Tag: Educational

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6 Key Tips to Prepare Your Team for the New Year

7 Key Tips to Prepare Your Team for the New Year

The new year offers a key opportunity to refocus your team, learn from past experiences, and create a clear path for success. Here’s a practical approach to guide your team in setting the tone for a productive and inspiring year ahead:

  1. Start with Clear Goals
    Set a strong foundation by defining clear, actionable goals. Hosting a team retreat or workshop away from daily distractions can help everyone contribute to the planning process. Ensure each goal aligns with the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-Bound—while incorporating some stretch objectives to keep the team motivated.
  1. Reflect and Learn from the Past
    Before planning ahead, take time to review the previous year as a team. Celebrate wins, acknowledge challenges, and extract lessons learned. Honest conversations about past performance pave the way for aligned priorities and improved strategies.
  1. Streamline Processes for Efficiency
    The new year is an ideal time to adopt systems that enhance productivity. Whether it’s a new project management tool, improved communication channels, or updated workflows, involve the team in brainstorming and selecting approaches that address pain points and make daily tasks more efficient.
  1. Create a Unified Team Vision
    Collaboratively crafting a team vision statement establishes a shared sense of purpose. This vision will act as a guide for decision-making and serve as a motivational anchor throughout the year. Regularly revisit the vision to measure progress and ensure everyone remains aligned with the overarching goals.
  1. Invest in Team Building
    Trust and camaraderie are the cornerstones of high-performing teams. Strengthen these bonds through meaningful team-building activities—whether it’s as simple as a team lunch or as structured as a team-building exercise.
  1. Identify and Fill Skills Gaps
    As part of your annual planning process it’s important to identify any skills gaps within your team in conjunction with planned business growth over the year ahead. The start of the year is an ideal time to identify high calibre candidates who may be looking for an interesting opportunity within a progressive organisation.

Annual planning isn’t just about setting goals; it’s about contextualizing them within the team’s unique dynamics and broader business objectives. From analysing past performance to identifying focus areas, the planning process should include actionable steps, measurable outcomes, and clear timelines.

For assistance with your recruitment, business planning or strategic HR needs, please give us a call on 02 6103 7000, or email hello@CBRrecruitment.com.au.

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Candidate

The Do’s and Don’ts of Australian Public Service Interviews

The Do’s and Don’ts of Australian Public Service Interviews

Interviews are a pivotal step in landing a new role, and the key is to demonstrate that you’re the right fit for the job, the team, and the organisation. Here are essential do’s and don’ts to help you make the best impression.

The Do’s:

  1. Do Your Research – Before the interview, research your audience. Learn about the organisation’s culture, the reason behind the vacancy, and what they expect from the role. This will help you tailor your responses and show you’ve done your homework.
  2. Prepare Targeted Responses – Tailor your answer specifically to the job, department, and selection criteria. Highlight the aspects of your background that directly relate to the role and make sure the panel understand why you provided your example.
  3. Answer Behavioural Questions with “I” – In behavioural or situational questions, interviewers want to know what you’ve personally achieved. Avoid saying “we” when describing actions—focus on what you did.
  4. Give Detailed Answers, But Be Concise – Avoid one-word answers; they won’t give the panel enough information to assess your abilities. On the flip side, don’t ramble. Introduce your response, elaborate, and then wrap it up, preferably using a structure such as the “STAR” (situation, task, action, result) method.
  5. Ask Thoughtful Questions – At the end of the interview, you’ll likely be asked if you have any questions. Avoid asking questions about things you should already know, like the duties of the role or general information about the company. Instead, ask about the team, the goals of the team or section, or opportunities for professional development.

The Don’ts:

  1. Don’t Be Too Vague – Failing to provide specific details when discussing your experience or abilities can leave interviewers unsure about your competence. Always back up your statements with concrete examples.
  2. Don’t Oversell Yourself – Embellishing the truth or overselling your abilities can backfire. Be honest about your experience and what you can bring to the table.
  3. Don’t Criticize Past Employers – Never speak negatively about former employers, managers, or colleagues. It can make you seem difficult to work with and raise red flags for the panel.
  4. Don’t Focus on Personal Benefits – It’s best not to ask about benefits such as salary, leave entitlements, or other perks unless the panel raises these topics first. Asking about these too early can make you seem more interested in the benefits than the job itself.

Interviews are a balance of preparation, self-awareness, and communication. By understanding what interviewers are looking for, preparing thoroughly, and avoiding common pitfalls, you can approach your next interview with confidence and increase your chances of success. Navigating your next career move can be a daunting prospect, particularly if you have worked in the same position or organization for a significant period of time. If you’re looking for interview training or a better understanding of the interview process, please contact us at hello@cbrrecruitment.com.au.

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Client

5 Traits of an Effective Leader

5 Traits of an Effective Leader

Effective leadership is crucial in setting the mission, vision and strategic direction of every organization and is also a way of attracting the best staff. Leaders who can define clear outcomes and help their team members leverage their strengths are invaluable, and can foster a high performing culture within your organization. Here are five key tips to enhance your leadership skills to achieve the perfect team:

1. Communicate Clearly

Clear communication is the foundation of good leadership. As a leader, it’s crucial to articulate expectations, goals, and feedback effectively. When your team knows exactly what is expected of them, they are more likely to perform at their best. Misunderstandings and uncertainties can lead to confusion and decreased productivity. Always strive to be clear, concise, consistent and open in your communication.

2. Engage and Know Your Team

Great leaders understand their team members’ strengths and weaknesses. They engage with their followers, building strong relationships based on trust and mutual respect. Having regular, non-work-related conversations can help build this connection and can also give you a better understanding of anything which is potentially impacting the lives of your team members. When people feel valued and understood, they are more motivated and committed to their roles.

3. Focus on Strengths, Not Weaknesses

While it’s important to be aware of weaknesses, the best leaders focus on leveraging strengths. They help individuals put their talents to use to achieve the desired outcomes. This approach not only enhances performance but also boosts morale and job satisfaction. By concentrating on what team members do best, leaders can foster a more productive and positive work environment.

4. Keep an Open Mind

Effective leaders are open-minded and receptive to new ideas and perspectives. They understand that innovation often comes from different points of view. Encouraging team members to share their ideas and provide constructive criticism, within an environment of psychological safety, can lead to better decision-making and problem-solving. An open-minded leader is also resilient, adaptable, able to navigate changes and challenges.

5. Never Stop Learning

Leaders should always seek to improve their skills and knowledge, particularly in the areas of leadership and management; whether through formal education, professional development programs, or staying informed about industry trends. This commitment to learning not only enhances their own capabilities but also sets an example for their team.

To find out more about CBR Recruitment leadership coaching services please call 02 6103 7000 or email hello@cbrrecruitment.com.au.

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Client

Scribing for the Australian Public Service: A Gateway to Public Sector Insight

What is Scribing?

Scribing in the context of the Australian Public Service (APS) involves assisting with the recruitment process by taking detailed notes during interviews, summarizing candidates’ responses, and the preparation of selection reports. Scribing is an essential part of ensuring a fair, transparent, and efficient recruitment process, maintaining high standards in public service recruitment processes.

The Role of a Scribe

A scribe’s main responsibilities include accurately recording candidates’ responses during interviews, creating concise and clear summaries of candidate performances, undertaking high quality reference reports to support the recommendations of the Selection Panel, and to compile and organise information to develop high quality selection reports which provide defensible outcomes and useful feedback for applicants.

Why Consider Scribing?

Scribing offers unique advantages for those interested in understanding or advancing within the public service sector.

 1. Insight into Public Service Operations

As a scribe, you get a behind-the-scenes look at the recruitment process, gaining insights into what skills and attributes are valued in the APS. This experience is invaluable for anyone considering a career in public service, and also for those experienced public servants looking to step away from a substantive role.

2. Skill Development

Scribing hones several key skills, including your attention to detail, time management, communication skills, and also develops your persuasive writing ability.

3. Flexible Work Opportunities

Scribing often offers flexible working conditions, making it a suitable role for part-time workers, those looking to transition into a public service career, and those who are semi-retired.

4. Diverse and Interesting Work

Scribing gives you a unique insight into the different roles, subject areas, and departments, and can be a great way to get an in-depth understanding of different professions and subject matter.

To find out more, or to express your interest in scribing work with CBR Recruitment please get in touch by telephoning 02 6103 7000 or emailing hello@CBRrecruitment.com.au

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Client

How to Effectively Manage Temporary Staff

Effectively Manage Temporary Staff

Using the services of temporary staff can be hugely beneficial to a wide range of organizations, and can be useful for either filling a “resource gap” created by a permanent staff member being on unplanned or long-term leave; or as a way of bringing specialist skills or experience into your organization for a finite period of time. It can also be a really good way of trialling a candidate in a particular role before offering them a permanent employment opportunity. Effectively onboarding and managing temporary staff is crucial to ensure they seamlessly integrate with your team and contribute to your organizational objectives. There are several key practical differences in how you would manage a temporary staff member:

Revise your onboarding process

If you already have a clear onboarding process, consider condensing it to accurately convey the essential information about your company culture, goals, and tasks. This approach will help your temporary staff member to understand the procedures they need to follow, office protocols and so on. The most important aspect is to undertake a WHS induction with the temporary staff member to ensure they are working within a safe working environment. While the recruitment agency is technically the employer of the temporary staff member and has the ultimate responsibility for any injuries that occur in the workplace, the host employer also has an obligation to provide a safe workplace and support the management of this risk.

Provide clear guidelines

Getting temporary employees up and running quickly is always most effective if the guidelines and expectations are clear, and this comes down to open communication. Providing them with a detailed understanding of their role and tasks ensures they can deliver outcomes and have a positive impact within a short period of time. Working with a skilled Recruitment Consultant is also very beneficial as they will identify a high calibre candidate who meets the job brief; often they will also be able to communicate the expectations and deliverables before the temporary staff member commences and throughout the duration of the contract.

Be transparent

It’s important to be transparent about the temporary nature of their employment and the potential for permanent opportunities. Clearly outline their role trajectory to manage expectations effectively. Whether they have aspirations for permanent positions or prefer to work on a contract basis, clarity around their role progression, or the extension or early cessation of their contract is essential. This is usually done either directly by, or with the support of, your Recruitment Consultant.

 

CBR Recruitment has a pool of high-calibre temporary staff who are interviewed, reference checked and vetted, who can commence in temporary positions at short notice. We look after all of their employment obligations and work in partnership with you to ensure the engagement is successful and you have the utmost flexibility. If you’re thinking about taking on temporary staff, please do not hesitate to contact us on 02 6103 7000 or email hello@cbrrecruitment.com.au.

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Client

Three reasons why getting a temp makes good sense…

Three reasons why getting a temp makes good sense

There are a range of benefits to engaging temporary staff, who can be a huge asset to your organisation to increase capacity through periods of staff leave, or as a way of bringing in additional expertise to support growth or special projects. Gone are the days when temps were engaged to “fill a seat” – they can bring a raft of valuable skills and experience to your team without the ongoing employment obligations.

Flexibility

Temporary staff offer a flexible approach to challenging situations. This can include things such as staff leave, long recruitment processes and resourcing crunches. In the current employment market sometimes, it can take a long time to find the perfect candidate to fill your vacancies, and engaging someone temporarily during that time can help you and your team manage the workload. Temporary staff are there to start instantly and won’t need the time to adjust and work their way into the team that someone permanent would. As there are no ongoing employment obligations it’s also a good opportunity for you to “try before you buy”. If they prove to be a valuable asset to your team, you can always extend them or employ them permanently.

Skills

There are often times when you get a new project that needs a very specific skillset, and engaging someone temporarily or on a contract can offer you the ability to find those skills and deliver your project. At the same time, having someone specialized on your team can offer a fresh perspective and new ideas. This can give you the opportunity for change and improvement for the future.

Capacity

Similarly, large projects or transformations in your business might need a larger team to meet the deadline or objective. Temp staff offer you a quick solution to scale up your workforce. Having more staff for these high-pressure moments can help your team evade burnout and stress, boosting morale and ultimately giving you a better end product.

 

In any workplace, adaptability and agility are key to success. Temporary staff offer a multitude of benefits that can significantly impact your team’s performance and overall outcomes. Our Consultants understand the importance of finding the right temporary staff to meet your evolving needs. All of our temporary staff are extensively vetted, and on top of that we look after all of their employment obligations, giving you peace of mind and complete flexibility. For more information on our temporary recruitment services, please do not hesitate to contact us on 02 6103 7000 or email hello@cbrrecruitment.com.au.

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Client

Mastering the Art of Interviewing: How to Win Over High-Calibre Candidates

Mastering the Art of Interviewing

Finding the perfect candidates for your interviews is just the beginning. With competitive talent becoming scarcer and candidates getting pickier, it’s time we all learn to improve our interview style. Today, interviews are more about convincing the perfect candidate you’re the right choice than it is the candidate convincing you to hire them. You’re going to have to work harder, and smarter, to catch that talent. Here’s how you convince them to stay.

How to prepare

The interview is crucial in both your understanding of the candidate and their understanding of the workplace. Chances are, they know more about you than you know about them. A good way to prepare, both for yourself and your candidate, is to look at it from their point of view. Think about the last time you went through an interview. Assess what you found useful or nerve-wracking and use your own experiences to make the process as comfortable and balanced as possible.

Create Comfort

Interviews are always stressful, and sometimes this can cost you a candidate. Minimising this to the best of your ability is important to ensure they see you positively, and you don’t scare them away. Try to provide as much information as possible, what to wear, where to go, and what you’ll be talking about are all great things to let your candidate know.

Pick the Perfect Location

Location is always important. Just like meeting someone new, the first impression can make or break you. Anywhere too noisy might distract from the importance of the conversation, but performing the interview at the office might distance you socially or make the candidate nervous. Choosing an environment where you’re both comfortable to express what you’re looking for and need from each other could be pivotal to the answer you get after putting out an offer.

Write Your Best Questions

The questions you ask your candidate will form the foundation of your professional relationship. If you want to start off friendly, try beginning with a casual conversation. Something deeper than the weather, but nothing so personal as family. When it comes to the questions themselves, while asking for their greatest weakness might seem like a time-saver, what does it actually tell you? Most likely, such a direct question will get you a rehearsed answer. What you’re going for is authenticity. Ask about their work life, what they enjoy about their current job, or what they think about your company.

 

In the Interview

Think about the perfect ‘fit’

Making sure your team fits together like a puzzle is important in creating a strong workplace culture. Consider whether they will get along, or if you could grow together. Think about their future potential, who they could be in a years’ time. Remember, the person you meet at interview might change when you get to know them. Ask them questions you think will show what their values are and see if yours align.

 

Let them ask you questions:

Have a bit of back and forth with them. If you make the interview feel like a conversation, you’re more likely to get a well-rounded view of the candidate, and they will better understand you and the workplace culture you’re a part of. In addition, the questions they ask will often tell you about their thought processes. Or, how interested they really are. Letting your candidates interview you helps them to better understand your company, and it demonstrates that you value their opinions and concerns.

Sell the role

The interview is as much for you as it is for them. If you like the candidate, spend a bit of time highlighting the role and workplace. They’re not likely to say yes to an offer if you don’t let them know what a great opportunity it is. Chances are, there are other options and employers who are looking for candidates just like you are. So, feel free to really sell it.

 

Maintaining a strong and convincing interview process can be challenging and time consuming. If you find you don’t have the time or ability to find the high calibre candidates you need, we can take all the hassle out of it for you. Our recruitment services are all-encompassing and personalised to your needs to help you attract the best talent in the market.

 

Times are changing, and so are your candidates. If you don’t meet them where they are, chances are you’ll be losing out on high quality talent. It’s important to emphasise how important your staff are in your workplace through how you coordinate your interviews, how comfortable your candidates feel, and how well they understand your values. Using these tips in your interview might just help you in securing your dream team. So, be bold, be friendly, and win over that candidate!

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Candidate

3 Things to Remember When Writing Your APS Job Application

Writing a job application (sometimes known as a “pitch” or an “expression of interest”) for the Australian Public Service can seem daunting at first. It might seem like there’s no way you can write the amount they are asking for about yourself, or alternatively if you have had a long career you might think that you need to write more. Luckily, there are some great tricks, and we have summarised the key points from one of our public service job application training courses below, which will help you structure and plan your application so all you have to do is focus on the details!

The Position Requirements

The first thing you’ll want to look at when writing your application is the job ad / position information pack itself. Take note of the responsibilities and duties listed, as well as what they list as their ideal candidate.

Often, the qualities of their ideal candidate will align closely with the Integrated Leadership System (ILS) criteria relevant to the role you’re applying for. This means you can speak directly to their ideal capabilities by articulating your experience and skills against the ILS criteria and the capabilities listed.

You will need to prove you are capable of carrying out those responsibilities and providing evidence of this by providing relevant examples. Do this well and there is a strong chance you will be their ideal candidate.

Formatting

You might be surprised that the format of your application can be just as important as the content. If your application is poorly formatted, this makes it more difficult for the Panel to understand you and less likely to read your entire application. Panels also play very close attention to your spelling and grammar.

Using a simple format that is structured toward the role responsibilities or skills can help the Panel easily navigate your application. This also means you need to avoid using any pictures or fancy formatting, which can often lead to you missing out on extra written content. These can also be reproduced unpredictably within in departmental recruitment systems. Be aware that providing an application that is too short is just as bad as one that is too long.

Content

When it comes time to get down into writing, keep in mind what level you need to be speaking to. Have your ILS criteria handy, and make sure you’re proving that you both think and act at the right level. Dedicate some examples to demonstrate how suitable you are for the role.

Just stating you’re capable won’t cut it. You’ll have to prove it with clear descriptions of how you approached a specific situation and achieved an outcome.

The Australian Public Service often uses specific words and jargon, such as “communicates with influence”, some of which will be included in the position information or selection criteria. Use these words so you are “speaking the same language” as the Panel. Don’t go too overboard with them as your application may come across as not having substance. Use them where they are needed, particularly when stating you are capable of meeting the mark.

While writing your application may seem impossible before you get started, these tips should help. Add some unique experience, and the right level of enthusiasm, and you’re on the right track to create a winning application!

If you’re looking for help writing your application, we’re available to help. Get in touch with us at hello@cbrrecruitment.com.au to get started.

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Candidate Client

“Hard Skills” and “Soft Skills” – what are they and why is it important to know?

Hard Skill And Soft Skill

Every job that is carried out by a human contains a mix of what we call “hard skills” and “soft skills”. These vary according to the job, the organisation, and often the organisation’s willingness to train candidates in any potential skill gaps they might have.

What are Hard Skills?

Broadly speaking, “hard skills” refer to tangible or technical skills. This can include degrees, knowledge of a particular language, or aptitude in a computer application. The way to consider “hard skills” from a practical perspective is that a candidate’s proficiency in these areas can usually be assessed by some kind of test, or a measurement of competence, such as a certification or a degree.

What are Soft Skills?

“Soft skills” on the other hand, are much harder to quantify. They cover things like leadership, problem solving ability, multitasking, communication, and reliability. In the recruitment industry we often call these skills the “intangibles” of a role. They often correlate very closely to the overall “fit” of an employee within an organization.

As a general rule “soft skills” cannot be assessed by reading a candidate’s CV. EVERYONE says they have strong leadership skills, great communication skills, or a strong attention to detail. What are great leadership skills? What are great communication skills?

How do we assess soft skills?

CBR Recruitment assists our clients by assessing the “soft skills” of candidates through the candidate registration process. Every candidate who registers with us undertakes a preliminary competency-based interview with an experienced Recruitment Consultant. They are asked to provide examples of situations where they: planned and organized their time; communicated with influence; solved a problem; contributed to a team; and led others to achieve outcomes. This assessment can be bolstered with CBR Recruitment’s DiSC behavioral profiling service, where a candidate’s natural work style, team cohesion and behavior in the workplace can be assessed.

The bottom line is that if an outstanding candidate is lacking a hard skill, such as lack of experience in a particular computer application, this can easily be resolved with some training. However, a general manager who is lacking a soft skill such as effective leadership ability is a much bigger problem!

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Candidate

Video Interviews and Where to Start

Video Interviews and where to start

You have a video interview; what do you do?

Every interview comes with nerves and indecision, and some might not even be able to show up when the time comes. You could let your worries build until you become frantic, struggling to focus on what’s important. Or you could read these tips and tricks to ace that interview. Do you have what it takes when it comes down to you and your prep skills?

With video interviews becoming more common, it’s normal to have some questions. You might be asking, where do I start? Will they really know if I’m wearing pyjamas from the waist down? We’ll try and answer these for you today and give you some strategies to ensure you do your best.

Do Your Research

Before you even think about how fashionable you should be for your interview, you need to do some research. This is helpful even before you’ve received your gold star and been asked to come in for an interview.

Research the organisation and look into their corporate values and other relevant information such as their organisational structure, and their annual report as this will give you additional contextual information about who they are and what they do.

Read up on the role and job description, take notes on the requirements and consider how your skills and experience apply to the role. Look back at your resume and compare the two; what can you bring to the role that they’re looking for?

Write up some questions you think you could be asked and take notes on how to answer them. Try using this Practice Interview Builder and get comfortable in a conversation with yourself. Try practising those questions in a camera, record them to see if you would hire you.

Test your Technology

In the days before your interview, figure out what program or app you’re using. If you don’t know yet, it never hurts to contact the contact officer. Make sure your username is professional; the chances of Flamer123 being recruited aren’t very high.

Video calls can be done on laptops, phones, or tablets, so if you feel more comfortable with one than the other, feel free to use it; make sure your picture is clear and steady. Don’t forget to keep them charged!

Try calling a friend with your preferred device to make sure they can see and hear you clearly. There’s nothing good about a broken microphone or a cracked lens.

Pick Your Location

Before you sit down, make sure your camera can see clearly. You don’t want it to be too sunny or too dark. Make sure it’s quiet, too. Try to keep the dogs barking and cars honking to a minimum. If you don’t live alone, just let your housemates know you need the space. Remember to check your background and ensure it isn’t distracting or embarrassing. You want your potential future employer to remember you in your interview, not your fun cardboard cut-out of your favourite artist.

Dress to Impress

One of the most important aspects of an interview is your outfit choice. Though it seems superficial, it shows the interviewer that you’re taking this seriously and could jump straight into the job if they wanted you to. Being able to show you’ll blend seamlessly into their team is a big green flag.

Find something professional in your wardrobe, and make sure you’re dressed from head to toe. Not only will you feel more confident, but they also won’t have to see your panda pyjamas if you accidentally stand up.

In the Interview

The day has come. You’re 15 minutes early, waiting in your chosen location, fully charged, and looking great with your notes and pen on the side. Grab a glass of water, and take some deep breaths. Maybe do a meditation if you have time.

When it comes time for the interview, make sure you’re not reading off your notes. They’re handy if you get particularly stuck, but you want to be looking at the camera the whole time. This will help you appear to be making eye contact, and the employer will feel like you’re engaging with them. Sitting up straight and nodding along will also help them know you’re listening.

If you get a question that’s a little bit hard, don’t panic. Take a breath, and don’t be afraid to voice that you’re thinking of a good answer. Sometimes, you can even ask if they could return to it, and you can prepare while you move on.

Try not to interrupt the speaker, video interviews are often delayed, and they might not seem like they have more to say until you’re talking over each other. Take your time and give it a second longer before you start speaking.

End your interview with thanks, and make sure you close it on a positive note. Take a breath and relax. If you want to take an extra step to keep their eyes on you, try sending them an email of appreciation for the interview.

 

It’s normal to feel anxious before your video interview, but following these tips will help you to master those nerves. Practice, prepare, breathe into your confidence, and you’ll do great.