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Updated: Nov 13, 2023

A wrap up of the latest IR updates and education from your industry experts.


Why is it so hard, and how can we help?

At Streamline HR we work with clients across multiple sectors and understand that finding the talent to support your business can be really hard. Cost of living pressures are escalating and ongoing skill shortages continue to give jobseekers bargaining power in a competitive market. The last few years have also seen unprecedented disruption with the concept of ‘work-life balance’ evolving into ‘work-life integration’ as a prerequisite for a new role. This means candidates are looking for more than just working-from-home and flexibility perks; they are seeking competitive incentives such as discounted goods/services, health insurance and travel to compete with rising living costs. More than ever, SME’s need to push to find unique Employee Value Propositions (EVP) and incentives to peak candidate interests over their competitors and retain any valued talent they are lucky enough to secure.

As a result of the current market, finding talent today needs to be a creative and intentional process, with a targeted candidate sourcing approach where you play the long game.

So, what’s the good news? We’ve added specialist recruitment to our portfolio!

Streamline HR now have a specialist recruiter working alongside our HR Consultants to deliver recruitment solutions. Leanne McLean joined our team earlier this year as our Senior Recruitment Consultant and is a talent acquisition expert experienced in sourcing challenging, complex roles. She is well connected and highly skilled at scouting for talent that reflects a client's brand identity, position in the market, strengths, and business expertise. Leanne has a proven track record with us already, having placed highly sought-after candidates into some of our clients most challenging roles. Above all, she brings a tenacity, strategic approach, and love of the hunt, which you really need these days to find great people.

With the support of Kaycee-Jai Heard, our newest member of the Streamline HR team, and her experience in social media, PR, and marketing we have been able to further develop our approach of using the right channels, at the right time, to attract the best people available on the market.

New to recruiting with us? Here is how we are different!

Don’t get us wrong, there is a time and place for recruitment agencies who charge placement fees to fill a gap in your business. However, what we think holds the biggest value for clients is knowing that every interaction in the market represents your brand and what people might think, feel, and say about you and how appealing you are as a future employer. Gone are the days of posting an ad and waiting for the candidates to sell themselves to you. Now employers are the ones working hard to secure and retain talent.

So, the goal for us is to provide a thorough wrap-around service that efficiently searches for quality candidates through collaborating with our networks, tactical connections, a strategic approach, and a suite of multi-layered marketing activities. We leverage every opportunity we can to find the talent you need right now and into the future.

Because we are different, our recruitment fees are different too. For a start, we don’t withhold candidate information, or charge a percentage for placement. We work on an hourly basis or within a fee structure that suits your budget, and you can choose as many candidates as you like from our search! As your HR team we have a vested interest in making sure we find the right person and they are set up for success!

Want to know exactly how we can help?

End to end recruitment means we basically do it all for you! We take a thorough scope, draft the position description, set the marketing campaign, source candidates, phone screen, meet candidates face to face and set up recruitment packs with interview guides and candidate summaries. Only then do we put the best candidates in front you! You won’t be alone though, as we will facilitate the interview for you so you can focus on taking it all in. We then negotiate the offer, and complete behavioural profiling (if you so desire!). Basically, our goal is to get a great scope up front and then work furiously away behind the scenes so all you need to do is show up to the interview! Overall, you’ll receive a higher quality of service and support that’s more cost effective because you won’t pay a hefty 15-22% placement fee.

Of course, if you’re unsure you’re ready for the full process just yet, you can choose to involve us with certain recruitment activities only, such as reviewing CVs, managing reference checks, or even sitting on your interview panel.

Now that you know more about the growth of our recruitment service offering, if you are fed up with the candidate market or too busy to recruit stars for your team, please reach out to our team to set up a time to meet with Leanne and Kaycee-Jai!



Casual Conversion – are you up to date?

By now our Australian clients will be familiar with the term ‘Casual Conversion’, but how are you managing this within your business?

If you are a large employer (more than 15 employees) you are required to review the pattern of hours for any casual employees within your business, at their 12-month anniversary and on every anniversary thereafter, and confirm in writing:

  • an offer of permanent employment if there is a regular pattern of hours that is likely to continue, or

  • that there are not reasonable grounds to offer permanent employment and why.

If you have casual employees and would like support with this process or further information on the specific legal obligations, please don’t hesitate to reach out to your HR Consultant.

Christmas is Coming!

With the end of the year rapidly approaching, now is the time to communicate your plans over the Christmas period, particularly if your business is likely to close or you will be operating with skeleton staff over the festive season!

Here are our top tips to get organised:

1. Check your obligations. Review your policies and contracts to ensure you are aligned with your internal processes. Our Aussie clients will also need to make sure they are familiar with the recent legislation changes (summary below), and any specific Award obligations.

2. Communicate early. Provide specific dates of any closures, and/or communicate if there are any specific roles that will be required to work. This will allow your team to plan for the time off.

3. Confirm leave requirements. Ask the team to submit leave applications now to cover any leave they will be taking. If an employee does not have enough paid leave to cover the closure, agree with them an alternative (e.g., unpaid leave, or leave in advance).

Reminder! For our Australian clients, the legislation changes announced in May mean you need to provide at least 28 days’ notice of the business closure (email is fine). In the event an employee does not have enough annual leave, you can no longer direct them to take unpaid leave, but you can mutually agree to this. Alternatively, you can offer annual leave in advance if the Award permits and in most cases you agree.

If you have any questions about Christmas closures in your business, please contact your HR Consultant for further support.

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