Fiona Watson Recruitment will be closed for Gold Coast Show Day 30th August
Hope you all have a great day off on the Coast!!
Fiona Watson Recruitment will be closed for Gold Coast Show Day 30th August
Hope you all have a great day off on the Coast!!
Fiona Watson Recruitment celebrates five years today!! Thank you so much to all our clients, candidates and supporters without who we wouldn’t be here today. Now firmly established as the No.1 boutique specialist recruitment agency on the Gold Coast, we look forward to working with you long into the future!!
Recent studies have shown that the numbers originally predicted for the ‘gig economy’ and how it was going to become the ‘norm’ for many peoples working arrangements were significantly overestimated. There are a number of factors that contribute to this. Firstly, original data was taken from the last 10 years during which time we experienced the GFC; many people lost their full time jobs and did ‘gig’ work as a means to an end. As the economy has recovered, many of those people have gone back into a traditional full time working arrangement. Secondly, many people do ‘gigs’ as a secondary source of income, for example many Uber drivers or marketing/designers will have a full time job and use a ‘gig platform’ to supplement their income on the evenings/weekends. Finally, and probably most importantly there has always been a gig economy – temp work and labour hire have been an integral part of how many businesses operate for decades and how many people are engaged (either through necessity of having to do some form of skill related work or because it fits their lifestyle) Whilst laws have changed to protect temporary workers (Fair Work etc) and several Australian State Governments (QLD being the first on July 1st 2018) have introduced labour hire licensing, there is no escaping the fact that a casual working arrangement benefits both employers and employees in most cases.
FWR is a licensed labour hire provider and we are proud of the fact that we pay above average hourly rates to our temps whilst keeping the charge out rates to companies at an affordable level. Whilst many of the larger agencies are purely in it for the profit margin, we genuinely want to solve the interim needs of employers and employees alike. Call us for a discussion about your temporary needs or if you are the the accounting or technical construction industries and immediately available….you could be part of the gig economy…
We would like to wish you a very happy holidays over the festive season.
Thank you for your support and it has been a pleasure working with you during 2018.
Here’s hoping that 2019 is a successful, productive and happy year for you!
Our office will be closed from 24th December to 2nd January 2019.
We will respond to any urgent recruitment or timesheet issues during this time but will respond to all other emails on our return.
Warm Wishes Fiona and Dave XX
Fiona Watson Recruitment
The Festive Season is fast approaching with upcoming public holidays on Tuesday 25th, Wednesday 26th December and Tuesday 1st January.
Please check below table for timesheet submission and payroll date:
|Week ending||Public holidays||Timesheet submission cut-off date||Payroll processing date|
|23 Dec 2018||None||Midday 12pm, Friday, 21 Dec 2018||Thursday, 27 Dec 2018|
|30 Dec 2018||Tuesday 25 Dec, Wednesday 26 Dec||Midday 12pm Monday, 31 Dec 2018||Thursday, 3 Jan 2019|
Please ensure that approved timesheets are sent before the cut off period to give us time to settle queries if it arise. Timesheets submitted after the cut-offs will be processed in the next payment cycle.
Please let us know if no work is done during these periods by sending an email or entering ZERO days/hours in the portal so we don’t chase you unnecessarily for timesheets.
Please note that due to the festive season there will be a delay with the bank transactions. Payment may be credited the following day.
Balancing automation with human workers, the impact of chatbots on an employment brand and a widening talent mismatch are among the trends that will shape the recruitment market in 2019, according to Hays.
“Organisations in Australia want to position for growth in 2019,” said Nick Deligiannis, managing director of Hays in Australia & New Zealand. “With demand and supply issues intensifying, they’ll need to up the talent ante to achieve growth while striking the right balance between technological integration and human skills.”
According to Hays, the ten top talent trends for 2019 are:
1. The integration of the ‘human’ factor within successful automation deployment
‘Could a robot do my job?’ This was a common question asked in 2018 but with employers now focused on the optimal balance between human workers and robotic automation the question for 2019 becomes, ‘How will automation be integrated into my role?’ As Elon Musk admitted in 2018 on Twitter in response to delays in manufacturing Tesla’s Model 3 sedan, “Excessive automation at Tesla was a mistake… Humans are underrated.” Organisations are learning from such mistakes and, in 2019, will look for the most effective, ethical and value-adding amalgamation of automation and staff beyond simply the most productive.
2. Taking employees on the AI change management journey
Once the decision is made to introduce robotic automation or artificial intelligence to drive operational efficiency, organisations will need to engage their employees within a robust and considered change management plan to mitigate risk of implication on morale. It’s important that this is done in a way that alleviates the perceived threat that many workers see such technology posing to their livelihood. Part of this involves talking about the rationale behind it, and explaining how it can help individuals perform their job and potentially develop their career through learning new skills.
3. The retention benefit of digital upskilling to be realised
With major brands such as Walmart already investing in the digital upskilling of their staff, expect constant learning to become mainstream in 2019. While upskilling existing staff provides an organisation with a pipeline of employees who can fill current skill gaps, an arguably greater benefit comes in the form of an employee benefit that staff actually want to receive and will stay for. According to our 2018-19 Hays Salary Guide, 59% of Australian workers want a job offering ongoing learning & development opportunities. This is behind only flexible work practices and career progression.
4. Big data gets bigger
Big data is no longer the exclusive domain of big business, with technological barriers falling away as more and more off-the-shelf data management tools close the gap with enterprise level organisations. Organisations of all sizes will be able to rely on big data for business insights. In 2019 the focus will be on recruiting talent who can capture more information from an increasing number of data points, such as the Internet of Things (a market that will double by 2021) and previously unused dark data, but crucially also derive actionable insights from that data. We also expect to see greater regulation surrounding data protection and privacy, which will impact the skills employers require.
5. The lure of chatbots, the potential impact on an employer brand
The use of conversational artificial intelligence within the recruitment process will rise in 2019, but organisations will need to assess and address the potential impact on an employer brand. The technology now exists for an organisation to use advanced chatbots to offer personalised responses to initial candidate telephone enquiries and common queries based on set rules and algorithms. While the automation of such conversations can free hiring managers to focus on non-routine job tasks, organisations will need to consider its impact on their employer brand – and if the caller should be informed that they’re not talking to a person.
6. Diversifying diversity
The business benefits of a diverse and inclusive workforce and workplace are becoming more widely understood, but various surveys show that in 2019 organisations will want to accelerate the pace of change to achieve genuine results in this area. The focus will also shift to diversifying diversity, or in other words, to widening terms of reference to cover more demographics, such as Aboriginal and Torres Strait Islander, people living with disclosed disabilities, people who identify as LGBTIQ+ and mature-age.
7. Failure to offer flexibility creates an attraction and retention drawback
Few professionals work 9-5 anymore, but the concept of set hours every day was heavily under the spotlight in 2018. An Irish study of 1,000 workers found 32 per cent would accept a longer workday for a shorter working week. Meanwhile, a New Zealand financial firm, Perpetual Guardian, allowed workers to work a four-day week following a trial that found it improved productivity and reduced stress. With more employees considering flexibility – of hours or place – the norm, any organisation that doesn’t review their flexible working policies will face an attraction and retention shortcoming in 2019.
8. Beware the talent mismatch
Australia’s talent mismatch between the skills jobseekers possess and those employers want will expand even further, after growing for the past five years. Despite an existing pool of labour, in 2019 employers will find it harder to hire people with the expertise they need, particularly in high-skill industries and for roles that require highly-skilled professionals, such as IT, engineering, financial services and professional services. This will lead to employers exploring a wider range of talent attraction and retention strategies in 2019.
9. Focus on specialisation and strategic thinking
Employers will focus on expanding their teams with deep expertise and wide perspectives. Given increased technological change and the fast-paced nature of today’s world of work, employers look for candidates who can think strategically to leverage new technologies, trends and opportunities to add greater value and benefit the organisation.
10. A need for stakeholder engagement skills
Technological disruption will increase the requirement for all departments to possess staff with strong stakeholder engagement and management skills. Organisations will look for staff who, in addition to possessing the necessary technical skills a role requires, can also understand and improve engagement with internal and external stakeholders.
On July 1st, Queensland Government introduced labour hire licencing laws which require any labour hire/temporary staff provider to hold a Labour Hire Licence. This shows that the provider has been vetted by the government and complies with all fair work practices in the provision of temporary/labour hire workers. Fiona Watson Recruitment is now on the Register of Labour Hire Licences so you can be safe in the knowledge that as a temp; you are working with a reputable agency and as a company; you are getting workers who are working under fair conditions.
|Business entity name:||The Trustee for FWR Trust||Licence number:||LHL-01904-Y8K2K|
|Business name:||Fiona Watson Recruitment||Date licence issued:||11/07/2018|
|ABN:||43818416679||Date licence expires:||11/07/2019|
|Business email:||firstname.lastname@example.org||Number of years licence held:||0|
|Business telephone:||0415656064||Accomodation provided:||No|
|Business address:||Suite 3/32 The Esplanade Hollywell PARADISE POINT, QLD 4216||Supplies workers on visas:||Yes|
|Postal address:||PO Box 1787 Runaway Bay RUNAWAY BAY, QLD|
|Conditions of licence:
Conditions imposed on the licence by the chief executive under section 29.
|Brisbane City Council||South East Queensland Central|
|Logan City Council||South East Queensland South|
|Gold Coast City Council||South East Queensland South|
|Ipswich City Council||South East Queensland West|
|Accommodation||Accommodation and Food Services|
|Food and Beverage Services||Accommodation and Food Services|
|Administrative Services||Administrative and Support Services|
|Sports and Recreation Activities||Arts and Recreation Services|
|Heavy and Civil Engineering Construction||Construction|
|Tertiary Education||Education and Training|
|Adult, Community and Other Education||Education and Training|
|Waste Collection, Treatment and Disposal Services||Electricity, Gas, Water and Waste Services|
|Finance||Financial and Insurance Services|
|Insurance and Superannuation Funds||Financial and Insurance Services|
|Auxiliary Finance and Insurance Services||Financial and Insurance Services|
|Medical and Other Health Care Services||Health Care and Social Assistance|
|Residential Care Services||Health Care and Social Assistance|
|Social Assistance Services||Health Care and Social Assistance|
|Telecommunications Services||Information Media and Telecommunications|
|Internet Service Providers, Web Search Portals and Data Processing Services||Information Media and Telecommunications|
|Food Product Manufacturing||Manufacturing|
|Textile, Leather, Clothing and Footwear Manufacturing||Manufacturing|
|Pulp, Paper and Converted Paper Product Manufacturing||Manufacturing|
|Basic Chemical and Chemical Product Manufacturing||Manufacturing|
|Polymer Product and Rubber Product Manufacturing||Manufacturing|
|Primary Metal and Metal Product Manufacturing||Manufacturing|
|Fabricated Metal Product Manufacturing||Manufacturing|
|Transport Equipment Manufacturing||Manufacturing|
|Machinery and Equipment Manufacturing||Manufacturing|
|Furniture and Other Manufacturing||Manufacturing|
|Exploration and Other Mining Support Services||Mining|
|Repair and Maintenance||Other Services|
|Professional, Scientific and Technical Services (Except Computer System Design and Related Services)||Professional, Scientific and Technical Services|
|Rental and Hiring Services (except Real Estate)||Rental, Hiring and Real Estate Services|
|Property Operators and Real Estate Services||Rental, Hiring and Real Estate Services|
|Motor Vehicle and Motor Vehicle Parts Retailing||Retail Trade|
|Road Transport||Transport, Postal and Warehousing|
|Transport Support Services||Transport, Postal and Warehousing|
|Machinery and Equipment Wholesaling||Wholesale Trade|
|Motor Vehicle and Motor Vehicle Parts Wholesaling||Wholesale Trade|
None yet reported.
None yet reported.
The purpose of a job interview is to determine whether a candidate is the most appropriate person for a particular role. The questions that hirers ask candidates should relate to their ability to perform the inherent requirements of a position.
“Given that a person’s character traits are relevant to their ability to perform many jobs, questions that demonstrate these character traits (e.g. “Provide an example of a time you overcame a problem”) are perfectly permissible,” says Trent Hancock, Principal Lawyer at employment law firm McDonald Murholme. “However, questions that seek information beyond what is relevant to the role are not.”
In general, employers are not allowed to ask candidates to provide information about their age, gender, ethnicity or sexuality. “The reason questions relating to these factors are unlawful is for the simple fact that these factors are not relevant to an employee’s ability to perform a job,” says Hancock.
It is also unlawful to discriminate against a prospective employee on the basis of their physical or mental disability, marital status, family or carer’s responsibilities, pregnancy, religion, political opinion, national extraction or social origin. “Any questions that concern or require an answer relating to any of these factors should be avoided as it gives rise to the inference that the ultimate selection of the successful applicant will be at least in part based on an impermissible factor,” advises Hancock.
Here are four questions that are illegal or potentially discriminatory, and suggestions for what you can ask instead.
If the request relates to the inherent requirements of a role, such as requiring proof of age to work in a licensed venue or proof of licence to drive a delivery van, then it is legitimate,” says Jaenine Badenhorst, Senior Solicitor with Rainey Collins.
However Badenhorst notes that because these documents contain information regarding the employee’s age and other protected attributes, such a request may be discriminatory. If you use a candidate’s driver’s licence to calculate their age and then subsequently use their age to discriminate against them, that’s illegal.
“In order to avoid any allegation of discrimination, it is best practice for an employer to ask for such documents after an offer of employment has been made or to make any offer contingent on providing the requested documentation,” says Andrew Jewell, Principal Lawyer from McDonald Murholme.
This question suggests that a candidate’s family responsibilities are relevant to the decision of whether to employ them or not.
“The mere fact that someone has children, no children, plans to have children, plans to have no children, or has other dependants (like an elderly parent, or disabled relative) should not be used to discriminate against a prospective employee,” says Badenhorst.
It is illegal to discriminate against a candidate due to their family status (such as being a single parent).
“Are you able to commit to working the following hours …”
It is illegal to discriminate against a candidate because they are employed, unemployed, or on a benefit. However, the question could be legitimate to determine when the employee would be able to start in the role (for instance the candidate might need to give notice to an existing employer).
“When are you able to start?”
As this question relates to a protected attribute (disability), it is unlawful.
Depending on the circumstances, however, this question could be relevant if it is specifically aimed at asking about an illness or injury that would directly relate to the ability to perform the inherent requirements of the role.
“Do you have any medical conditions that would mean you are unable to lift heavy items?” or “Is there any reason you might not be able to complete the duties required for this role?”
Employers cannot “refuse or omit to employ” a potential candidate because they are of a certain gender, sexual orientation, age, race or due to another illegal ground. But it is important to note that there are limited occasions when discrimination may be allowed if it relates to the requirements of the position.
Different treatment is sometimes legal (and necessary) to enable a particular group of people to achieve equality with others. Examples include gender quotas in the workplace or measures to reduce the discrimination or under-representation of specific ethnic or cultural groups.
However, it is unlawful for employers to discriminate against candidates on the basis of the attributes outlined above, and if you do, candidates may be able to take legal action against you.
I am going to be shameless and ask you all for money to donate towards the Kokoda Challenge that myself and 3 team mates are doing on 14th/15th July. It is a non stop 96km hike through the Gold Coast Hinterland that will both mentally and physically challenge us. Any donation will be gratefully received – proceeds go to supporting youth programs around Australia (and we need to raise $1600 as a team) Please go to https://kokodachallenge.com/donate-online . You will be asked which team you would like to donate to – we are called Mummy Time. All donations above $2 are tax deductible. The lengths we will go to get some peace and quiet! Thank you!
Our lovely friend Lisa Spencer from Laser Clinics Australia at Runaway Bay has pledged to donate an extra $5, $10 or $15 depending on numbers for anyone who gets a laser hair removal treatment before May 30th. Just mention the Kokoda Challenge – they have some great offers on so go and see LCA today!