Killing it with kindness

At work it’s typical to be focussed on the job, maybe even complaining about our colleagues with other workmates. It can feel pretty therapeutic to have a good vent about the co-worker who slacks off or doesn’t wear deodorant if we’re honest can’t it? It can even be easier to tune out workmates altogether and just get on with the job at times. Maybe you simply don’t notice that your co-worker’s tired, stressed or emotionally different because you’re flat out getting your responsibilities handled each day.

Just as we spend quality time with our friends and family, we spend a stack of time at work, so why not spread some kindness there too? Kindness can be brought into each scenario at work to create a constructive and more cohesive work environment. It increases people’s sense of wellbeing, improves mental health, plus increases creativity and productivity at work significantly. Participating in acts of kindness is healthy and really contagious, creating an atmosphere we all enjoy turning up to each day more.  

Below are some simple and fun ways to show you care at work:

  1. If it’s not to the detriment of your own workload, offer to help a workmate with a task, especially if you enjoy that work and they don’t.

  2. Find an act of kindness like making a cuppa for a tired workmate or manager.

  3. Write inspired postie notes of appreciation to team members, particularly during tough times - just make sure they’re authentic and basic.

  4. Take a moment to have a genuine convo with support staff if you are in a managerial role OR if not, reach beyond your inner circle of people and connect.

  5. Tell your manager or supervisor what they do well and the ways you appreciate them; be wary of brown-nosing.. Be genuine!

  6. Compliment someone you don’t have the best relationship with for their excellence in something (even their home cooking..) and really mean it.

  7. Recognise when someone’s having a bad day and find a way to help. Maybe just providing some light, humorous banter would do the trick or a cup of tea.

Improving your health and wellbeing is possible through acts of kindness at work and makes excellent business sense.  






“There is no passion to be found playing small, in settling for a life that is less than the one you are capable of living.” ~Nelson Mandela

At this time of year we can’t help feeling energised about what’s ahead and what’s possible. It’s a great opportunity to reflect, reset and get stuck in. There’s nothing worse than waking up each day knowing you have to show up at a job you don’t even care about or feeling like life is ‘running you’ and not the other way around. Why not get out the butchers paper and get moving on what you’d truly like to do with your time and start forging the way towards that ideal.







All action, no plan? It’s time to get organised for a successful 2017 and beyond

A business’s workforce is one of its greatest assets and there is a business imperative to plan it properly. Establishing a Workforce Plan can be a bit overwhelming for managers and business owners, particularly if you haven’t attempted it before, but there is tremendous value in the process. It improves decision making, how the workforce is invested in and ultimately improves business effectiveness.  

It’s about knowing your business and positioning your workforce to best deliver outcomes while managing workforce-related risks. Below we look at a few tips to set yourself up for a smooth 2017 when it comes to managing your people, risks and funding position. This is by no means an extensive approach to a complex task, but a place to get the cogs turning.

Why do it?

Running a business without a plan is a bit like making a complex dessert without a recipe, it may turn out okay but it isn’t going to be outstanding and could well be a total flop. A Workforce Plan allows you to deliver the best possible outcomes by outlining your business and funding framework, workforce-related risks and desired outcomes clearly. Risks can occur in a range of forms and are influenced by geographic location, internal characteristics like culture and the nature of your business and competition.

Tips for getting your workforce planning underway

Assessing your future workforce demands

  • Focussing on now and the next one to four or more years:

  • What results does your business need to achieve?

  • What does your business require from its workforce in terms of numbers, capabilities and experience, to deliver its outcomes?

  • How will your income and/or funding change over the period (one year, over two years etc)?

  • At what point in time does your workforce need to be based in particular locations to achieve your goals now and into the future (1-4+ years)?

  • At what points in time are parts of your workforce needed (for example, yearly, seasonally, peak times)

  • For optimal business delivery, what times of the year are parts of your workforce needed or can be scaled back? ie. Consider annual vs. seasonal and peak times.

  • What internal and external factors will impact on future workforce demand? Think about the competitive environments you operate in.

  • What are the likely business scenarios you could face that could have implications for workforce demand?

Gap filling

  • Can you close any gaps by utilising your employees differently via job redesign, restructure of teams, redeployment, promotion or the like?

  • Can you train existing staff to support changed skill requirements?

  • Can you build partnerships with others, collaborate or share resources?

  • Can you close gaps externally and how do you attract and recruit new people?

  • What is best practice in addressing these gaps?

There are quite a few more elements in forming a robust Workforce Plan than the above few prompters. For example, setting out what your business currently owns in terms of employee numbers and and employees’ complete set of capabilities. And having a forecast of workforce capacity and capability shortages based on current profiles  of age, tenure, separations, retirements are also of value in the process.  

HRM Contracting & Consulting’s experienced HR specialists have assisted many local businesses in preparing or refining Workforce Plans which have made a big difference in ay to day operations and achieving broader business goals.

Get your plan sorted. Call us on 1300 962 258 or email ask@hrmcc.com.au.






Wanting to get ahead with your career plans?

Starting the search during the festive season is one of the best times to get organised and succeed. Below are a few reasons why.

December and January are typically considered a time for holidays, but the driven job hunter is better off using this time to discover opportunities and start working on any application submissions now, particularly those with selection criteria or complex requirements. Competition for jobs tends to be lower toward the end of the year too, so if you take a big chunk of time out over this period, you could be missing out on a number of employment possibilities.

It’s the best time to network

On the lead up to Chrissy all sorts of social opportunities and business oriented Meetup groups and events are happening creating a perfect opportunity to start building relationships with potential employers and colleagues. Get networking and get ahead. The more people you can connect with, the greater your exposure to the right employment potential.

Get ahead of the game

While many will take a some time off for over December and January employers and skeleton staff will still be working over the break. Instead of putting off your applications, get ahead and put your resume at the top of the list and get in before the influx of applications in the New Year.

Christmas is also the best time to hone your skills and industry knowledge and be ahead of the game in 2017. Your perfect job may not appear during the festive season, but there’s a lot you can do to prepare for it and really get clear on what your career goals are.

Write your unsolicited applications

This time of year is also an ideal time to approach employers who have not necessarily advertised for positions yet. If there’s a company you really want to work for, prepare a creative application, including your resume and let them know why you would be a perfect fit for their compan. Sell your awesomeness and how you’ll make a valuable contribution to their business goals.

Don’t forget to register with HRM so you can be considered for any suitable opportunities. And if you need career guidance, we’re here to help!  Call us on 1300 962 258 or email ask@hrmcc.com.au






The recruitment process is awesome! It can not only provide businesses with staff who are loyal ‘keepers’ but also a really valuable networking opportunity. Win-win. Imagine a world where there's no panic every time you need to replace staff or to create new roles. Stress free, proactive recruitment is definitely achievable and finding the right people to fit with your business’s culture and make a meaningful contribution is straightforward if you follow a few simple guidelines.

Check out a few basic recruiting tips to find and keep the right people for your team

Growing a talent pool of candidates (with bonus networking!) 

The goal here is to build a candidate pool before you need it. Keep replenishing your candidate pool according to your business needs and importantly, stay connected from time to time with to ensure it doesn’t become stale. You could even host events to bring like minded professionals together and provide useful information, advice or workshops. Here’s a few ways to build a solid group of amazing professionals: 

  • Develop relationships with recruitment firms who keep connected with great talent!
  • You could be missing the best quality candidates by only selecting new employees from those who walk in or answer a seek ad.
  • Use professional association websites and magazines in addition to job search platforms to advertise for professional staff.
  • Build partnerships with universities and your professional network (online and offline) to source great people. A bonus here are joint PR and other communications opportunities with your expanding networks.
  • Allow current team members to participate in professional associations and conferences where they are likely to meet candidates you could win over or keep an eye on at least.  
  • Keep an eye on the online platforms like linkedin for potential candidates who may be a great fit later even if they're not currently looking.

Expanding the recruitment network to your team

Involving your team in the hiring process just makes sense but is often overlooked as a management only zone. Your employees can not only recommend excellent new staff to your business, but can also assist in reviewing applications, resumes and qualifications of candidates and help assess potential fit within your company (and potentially their own team!). If your team participates in the selection process they will also tend to be more committed to helping the new employee succeed. It can't get any better than that for your business and the newcomer.

Engaging a recruiter to gain access to their well nurtured talent pool

It's worth forging strong relationships with your local recruiters because they will have a well established pool of candidates they have nurtured already in place for you to access plus they truly have their networking ears and eyes swivelling at all times across many industries, so at minimum they can provide guidance, insight and advice.

Using your website to grow a talent pool

A recruitment section is a way to attract quality candidates to your business while increasing your public profile. Your website is your shop front and should outline your vision, values, goals, those you work with, product or services and more. Include an employment section which appeals to someone who could be interested in your company plus any available positions.

These recruitment tips are just a few preliminary ways to help you succeed and grow your business with valued employees who stick around. For more insights and support contact HRM on 1300 962 258.






Full time and part time staff are entitled to public holidays while on leave over the Christmas period, but part time staff are only entitled if the holiday falls on a day they would normally work.

In Queensland the gazetted public holidays are:

Christmas Day, Sunday 25 December

Boxing Day, Monday 26 December

Christmas Day holiday, Tuesday 27 December (as Christmas is Sunday)

New Year's Day, Sunday 1 January 2017

New Year's Day holiday, Monday 2 January 2017 (as New Year's Day is Sunday)

HRM’s Christmas closure period

HRM will close for the Christmas break from Friday 23 Dec at midday, reopening 8.30am Tuesday 3 Jan 2017. We wish all our valued clients and candidates a safe, restful and enjoyable Christmas break and look forward to working with you all in 2017!

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