Being paid what you’re worth contributes to job satisfaction. However, workers struggle to negotiate a pay raise because of fear or self-doubt. Or because they approach their boss or manager the wrong way. A big mistake employees make when discussing a salary raise is not proving how their current pay does not match up to the value they bring to the company. If you struggle with bringing this up with your boss, here are some tips to help you out.

Know Your Worth

Do your homework first on how much you should be paid for your role. You can research salary trends and average market rates to compare them to your existing pay. You can also ask for guidance from recruitment consultants or industry people. Or look at similar jobs online for more information. Additionally, there are salary calculators online that you can use. Doing research can give you an idea of how much of a raise you deserve.

Build Your Case

In negotiating a pay rise, you must build a strong case of your value to the company. You have to position yourself as a valuable high performer that’s hard to replace. You can do this by highlighting your achievements and how these have benefited the company. If you’ve done any upskilling through completing training or requirements, you can point that out too. It’s also important to let your boss if you’ve brought a stellar performance every time. Keep a record of when you’ve gone beyond your KPIs as proof that you deserve a pay raise. Especially in these times, you can also include how you have adapted to a new way of working due to the pandemic.

Arrange For A Meeting

It would be best if you approached your boss the right way to ask for a pay raise. If possible, ask if you could have a face-to-face meeting with them. Just make sure that it’s safe to do so. If not, you and your boss can have a private video conference call. The important thing is that you can make eye contact. You’ll need it to establish a rapport with them and have open communication regarding the pay raise.

Practise Your Pitch

After building up your case on why you deserve a raise, you’ll want to practise how you present the discussion to your supervisor. A lot of workers might not find it an easy conversation. This is why preparing beforehand is critical. And that includes practising your pitch. Rehearse it with someone you trust. Ask them for feedback if it’s presenting you in the best possible light. You can also use the practice session to consider possible questions or objections your boss might raise and how you can respond to them professionally. 

Have A Backup Plan

Despite the preparations you might have made, there’s still a chance that your boss would say no. For instance, the boss would consider the current pandemic’s financial impact on the company and couldn’t afford to give a pay rise. In that case, you should understand the situation of a changing economic climate. If they can’t give you a raise at the moment, you can instead negotiate an alternative. Other options can be in regards to improving your performance, like internal training. Or additional benefits like more time off or a flexible work schedule.

Preparation and confidence are essential when asking for a pay raise. Be assertive but not aggressive, and don’t pressure your boss for an answer. Whether or not you get that raise or not, remain professional. However, if you feel like finding a new employer is a better option, get in touch with the best digital recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

Contract workers are a valuable solution for unprecedented changes that happen within your company or outside of it when you’re trying to cater to the ever-shifting demands of the market. Whether it be for a new project you want to take on or a key member of your team has gone on leave, a contract worker can fill in those needs.

So if you’re contemplating hiring a contract worker, here are some reasons why you should do so.

Shorter hiring process

Contract workers offer quick solutions based on your company’s needs. Due to the temporary nature of their work, they can start at short notice. You can onboard them right away without waiting for them to give notice to their current employer. This is important given the rapid pace of change we experience in the business world because of the pandemic.

Plus, you won’t need to spend money on their training or time to orient themselves to the work environment. 

Highly skilled workers

Businesses hire contract workers for their specialised skill sets that may be ideal for working on niche projects. Because they’ve worked for many employers, they may also have picked up other transferable skills that they can apply to the project you hire them for. Either way, having a highly specialised worker in your team can help to drive your business forward. 

Flexibility

The need to change the headcounts to adjust to the needs of a business is not uncommon. But because of the pandemic that resulted in an overhaul of processes and strategies to cater to the new business climate, flexibility is crucial.

In a highly uncertain market, contract workers provide that flexibility so that businesses can respond to varying market demands as they happen. Plus, you don’t have to worry about permanently committing a new employee.

 They also adjust well because they’re used to working with different personalities and locations at various times. 

Trial period for a new employee or position

Hiring a new employee requires an investment in time and money. But hiring a contract worker allows you to assess how the temp would fit within your company’s work culture and environment. During their contract period, you can determine if the worker is a good fit for the job. 

You might also have a project that would need specialised skills. Hiring a contract worker will allow you to evaluate if a new permanent position will be required in the future. If so, you can absorb the temp worker you hired for your company or have them as a basis for the skill requirements should you prefer to hire someone else. 

Reduced labour cost

As mentioned earlier, hiring a worker on a contract basis will save you time and money. Because they are a temporary solution, contract workers don’t require an annual salary. This leaves a positive impact on your company’s bottom line.

You only pay them for the hours that they worked. Or if it’s a per-project basis, then they get paid based on their productivity and outcomes rather than a set of hours per week. 

No need for performance rewards, vacation and sick leaves, or company bonuses, unless you are a generous employer. But usually, contract workers only expect to be paid for the work they’ve done.

In the demanding world of business, a contract worker might be the perfect solution for your company’s needs. So if you’re looking for one, get in touch with one of the best recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

If you’re a fresh graduate or switching careers, it can be tough to find a job that requires little to no experience. It’s a paradox at this point: you can’t get a job without experience, but you can’t get experience without a job. But it’s not entirely true. Here are some useful tips to get a job even when you have no experience.

Apply For Internships

One good way to learn new skills for a job is to apply for internships. Internships give you an inside look at the industry you’re planning to get into. Additionally, it helps you develop vital skills and experience. It can even lead to getting a job offer from the company. Plus, they provide excellent networking opportunities. You can also do volunteer work for additional experience. Volunteer work can also help build up soft skills that are also crucial qualities recruiters look for.

Educate and Upskill

A lot of prestigious universities actually offer free courses online. Add to that a good number of online education websites that also provide free online courses with certificates. Educating yourself is so much easier now. If you have time and want to upskill, consider taking advantage of these courses. Not only will you learn something new that could help you land a job, but it’ll also look great on your CV.

Attend Career Fairs or Expos

Career fairs and expos present ample opportunities for job seekers in their process of looking for work. HR teams of various companies gather to provide information about their company and recruit possible candidates. Here, you can learn about different industries and learn about the process you’ll go through should you apply with them. You’ll also meet potential employers and possibly build up your network.

Career expos also have talks, with recruiters and HR people sharing information about the job search process that would be valuable for job seekers. If there’s a career fair near where you are, make sure to attend it.

Networking

Networking has been mentioned earlier, but how will it help you? Networking can help you get a foot in the door of the industry you want to get into. Internships and career expos present opportunities to network, but you can also do it virtually. 

If you have a LinkedIn profile, make sure you’ve updated it for a professional look. Then take the time to connect with previous employers or alumni. You can also reconnect with the people you’ve met through any career expos you’ve attended. By doing this, you’re building an online presence whilst making connections.

Focus on the skills you have 

Having no experience for the job you want doesn’t necessarily mean you don’t have skills. D some self-assessment to see if the skills and experience you do have can translate well into the job you’re applying for. If you’re a fresh graduate, think back on any campus events you may have joined or organised.

Most likely, you’ve acquired crucial soft skills that HR people and recruiters also consider when looking for a new hire. These include interpersonal skills, organisational skills, and communication skills. Make sure to highlight these on your CV. 

Stepping into the world of careers can be intimidating, especially if you’re just starting out. But as long as you have the initiative and willingness to learn, things will work out. You might not find the perfect job for you right away but always consider every mistake as a learning experience. 

Ready to explore a new career path? Get in touch with one of the best recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

If you’re an employer delivering difficult news…

Problems always arise in the workplace, and hard decisions have to be made. As a manager or supervisor, it is your responsibility sometimes to deliver difficult news to your employees. Out of instinct, you might default to softening the blow by using small talk or sugarcoating the news. But doing so might lead to false hopes or confusion. Instead, we have listed some steps on how to deliver bad news compassionately.

Research and prepare

Before breaking the news to your team, it’s crucial to gather the facts and context to prepare yourself. Get the basics first. If, for example, the company decides to lay off some employees from your team. As their leader, you’ll want to know the reason for this decision and who made it. Expect your team to ask you a lot of questions about it, so writing down a list of potential questions they might ask can help too. Coming into the conversation prepared shows that you care for them.

Be honest and direct

When delivering the news, it’s about the delivery. Make sure to say it directly and to the point. Try to avoid beating around the bush or using small talk as a buffer. Not only are you wasting time, but it also doesn’t help in making them not feel uneasy. Additionally, when sharing difficult news, use simple language and avoid using business jargon. This is also when you would provide the context or the basis of the decision. You can share your emotions and be sympathetic to your workers during this time, but as the bridge between your workers and the higher powers, you still need to be neutral and still support the decision even if you disagree with it.

Allow them time and space to respond

Delivering bad news can hit hard emotionally, so allow your employees time to process the information. You can ask them if they have any questions or have them ask you later when they’re ready. At this time, you offer empathy to your employees and listen to their concerns and questions or if they want to vent. 

Follow up with the next steps

This is your opportunity to lay out the following steps, and what you and your team can do in light of this news, whether it’s improving what you and your team have already done or motivating them to keep working harder despite the situation. As a leader, it is your job to offer guidance and advice to your workers, especially when they feel lost or miserable.

If you’re an employee delivering difficult news…

It’s only normal to feel scared when you have to break unfavourable news to your boss, whether telling them about a mistake you made or if you’re planning to quit. Here are a few things you can do:

Prepare yourself emotionally

Take the time to calm your nerves so you can think about what you want to say. So when you disclose the news, you’ll be able to do so calmly and clearly and demonstrate your professionalism. 

Tell only your boss

If you want to tell your boss that you want to quit, for example, establish the context for the conversation. Don’t mention it casually or in passing to them and instead talk to them one-on-one. 

Provide all information

If you’re telling your boss you’re quitting, then be honest and share the reasons why. If you’ve made a mistake while doing your job, don’t omit any details. Your superior would need all the information to determine how to handle the situation. Plus, honesty and admitting your mistake will make them appreciate you. Also, be objective and stick to explaining the case and the reasons or causes. 

Offer solutions

If necessary, think of and offer possible solutions to the problem. Discuss with your boss the steps you’ve taken to minimise any damage or any ideas you might have to solve the problem.

Things won’t always work out our way. Still, as long as we continue to be honest and upfront and maintain a degree of professionalism and empathy when dealing with unfavourable situations, you can avoid damaging your work relationships.

Did you have to go through a similar situation? Tell us how you did it by getting in touch with one of the best digital recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

Everyone has experienced a bad job interview. Of course, there could be a lot of reasons why an interview fell through. Not enough preparation, perhaps, or you got a bad case of the interview jitters. On the other hand, maybe it was something out of your control. Nevertheless, it’s not the end of the world if you had a less-than-stellar outcome. To help you out, we’ve listed down some tips to help you bounce back and try again.

• Take A Breather

You might feel down and disappointed after a bad job interview. It’s normal to feel that way, and it’s better to let yourself feel it for a while rather than repressing it. However, don’t let it spiral into negativity. We can be our own worst critics. What you can do instead is to try and reframe your mindset by acknowledging your efforts instead of the result. The disappointment you feel is because you went for a job that you wanted. It may not have gone well, but you can at least give yourself credit for trying. If you’re the type to write out your feelings, journal your thoughts and experience during the interview. You can list down the mistakes you feel you made and reflect on your emotions after the interview.

• Revisit And Assess Your Performance

After taking time to reflect on your emotions, you can then move on to the next step with a clear mind. It’s time to assess how you did during the interview honestly. If you wrote down a list of what you feel you did wrong, this is the time to go back to it. Walking through that interview again, you can assess what you did wrong and what you did right and hopefully do some damage control.

Could you have prepared better and brought a strong portfolio or resume? Did you do your research about the company? Were you fully engaged? Or could you have given better answers? Perhaps your nerves got the better of you. Taking note of these questions can help you identify what you need to improve for your next job interview.

• Ask For Feedback

Now that you’ve reflected on your performance during the job interview, you can also reach out to the interviewer or recruiter for feedback. They’re the ones who can let you know why they felt that the interview didn’t go well. And don’t be afraid to ask because their feedback might not be as harsh or personal as you might think. They might even be good pointers to remember for future interviews. You can also take this as an opportunity to clarify anything in case wires got crossed that may have caused some confusion. Or, if you’ve made a big mistake, you can explain it to the interviewer.

• Learn From The Experience And Try Again

You’ve received valuable feedback and have determined what you need to improve. All you can do now is to turn that negative experience into a positive one. Make a plan for the next interview so you can avoid repeating your mistakes. Focus on your strengths and improve on your weaknesses. You can outline possible questions so you can prepare a better answer or do more research. You can even practice beforehand to build your confidence up. By this time, you’re in a stronger position because of newfound awareness and confidence to get a better-suited job for you.

Like all life experiences, what you can do after a bad job interview is to pick yourself back up, learn from it and try anew. But, of course, it’s not the end of the road yet for you. And who knows, maybe you’ll find a brand new opportunity far better than what you were aiming for.

Got a bad interview experience you’d like to share to help job seekers with what to avoid? We’d love to know! Get in touch with one of the best Tech & Digital recruitment agencies in Sydney, Melbourne, Canberra, Adelaide and Brisbane by emailing office@redwolfrosch.com.au or calling 1300 544 652.

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.

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.

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.

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.