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In our latest LinkedIn newsletter, we took a deep dive into the most common visa employers will deal with, the 𝐀𝐜𝐜𝐫𝐞𝐝𝐢𝐭𝐞𝐝 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐖𝐨𝐫𝐤 𝐕𝐢𝐬𝐚 (𝐀𝐄𝐖𝐕). In this blog post we we will simplify the steps required to become an immigration-accredited business.
For Employers
There are differences between executive consulting and fractional C-suite roles (e.g., Fractional…
For Employers
Recruitment tests are methods of assessing potential job candidates as part of the hiring process. The tests work to…
For Job Seekers
Are you preparing for an upcoming Governance interview?
Read our top tips to ace it!
For Job Seekers
Job interviews can be scary, but one way you can calm your nerves and have a better chance to impress the interviewer is…
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Your CV plays a vital role in grabbing the attention of employers. A compelling and concise CV is essential to making a…
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For Employers
In today’s competitive business environment, finding and retaining top talent has become a significant challenge for…
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For Employers
Find out about the two partnerships we have introduced to make a difference in Aotearoa.
For Employers
Platinum Recruitment's Directors, Daniel Harmes and Dean Delaney, have been actively engaged in various projects and…
For Employers
Welcome to this month's newsletter! As we move into March, we have a number of important employment changes. Whether you…
For Employers
Today we will discuss:
▪ Monthly employment indicators
▪ New Zealand salaries reaching an all-time high
▪…
For Employers
In a tight labour market, with massive skilled and unskilled labour shortages and many sectors at a critical point,…
For Employers
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How can recruitment agencies find candidates if they aren't looking? Tips for targeting passive candidates in 2022.
For Employers
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For Employers
Your CV lands you the interview, but it's your interview that lands you the job.
For Employers
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For Job Seekers
At Platinum we offer a range of outplacement services to help candidates navigate the competitive job market.
For Employers
If you want to know more about how you or a person may respond to different situations, DISC profiling is the tool for…
For Employers
When it’s handled clumsily, pre-employment screening has the potential to drive a wedge between employers and employees.…
For Employers
“If you want to truly understand something, try to change it.” – Kurt Lewin
For Employers
I was reading an article the other day about the benefits of hiring “older” people (people who are 50+ years old) into…
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In a candidate short market, you need to identify talent that aligns with your team, culture, and job requirements…
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Many candidates will go into an interview with mindset that they are about to be interrogated, when in reality an…
For Employers
Emotional intelligence (emotional quotient) plays an important part in employee performance as it measures an…
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Cover letters are a personalised message that shows three main things (1) Why you are interested in the job, (2) How…
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LinkedIn is now one of, if not the most, powerful professional networking platforms available. So, no matter the industry…
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There is a multitude of different ways that an organisation can attract talent to their business and it’s safe to say…
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Realistically there is no “perfect CV” but there are a few general guidelines that are important to keep in mind when…
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Personal Branding, it is one of the buzz terms that we see thrown around these days but in fact, it's always been there,…
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Diversity and inclusion have become buzzwords in the business world, but they are more than just trendy catchphrases. A diverse and inclusive👩🏼🤝👨🏾 workplace can profoundly impact the success and well-being of both employees and the organisation as a whole. Discover the importance of diversity and inclusion in the workplace and the recommendations for creating a diverse and inclusive work environment.
Diversity and inclusion have become buzzwords in business, but they are more than just trendy catchphrases. A diverse and inclusive (D&I) workplace can profoundly impact the success and well-being of both employees and the organisation as a whole. When people from different backgrounds, cultures, and experiences come together, they bring various perspectives and ideas that can lead to more innovative solutions and better decision-making.
There is often miscommunication associated with the meaning of D&I. People use the exact words but may not mean the same thing. So, let's clarify what these concepts mean.
Diversity refers to differences between individuals or social groups, such as differences in race, ethnicity, gender, age, sexual orientation, socioeconomic status, and physical abilities. Diversity is about recognising and valuing these differences and promoting equality.
Inclusion is creating an environment where all individuals feel valued, respected, and supported, regardless of their differences. It means everyone can fully participate and contribute to a group or a business.
While diversity is essential for creating a representative workforce & community, inclusion is necessary to ensure that all individuals feel valued and can thrive.
1. Increased creativity and innovation: Research has shown that companies with D&I workplaces are more likely to unleash creativity and innovation. Diverse perspectives can lead to new ideas and innovative solutions to challenges.
2. Improved decision-making: Diverse teams bring a range of viewpoints and experiences to the table, which can lead to better-informed decisions.
3. Employee engagement: Employees who feel valued and respected for their unique backgrounds and perspectives are more likely to be engaged and committed to their work.
4. A positive reputation: Employees want an employer who accepts all backgrounds and treats their employees fairly. Businesses with diversity are often perceived as better employers.
5. High-performing teams: When correctly managed, a diverse workforce can increase profitability and important market gains.
To gain the many benefits of D&I requires thorough, purposeful, and constant efforts. Implementing D&I requires adopting a new way to operate in our work environments and in our minds. A study conducted by Deloitte in 2018 demonstrated through observation that D&I requires rewiring organisational systems and individual behaviours.
1. D&I should be considered in the Recruitment and Selection Process, look beyond traditional hiring practices and actively seek out diverse candidates. This can be done by recruiting from a wider range of sources.
2. Create a D&I policy outlining your business's commitments to diversity and inclusion. Share it with your team to ensure everyone understands its importance and how to abide by it.
3. Provide training and education to all employees and hiring managers to promote awareness and understanding of different cultures and backgrounds. This can help reduce bias and foster inclusion. Literature indicates that middle managers play a vital role on the success or failure of diversity and inclusion actions within organisations.
4. Promote a culture of inclusion, creating an environment where everyone feels valued, respected and supported. This can be done by promoting open communication, encouraging teamwork and celebrating diversity.
While diversity and inclusion may seem overwhelming, choosing one tip to focus on and implementing it well will go a long way and put your business in the right direction.