Author Archive

Supporting Working Parents in 2023

Posted on: February 7th, 2023 by admin No Comments

Being a parent is a job on its own. The fact that many in the workforce are parents means that they have to juggle being a parent and an employee. Maintaining a work-life balance can be challenging, but leaders can do their part in supporting working parents. Here are some ways you can do so.

 

Putting family-friendly policies in place

As a leader, you are responsible for having policies that promote the culture and uplift your workers. They’re just not there for legal compliance. For instance, paid leave policies such as sick leave and maternity/paternity leave should be fair and equal. Do your policies support families enough? Do they also support all kinds of families? Asking these questions is helpful to make sure that the right policies are in place.

 

Granting flexible work arrangements

We’re now well into a remote working setup, and many of us are adjusting to it. Working parents especially prefer this option as it allows them to spend time at home with their kids. So, once things go back to normal, why not let working parents continue to work from home? Providing proper support means they are less likely to become overwhelmed. Take note also that flexibility is not merely allowing them to work from home; it also means flexible hours or options for part-time work or more. 

 

Connect them to resources

Another good way of supporting the working parents in your team employees is by connecting them to resources to help with work-life balance. These could be employee assistance programs, counselling, healthcare benefits, and childcare assistance. These might be available in your organisations, but perhaps they don’t know about them. Be proactive and don’t stop at only informing them; help them to connect and remove the stigma around using them. The more they feel they can talk about getting support from these programs, the more likely you’ll create a culture where employee assistance programs can actually help. This in turn will help other employees who need help be more comfortable with seeking much-needed help, not just the working parents. 

 

Focusing on results

Your company can also adopt an outcome-based work style instead. With the new normal, being a productive worker is not measured by how many hours they’ve worked at the office but by the quality of work produced. By focusing on results instead, working parents have the freedom to do their job at their own pace while still having the time and energy to focus on their home life. 

 

Communicate openly

Of course, providing support would not be possible without open communication and transparency. Working parents face different issues, and providing them with a channel to freely voice their concerns and ask for additional support is essential. For instance, you can do regular check-ins with the working parents to see how they’re faring. Categorising your communication with them is also vital. For example, you can help them prioritise their workload by simply labelling your emails as “Not Urgent/Urgent,” or “For Monday,” so they know what to work on and what can wait.

It’s more crucial more than ever that employers try their best to support their employees, especially working parents. Regardless of what kind of support your company is doing, what matters is that they don’t feel overwhelmed, and that they can do what they must without sacrificing either their job or their family time. How does your company support the parents in your team?

 

Get in touch with the best IT recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.



4 Easy Steps for a Reference Check

Posted on: January 31st, 2023 by admin No Comments

Secure your next role using these tips from our experienced team.

Reference checks are an important step in the hiring process as they provide insight into a candidate’s past job performance, work ethic, and qualifications.  By speaking with past supervisors, managers, or colleagues, employers can gain a more comprehensive understanding of a candidate’s skills and experience, as well as their overall fit for the position and company culture. Here are some tips to ensure you pick the right people as referees and help you get that job.

 

Have A List Of References Ready

To make it easier for you during your job search, it’s good practice to have a list of people as your referees. This demonstrates to potential employers that you are prepared and organised. It shows that you have thought about your references and have taken the time to select people who can speak positively about your qualifications, skills, and work ethic.

It can also help speed up the hiring process. Many employers require reference checks as part of their hiring process, and having a list of referees ready can ensure that the process is completed in a timely manner.

Having a list of referees can help to strengthen your application. If the referees are well-respected individuals in your industry or have impressive job titles, it can make your application stand out and increase your chances of being hired.

 

Choose Your References Carefully

Choosing references carefully when looking for a new job is important because it can have a significant impact on your chances of getting hired. The people you choose as references can speak to your qualifications, skills, and work ethic, and can provide valuable insight into how you would perform in the role you are applying for.

It is important to choose references that have relevance to the position you are applying for. This can include past supervisors, managers, or colleagues who have worked with you in a similar role or industry.

Also, it’s crucial to ensure that the references you choose are willing and available to speak on your behalf. It’s important to let them know ahead of time and make sure they have updated contact information.

If you’re fresh out of university, a trusted mentor or professor can be your referee as well. Since you’re a new graduate, the hiring manager or recruiter will understand that you might not have a lot of work experience yet.

 

Prepare Your References In Advance

We cannot stress enough that your preparedness during the hiring process is crucial. However, don’t forget to prepare your referees as well. Apart from ensuring that their contact details are up-to-date, inform them that you’re going job hunting and that someone might contact them in the upcoming days for a reference check. Telling them ahead of time gives them ample time to prepare.

You can also tell them other details like who will be contacting them, the role you’ve applied for and the experience and skills the employer is looking for.

 

Don’t Forget To Say Thank You

Thanking your referees is important because it shows your appreciation for their time and effort in supporting your job application. Expressing gratitude helps to maintain good relationships with them, which can be beneficial for future job opportunities.

If you want to go above and beyond to show your gratitude, consider sending a small gift if this is within your budget. Of course, referees do not expect this, and a thank you email at a minimum will show your appreciation.

Building a reliable list of references should not be overlooked. Other people’s evaluation of you as a worker can influence the hiring decision and can help to land that job you wanted.

Are you prepared to begin job hunting after following our tips? Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.



2023 Hiring Mistakes You Should Avoid

Posted on: January 17th, 2023 by admin No Comments

Finding the right person to fit a role in your company is not an easy task. From sending out job ads, screening and interviewing applicants and making the final decision, careful thought and planning must be done to ensure that you get the best possible candidates.

Still, there are some common blunders that employers and recruiters make that end up costing the company because they hired the wrong person for the job. If you’re about to go looking for new people to join your team or is currently in the process, avoid committing these mistakes so you can find the best person for the job.

 

Unclear description of the job and the work culture

 

Having a defined list of the essential responsibilities that a future employee needs to do and the necessary skills to achieve that should be first and foremost when hiring a new person into your workforce. It would also be a big help for the candidate if they have an idea of the work environment so they could self-assess if working for your company is ideal for them.

This saves you time during the interview and you can focus on the important things like evaluating the candidate’s skills and whether they’re a good fit with the work culture. 

 

Unprepared interviewers

 

Interviews don’t take long so you only have a limited amount of time to get to know the interviewee and gauge if they are a good fit for the job. Coming in unprepared is an unprofessional move and could imply that you are not taking the candidate seriously. Furthermore, not having a clear list of questions to ask during the interview doesn’t help in finding out their suitability for the job. In the process of hiring a future employee, you can’t just “wing it.”

Make sure to study the candidate’s resume and prepare a list of questions you need to ask based on what you have gleaned from their application. Don’t risk making a bad hire because you failed to prepare in advance.

 

Hiring based on first impressions

 

First impressions may last but they are not always right. Some employers seem to forget that and get carried away by a candidate who did great during the interview but turned out to be a wrong fit for the role.

As an employer, you need to understand that not everyone can handle the stress of a job interview. If a candidate is feeling uncomfortable, try to make them feel at ease first. During the interview, you aim to get a sense of who they are and see if they’re suitable for the job. Keep in mind the responsibilities the job entails and assess if their skills are a fit for it. Avoid getting swayed by smooth talkers.

 

Hiring someone like you

 

Another hiring blunder employers commit is hiring someone like them. They would encounter a likable candidate because they got along well during the interview. Or someone who has the same way of thinking and experiences. Or merely because they would fit in. If you do this, you will end up with a workforce that act and think the same. 

Hiring diverse people in your team is imperative. Having different outlooks, experiences and personalities can bring a fresh perspective to your strategies and can even provide innovative solutions that your company might face.

 

A fixed image of the ideal candidate

 

We all have our own biases. In looking for a new hire, you might have a fixed image of the ideal candidate. The right skills and the right personality, the perfect candidate. Truth of the matter is, there’s a low chance you’ll find someone like that. Don’t let that narrow view lead you to miss out on great talent. Worse, they might end up working with a competitor.

If you find a candidate who doesn’t quite fit the role but has unique skills and an abundance of experience, don’t dismiss them right away. As mentioned earlier, hiring for diversity is beneficial. Maybe you can fit the role by adjusting the responsibilities around or perhaps they are more suited for another position. Consider training as well to fill the gaps.

By avoiding these hiring pitfalls, you’re sure to develop a productive and competitive workforce for your business. 

 

Get more tips and insights for your business’ recruitment and hiring process by starting a conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

 

Going Hybrid? 4 Tips For A Successful Hybrid Workplace Switch

Posted on: November 16th, 2021 by admin No Comments

Things are gradually going back to normal, which means companies want their employees back to the office. However, some workers are not too keen on going back to the office. Surveys and polls by Gallup, Microsoft and EY revealed that most workers prefer the flexibility of a remote work setup or a hybrid work week where some days are spent in the in office and some at work. 

This preference has forced companies to look at adopting a hybrid model instead. Hybrid is simply a flexible approach to work that allows employees to choose where they want to do their job. It empowers them to build their work around their lives instead of the other way around. 

But it’s not a flawless solution. There are hurdles for businesses to navigate. We have a few tips straight from hybrid model pros that may help your organisation effectively adapt to a hybrid workplace and hopefully increase employee morale, productivity and retention. 

Know what your team needs

Adopting a new work setting is a significant change, one that should have your employees’ support. Rolling out the plan of switching to a hybrid model without any employee input is a big mistake. 

One of the best ways to make sure that you’re not missing anything and that things will be up to par is to ask your employees. Survey your team to understand their preferences and concerns. That way, you’ll discover who wants to return to the office and who wants to retain the WFH setup. You’ll also get to address problems that might arise from a hybrid format and resolve any current issues your team is facing right now with remote work.

Train your managers

Managing a team is already a challenge in itself. Doing it while some or all members are working remotely is another hurdle entirely, one that requires a different set of skills and tools. 

You cannot assume that your managers and supervisors can just learn along the way when in a hybrid workplace setting. 

One Harvard business review survey reveals that 40% of leaders have low confidence in their ability to manage a remote team. Meanwhile, 41% of those surveyed admit that they struggle to keep their remote workers motivated.

To address that, organisations should provide the necessary training on the workings of a hybrid model and how managers can do their job effectively in that environment. This can include seminars on best practices and providing resources and tools they can use. You can even conduct collab meetings where managers can discuss the challenges or successes they had.

Provide employees with resources

Of course, employees need support, too, especially those who want to set up a workspace in their homes. 

The hybrid model is not just about whether or not an employee works in an office. It’s about creating the whole employee experience; helping them set up functional workspaces to show that you support them in choosing where they want to work. 

It’s also about equipping your employee with the things they need to do their work and succeed whilst at the same time giving them the flexibility and independence they crave. 

Patience

Like any new routine or process, it will take time for people to acclimate to a hybrid model. It won’t be a seamless transition, and problems will pop up. So, patience is critical.

Your team might struggle with hosting productive meetings when everyone is remote and it can potentially be hard to foster meaningful relationships when you can’t physically get together. 

These are challenges, not impossibilities but it’s something to keep in mind when mapping out your company’s switch to a hybrid workplace.

With the switch to hybrid workplaces,  we’re all forced to rethink how we view work as being constricted to a single physical location (i.e the office). The ideal work environment can differ from person to person. 

Productivity is not limited to being in a cubicle or sitting at a desk for eight hours a day, unleash the hybrid office and see how much happier and more productive your team can be! 

What’s the biggest challenge so far in your hybrid workplace? We’d love to hear from you. Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

How to Manage An Exit Interview

Posted on: November 9th, 2021 by admin No Comments

It’s normal for employees to leave a job and a company. Some of the most common reasons include the company’s work culture, changes in the management, workload, rewards and location. 

It could also be due to factors not entirely related to the company like the employee wants to choose another career path, or they’re relocating. Sometimes it can be a combination of those mentioned. 

Whatever the reason is, most companies conduct an exit interview to gain some insight from the resigning employee on what’s doing well and what needs to be improved. In fact, a study shows that 63% of employers found exit interviews to be useful to both professionals and the organisation itself. 

Now, when managing an exit interview, there are a few things to ask and remember to gain valuable insight from the employee and ensure a positive closure. 

Before scheduling the face-to-face interview, it’s a good idea to let the employee answer a survey beforehand. That way, both the employee and employers will know what questions and answers to expect during the interview proper. 

This also allows the employee to actually think about what they would like to say. Plus, written surveys can be more comfortable for employees, especially if they still hesitate to share negative feedback. 

As obvious as this one is, it’s a reminder to keep it professional and proper when conducting an exit interview. Ask the employee common questions like why they are deciding to quit; their relationship with their team, the management, and the company itself; if they feel that their roles matched the job description they applied for or were promoted for. 

As simple as these questions are, it helps set the exit interview’s tone and keeps you as an interviewer from feeling biased. 

Remember that the purpose of the exit interview is to know the company’s strengths and weaknesses. 

Don’t be afraid to hear any negative feedback that the employee may have towards their team, superiors, management, or company. Instead, take note of these so that you can further assist with the management of what you can do to address those points of improvement. 

It’s easy to make assumptions and get lost in your own translation of what the employee shares. Hence, it’s necessary to listen actively to really understand what they’re saying. This will show the employee that you value what they’re saying and that the organisation itself cares. 

Some employees may share office gossip or slander their colleagues and state it as a reason for their resignation. When that happens, it’s best to let the employee know that while you are listening to them, you do not have an opinion and will not engage. Remember, this will only add fuel to the fire. 

Like we mentioned earlier, it’s best not to give any opinions. Keep in mind that this exit interview is meant for the employee and for them to feel comfortable and open. 

Though they will eventually be no longer part of the company, it’s ideal not to burn bridges, especially if they’re not a bad employee. Instead, encourage them to stay in touch. You’ll never know when they might actually be interested in returning to the company (if allowed) or potential collaborations that can also benefit the organisation.

Conclusion

An employee resignation is a bittersweet ending, and an exit interview will help determine and achieve a proper closure. So keep these tips in mind when conducting an interview with a leaving employee. 

Got any questions or additional tips for conducting exit interviews? Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

The 2021 Work Dress Code

Posted on: November 9th, 2021 by admin No Comments

Most likely, you haven’t touched your work wardrobe for a year or more. And why would you when the world has spent over a year staying home? 

But with offices opening back up, you might have to dust off that old work suit again. So are you ready to put on slacks and suits after a year of dressing up in pyjamas and comfy shirts? 

How People Dress For Work (At Home)

LinkedIn put out a poll asking their users what’s their current workwear style. Did they opt for comfort casual, smart casual, or full-on business attire (and makeup)? Responses were varied, of course. But for the majority of WFH workers, comfort is the way to go, unsurprisingly.

People shared their usual workwear: casual shirts and comfy shorts or pants are the top choices. Provided, of course, that there are no meetings for the day. But in case there are, a smart top or blazer is the usual solution to appear professional. But still, anything goes for the lower half since it’s well away from the webcam lens.

However, some responses deviate from the majority. For example, 27% of the poll votes went to the smart-casual option. They still dress up a bit despite working from home. Some people believe that what you wear while working is still part of the job, even if you’re doing it remotely. 

According to one user, what you wear at work influences your behaviour. And wearing your work attire is what gets you into “work mode.” Dressing up for a WFH setting gives a sense of normalcy and can help you be productive as if you’re still at the office. Compare that to when you’re wearing a comfy tee and pants, which can only make you feel like you’d relax and chill instead.

The Workleisure Trend

Workers preferring comfort over style when it comes to their WFH attire has led to a new descriptor: workleisure. Workleisure clothes refer to the comfy, stretchy clothes that are also s

tylish enough to wear as work attire. 

Usually, clothing meant for activewear, like yoga pants and joggers, fall under workleisure. The versatility of these kinds of apparel slowly made its way into the category of office wear, largely thanks to remote working. People are so used to wearing them while working from home now. This is likely why some companies are loosening up their dress code policies.

The athleisure/workleisure trend also led to the popular exercise dress. It’s an all-in-one outfit meant for activity but is now more acceptable to wear every day. It’s like an unspoken rule that the dress is for everyday wear rather than workout gear. And its popularity even prompted well-known brands such as Nike to join the bandwagon and make their exercise dresses for workleisure.

Dressing Up For Work In 2021

Changed by the pandemic, many employees are still pretty reluctant to go back to the office. This may prompt managers and supervisors to make compromises, like offering a hybrid work setting or allowing a more relaxed dress code in the office. 

If your boss is calling you back to the office and you’re wondering what to wear, you can count on the growing workleisure trend to be the reason why you’re wearing sweatpants. But before you ditch entirely the business attire cooped up in your wardrobe, you might want to check with your manager about the dress policy.

If you have no choice but to go back to wearing button-up shirts and slacks, maybe you can negotiate for casual weekdays where you can sport your comfy joggers or exercise dress.

Ready to go back to the office sporting your new workleisure clothes? Or maybe you’re ready to venture back into the workforce again? If so, let us help you out! Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

How to Beat Procrastination

Posted on: October 21st, 2021 by admin No Comments

You know it’s not fair to be called “lazy” for putting off tasks, such as re-organising your closet.

According to Dr Tim Pychyl, professor of psychology at Carleton University in Ottawa, procrastination isn’t a character flaw or an affliction to your time management ability. It is actually a coping mechanism with negative emotions brought by specific tasks. These emotions include anxiety, frustration, resentment, insecurity, boredom, and self-doubt. 

Therefore, procrastination is a problem with emotion regulation rather than time management. 

So, how should we deal with it? We collected some practical tips from experts.

Create a List

Creating a to-do list will help clear your headspace and give you more direction. Write down everything you want to accomplish and set a deadline for each task. Calculate the time it needs to complete each task and add at least 50% of that number. You can avoid getting frustrated not being able to finish on time by doing this.

Break Down Your Goals into Smaller Tasks

When faced with an enormous goal, we tend to become intimidated, hopeless, and even scared. Sometimes we deal with these emotions by postponing the work—which only adds to our frustration. 

The best way to tackle something big is to break it down into smaller pieces and tackle them one at a time. As you accomplish each task, you become more confident. Before you know it, you’ve completed your task and can move onto the next one!  

Recognise Procrastination Before It Begins

Watch out for thoughts of procrastination. While working, thoughts like “I can do this later” or “I’m not in the mood to do this” can slowly creep into your mind. 

Shut down the temptation right away. Force yourself to focus on what you’re currently doing. Most often, tasks are surprisingly easier to complete than you thought. Meditation could help! 

Eliminate Potential Distractions

It’s challenging to get certain things done when your attention is constantly drawn by the television, social media, etc. 

Find a place where you work in peace. Designate a specific time for checking your phone or talking to a coworker. You might be surprised by your speed when you direct all your attention to the task at hand. 

Check out these tips on how to improve your focus.

Don’t Forget to Reward Yourself

“It is natural for humans to seek rewards. The more we feel rewarded, the more we strive. But of course, you have to equate the reward with the task. Avoid over-indulging in anything.”, says Alister Clare, director of employee development at Credit Capital.

Once you’ve completed a task, allow yourself to indulge in something enjoyable. It can be a tasty snack, an episode of your favourite TV show, or just browsing on social media.

Mastering how to beat procrastination can do wonders not only to your professional career but to your personal life as well. 

Find more ways on how to improve focus and increase productivity at Redwolf + Rosch. We also offer recruitment and HR consulting services to large enterprises, start-ups, and agencies. Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

 

Author: Jett Hayes

How Insufficient Sleep Can Affect Your Leadership

Posted on: August 24th, 2021 by admin No Comments

Research shows that lack of sleep can significantly affect our mental abilities. We lose focus. 

Lack of sleep hampers logical reasoning and complex thought and impairs our judgment. These skills are all crucial for a leader to effectively manage the organisation. So if you, as a leader, are not getting enough sleep, the whole organisation can be affected as well.

How It Affects Leadership

The last part of our brain to evolve is the neocortex; it’s responsible for motor functions, sensory perception, and language. The front part of it is called the prefrontal cortex which controls cognitive functions such as problem-solving, organising, reasoning, inhibition and planning. 

Neuroscientists have determined that the prefrontal cortex cannot function well with little sleep compared to the other brain areas that can still cope with little sleep.

According to a McKinsey study, there are four leadership behaviours connected to the higher-order cognitive functions that quality executives exhibit: 

  1. being results-oriented, 
  2. effective problem-solving, 
  3. seeking out different perspectives, 
  4. and supporting others. 

Not getting enough sleep can affect these skills and behaviours, leading to poor leadership.

Results Orientation

A result-oriented leader keeps their sights on the organisation’s goals and avoids distractions while seeing the bigger picture. Lack of sleep affects this since it impairs attention and concentration. 

According to research, 17 to 19 hours of wakefulness affects individual performance and is akin to a person with a blood-alcohol level of 0.05%, which is already the legal drinking limit in many countries. 20 hours of wakefulness is equivalent to someone with a blood-alcohol level of 0.1 percent.

Problem Solving Ability

Sleep also improves cognitive functions that help us solve problems, such as insight, pattern recognition, and creativity. In one study, participants who enjoyed a good night’s sleep were twice as likely to discover new insights. 

Similarly, taking a nap also helps with creative problem-solving. Research has established that creative thinking likely happens during dream sleep.

Seeking And Weighing Different Perspectives

Sleep also has quite the impact on the learning process: encoding new information, forming new connections, and retrieving information from memory. 

These processes are critical to seeking different perspectives, especially for leaders who need to weigh the significance of other inputs, avoid tunnel vision, and reduce cognitive bias. Getting enough sleep will help improve decision-making in such situations. Even science supports the advice that you should sleep on it when making an important decision.

Supporting Others

Being a good support for others requires interpreting non-verbal cues such as facial expressions and their tone of voice to determine their emotions. Being sleep-deprived makes you more likely to misinterpret these cues and overreact to emotional events. Your mood is more likely to be negative and cause you to be less trusting of other people. And having a cranky boss also makes employees less engaged with their work.

What Can Organisations Do?

So what can organisations do to improve sleep quality for the members, especially the leaders, for better efficiency at work? McKinsey has two recommendations.

It’s time for organisations to place importance on the well-being of their employees and the management to counter the lost productivity and health conditions caused by insufficient sleep. Tell us how your company looks out for its members’ physical and mental wellbeing by starting a conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

How To Explain Employment Gaps In Your Resume

Posted on: August 23rd, 2021 by admin No Comments

If you’re worried about the gap in your resume, don’t worry because you’re not alone. 

The pandemic has caused an upheaval and instability in employment so having a gap in your CV is not rare. However, an employer may still end up asking you about it. To help you effectively deal with any gaps, here’s a short guide.

Be prepared to talk about it.

If you’re secretly hoping that the hiring manager won’t notice the employment gap in your resume, we’re sorry to tell you, but they will. They will most likely bring it up and expect an explanation. So take the time beforehand to think of an answer that will put it into a positive light. 

For instance, you might have to take a career break because of an illness. And while it’s understandable that you don’t want to divulge all the details about it, the recruiter would still like to know. So what you can do is give a brief explanation and focus more on putting forth a message that you’re ready for work. Even though you took some time off, you are now set to get back into the workforce.

Be honest and upfront.

When explaining your employment gap, it’s better that you’re honest and upfront about it rather than lying to make yourself look good. Again, gaps in employment are not uncommon, and hiring managers know this. You probably won’t lose out on the job if you give an honest explanation. But you will definitely lose out if you lie in your resume. Honesty is always the best policy. 

So if you were let go, for example, explain that your previous company had budget cuts or had to downsize. Or if you left your job, tell the truth without talking badly about your previous employer. You can then turn it into a positive note by sharing what you learned at your last job or that you enjoyed your time there.

Fill the gap

Instead of sharing all the details of the gap in your employment, you can mention how you spent your time productively. For example, include in your resume any volunteer or community work you’ve done, or upskilling in your field via classes or skills training you’ve participated in. Perhaps you did freelance work on the side?

If you’ve done some travelling before applying for the job, you can also turn it into a talking point during the interview. Your experience can be a demonstration of independence and personal development. You can also use it as a new perspective that you can potentially apply to the role. It’s okay if what you did during your time off is not career-related as long as you did something productive. It shows instead that you did not just sit around doing nothing. 

Be positive

Finally, remain optimistic. Having an employment gap in your resume isn’t an automatic deal-breaker. There are still employers who would understand. If you got as far as the interview, then that means that they found something in your resume that interested them. So stay upbeat and highlight your accomplishments instead. You can also practice your answers when asked about the gap. That way, you’re more comfortable and confident.

An interviewer asking about the gaps in your resume is likely more interested in how you spent your time away from work, whether it was productive or not. It says more about your character and how you deal with difficult situations. So showing them how you dealt with it may help you secure the role instead of outright ruling you out.

Now that you know how to explain your resume gaps, time to get hired! Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

Open-Plan Office Noise Can Stress Employees Out

Posted on: August 9th, 2021 by admin No Comments

If you work in an open-plan office and find yourself stressed out by all the noise, you’re not alone. Even before the pandemic, complaints from employees abound regarding this issue.

A study conducted by Dr Libby Sanders from Bond University looks into this very issue. She and her team conducted an experiment to investigate how open-plan office noise impacted employees.

 In an interview on ABC Radio Perth, Dr Sanders mentioned that she worked in the industry before being an academic. Part of her previous work was discussing with people what was wrong with their workplace. She was also involved with designing offices and their effects on people. And she found that there wasn’t a lot of research that shows the causal relationship between stress and office noise.

How The Experiment Was Conducted

Open-plan office noise is stressful: multimodal stress detection in a simulated work environment involved 43 volunteers in a simulated office setting environment. Dr Sanders and her team recorded noises typical in an office environment — ringing phones, printing paper, people talking, and keyboard typing noises. 

The team then asked the volunteers to complete a proofreading task under these noise conditions. Meanwhile, the research team would then observe them working. They used sensors to track the participants’ heart rate and sweat response — both reliable stress indicators. 

The team also used AI software to read their emotional responses and track any mood changes while doing the exercise. They also made the participants self-report their feelings through a mood scale.

The team found that even a short, eight-minute exposure to open-office noises affected the stress levels and mood of the “employees.” In addition, they found that the sweat response of the participants increased by 34%.

“It doesn’t mean someone’s dripping buckets of sweat at their desk, but it’s a really strong indicator that you’re experiencing stress,” Dr Sanders said.

They also found a 25% increase in negative moods. This was based on the self-report that the participants filled out. Dr Sanders said this was a significant finding that could lead to “lots of potentially negative outcomes.” 

Interestingly, the AI they used for facial recognition did not pick up these mood shifts. This prompted Dr Sanders to believe that the people were actually suppressing their emotions in their faces. “We can’t assume by walking around the office and thinking that everyone looks fine that they’re actually okay.”

The researchers didn’t see an immediate effect on the participants’ work performance. However, it is safe to assume that long-term exposure to office noises can cumulatively affect an employee’s well-being and productivity. 

What Can Be Done?

Dr Sanders says employers can address this through acoustic treatment or sound masking technology, like ambient music designed to make people talking less intrusive. Walls and putting up partitions can also help. 

She also suggested noise-cancelling headphones. However, this could make people unapproachable as collaboration is an integral part of a day-to-day work environment. But some people don’t have a choice.

The pandemic and how it changed how we work definitely altered people’s outlook. Having a healthy work environment is now a priority more than ever. 

Surveys show that up to 70% of employees will find new jobs if flexibility is not an option in their current workplace. And while open-plan offices might be the norm for many offices for a long while, the study at least brings to light the issues employees face that could be harmful to them in the long run.

Do you work in an environment conducive to productivity? We’d love to hear about it! Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.