The Hidden Costs of Recruitment

There are some costs that you’ll see right away when you try to recruit on your own. For example, even on the best non-profit job boards, you should still expect to pay $100 or so per-listing. You may also need to post on multiple job boards (many of which do not offer discounts for non-profits), and you may need to renew your listing if you are unable to find someone within the paid timeframe.

This means that you’ll be spending at minimum $100, and at maximum over $2000. That’s already a significant investment for any organisation. But what you may not realise is that there are hidden costs of recruitment as well, all of which may affect your budget:

  • Employee Cost – The person in charge of recruitment is costing your organisation for each hour they spend recruiting. Even at low salaries, recruitment can take several hours. That money is lost on the recruitment process.
  • Lost Productivity – In addition, presumably that employee had other activities they were expected to complete. This, too, is lost when the individual is being placed on tasks outside of their expected job description. Less of the work they were expected to complete is finished as a result.
  • Longer to Hire – When you do not have a dedicated recruitment manager, it can take a lot longer to find someone to hire for the job. That is also lost productivity that you were hoping to receive from the position.
  • Bad Hires – Of course, there is another risk as well – if the people in your organisation are not recruitment experts, you may find that you make the wrong choice. Non-profit organisations and charities are still expected to find the best talents they can. Hire the wrong person, and more of your limited finances may be depleted.

While it may seem more affordable to do the hiring in-house, the numbers can add up quickly. At Recruit Shop, we offer discounted non-profit recruitment services for just $1,745 +GST. That’s a $250 for any non-for-profit organisation to use our quick and effective recruitment services. Should you be unable to hire from our candidates, you will be given the choice to receive a free month of service or $1,000 back! Our service is specifically designed to help you find excellent talent, all for a cost that is often less than you end up spending on both actual and hidden recruitment costs.

Call us today on 1300 895 987 for your non-profit recruitment needs, or alternatively, fill out your details here to receive a callback.

The Struggle with Recruiting Restaurant Staff

The restaurant industry right now is booming. More and more Aussies are becoming too busy to cook, attracted to the idea of new tastes and new dining experiences, and more inclined to spend time out with friends than try to handle hosting at home.

Yet the restaurant world is struggling. It’s not the food that is the problem, nor is it the experience for consumers. The problem is in restaurant recruitment. Despite the attraction to new culinary experiences, there is a lack of interest from within the restaurant workforce – especially at lower levels.

No Attraction to an Entry Level Job

Even though there is an immense lack of talent at the top, many experts believe the problem is actually at the bottom – there are fewer people that are interested in entry-level restaurant jobs, and even fewer that are interested in committing to restaurant work in order to grow in the industry.

Last year, an article on ABC News blamed the issue on what they call “MasterChef-itis.” Their belief is that those that are entering the workforce and may consider a career in food services are unwilling to start from the bottom and work their way up to a more managerial position. Most want to start at the higher positions and be right in the heart of the decision making and cooking process – a position that usually requires years of restaurant experience first.

However, the issue may also be related to other factors of the modern workplace, including:

  • Need for Freedom – More and more young candidates are looking for careers that offer some degree of freedom, such as work-from-home potential or the ability to leave to handle any needs/appointments. That is not possible at restaurant jobs.
  • Employer Commitment – In the past, waiters and junior kitchen staff were expected to be the “slaves” of the restaurant – doing the work that the boss told them to do. But the new economy is one of equality, where young candidates are looking for jobs that treat them like valued staff members.
  • Pay/Status – Another issue may simply be related to pay and status. The more young workers are trained in technology, the more the idea of working in a low tech job that requires a lot of hard work, like a restaurant, may not have as much appeal.

Whether it’s TV, Millennial economic trends, or something else, it does appear to be a challenge to recruit restaurant staff in Australia right now. If you need help with your restaurant recruitment, contact Recruit Shop today.