Recruitment and jobs blog

Take a moment to look around your office. Do you think you could identify which colleagues are struggling with mental health issues, if any? Most people would answer ‘probably not’. Surprisingly, almost half (45%) of all Australians will be affected by mental illness at some point in their life. Furthermore, 20% of Australians will experience a mental illness this year.  Now Look around your office again. Statistically, one in two of your colleagues have or will experience a mental illness, and one in five are currently experiencing a mental illness this year.  The odds are, that mental health issues are already prevalent in your team and impacting performance. The question then becomes, how do we identify these individuals and provide support for them? Let's explore this further. Common signs of mental health issues in the workplace Mental illness is an insidious beast. The mind is good at hiding its problems, from its owner and others. Consequently, to mitigate the impact of mental health on work performance, it’s important to identify tell-tale signs which may suggest an individual is struggling with their mental health. Here’s what you can look out for: An inability to concentrate or think: The mind struggles to perform at its best when it is chemically imbalanced. Look for an inability to focus on a single task, or think rationally through problems. Excessive worry: Mental illness can see the mind hyper focusing on issues, even if they are trivial. Excessive worry is a common sign of anxiety and depression which should trigger a red flag. Lethargy and tiredness: Fighting your own mind is a taxing pursuit. Constant feelings of lethargy and tiredness are strong indicators of mental health issues. Is someone constantly late to meetings or not completing tasks on time. Overreaction to simple tasks: When a mind is suffering, it can tend to make mountains out of molehills as a way to vent other frustrations. A questionable reaction to a reasonable request can indicate deeper issues. Look out for extreme reactions. Hostility: With the brain fighting itself, it makes sense this conflict might extend to others. Displays of unprovoked hostility, particularly in conjunction with other indicators on this list, can be a sign of mental health issues. Physical effects: When mental illness is acute, symptoms can begin to show elsewhere. The brain almost tricks the body into tangible symptoms. Constant stress can cause physical effects like headaches, nausea, skin problems, etc. and when recurring can be an indicator of mental health issues.During the therapy with , I took photos every Saturday. I wanted to see the changes, which my eye wouldn’t catch. Now, looking through all those photos, I can’t recognize that girl who hated her skin and wanted to hide from the world. It’s not only my skin that has changed; it’s my attitude to myself and my self-confidence. Inflexibility: If chaos reigns within the brain, it follows that a worker would like some order outside of it. If a colleague is unwilling to stray from a set path is another potential subtle sign of mental illness. Now that we have an idea of what to look for, what do we do when we see it? How to talk about mental health with your boss No matter who it concerns, conversations around mental health often feel uncomfortable and to some degree taboo. Perhaps this is why recognition of such important issues have only come to the fore in recent years. However, increased awareness brings comfort, and the more open people are, the less taboo such conversations become. Consequently, they are incredibly important to have. Here’s how: Pick the right person: First, check who your company would like you to speak to; your manager, your HR department or even an external support person. Second, identify who you’d feel most comfortable speaking to, someone you trust and respect. Doing what’s right for you is more important than any company policy. Identify objectives: Think about what you want or need from this conversation. Identify the issues you want to address, how you want to present them and think about potential resolutions to overcome them. This can be as simple as just asking for help. Find the right time and place: When and where would you feel most comfortable having this conversation? Perhaps a less formal setting beyond the four walls of the workplace, and/or outside of office hours. This environment will ultimately depend on the type of relationship you have with the person you choose to open up with. Continue the dialogue: After you’ve had the initial conversation, be sure to retain open lines of communication for support, and work towards a resolution. If the conversation is about yourself, be sure to prioritise your mental health over your job. Hopefully, after the initial conversation, you’ll now feel like you don’t have to choose between the two. Mental health is far more prevalent than most people think and its impact on performance profound. Statistics tell us that in an office of 20, nine workers will face issues at some point, and four will face them this year. Mental illness isn’t the exception in the workplace, it’s the rule. As such it’s vital that employees feel comfortable raising issues, and that employers support them in doing so. It is in the company’s best interests, after all. Are you an organisation that wants to build a supportive and mentally healthy environment for its team members? Ignite can help! Contact our friendly team today.

There was a time, not so long ago, when it was commonplace for a school leaver to choose a career and stick with it, often within the same organisation for the next half century. Go back even further and your life’s work was set from birth, enshrined in your surname. If you were a Tailor, Miller, Cooper or Smith, that’s what you did, because that’s what your family had always done. How times have changed! The modern worker now has more flexibility and autonomy than ever before. You can choose your education, your occupation and your employer to optimise your professional journey. Furthermore, if a particular situation isn’t to your liking, then you’re free to find an alternate. But when is it appropriate to make the switch? There are many signs that it might be time for you to move on from your current job.  Let’s take a look at 10 of the most common:       You’re no longer excited or challenged by your work Who wants to spend 40+ hours of their week doing something that doesn’t excite or challenge them? They say love what you do and you’ll never work a day in your life. If your work is stimulating and challenging, you are more likely to achieve fulfillment, particularly when this adversity is overcome. Alternatively, If you don’t experience these feelings in your current role then perhaps this is a sign you should seek this fulfillment elsewhere.       You don’t feel like you’re making an impact Fulfillment can also be dependent on a sense of purpose in your work. Everyone wants to feel like a critical cog in the machine, or that their efforts are generally doing good for their company or in the broader community. If you don’t feel like you’re making an impact, or feel as though you aren’t contributing to something meaningful, perhaps you can find more purpose by shaking things up.        You don’t receive feedback Feedback is a core component of professional development. How can you improve if nobody tells you your strengths and weaknesses? A lack of feedback can lead to feelings of listlessness; of treading water and hoping you won’t drown. If your performance isn’t being reviewed by your managers, or if soliciting feedback is increasingly difficult, this may be a sign your leaders aren’t invested in your growth and better support would be provided somewhere else.        Your good work goes unacknowledged No matter your age, experience or position, it is intrinsically human to seek reward or acknowledgement for doing good work. If you pour your heart and soul into your work without receiving even an appreciative nod in return, perhaps your current company is taking your talents for granted. If this is the case, perhaps another employer would acknowledge your efforts more appropriately.         You aren’t being reimbursed for your good work What’s even better than an appreciative nod? Reward. Salary and compensation remains a key motivator for many professionals in the workplace. If you’re doing objectively outstanding work, you deserve to be adequately compensated for it. One thing’s for sure, good companies are willing to pay for good talent, particularly in candidate-tight industries. If you believe you’re not being reimbursed adequately for your good work, perhaps another organisation is willing to open the cheque book.        You lack opportunities for development and growth Do you ever feel like a hamster on a wheel, working hard but going nowhere? Many of us dread this feeling of career stagnation and are focused on moving forward.The best workplaces offer opportunities for career advancement through training and development, clear paths to promotion or ideally a balanced mix of both. If your current position offers neither, rending you stuck in the ‘hamster wheel’, maybe it’s time to leave the cage altogether and move to greener pastures.        Your company is struggling You’ll probably notice subtle signs when your company is struggling to stay afloat. Are your leaders stressed? Is your company cutting costs? Are colleagues leaving in droves? If the ship is sinking it’s often best to get out before it’s too late. While loyalty to a company may appear noble, unfortunately, when a company collapses, employees who remain aboard are often caught up in the financial and reputational crosshairs which can sit with them throughout their career journey.        You constantly feel stressed or anxious The workplace can have a material impact on the mental health and wellbeing of individuals. For example, banks and legal firms are facing an exodus on junior talent due to their highly stressful work environments. If you feel constantly stressed or anxious in your role, this is typically an indicator from your brain that this job isn’t a great fit for you. While stress is prevalent in all roles, too much can have serious consequences. If you find yourself feeling this way, a new job may be the valtrex medicine you need to improve your mental health.        You don’t feel part of a team Did you know that many workers spend more time with their colleagues than their family? IIn any environment, it is preferable to spend time with people you click with as opposed to colleagues you dislike and hold contempt for. In an organisational context, social unrest is not good for anyone. If you don’t like your colleagues, or feel isolated and not a part of the team, perhaps it’s time to remove yourself from the situation and find a more supportive team in a new job.      You’re struggling to find work/life balance Employee demand for work life balance is rapidly  increasing, Alongside salary, it has become one of the biggest motivators for individuals to change roles. However, many ‘old school’ employers are yet to adjust to these preferences and continue to measure commitment of their staff by the hours of unpaid overtime they put in. If this mentality sounds familiar, perhaps it’s time to find a workplace more accommodating to your needs where leaders put an onus on productivity over presence.  As an employee, ask yourself how many of these 10 signs resonate with you? If it’s one or more, it might be worth exploring other job opportunities. Life’s too short to be unhappy in your career, particularly when there are a plethora of alternative options.  If these signs resonate with you and you’re ready to look for a new job, the Ignite team can help.

How do you build the perfect team? Traditionally most organisations will identify an empty role, post a job ad, scour through resumes and interview the candidates who seem to bring the skills and experience they need. However, traditional methods don't always guarantee the best outcome. What if you don’t have an empty role and need to create a new one. What if you already have the required skill sets within your team and a simple restructure is a better option? In these situations, there is a rather elegant solution for organisations to build the perfect team: Profiling.  The whats and whys of profiling In simple terms, profiling is about gaining a better understanding of the talent within your organisation. It allows you to identify, arrange and secure the people that you need to hit your goals. It’s an all-encompassing concept, taking into account such factors as your team, your culture, your future, the skills and personalities that will drive your business to work more effectively. The goal of profiling is balance – it is designed to build an effective team that balances different personalities and skill sets. Done well, it helps leaders understand the complex web of intra-team strengths and weaknesses to make better business decisions.  Profiling brings clarity to a team. It allows team members to understand what each individual brings to the table and the key role each of them play in maintaining this balance. When these roles are clear, teams become more harmonious, accountable, trusting, adaptable and flexible to the requirements of your organisation. These elements are invaluable within modern, fast paced businesses.  How to map your team’s profile Your team’s ideal profile can be mapped in seven relatively simple steps: Identify objectives: What are your team’s goals, both short-term and long-term? Identify leaders: Who is best placed to lead the team to these goals?   Identify leadership traits: What characteristics do leaders need to do their job well?  Identify key workers: Which individuals will assist your leaders to achieve these goals? Identify worker traits:  What characteristics do key workers need to do their jobs well?  Profile your players: Create profiles of key players in your current and ideal teams Map your team: Match your profiles of players in your current team with players in your ideal team. Look for the gaps that need to be filled. Create pathways that allow individuals in your current team to follow to become a member of your ideal team Profiling is a flexible exercise. It can range from a simple exercise to gather insights on your team to a complex roadmap towards sustainable business growth by building stronger teams. No matter whether you take a more formal or more casual approach, it encourages more informed business decision making. Just remember, profiling your team is far from a ‘one and done’ process. It should be a constant and continuous review of the individuals within your team to ensure they align with your broader business goals and strategy.  Making the most of what you’ve got When you boil it down, profiling is simply an exercise in efficiency. It allows you to identify the right people you need to reach your business objectives by maximising your available resources. However, in some cases, when gaps can’t be filled internally, profiling enables you to bring in new talent that will actually drive you towards your business goals.  If you need assistance profiling your talent to build effective teams, or are looking to bring in new talent to help you achieve your business objectives, look no further than Ignite.  Click here to chat to our friendly team about profiling today.

Employee churn is bad… is what we’ve always been told. It’s expensive, it’s inconvenient and it's not a good look externally.  But is it really?  Sure, sourcing, securing, onboarding and training new employees is a process that takes time and money, but the result is inevitably a carefully handpicked recruit, with a fresh attitude, a mouldable mindset and an abundance of energy.  To some degree, employee churn can be a good thing. Think of it like ice cream: too much is certainly bad for you, none is decidedly joyless, however, in moderation it’s the perfect treat.    To be enjoyed in moderation Employee churn is inevitable. People will leave your organisation for any number of reasons, some in their control, others in yours. This second point is an important one. Employee churn, when managed effectively, can create new opportunities for an organisation improving internal operations, culture, capability and adaptability.  Here are four reasons why churn can be good for you in moderation. Fresh ideas and perspectives A moderate amount of employee churn avoids stagnation. Leave your ice cream in the sun for too long it will inevitably melt. Fresh eyes bring new ideas and perspectives, and can help a business evolve. New employees are unbiased individuals that can bring favourable aspects of other businesses and identify unfavourable or unusual aspects of your business. This can be critical to instigating meaningful change and ensuring a business doesn’t get stuck in its ways.  The worst thing a business can do in these volatile, technology-fuelled times is become stuck in the mud, and no employee churn puts you at greater risk of just that. A reinvigorated culture Sure, losing a committed and enthusiastic employee is often a detriment to company culture. High churn suggests poor internal culture and is not a great look. However, by the same token, losing an uncommitted and apathetic employee can be a blessing. New employees tend to be enthusiastic, engaged and motivated when starting a new role, which can reinvigorate the office atmosphere.  Employee churn can be a great opportunity for companies to remove bad cultural elements and replace them with good ones, leading to stronger intra-team relationships and superior company culture overall.  Upgraded and more capable talent New employees bring new skills, knowledge and experience to an organisation. The more flavours of ice cream in your cone, the better it tastes. Employee churn in moderation can be a great opportunity for you to organically upgrade the capabilities of their workforce.  In most industries, skillsets are highly dynamic and rapidly evolving. Take technology for example. According to research by AWS the average worker will need seven new tech skills by 2025 to keep up with the pace of technological change. Moderate employee churn can be an efficient and effective way to facilitate this transition, by replacing employees with less valuable skills (e.g. operating a fax machine) to new employees with more valuable skills (proficient in AI, SaaS, etc.). This natural evolution of capability is crucial to the success of businesses.  Greater flexibility and adaptability Armed with your reinvigorated, enthusiastic and tech-savvy team, you’ll enjoy far greater flexibility and adaptability, allowing your organisation to ride business bumps and work your way in front of the competition better than ever before. New talent grants your business the opportunity to aim higher and reach those new targets. In such a disruptive landscape as we have seen during COVID, the perks of an adaptable and energised workforce have come to the fore, helping companies recalibrate and pivot when and where needed to continue operations. An organic part of business Employee churn may not have the greatest reputation. It can be expensive and inconvenient particularly when you unwillingly lose good talent.  However, the reality is, that businesses also have some less than ideal workers. In these cases, companies can benefit from employee churn - replace the old with the new.  In simple terms, employee churn is like ice cream. It’s just the ticket in certain situations, but you also need to practice moderation otherwise it’ll upset your stomach. If you’re on the hunt for a new staff member? Want advice on your employee churn rates? Ignite is ready to help! Contact our friendly team today.

On the one hand you’ve got what an organisation needs or wants their employees to do. On the other you’ve got what the employees are in fact capable of doing. Sometimes the two will align perfectly. At others time they won’t, forcing the organisation to track down workers who are capable of filling the gap. But what if such workers aren’t available? What exactly is the IT skills gap, and why does it exist? Moving swiftly from the hypothetical world to our real one, the situation described above is increasingly the case in the IT job market. IT is a field in which demand for specific and high-end skills is increasing at far beyond the rate that professionals are entering the space. In recent times, this has only accelerated with increased digitisation of industries, adoption of technology, shift to remote work, demand for data and rising cyber-crime faced by organisations.  This skills shortage creates issues for both employer and employee. Organisations lack the talent resources they need to grow, evolve and compete – according to PwC, 78% of Australian CEOs believe that the availability of key skills is a top threat to growth – while workers are handed tasks that are far beyond their pay grade, with job satisfaction and mental wellbeing affected as a result. While a lack of necessary talent is the major contributing factor to the IT skills gap, many organisations are also experiencing self-inflicted wounds. Many businesses are yet to experience the full impact of the skills gap, making it crucial they recognise the problem early and implement mitigation strategies in place to avoid it.  The expectation of the IT skills gap is that it’s out of control. Too much demand, not enough talent. However, the reality is that you have far more control over the situation than it may first appear.  Strategies to deal with or avoid the IT skills gap How can you avoid falling into the IT skills gap? There are a number of strategies that can help to either deal with or entirely avoid the issue – they simply demand resources and commitment. Understand your IT needs Understanding your IT needs can greatly reduce the impact of the IT skills gap on your organisation. If you know exactly what you need (personnel, infrastructure, software, etc.) now and into the future, you can streamline your overall IT spend and plug all gaps that may arise.  To do this, you need to ask the following questions: What degree of on-premise IT infrastructure do we actually require?  How much of our IT setup could be converted to technologies that relieve our team? Do we have any major IT projects coming up? Do we need to scale our IT workforce? What are key trends influencing IT usage moving forward?  By gaining a deeper understanding of your IT needs, and how technologies could reduce or remove the need for on-premise assistance, you can then work towards developing a strategic IT plan.  Make a strategic IT plan It’s quite surprising how many organisations still don’t have a strategic IT plan in place. An IT plan should outline your ongoing IT needs, and provide clarity on the skills and resources you need to fulfill them. Many organisations waste considerable time, money and effort on their IT function, because they haven’t put a strategic plan in place to guide their decision-making.  Bring clarity to your hiring processes Strategic plan in hand, focus your talent acquisition efforts on talent and skills that you actually need. Bring clarity to your hiring processes by creating clear job descriptions that offer a detailed (and ideally alluring) picture of what working at your company looks like. Remember, competition for talent is high, so you need to stand out by being clear about what the role actually entails. When skills gaps exist, building strong relationships with relevant candidates is invaluable to negating any future potential impact.  Once you make a hire, turn your focus to attention.  Offer appropriate reward An IT professional’s worth is determined by what the market is willing to pay. When skills are in short supply, and competitive intensity is high, the market is willing to pay more. This means, if you want top IT professionals, you need to be willing to pay a rate that reflects their scarcity. For example, software engineers, cloud architects and cyber-security talent are demanding larger pay packets than ever before.  However, for some companies, competing for talent solely on remuneration is simply not an option. In these cases, there is opportunity to offer non-financial rewards such as flexibility and career progression opportunities, which are increasingly valued by top IT candidates. . Upskill from within If you can’t buy talent, then why not build the talent you need. Many organisations already have great resources across their teams - it’s just a matter of identifying them and investing in them. Big banks, for example, are training thousands of their employees to use various IT softwares to boost their internal IT capabilities. Government agencies are pushing for less use of external IT contractors in favour of developing their internal workforce. While such initiatives are time consuming and expensive, they enable organisations to develop talent and skills tailored to their current and future IT needs. If they have their own exclusive supply of talent, then they are significantly more resilient to skills gaps.  Closing an ever-expanding gap The IT skills gap is an ever more pressing issue for organisations reliant on IT – i.e. all of them. However, like my doctor says, “prevention is far better than the cure”. This means, If organisations want to minimise the impacts of the IT skills gap, they can do so by utilising the strategies above. Essentially, this comes down to their willingness to invest time and resources now to secure greater long-term talent outcomes. This will simultaneously enhance satisfaction of current employees but also position yourself as an employer of choice for scarce talent in the process. Do it well, and the attraction of IT talent will become a self-fulfilling prophecy.   If you need help navigating the IT skills gap as a business? Get in touch with Ignite for a no-obligation chat to see if we can help.

Public sector leaders face an inherent juxtaposition in their roles. Despite having a direct impact on people’s lives (think health, policing, courts system, etc.) and the broader community, research suggests government workers are more difficult to motivate than their private sector counterparts. The reasons for this are many and varied, such as: Negative attitudes about government work and workers. Difficulty in defining and measuring success. Frequent and abrupt leadership changes. A comparatively older workforce (according to McKinsey, the average age of public sector employees increases by one year every three years in Australia.) Restrictive rules (red tape) and employee protections. Limited financial incentives relative to the private sector However, these reasons don’t mean that public sector workers are unmotivatable. They are simply considerations a leader may need to take into account when stimulating and inspiring their government team. Due to this, we’ve put together some top strategies and tactics to help leaders boost motivation within their team.  Build relationships Individual workers have different motivations. Some employees are motivated by remuneration, others by work-life balance and others by the work itself. To better understand the motivations driving your team,  it is essential to build strong internal relationships.  Like any social relationship, particularly in a professional context, communication and trust are essential. This can be built over time by regular one-on-one catch ups with each team member. Get to know each individual - their likes, dislikes, frustrations and desires inside and outside of the office. Keep things informal where possible and cultivate a relationship of trust and comfort. Strong leader-employee relationships will help you build a clearer picture of what truly motivates individuals, allowing you to craft more effective team motivation strategies. Develop a reward system “What’s in it for me?” Workers intrinsically seek reward for their efforts. So, to motivate them, you may need to incentivise them first. This can be done by developing a reward system.  Often a top challenge for leaders is successfully balancing competition and cooperation between individuals and teams. This can be managed by introducing both  individual- and team-based goals, with trackable and easy to understand KPIs and a valued reward upon completion. Rewards don’t have to be financial. Often in government teams, budgetary and/or regulatory constraints will typically restrict financial rewards. However, non-cash incentives such as extra days off or in-office perks can be just as effective in motivating teams.  Recognise good work While incentives are important, perhaps more important is regular and genuine recognition. Recognising good work is perhaps the simplest and most effective strategy for motivating your team. It’s impossible to put a value on the sense of pride and achievement an employee feels when they are acknowledged for their efforts, which in-turn is a strong motivator.  This is why many companies host award nights to demonstrate their appreciation, celebrating individuals for the good work that they do. Recognition doesn’t necessarily have to be a huge promotion or major award night. A simple pat-on-the-back or ad hoc announcement can be just as valued by an individual. What’s important, is that recognition is regular and genuine, and not just a show to tick the acknowledgement box.  Offer opportunity Offering opportunities are another effective strategy to motivate government teams. While some employees are comfortable where they sit, others will have an eye on the road ahead. For these more ambitious individuals, dangling relevant career advancement  (e.g. a promotion) opportunities are important to maintain motivation.  To identify these individuals, map out vertical and/or horizontal career paths for each of your workers. Understand their current and future career goals, and direct them to opportunities already in-pace that are available to them, or create new opportunities to keep them motivated. An organisation that can successfully do this, is more likely to retain individuals and have a more motivated team.  In some cases, an organisation may not be able to accommodate the career aspirations of an individual. Yet, they can still play an important role in helping them reach their career goals by offering training, workshops and mentoring opportunities. If an employee feels a leader is invested and supportive of their professional development, they are more likely to be motivated.  Boost happiness A happy workplace is a productive and motivated workplace. If you enjoy what you do, you’ll never work a day in your life, or so the saying goes. While ‘ways to create happiness’ is a topic that deserves its own blog (or religion), the following tactics may help lift the spirits of an unmotivated team: Structured team-building exercises Friendly non-work-related competitions Work social clubs Nights out or weekends away Good deeds (shouting lunch or Friday night drinks, screening a movie on a quiet day) Work flexibility (remote working, working outside) Autonomy Craft a great environment Work environment plays a key role in team motivation. Uninspiring office spaces lead to uninspiring work being done. Many public sector agencies and departments still operate in spaces with all-beige walls and isolated cubicles. Replace the staid with lightness, brightness, colour and collaboration, and create an environment that will boost motivation. There’s a reason why tech giants have open plan offices with relaxation spaces, games areas and hot desks. These elements have been shown to increase motivation, collaboration, productivity, talent acquisition and talent retention. ‘But my team doesn’t even have an office anymore,’ you might say. Controlling the work environment is one of the most difficult challenges presented by COVID-19. But by helping your team to build their home office, providing both the software tools and physical equipment they need to work well, you can mitigate the risk of low productivity. Sure, public sector workers have historically been more difficult to motivate. However, the challenges faced by leaders in the space are far from insurmountable; by using a few relatively simple strategies, you can ensure that your workers not only become more productive, but stay longer, and attract more top talent to your team in the long run. If you’re ready to build the ultimate public sector team, Ignite is ready to help you every step of the way. Get in touch with our friendly team today.