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Rightly or wrongly, more and more employers are searching Facebook for background information on candidates.

The most common red flags noted by employers were:-

• Racy Photos:
The semi porno shot needs to die. Half of surveyed managers found provocative or inappropriate photos and information about candidates by reviewing their social-media updates.

• Alcohol:
That album of your reckless and carefree holiday …Make this private. About 48 percent discovered information about the candidate drinking or using drugs on social-media sites.

• Crazy Ranting:
That nickname you call your workplace or boss should be nowhere to be found on your Twitter feed. One-third found applicants had bad-mouthed a previous employer.

• OMG i h8 inglish:
Thirty percent said the candidate had poor communication skills and appalling grammar

• Intolerance:
About 28 percent of managers spotted discriminatory comments about race, gender, and religion.

• Lies:
Did you really get degrees in Celtic languages and stem cell biology at Harvard? Just under one-fourth discovered candidates had misrepresented their qualifications through their online profiles.

So as long as you want to be employable, it would be wise to restrain your social-media posts so that they’re HR friendly. Most of your friends probably didn’t want to see those racy pics either.

This BLOG adapted form  Venessa Wong June 27, 2013

Venessa Wong is an associate editor for Bloomberg Businessweek.  Follow her on Twitter @venessawwong. 

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Do you have a great chef who is ever-reliable, loyal and well-trained?

One of the biggest challenges affecting the hospitality industry is the task of finding appropriate kitchen staff. The lack of properly educated and trained employees can be a major problem.

The industry needs reliable, loyal, educated and trained employees!  Competition is intensifying more rapidly every day; it must surely be wise for management to implement long-term development and mentoring programs for their staff so that they can stay competitive and maintain good staff!

Often many experienced chefs leave the kitchen to find alternative employment. Low wages, long working hours and excessive discipline are amongst the more common reasons for their decision to quit their jobs.  However, there are 6 important factors that also influence their decision to move on.

1. staff shortages
2. excessive workloads
3. lack of feedback on performance
4. feelings of being undervalued
5. insufficient management support
6. poor communication between staff

The biggest challenge faced by the food and beverage industry is the availability of qualified personnel and motivated employees.  Analyse your current staff… and focus on their abilities and potential..  Could your Head Chef be mentored into a management position? What areas for career development can you offer?

Due to the difficulties in finding qualified and motivated employees and the cost of selecting and training employees, I recommend that Hospitality focus on their current personnel and seek ways to keep their motivation at maximum levels.  Sometimes the best ones are right under your nose!

Ivana Agapiou

The post Right under your nose… staff ready to step up! appeared first on Eather Recruitment.

Our client, a leading entertainment venue in Taree, currently is seeking a chef all rounder to start immediately.

Working within a team environment, you will have 2 + years as a kitchen hand or Chef, have worked within a restaurant or club and enjoy working in a team environment.

The role will be initially casual with the option to become a permanent staff member in the future.

An excellent hourly rate is on offer along with stability and long term employment.

The post Kitchen Hand/Chef – Taree (Position Closed) appeared first on Eather Recruitment.

 COOKS  and Chefs required to work for a variety of venues from busy Club environments; top Restaurants, to Retirement villages. Our roles offer diversity as well as the opportunity to be considered for full-time permanent position.

to be successful you will need –

• excellent people skills and focus on customer service
• extensive experience within a busy kitchen
• strong food safety knowledge
• strong personal presentation & grooming
• flexibility with shifts and hours
• attention to detail and proven capacity to meet strict deadlines
• resourceful and keen on “team” achievement – not working in isolation

The post COOKS & CHEFS WANTED! Port Macquarie (Position Closed) appeared first on Eather Recruitment.

Our client, a leading fine dining restaurant based in Port Macquarie, is currently seeking an experienced and qualified Executive Chef, to join this award winning establishment.

This opportunity will see the successful candidate, manage a team of 5 dedicated and extremely talented staff members, along with taking ownership of the entire catering experience for its guests and customers,.To be successful in this role, you will have a minimum of 5+ Years experience within a similar role, as an executive or Head Chef, be qualified and have strong work ethic. Additionally you will have extremely strong interpersonal style, communication skills and a passion for the industry.

An extremely attractive base salary will be on offer, along with other benefits.

This establishment will be going through some significant change, which will be definitely advantageous moving into the future for the successful applicant.

This is a unique opportunity to work and live in Port Macquarie, on the beautiful Mid North Coast of NSW.

The post EXECUTIVE CHEF – PORT MACQUARIE (Position Closed) appeared first on Eather Recruitment.

Our client, a leading a la carte restaurant based in Port Macquarie, is currently seeking a Sous or Demi chef to work on a permanent basis, starting immediately. Working within a strong team of experienced chefs, this role will be suited to someone with 2-3 years experience, looking for an opportunity to build a career within this leading restaurant on the beautiful Mid North Coast of NSW.

An attractive salary is on offer, along with the ability to work within a friendly and happy working environment.

This unique opportunity will not last long. Apply now

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Staffing industry analysis ..What are your thoughts?

A new temporary-entry permit proposed by Australia’s Department of Immigration that would allow overseas workers to stay in the country for a year without a skilled temporary 457 visa will create “open slather” on the Australian labour market. At a time it faces growing unemployment, unions warn, reports The Sydney Morning Herald.

The Department of Immigration and Border Protection has reviewed skilled migration and last month it quietly released its recommendations to relax entry requirements for short-term foreign workers.

The change would mean overseas workers would not have to apply for a 457 working visa, which imposes stricter entry requirements; including English language tests.

Michael O’Connor, National Secretary of the Construction, Forestry and Forest Products, Mining, and Energy Production Union (CFMEU), warned that proposals to abolish the requirement for language and skills tests for temporary overseas workers will worsen unemployment levels in Australia.

The proposals would mean employers no longer have to demonstrate they had first tried to fill job vacancies with Australian workers before offering them to people overseas.

“It is absolute madness in the current environment, with unemployment at a 10-year high, to be removing even more opportunities for people to gain access to the workforce. The impact on young people will be particularly harsh. Youth unemployment is at crisis levels, yet the majority of 457 visa approvals are for people under 30,” Mr O’Connor said.

He added that one-in-five workers on 457 visas already was being paid below-standard wages: “The 457 visa program needs to have requirements strengthened in the current economic climate, not relaxed.”

Ged Kearney, President of the Australian Council of Trade Unions (ACTU), suggested that the proposed relaxation of requirements for temporary-entry visas would undermine Australian wages and conditions: “We find it absolutely extraordinary that the government’s panel has made a recommendation to just have open slather on the labour market,” he said.

Opposition spokesman for Immigration and Border Protection, Richard Marles, said the Labour Party was “deeply concerned” about any proposal to remove labour market testing or English language requirements for temporary skilled migrants.

A spokesman for the Assistant Minister for Immigration and Border Protection, Senator Michaelia Cash, said the Coalition government fully supported the principle that Australian workers have priority for domestic job opportunities.

“Contrary to union claims, an effectively managed temporary labour migration program will not threaten Australian jobs.  Rather, it will secure the future of businesses and grow employment opportunities to enable businesses to employ more Australians,” the spokesman stated.

“An effectively managed skilled migration program is essential in supporting employers in industries and regions experiencing skill shortages.  It is essential in restoring growth in the economy.  It is essential in lifting our productivity,” he added.

Submissions to the skilled migration review will close at the end of this month before the federal government responds.

Director of Employment of the Australian Chamber of Commerce and Industry, Jenny Lambert, said all stakeholders, including unions, needed to recognise that opportunities for Australians are enhanced by a strong economy that is globally competitive.  She said the Department of Immigration proposal referred to highly specialised skills.

“Access to these skills can only benefit the skills development of the Australian workforce as evidence shows that such arrangements allow for the transfer of skills to Australians,” Ms Lambert said.

“Part of being globally competitive is recognising that the labour force is increasingly global and strong international companies will be attracted here through effective regulatory environments that allow them to operate seamlessly.

“A balanced and reasonable approach to skilled migration policy, preferably with bipartisan support, is good for Australia, and most importantly good for Australian jobs and the economy. Let this be the starting point for a rational discussion,” she concluded.

– See more at: http://www.staffingindustry.com/row/Research-Publications/Daily-News/Australia-Proposal-to-allow-temporary-overseas-workers-to-work-without-457-visa-criticised-32712#sthash.MS7Eqq4n.dpuf

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