Not just a detour! It’s a diversion worth the experience!

Who would have thought that on the busy Pacific Highway at Coolongolook, that a Cafe and restaurant, called The Salty Dog would be a winner?

Who would even know that the stop was worth every quiet minute and every cent?

I’ve  been stopping at the Salty Dog for over 5 years, every time I travel  to the Hunter Valley, Newcastle or Sydney,  I make the easy decision to make the tough, wide, U-turn and drive into  the Salty Dog car park. Yes, it’s out of my way, and often a pain, as is in  the opposite direction, however each time it’s a pleasure and worth the detour! Even though they advertise fresh seafood, I must admit that I have never purchased any

So,  what’s the attraction? Firstly, it’s a novelty place with loads of interesting re-cycled furniture and art works, secondly and most importantly, the coffee is great and the service friendly. Particularly, I always enjoy the breakfast!  It certainly is value for money!  The other great feature is the little extras you can purchase, like home made Sugar- Vanilla persevered Pears! These make great gifts and taste damn good too!

Next time you want to have a stop that will make you feel better in your travels on life’s highway – Stop and savour at the Salty Dog! Country hospitality at it’s best!

Ivana Agapiou

The post Added Value for the customer experience appeared first on Eather Recruitment.

Complaints, if given with courtesy and good manners, can be a great way to develop an on-going and lasting relationships and help you get what you want!

For the majority of us, we tackle complaints with dread. We are reluctant to speak up, sometimes fearing confrontation, repercussions and / or “making a scene”.  However, complaints can be made effectively and assertively! There are four general ways you can choose to communicate and yes, it is a choice…

1) Aggressive – shouting, using expletives, name calling and general anger over the issue and communicating with way too much vigor and emotion.

2) Passive/aggressive – pretend to be OK about everything; pay the bill reluctantly, drop a hint of unhappiness; don’t complain openly but perhaps make sarcastic comments, this could be anything from  mentioning how bad an experience you just had as you walk-out the door, so that it’s in ear shot of other customers. Never return and tell 1,000’s of others that the establishment sucks.

3) Passive – say nothing, smile and leave – you don’t want to make a scene or any trouble, your’e happy to put up and perhaps even forgive often..

4) Assertive – this is the very best option. It’s genuine, sincere and an adult conversation that asserts your rights without disrespecting the rights of others. The scenario  might sound like this ” Thanks so much for the great service today, (a positive opening) just thought I’d let you know that the coffee was cold, (what went wrong) this was disappointing as I would like to keep coming back here! (nice ending that allows the business to “make-up” and fix the error)

Ivana Agapiou

The post Complain with positive effects… appeared first on Eather Recruitment.

• You meet someone for the first time and your conversation starts to sound awkwardly like an interview!
• You start building a case for why your family and friends are perfect for that vacancy you can’t find anyone for.
• You answer calls from friends with your name and ‘How can I help you?’
• You cannot go anywhere without your mobile phone.
• You mix with other recruiters, all of whom are speaking at the same time.
• You walk down the street and you are sure you have interviewed at least every third person.
• You can list the HR manager of any company you know.
• You drive down a highway and see a billboard and start to think about who you know at that company.
• You meet someone in a bar and the conversation seems too much like a client visit. (You are thinking, ‘Is this a temp or permanent assignment?!’)
• ‘Touching someone’s base’ means you are networking.
• You can get someone off the phone – whether it’s a friend, family, client or candidate – in two swift sentences and not offend anyone.
• You have read this and think it’s a bit naff.
• Success is what you live for!

http://people2people.com.au

The post You Know You’re a Recruiter When… appeared first on Eather Recruitment.

Our client, a leader in its field, have an exciting and rare opportunity for a seasoned Business Manager to join their team.

This role will often see you generating new business and developing and maintaining strong business relationships with both new and existing clients.

To be successful you will:

• Minimum 2 years experience in a Business Operations
• Experience managing staff and customers
• High level interpersonal skills
• Strong Business Developments skills
• Attained or working towards Certificate IV in Risk Management
• Clear and current background check
• Working with Children Check

This position is accountable for:

• Day to day Operational management
• The management of the business to achieve KPIs
• Budgeting
• Scheduling
• Staff Management and Development
• Client retention and growth
• Maintenance of all quality and compliance standards including ISO certification
• Adherence by all staff to standard Operation Procedure (SOP)
• Brand and reputation
• Capacity Planning
• Board Management reporting
• Key Customer Relationship Management
• Risk and Issue Assessment and Management
• Tenders and new business initiatives
• Regulatory compliance
• This position will require travel
• A focus on compliance to quality business processes a must

Preferred skills

Security Consultants Licence desirable or experience in Security or related industries would be advantageous, though not essential.

Don’t miss this opportunity to join a leader in its field!  For immediate consideration apply below

The post Business Manager (Closed) appeared first on Eather Recruitment.

As consumers and paying customers we all have varying  levels of expectation when we spend our hard-earned money, whether it’s for a coffee or a holiday, we want the very best!

Some of us are keen on “more” that the ordinary, every day experience, we want and NEED that “extra’ and in my case, a fun factor!

So how do you receive the  service you deserve?  I believe, we need to start by behaving like we actually deserve great service!  How?

• demonstrating  a positive attitude,  greet and smile at staff
• be polite and well mannered always
• be aware if you are drinking alcohol that your behaviour may change – in the negative!
• act patiently and thank and praise with sincerity 
• if staff have name badges, use their name often or ask for their name!
• if deserved, leave a tip!
• find a positive item and write a nice review of the establishment 

It’s the human experience that counts, it’s the tiny, simple factors that make a difference, be human first and see if your buying experiences become more positive (and photo-worthy!) Try it and see if your life is enhanced a  whole lot more!   Remember Karma – you get what you put out there! Often 2 fold!

Ivana Agapiou

The post It’s all about YOU! Customer Service can start with you, the customer! appeared first on Eather Recruitment.

The term “ethics” comes from the Greek work ‘ethikos” which describes the authority of custom/tradition and a form of common law.

Much more complex than a straight right or wrong, in fact 50 shades of grey for many of us!

It may help to think of the people around you as an ethical compass guide. Before you act or react to what others say or do, consider the following self-analysis …

• If the media published what I did /said, would it reflect the community’s feelings also?
• What would my family and friends think of my decision?
• What would others within my profession think of me?
• What would my peers and my manager think?

I’m not talking about peer pressure and/or taking advice from unethical people. Just because people are educated or your friends does not mean that they may be the best to consult.  Qualifications alone do not mean that people will act professionally or ethically. Honesty, fair play, and correctly representing yourself is still most important. Congruence with a professional image is vital. Professionals dress and act appropriately; they respect other’s differences; they are fair and honest in business dealings; and abide by legal, industry and workplace standards.

Ivana Agapiou
Career and outplacement

The post Ethics are important in any job – do you have an Ethical Compass? – 50 shades of right. appeared first on Eather Recruitment.

It’s a pleasure and you’re very welcome!

Many businesses in Australia like to say “no worries” when responding to customer praise, but really, is this best reaction?  It triggers negative thoughts… was there a problem? when in fact, your customer’s experience was positive!

Almost all cultures have a response to “thank you” and we need to improve ours! Start by training staff to smile, make great eye contact and say “It’s a real pleasure” or “You’re very welcome”!

One of my best experiences was when a Barista responded to me with “I want you to be 100% happy!

Any of these warm, genuine responses will leave a smile on your customer’s face and a lasting positive thought about your business!

 Thanks to the wonderful staff at Casualities Espresso for their bright, happy service!

The post Make your job easier and enjoy the customer interaction appeared first on Eather Recruitment.

Providing constructive feedback to your employees gives them with an insight into how their performance is progressing. However, for many of us, just the very thought of obtaining feedback creates anxiety and sometimes we get defensive, even before the event!

As employers, it’s our responsibility to give feedback. Yes, this delicate process can also create anxiety for the ‘giver”; however, its value in helping to identify issues and solve them is priceless. Employers must approach the feedback session in a positive way so that it can do what it’s intended to do: Help improve and grow your business.

Here are five hints that can get you on track to giving productive, useful and positive feedback:

1. Create a safe environment. Meet in a private place away from others. It’s not easy preventing “uncomfortableness” however; you can do your best to create a space that is non-threatening. You don’t have to be all “buddy-buddy” with an employee, however, stay calm and civil with your feedback approach. Don’t be mean-spirited. Your feedback usually won’t be productive if it’s focused on making the other person feel bad or make them look foolish in front of peers. Instead, create opportunities to build confidence and skills. This is especially effective when people are expecting to be graded.

2. Stay positive.Give at least as much positive feedback as you do negative. Positive feedback stimulates the reward center in the brain, “it feels good” – leaving the listener in a good frame of mind. Turn your negative feedback into “corrective” feedback. Give solid examples of what they did and how they could have improved the outcome indicate the adjustments that need in order to move forward. You don’t need to avoid negative, feedback altogether. Just make sure you follow it up with a suggested solution or outcome. Staff need to know how they can improve.3. Clear communication.

Staff generally respond better to specific, positive direction. Avoid saying things like, “You need to be more helpful with customers” It’s too “general” and ambiguous, and can be interpreted in a lot of personal ways. Provide specific examples and spin in the positive by perhaps saying, “You greet the customers with a great smile, I can see that they like you,  I also want to see that you can be of more assistance to them, you might ask them “is there anything else I can get for you?”

4. Be immediate.

Talk early, talk often, talk in private – The adult brain learns best by being caught in action. If you wait three months to tell someone that his or her performance is average, he or she usually can’t grasp the changes needed in order to change direction. It’s far too ambiguous and relies on memory, which can be faulty. Useful and productive feedback requires providing regular feedback. That way, performance reviews are just another discussion, not something to be feared

5. Be firm and fair.  Remain as objective as you can. When staff need a bit of re-diretion,and you have to give him or her feedback, start by asking his or her perspective on the situation. Resist saying how stupid his or her actions were, even if they were really silly.

Next, provide the objective, specific, forward-moving type of feedback outlined earlier. Ask them if they have understood what you both discussed, even ask them to summarise what they think they heard! That way you can both be sure that you are on the same page.  Ensure you have a current job description that outlines in writing what your expectations are. Signing off on the discussion may be a good way to cement the understanding and have something to refer back to at your next meeting with them.

The post 5 steps when Managing Staff performance appeared first on Eather Recruitment.

Staff with the right stuff!

“Hospitality” – let’s explore the meaning from the ancients..

Ancient Greeks

To the ancient Greeks, hospitality was a “right”. The host was expected to make sure the needs of his guests were met. The Stoics regarded hospitality as a duty inspired by God himself

Celtic cultures

Celtic societies valued the concept of hospitality, especially in terms of protection. A host who granted a person’s request for refuge was expected not only to provide food and shelter to his/her guest, but to make sure they did not come to harm while under their care.

India

In India, hospitality is based on the principle, the guest is God. From this stems the Indian practice of graciousness towards guests at home and in all social situations.

The words hospital, hospice, and hostel also come from the word “hospitality”. They are all about giving personal care to people who are away from their homes.

Nothing’s changed!!

There is little point in spending a small fortune in advertising and promoting your business, if when guests arrive, they are not greeted like family!

I was raised on a simple principle by my industrious Italian parents – you don’t smile we no make tha money!

The ultimate goal of any café should be repeat customers who carry strong positive word of mouth for your business.

Fundamentally, they must know how to interact with customers and make them feel welcome.

The secret is the development of your hospitable staff into a well-trained team… hospitable team!

It’s one of the most challenging aspects of running a café! But worth the effort!

The right stuff

While it would be wonderful to have perfectly trained, seasoned staff lining up to work for you, the reality is very different. For example, every café owner is after the perfect, ready-to-go barista, but there just isn’t the supply to keep up with the demand.

For this reason, when hiring, it is crucial to focus on the “unteachable” traits of a prospective employee. The right person for the job may not be an espresso expert, but they will have the right attitude and disposition for a role which is essentially about dealing with people in a friendly, professional manner.

What to look for:

1. Contagious Smile – if they can’t smile at interview….
2. Personal approach – did they come to you?
3. Extroverts – a bubbly personality who will naturally engage with customers.
4. Potential – think about what skills and talent they already have and how you may be able to harness for your business

Raw potential

Hire your staff based on their potential rather than their experience/qualifications and it will open up a much wider pool of potentials. That’s not to say a little bit of experience isn’t helpful, but cafés need to understand that training is something that’s part of the café business.

A café should expect to take on staff that will require training in order to fulfil its staff requirements. It doesn’t matter if an applicant doesn’t have the technique in place – if they’ve got the right character traits and a positive attitude, they have real potential to become a great barista.

Train with good trainers

Most cafés may not have a qualified person to train their staff and/or baristas, which is where the importance of having the right coffee roaster partner comes in. Many cafés miss out on this key relationship because they don’t appreciate how much a good coffee roaster partner can do for their business.

A coffee-roaster partner isn’t just about the coffee – a good coffee roaster partner will also provide you with high quality training.

If your coffee roaster doesn’t provide this, you’re missing out on one of the most important parts of the partnership. Ideally, a coffee roaster will ensure both the owner and manager are both highly trained, at an expert level. Other staff can then be trained in a program offered by a reputable training organisation. It only takes one bad coffee to lose a customer, so making sure your entire team is highly trained is a necessity. High standards begin at the top and with the right support and guidance; the owner/manager will be able to transfer their expertise onto more junior staff.

Just as a restaurant wouldn’t dream of totally training a chef, cafés need to appreciate that they cannot train baristas to a high enough standard, which is why it is a major advantage to have a coffee roaster partner who has the training expertise behind them.

Astute café operators must be able to recognise whether the training offered is a simple marketing exercise or a genuine, effective training program.

Continually using your coffee roaster as a source of knowledge /advice will ensure you are up to speed on the latest developments in the coffee world.

Managing Café Employees

TALK EARLY – TALK OFTEN!

A good front-of-the-house manager must know more than just the restaurant business. He or she must know how to manage people effectively.
Good managers write everything down. They write clearly defined job descriptions with reasonable expectations along with common-sense boundaries.

For example, a waiter may be expected to clear and reset tables, but not to serve coffee. Also, wait staff are still responsible for turning their tables. A good manager clarifies the job requirements, this includes the tip protocol.  It should also include behavioural expectations.

Clear Behavioural expectations

All well and good to have a clear job description – don’t forget the behavioural aspects!

Reward professional, team cooperation and appropriate behaviour. Cooperative and efficient staff should get the shifts they want. Prove that refusal to follow directions can lead to a loss of shifts or loss of good shifts. The most challenging feedback is when a manager has to discuss “behaviour” .. much easier to provide feedback on “task’s”

By writing your expectations and staff responsibilities down, you protect yourself when a staff member complains about loss of shifts.

e.g., a staff member complains: “I’m rostered to work for next 2 Sundays!” You respond:

“It’s important that everyone on the team share the loads and do what is expected of them. I have clearly outlined that if you want to have a better mix of shifts, you will need to match these expectations, for example, yesterday you did not clear your table from the party of ten, and you left it for someone else to do.”  This meant we got behind and the new party of guests had to wait unnecessarily. This was not appropriate team behaviour, nor was it professional.

Café Challenges

As café manager, you have to take care of your staff. When controversy arises, have an appropriate system in place for employees to express their grievances. Avoid and do not tolerate staff members acting out their feelings while working.

• Be available. Allow staff to request time to speak with you.
• Listen to staff grievances. You need to understand what is happening to make an appropriate decision.

• Be firm. You met with staff members, listened, thought about the issues, and you have made a decision. Staff members are required to abide by your decision if they wish to continue to work with you.
• Clearly outline your grievance policy at the induction

Recognise and Reward

Everyone is motivated by different things… make sure you get to know your staff and most importantly, what part of working for you,  turns them on… and on… a couple of  good, simple  survey questions might  be “ What makes you want to come to work here each day”?  And “if you could improve your work environment, what would you like to see happen?”

Not everyone is motivated by money…. It could be as simple as..

• A good INDUCTION and on-boarding!! Make them feel welcome! First impression last a lifetime
• Lead by example!
• Further training & education opportunities
• Accreditation for their work
• Framed Certificate that recognises their work
• Weekly/Monthly Congratulations on best customer service Awards
• Take them out to another café and ask for their opinion/comparison
• Flexible rostering
• Genuine praise & positive feedback
• Be available to “listen”
• Suggestion/s for Café improvements taken seriously & appreciated
• There are tons more – want to find out? Ask them!

As in any business, you are only as good as your staff. A well-trained employee will put passion, technique and knowledge into each cup of coffee and every interaction with customers – they can make or break…

When your entire team is highly qualified and producing consistently superior service and products, your customers will return, time and time again.

A highly qualified and experienced team is worth hundreds of thousands of dollars a year to a cafe.  Invest in your staff, and you’ll be on the right road to making the most out of your café and your life!

Author – Ivana Agapiou

The post Staff with the RIGHT Stuff!! appeared first on Eather Recruitment.

What makes your staff “tick” – have you found out if they are actually satisfied with their job? What is their  main motivator ? Want to accelerate their potential?

Recent Survey findings may surprise you!

A recent Survey conducted by the employee engagement firm TINYpulse, involved over 200,000 employees in more than 500 organizations the question was:- “What motivates you to excel and go the extra mile?”

Employees could choose from 10 answers.  Interestingly, money – often simply assumed to be the major motivator – was seventh on the list of priorities. The findings were:

– Camaraderie, peer motivation (20%)

– Intrinsic desire to a good job (17%)

– Feeling encouraged and recognized (13%)

– Having a real impact (10%)

– Growing professionally (8%)

– Meeting client/customer needs (8%)

– Money and benefits (7%)

– Positive supervisor/senior management (4%)

– Believe in the company/product (4%)

– Other (9%)

The report went on to conclude, “Business must start intentionally finding high performing along with high culture fit employees.  Further, business must be ruthless when it comes to rejecting individuals who aren’t a “right fit”.  Even if they come across as a high performer, they can wreak havoc on the positive, collaborative culture you need to create.”

here is a simple survey to hand out to your staff…

Employee Job Satisfaction—Job Passion and Self-Evaluation

We would like to ask you about the kinds of positive experiences you have in your workplace

The post What motivates employees? find out appeared first on Eather Recruitment.

Hear What People Are Really Saying

Listening is one of the most important skills you can have.

How well you listen has a major impact on your job effectiveness, and on the quality of your relationships with others.

We listen to obtain information.
We listen to understand.
We listen for enjoyment.
We listen to learn.

Given all this listening we do, you would think we’d be good at it! In fact we’re not. Depending on the study being quoted, we remember a dismal 25-50% of what we hear.

That means that when you talk to your boss, colleagues, customers or partners for 10 minutes, they only really hear 2½-5 minutes of the conversation.

Turn it around and it reveals that when you are receiving directions or being presented with information, you aren’t hearing the whole message either. You hope the important parts are captured in your 25- 50%, but what if they’re not?

Clearly, listening is a skill that we can all benefit from improving. By becoming a better listener, you will improve your productivity, as well as your ability to influence, persuade negotiate. What’s more, you’ll avoid conflict and misunderstandings – all necessary for workplace success. )

The way to become a better listener is to practice “active listening”. This is where you make a conscious effort to hear not only the words that another person is saying but, more importantly, to try and understand the total message being sent.

In order to do this you must pay attention to the other person very carefully.

You cannot allow yourself to become distracted by what else may be going on around you, or by forming counter arguments that you’ll make when the other person stops speaking. Nor can you allow yourself to lose focus on what the other person is saying. All of these barriers contribute to a lack of listening and understanding.

To enhance your listening skills, you need to let the other person know that you are listening to what he or she is saying. To understand the importance of this, ask yourself if you’ve ever been engaged in a conversation when you wondered if the other person was listening to what you were saying. You wonder if your message is getting across, or if it’s even worthwhile to continue speaking. It feels like talking to a brick wall and it’s something you want to avoid.

Acknowledgement can be something as simple as a nod of the head or a simple “uh huh.” You aren’t necessarily agreeing with the person, you are simply indicating that you are listening. Using body language and other signs to acknowledge you are listening also reminds you to pay attention and not let your mind wander.

You should also try to respond to the speaker in a way that will both encourage him or her to continue speaking, so that you can get the information if you need. While nodding and “uh huhing” says you’re interested, an occasional question or comment to recap what has been said communicates that you understand the message as well.

Becoming an Active Listener

There are five key elements of active listening. They all help you ensure that you hear the other person, and that the other person knows you are hearing what they are saying.

1. Pay attention.
   Give the speaker your undivided attention and acknowledge the message. Recognize that what is not said also speaks loudly.
   • Look at the speaker directly.
   • Put aside distracting thoughts. Don’t mentally prepare a rebuttal!
   • Avoid being distracted by environmental factors.
   • “Listen” to the speaker’s body language.
   • Refrain from side conversations when listening in a group setting.
2. Show that you are listening.
   Use your own body language and gestures to convey your attention.
   • Nod occasionally.
   • Smile and use other facial expressions.
   • Note your posture and make sure it is open and inviting.
   • Encourage the speaker to continue with small verbal comments like yes, and uh huh.
3. Provide feedback.
   Our personal filters, assumptions, judgments, and beliefs can distort what we hear. As a listener, your role is to understand what is being said. This may require you to reflect what is being said and ask questions.
   • Reflect what has been said by paraphrasing. “What I’m hearing is…” and “Sounds like you are saying…” are great ways to reflect back.
   • Ask questions to clarify certain points. “What do you mean when you say…” “Is this what you mean?”
   • Summarize the speaker’s comments periodically.

4. Defer judgment.
   Interrupting is a waste of time. It frustrates the speaker and limits full understanding of the message.
   • Allow the speaker to finish.
   • Don’t interrupt with counterarguments.
5. Respond Appropriately.
   Active listening is a model for respect and understanding. You are gaining information and perspective. You add nothing by attacking the speaker or otherwise putting him or her down.
   • Be candid, open, and honest in your response.
   • Assert your opinions respectfully.
   • Treat the other person as he or she would want to be treated.

Key Points:

It takes a lot of concentration and determination to be an active listener. Old habits are hard to break, and if your listening habits are as bad as many people’s are, then there’s a lot of habit-breaking to do!

Be deliberate with your listening and remind yourself constantly that your goal is to truly hear what the other person is saying. Set aside all other thoughts and behaviors and concentrate on the message. Ask question, reflect, and paraphrase to ensure you understand the message. If you don’t, then you’ll find that what someone says to you and what you hear can be amazingly different!

Start using active listening today to become a better communicator and improve your workplace productivity and relationships.

Ivana Agapiou Career Advisor  and outplacement Consultant

The post What is “active” listening? appeared first on Eather Recruitment.

 Recognise and Reward

 Everyone is motivated by different things… make sure you get to know your staff and most importantly, what part of working for you,  turns them on… and on… a couple of  good, simple  survey questions might  be “ What makes you want to come to work here each day”?  And “if you could improve your work environment, what would you like to see happen?”

Not everyone is motivated by money…. It could be as simple as..

• A good INDUCTION and on-boarding!! Make them feel welcome! First impression last a lifetime
• Lead by example!
• Further training & education opportunities
• Accreditation for their work
• Framed Certificate that recognises their work
• Weekly/Monthly Congratulations on best customer service Awards
• Take them out to another café and ask for their opinion/comparison
• Flexible rostering
• Genuine praise & positive feedback
• Be available to “listen”
• Suggestion/s for Café improvements taken seriously & appreciated
• A simple THANKS!
• There are tons more – want to find out? Ask them!

As in any business, you are only as good as your staff. A well-trained employee will put passion, technique and knowledge into each cup of coffee and every interaction with customers – they can make or break…

When your entire team is highly qualified and producing consistently superior service and products, your customers will return, time and time again.

The post Recognition and Rewards for staff, it can be very simple appeared first on Eather Recruitment.

Recruitment for a job vacancy is more than just skill-matching

Selecting the right person, means less work and angst later on in the employment phase, it means taking the time to carefully source the best candidates.

We receive daily calls from employers seeking skilled and work-ready candidates, often the request goes something like this,  ” Could you check on your books for a good….. and get back to us?”.

Yes, we can check our data base against any employer’s criteria and we do this often, however permanent placement is more than finding a basic skills match!

We wish recruitment was that easy, and through many years of employment recruitment experience, we believe that is not what  an excellent Recruitment service is all about.

Quality recruits means quality sourcing, screening and selection.

It means that the following steps must be followed

• Gathering information along with a comprehensive briefing from the employer on the role, responsibilities and rate of pay
• Meeting and forming a long lasting relationship with the employer and potential employee
• Consulting and advising on IR, HR and salary benchmarks
• Advertising and promoting the role to source the best candidates
• Sourcing and screening appropriate candidates
• Setting deadlines and touch points for the final selection
• Organising final interviews
• Obtaining reference checks and resume authenticity
• Remaining and maintaining contact with both parties post commencement

The post Recruit slow ….. for quality staff appeared first on Eather Recruitment.

Board room available for  hire   – capacity for 6

Board room Hire

Needing a room hire for one hour or one day?  Coffee /tea provided.

• Min 2 hours             $100 +gst

• Half day (4 hours) $200+gst

• Full day (8 hours)   $350 +gst

The post Board Room Hire – new service! appeared first on Eather Recruitment.

Looking for an experienced medical receptionist, 3+ years experience, casual 2-3 days per week, $35 per hour with an option to go permanent or permanent part time over a period of time.

Candidates must possess a strong interpersonal style, an eye for detail and be able to commit to longer hours if necessary.

Immediate start is required.

Please forward resumes to port@eatherregional.com.au attention Darren

The post Medical Receptionist – Administration appeared first on Eather Recruitment.

Temporary labour hire contractors

Labour Hire workers are often in demand across all industries. Eather Recruitment and Labour Hire has extensive experience providing on-call and on-demand temporary workers. Examples of these are when businesses are experiencing unusual busy phases; seasonal work; end of financial year challenges; unexpected sick leave or staff absences and /or a new project. These placements can be for one day or several weeks and the contracts are often open-ended.

Sometimes this is a great way to enter an organisation as well as a fruitful way for the business to experience the new worker’s abilities. Many times the contractor successfully obtains a permanent role with the company!

Temporary casuals include both blue and white collar workers. Other examples of supply: conference staffing when workers are required for the duration of the event; maternity leave; back filling whilst permanent employees on leave or/on staff training. At the conclusion of each working week a timesheet is completed by Temporary/Casual employee, which requires authorisation and  signature from the employer or supervisor.

Our experienced consultants provide both employers and workers the best possible solution for their recruitment needs within diverse industries including (but not restricted to) building and construction; industrial; mining and road works. Eather Recruitment and Labour Hire specialise in both permanent recruitment and temporary labour hire contractors, from a junior level through to your most senior positions. We service both large multi-national and small boutique firms throughout regional NSW.

Ivana Agapiou

The post What is Labour Hire contracting? appeared first on Eather Recruitment.

JOB Wardrobe? yes it’s a must!

A number of independent studies maintain that clothing can affect a first impression dramatically; it also can affect promotional opportunities.

How? Well whether we like it or not, humans are very judgmental! We base many of our decisions on first impressions and on on-going encounters. Women especially can be quite critical of how other women present. Men will note factors also.  The main point here is to dress for the job you want. If you are dressing “down” you are not reflecting the importance you place on the work.

Here are some basic rules: clothes should always be clean; ironed and well-fitted; use deodorant and only light after-shave or perfume; check the mirror before you leave; avoid piercings or showing tattoos on the first impression; for females, the rule of the less flesh on show the better applies; girls – makeup should be light-on and research has proven that a bit of lipstick is better than none (it shows you pay attention to the detail) check that your shoes are clean and polish if necessary.

White collar/clerical positions

For females – white or light coloured tailored blouse with a dark skirt or well-fitting trousers is a wardrobe must.

For Males – tailored trousers that can be matched to either a business shirt or a classy casual shirt dependant on the role you are interviewing for.

Blue Collar Labour Hire

Again the plain, simple rule – be clean, tidy, shaven and smell nice!

In summary, a great idea is to dress the way an employer would expect for their workplace. Will you be serving customers? Will you be representing the company? Always aim high…. Dress like the job you want – it is a simple Law of Attraction working for you

Ivana Agapiou
Eather Recruitment and Labour Hire

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Looking for work or a new job can feel like running into barbed wire!

Lots of barriers and hurdles….  the whole experience can be filled with challenges and it is important to know what/where/when and how to best climb over any obstacles –  so that you can get to the right target employers and at the right time.

Finding a job in Regional NSW is a little more challenging that the Metro areas, however, there are tried and true methods that work in any job market.

Let’s explore the fishing analogy

The Right Bait

I believe your resume is the “Bait” that catches the attention of the reader (or not!). What results have you got from your resume? Have you sent heaps out with little result? Did your resume “bait” the reader enough to invite you to an interview? If not, change your bait! Each time you fish for work, make sure your bait is adapted to the role  or the “catch”. Sending the same resume out for various jobs, is NOT helping you bait the right catch!

The Right Employer

A good fisherman reads the weather reports, checks for the best areas for particular catches. Looking for work is no different. Research the companies you are keen on; (don’t be afraid to make a phone call and ask questions!) Examine the future of this industry – is it viable?; check that you have the right qualifications; skills and experience; Written job applications need to be tailored to the job advertisement.

The Right Time

Seeking a career change? or looking for a new job in the same industry? Just like fishing for the same breed of fish means working out what that particular fish likes best. What would be the best bait and what times are best to catch them? Employers and industries often have “down times” or seasonality too! If you are seeking a complete career change – what have you learnt from previous experiences and jobs that would be relevant in your new path? This is known as “transferable skills”. Fishing in new zones, requires the Angler to utilise what they have already learnt and be prepared to fail sometimes. List all your capabilities, skills and make sure that this is what your new employer is looking for. As a recruiter, I rarely get a call from applicants asking questions on an advertised role, if I do receive a call, many just rave about themselves, without asking ONE question on the role! This is not to right time to rave… that is for the formal application. First and foremost, find out all you can…about the role!

[author] [author_image timthumb=’on’]http://eatherrecruitment.com.au/wp-content/uploads/2013/05/ivana-permanent-and-temporary-staff-solutions.jpg[/author_image] [author_info]Eather Recruitment Ivana Agapiou[/author_info] [/author]

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Eather Recruitment and Labour Hire are listed on the State Government recruitment Procurement panel! What does this mean?

It means that State government offices and agencies are able to utilise our services to secure great temporary staffing.

Interested in working for State Government? Make sure you continue to scan our website and apply for any jobs that relate to your skills and experiences.

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Job Interview the 4 areas that Employers look for in a new recruit

Employers traditionally recruit with the following  4 things in mind…

1. Personality: Would this person fit in with the business culture and get along with all stakeholders?
2. Aptitude: Would this person be able to perform the role and do tasks with competence and the right attitude?
3. Experience: Does this person have the skills and knowledge to be able to hit the ground running, or at least get up to speed quickly?
4. Affordability: Will this person be happy with our pay and benefits? Can we afford to place them?

In summary, Can they do the job? Will they do the job and ,,Will they “fit in”

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