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.

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. 

• Let the Employee Answer a Written Survey

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. 

• Ask the Basics

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. 

• Don’t Be Afraid to Ask and Hear the Negatives.

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. 

• Listen Clearly

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. 

• Don’t Address Workplace Gossip.

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. 

• Don’t Give Opinions. 

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. 

• Encourage Them to Stay in Touch

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.

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.

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

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.

• Developing training programs to raise awareness and create behavioural change, such as blended learning programs on the importance of sleep.
• Reworking company policies to encourage a good night’s sleep. Some examples are blackout times on email, setting limits on work time hours, mandatory vacations, and napping rooms, to name a few.

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.

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.

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.

Despite the push for inclusivity in the workplace, it is still an uphill battle for indigenous groups. The Jumbunna Institute for Indigenous Research and Education at the University of Technology Sydney and Diversity Council Australia conducted a large-scale survey of the experience of Aboriginal and Torres Strait Islander people. They revealed their findings in a report titled Gari Yala, which means “speak the truth.”

Issues That Indigenous People Face

The report revealed that a large majority of the respondents (78%) feel that sharing their indigenous background was important. However, because of racism and prejudice in their workplace, many did not feel comfortable talking about their culture.

Additionally, indigenous people also carry the burden of “cultural weight” by being in an organisation comprised of primarily non-indigenous people. The researchers even coined the terms identity strain and cultural load to refer to these issues. 

Identity strain refers to the “strain employees feel when they themselves, or others, view their identity as not meeting the norms or expectations of the dominant culture in the workplace.” As a result, they find that they have to work twice as hard to prove their worth. Some also report that they were asked to do something that compromises their cultural identity. 

On the other hand, the cultural load is the extra burden carried by Aboriginal and/or Torres Strait Islander staff in workplaces with few or no other indigenous people. This comes in the form of extra work demands and the expectation to educate their non-indigenous colleagues.

How Can Employers Help?

Organisations may say that they want to create a workplace that treats Indigenous people equally. But only a quarter of the participants reported that they work in a place committed to that change.

So what can employers do to create an inclusive workplace for Aboriginals and/or Torres Strait Islander people? Gari Yala offers a few pointers. 

• Asking Aboriginal and/or Torres Islander staff about their experience at work
• Any work related to Aboriginal and/or Torres Strait Islander people should be led and informed by indigenous people. This includes engaging with indigenous people both inside and outside the organisation
• Developing organisational principles to make it clear how Indigenous community engagement and employment should work in practice
• Focusing on the organisation’s readiness to employ indigenous people instead of getting them to be “work-ready.”
• Acknowledging identity strain and educating non-indigenous people on interacting with their indigenous colleagues to minimise or prevent it 
• Recognising that cultural load exists and working on reducing it
• Addressing workplace racism and acting on it. This can include having formal racism complaint mechanisms and training managers on handling those complaints.
• Supporting and building better careers for Aboriginal and Torres Strait Islander people through career and leadership development
• Looking into high-impact initiatives that promote the well-being of indigenous employees. Initiatives include mentoring and support, anti-discrimination training, and celebrating Aboriginal and Torres Strait Island days and weeks of significance.

Is your organisation a culturally safe place for indigenous staff? 

If you’d like to know how your company can uphold Aboriginal and/or Torres Strait Islander inclusivity 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.

Diversity in the workplace has been a long-standing issue, but some organisations are making changes for the better, albeit slowly. In Australia, the government has a statutory agency called the Workplace Gender Equality Agency established to improve gender equality in the workplace. The agency released a fact sheet earlier this year containing gender workplace statistics. Data shows that while 47.2% of all employees are women, that same dataset also reports that the gender pay gap still exists, with women getting paid 13.4% less than men based on average weekly earnings.

The agency’s 2019-20 dataset results also show that women hold less than half of management and directorial positions across industries. There are still boards and governing bodies that have no female directors at all.

There’s still a long way to go to rid the workplace of gender biases. If your company sincerely wants to promote gender inclusivity in the workplace, one of the things you as a leader should do is take a step back and see how your company supports women in the workplace.

Number Of Women In The Company

This factor is more notably considered in organisations with a reasonably large workforce, one with hundreds of employees, to get a fair picture of them as a whole. After all, small teams do not necessarily indicate a company’s commitment to diversity. Digging deeper into it is to consider what kind of roles do the women have? For example, if you have a tech company, do the women hold tech-related positions or have administrative or support functions?

Gender Split Of The Leadership Team

Also, consider the gender split of your company’s leadership team or board of directors. Is it mostly comprised of men? Or is it an equal number of both men and women? Does your company give women equal opportunities when it comes to advancing their careers to a leadership position or climbing up the corporate ladder? If not, it’s time to start being more inclusive and giving the women in your workplace the same chances. Diversity in management can say a lot about the company’s current culture.

Instilling A Culture Of Inclusivity

As mentioned above, diversity in the workplace says a lot about the company’s culture. So how does your company establish a culture that advocates for women? This can include flexible working arrangements for mothers returning from maternity leave, mentoring and networking opportunities for women, and career planning that empowers women. On a day-to-day basis, this can also include letting women be heard, intolerance to sexism, treating women equally as professionals and acknowledging their successes.

Commitment To Diversity

Being gender-inclusive requires commitment. Touting your company as being supportive of women would mean nothing if the steps the management takes are merely performative or only following it for show. Efforts like compulsory diversity training for managers are a good step toward relearning biases and making the workplace a better environment for women and everyone. When employees see a conscious effort from the executive team to make the workplace a good atmosphere, it makes them more trustworthy leaders.

Does your company empower women? If it doesn’t then let us help you with your hiring strategy and if it already does then share your stories or views about how your organisation upholds gender diversity 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.

An internship is a great learning opportunity for a student to learn not only the industry skills needed for the career path you’re taking but also crucial soft skills that will give you an advantage over other fresh graduates who have no prior experience.

Gain Work Experience to Build Up Your Resume

An internship is a prime opportunity to learn skills not only related to your major but also invaluable workplace skills. You learn various skills that could help you in your future career that is aligned with what you are studying in college. But in case you do end up in a different career path than intended, then the workplace skills you have acquired through an internship still puts you at an advantage from an employers point of view. 

Your resume is proof of the knowledge you’ve gained. Listing down your internships as work experience strengthens it. It makes you attractive to future employers and shows your edge amongst the other applicants.

Inside Look at the Industry and Networking Opportunity

Being an intern gives you an introductory look at the industry you’re planning to get into. You get to see the inner workings and a taste of the work environment. No more culture shocks. You will spend less time adjusting and more time to get right into the work itself.

You’ll get to meet industry professionals and other important people in the career you’re planning to take. Networking is not an easy feat especially for a beginner but as an intern, you can start your first steps in building your network.

Possible Job Offer

With all the knowledge and experience you’ve gained while being an intern for a company, you are more likely to be offered a job at the same company once you graduate. 

It benefits both you and the company since you don’t have to spend too much time looking for a job and you can easily assimilate yourself. It also saves the company you’ll be working for time and resources they would have otherwise spent looking for new hires and training them.

A Win-win Situation

An internship is not only a one-sided deal. Yes, you gain a great deal as an intern, but you can bring a lot as well to the company.

As an intern, you bring a fresh new perspective. Since you are basically an outsider looking in,  your outside perspective could prove to be helpful. You can inspire new ideas to implement existing strategies and plans. As a student, you might have learned about recent developments relating to the company you’re an intern at that you can then share with your workplace mentors.

You also help increase productivity for the company. As an intern, you will be likely assigned to smaller tasks, lightening the workload of employees so they can do more important tasks. Not only does the company get to do more in a workday, but you also get to learn the basics at work and eventually master them. And once you venture out and get a job yourself, possibly at the same company or somewhere similar, you become an efficient worker right away.

And being an intern, it is likely that you’ll be mentored by an employee on what to do. You get to witness firsthand what kind of work you could be doing in the future from seasoned workers themselves. Additionally, your presence as an intern is an opportunity for these employees to be mentors and possibly inspire them to be better at their jobs and foster in them leadership skills that could help them move to the top.

Internship programs have numerous benefits for both students and companies alike. It prepares students for their future after they graduate, arming them with a set of skills that are invaluable for their career. Companies, in turn, benefit from the talented energy of the youth by helping them train to be a more capable all-around career person.

Need more advice on your internship goals? 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.