When our daughter asked to start piano lessons recently, I didn’t ask to see the teacher’s qualifications before agreeing for her to learn from him.
Qualifications are important! So why didn’t I even think to ask? Probably because I’ve had the opportunity to observe not only his musical prowess, but also how he interacts with other students and teachers. This gave me confidence in his ability as a teacher.
At work, you may know a person’s qualifications but you rarely have the chance for long-term observation before making staffing decisions. Or do you?
1. Always reference check when hiring and make sure the check is meaningful. You can do this by having prepared questions, probing when you sense there’s more information and asking a candidate for more referees if you’re not getting the answers you need to make your decision. If you work in financial services, Standards Australia’s handbook ‘Reference Checking in the Financial Services Industry’ provides an essential guide.
2. If you’re looking for a new staff member, consider people you already know from your business or social networks who might be able to fill the role. If there’s no-one suitable, ask them if they can recommend anyone. Remember the last time you hired a painter or plumber? Did you pick a name from the phone book or ask your friends first?
3. When reviewing staff performance, seek feedback from the employee’s colleagues, team, clients and suppliers. They will be able to provide you with insights from a different perspective.
With Money Management reporting today that jobs in the Australian financial services sector have jumped by more than 5 per cent since last month, we are likely to see many more staff choosing to make a move.
"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things."
Sam Refshauge - CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
Benoit Ribe - HR Solutions Manager, Polyglot Group
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet