Primary processing and the construction and utilities industries are expected to be the strongest areas of growth. Highly skilled jobs are also expected to remain a high growth area after skilled job vacancies increased by 9.6% in the 2011-2012 period.

Employment will be primarily driven by the Canterbury and Auckland regions with growth in wholesale/retail, trade, transport, and business services in Auckland, and construction related services in Canterbury. The DOL expects to see a 4.4% growth in employment for the Canterbury region, followed by 2% for the Auckland region.

To read the full DOL report and view the related tables and figures for each region, please go to http://www.dol.govt.nz/publications/research/short-term-employment-prospects/index.asp. If you have any questions or comments, please feel free to leave us a comment below!

Quick tips for Employers

1. Employers must inform candidates of a trial period at the initial offer stage.

2. The trial period must be agreed upon by both parties in writing before the employee is engaged.

3. Provide the employee with a copy of the employment agreement (containing the trial period) at the same time as the offer for employment is made.

4. Advise the employee that the offer can only be accepted by signing and returning the agreement.

5. Inform the employee of their right to seek advice, and allow time for them to do this.

6. Open the channel for communication- let the employee know that they have the option to discuss the employment agreement with the employer.

7. Employers should genuinely take any requests made by the employee into consideration, however, they’re not required to make changes.

8. The trial period cannot be longer than 90 days, and a shorter period may be agreed on between employer and employee.

9. The trial must commence from the start of employment and any agreement signed after the employment has begun is invalid.

To avoid scenarios like the Blackmore v HPL case below, read up on employment law changes and ensure that you understand the laws correctly. For more information or advice head to http://www.dol.govt.nz/workplace/knowledgebase/item/1517, or drop us a line at info@crackerjacks.co.nz

The Case of Blackmore v Honick Properties Ltd

Mr Blackmore was the successful applicant of a position with Honick Properties Ltd (HPL). He was formally offered (and accepted) the role in a letter outlining the terms and conditions of employment, salary and expected start date. HPL did not mention the use of a trial period in their initial offer. Mr Blackmore began work at HPL at 7am on a Monday, roughly a month after his offer. He was approached by his new employer at 8am and asked to sign his Employment Agreement which contained a trial period provision. Mr Blackmore signed the agreement despite his concern over the trial period. He was not advised of his right to seek advice before signing, and there was no discussion over the agreement or the trial period between Mr Blackmore and his employer. Mr Blackmore was later dismissed during his trial period and raised the issue of unjustified dismissal- something trial periods aim to prevent.

Blackmore argued that his dismissal under the 90 day trial period was unjustified and invalid as at the time of signing his Employment Agreement he was ‘previously employed’ by HPL. Blackmore’s formal acceptance via email was considered the beginning of his employment (but not his trial period) with HPL, with the court ruling in his favour that he was indeed, an existing employee. In the event that the court had not ruled in Blackmore’s favour on pre-existing employment, they found that he was already employed as of 7am, 1 hour prior to his employer presenting him with the Employment Agreement.

Can you identify what went wrong in the Blackmore v Honick case? You can read the full case here

In an era where you can date, shop, study, socialise and work online, it seems natural to recruit via the web. With more than 1 million job seekers applying for roles every day, it has become essential to introduce a new method to screen CVs and candidates. The hiring process traditionally follows a path of interviewing, reference checking, and additional background checks- a process that can take between 2 days and 2 months.

Most organisations, regardless of size, share cynicism around online recruitment. How do we know if a candidate will be successful? Will they perform? Will they commit to their role? Are they going to be the right fit? The opportunity to reduce recruitment costs is attractive, but the loss of time and money for an unsuccessful hire is not. If online recruitment can produce the same results as traditional methods while saving time and money, then we have a clear winner.

Psychometric testing was established as a formalised test after years of research and experiments. Psychometrics is essentially a measurement of the mind. Its adaptability and range of questions make it perfect for online agencies- employers can better understand and judge a candidate according to their needs.

The method is designed to delve into the minds of individuals and extract relevant information for a specific position. Employers can ask how candidates might deal with stress, how they relate to co-workers, and what management style they prefer.

Employers then have the option of taking test results at face value, or employing an analyst to compile an extensive profile from the data. This process can help lower recruitment costs, reduce selection mistakes, minimise legal risks (when using an external analyst), recruit faster, improve credibility and build like-minded teams.

The employment world is slowly distancing itself from the stigma of ‘who you know’ and ‘what you look like’ and instead is increasingly hiring candidates for their skill sets. The next time you’re searching for a candidate question the method of testing, and ensure that what they’re being tested on relates to the position you’re trying to fill.

Recommendations are an integral part of the contracting world; here at Crackerjacks we have developed our own method to achieve transparency in the hiring process. Our performance based questions are completed by our candidates nominated referees; scores are then tabulated and a rating is assigned. These ratings help distinguish the high achievers from the average Joe’s. While it’s not psychometric, it allows employers a sneak peek into a candidates profile and true abilities.

The article looked at 3 individuals at varying stages in their lives, and how they chose to go against the status quo of working 9-5, just to make a living. The fortysomething year old lawyer father retired his lucrative career because the stress, long hours and loss of family time wasn’t worth the money. Contracting can provide a nice alternative to relentless hours of desk work, number crunching and key board tapping- it really does give you the freedom to work when, and how you want to, and remote location is often a key selling point for a contractor.

For many, the uncertainty related to contract roles can be unsettling and we recommend that first time contractors ensure their business skills and experience are marketable, and that they have a rainy day fund, just in case. We’ve got a few resources that are there to help you market yourself and engage in contracts- take a look at one of our Rates Guide to get an idea of what to charge, and our CV tips to update your resume!

Contracting provides an opportunity to earn more, keep your resume alive, expand your professional networks, and gain experience in a range of positions of industries.

Let us know how contracting has changed your lifestyle or share your tips for keeping a healthy work-life balance with other by leaving a comment below!

Traditionally a job description is drafted by conducting a full analysis of the role and breaking down each task into levels of priority. A job description is the first taste of what an employee is to expect from the role and therefore writing one should be a priority to any organization.

1. Where to start?

It may sound patronizing, but the best way to analyze a position is to have it described by the current employee, first-hand. Take some time out of your day to sit down with your employee(s) and discuss what they do, how they feel about each task, what they find challenging and what they find rewarding. Knowing about the extra bits of their role holds more value than you may think! Getting first-hand information like this is not only beneficial in writing job descriptions, but also as a resource in the case of sudden spikes in employee turnover.

2. How to be accurate?

As mentioned, job descriptions rarely meet the actual job’s demands and instead reflect a basic outline of what the employee should be doing. Most employee’s work longer hours and transfer their skills across more divisions than what was initially described. New Zealand especially, with a market dominated by small businesses, requires employees to be ‘jacks of all trades’.

Despite the need for transferable skills, stating the basics is a crucial part of the job description. Will the employee be answering phones? Compiling reports? Cleaning the kitchen? Completing end of month sale budgets? Analyising stats? The best way to be accurate is to be honest. There is no reward in omitting the ‘less favourable’ tasks in order to bolster the position. False advertising eventually leads to employee dissatisfaction, and reflects poorly on the organisations’ ethics.

3. What is included in a job description?

Arguably, the most important aspect of a job description is whom the employee will report to. Make this clear in your job description; even if it means including a graphic to illustrate how the company operates. The more senior the position, the more important it is to have this understood by the applicant – if an employee is unsure about whom they report into, they will be unsure of their standings within the management umbrella. Other important areas to include are:

• tasks / everyday functions
• key clients / employees / suppliers
• percentage of time dedicated to each main function
• the goals or mission statement of the company
• key skills required
• milestones (if relevant)
• KPI’s / sale targets (if relevant)

4. Is a job description really that important to a business?

In short – yes. Of course, for every one HR Advisor or Recruiter that agrees to this, they will be inevitably challenged by the majority of other departments. Put simply – job descriptions are a lot of time and effort with absolutely no monetary gain. However, dynamic managers and successful organizations will agree that a business is built ‘from the ground up’. Therefore, the effort and time that goes into foundations is invaluable.

As an employer, it’s important to have current documents, so if it’s been more than six months, go through the job descriptions on file and consider whether they are still relevant. You’ll be surprised about how quickly a position can change, and at what extra duties your employees have picked up!

Questions? Suggestions? If you’d like to know more about job descriptions please email our HR Advisor- michelle.reasbeck@crackerjacks.co.nz!

Here are a few tips we think might help you prepare for that next big interview:

• Be prepared. Explain your past experiences, job changes and any personal successes. Give examples of projects you’ve workedwell on, sole charge responsibilities you’ve had and how well you’ve worked alongside your peers throughout the employment duration. If you’ve run a marathon, say so! That’s something an interviewer would like to know as it formulates a deeper understanding of who you are, what you value, and where your interests lie.

• Be specific. It’s important to know your strengths and weaknesses before walking through the door. Demonstrate to the interviewer that your key skills can match their job brief. Saying that you have ‘great analytical skills’ won’t impress anyone. The interviewer or panel are looking for justification of this skill, how it was utilised, and what portion of your job was dedicated to it overall. Just as importantly, an interviewer is looking to see if you’re able to acknowledge areas that may challenge your expertise. Bringing attention to your weaknesses in an interview may sound detrimental, but in reality it demonstrates your humility, maturity, and level of self-awareness.

• Sell yourself. This is the part where interviewers are trying to get a feel for your personal character. Remember, every workplace environment will be different and you might not always be the right fit. If you’re a person who operates best independently and in a quiet space, then tell them- it may be exactly what they’re looking for!

• Do your homework. Research the organisation. There is nothing more alarming than an interviewee not knowing important facts about an organisation. Have they been in the news recently? What for? Are they international? What do they specialise in? What are their core values? Showing that you’ve taken a considerable amount of time to understand the organisation will be well received.

• Make it work for you. It’s important to remember that an interview is also your chance to gauge whether or not they are an entity you would like to work for. More often than not, interviewees feel under attack with the bombardment of questions they’re asked. If you have questions or concerns then this is your chance to voice them. Keep in mind that an invitation to interview doesn’t mean you’ll love the position or company, so try not to let this stress you before the interview!

If you’d like to learn more about the job application and interview process, take a look at one of our earlier articles http://www.crackerjacks.co.nz/resources/the-silver-bullet-to-getting-that-job-interview/.

We’re looking forward to working with you next year and hope that you have a safe and relaxing holiday.

-The Crackerjacks Team.

There are tasks that we love and naturally, ones that we loathe. The trick to productivity is not to let the loathsome tasks affect the rest of your day. We’ve got a few tips to help boost your workplace productivity and clear your to-do list before the Christmas break.

• Use a diary to keep track of your progress. We tend to pay more attention to something when we record it. Get yourself a work diary and make notes on your accomplishments or cross items off that ‘to-do’ list.

• Get ready for tomorrow. Take a few minutes to set yourself for the following day. Leave a task midway through (provided that you know it is something you can pick up tomorrow) so that the next day you can get right into work and start the day with an achievement.

• Make a list. Tasks that you need to complete before the end of the day? Before the end of the week? Jot them down and work your way through the list. When you find yourself off track, take five minutes to refocus and check your list to see where you’re at.

• Escape from phone calls and emails for an hour. Use this time to work undistracted on a big project or deadline piece. Take your notes and go somewhere quiet to work, you’ll be surprised at how much you can achieve in an hour without the distraction of a computer.

• Take five. If you find yourself hunched over a computer or gritting your teeth after a phone call, get away from your desk for five minutes. Take a walk, de-stress and re-energize for the rest of the day.

How do you get an unproductive day back on track? Would you like to share your tips with us? Drop us a line below or email to info@crackerjacks.co.nz

If the holiday season has employees dreaming of summer at the beach rather than that presentation due Monday, or your if workplace just needs a little lift, take a look at our motivational techniques!

• Dish out a little praise. Everyone likes to receive praise for their work; it can be as easy as a quick email, a passing comment, or by presenting an award at a staff meeting.

• Run a project without managers, even just as a trial. Some CEOs love this idea; others label it chaotic. Every workplace is different and in some cases employee dynamics function better without titles and hierarchy.

• Give constructive criticism and disguise it as a suggestion. No one likes receiving criticism. It can ruin the day and bring productivity to a grinding halt. Suggest ideas to employees in a way that they can take the idea and make it their own.

• Pitch in. Ask around, see if you can help anyone and spend half a day working with your employees rather than above them. This also gives you a chance to see where they’re at and pass on any skills or advice you have.

• Offer flexible working conditions. Not all employees need them but having the option is an easy way to boost employee satisfaction.

• Celebrate birthdays. Pass a card around the office or head to the local café for a birthday coffee.

• Share company success. When the company is doing well ensure that your employees know. The same goes for low points- involving your employees so that they share the successes and failures gives a sense of belonging.

What motivates you? How do you get through a long and tough week? We love to hear from you so share your thoughts by dropping us a line below.