An employee quits. The office mood shifts. In the distance, sirens. What can only be described as a total and utter catastrophe has struck your small business. If only someone could have prevented the chaos. (Ahem, it’s us. We could have prevented the chaos).

Rarekind HR consultants are no strangers to inclement weather, and well-versed in the telltale signs of a category-5 crisis.

Six tried and tested scenarios that a Rarekind HR consultant can help you avoid:

1. Six tried and tested scenarios that a Rarekind HR consultant can help you avoid:

Your staff show up to work every single day, knowing nothing about the company vision, expectations or goals. We call it nightmare fuel.

If employees don’t give a damn about their performance and have zero motivation you’re en route to Toxic Culture Town.

Employees need a clear roadmap for career development, and our HR consultants can help you plot it out. Our services act as a reliable retention tool, because when your employees feel supported, they might actually want to *stay*.

2. You have an employee whose favourite phrase is, “That’s not my job”.

… and to be fair, often, it’s not. That’s where we come in.

Prevent employees from signing-off work that’s way beyond or beneath their paygrade. Our HR consultants can draft up job descriptions, policies, tools for examining workplace performance and complete regular or as-you-need-it audits.

… and these are only a few things to include, but they are by far the most important to list in an
employment contract. And remember to proofread for good measure.

Organised processes put an end to the sirens. And, life in the office? It’s not just good – it’s bloody brilliant. Who knew a sprinkle of HR dust could solve all of your problems? Wait.

3. A tear-filled conversation or shouting match.

No boss wants to talk to an employee about their plummeting performance. And despite your expertise, high IQ, or excellent communication skills, these chats can still be super awkward, confrontational and even upsetting.

We’ll give you a voice and help you navigate the conversation before it happens. As a manager or supervisor, it can feel incredibly empowering to jump over this hurdle. At the end of the day, the most important thing is that the conversation takes place, because denial is a river in Egypt.

4. Your employee has quit, effective immediately. Thank you, next.

Facts. Many small companies still don’t work with contracts, which means their employees are free to make a French exit, sans notice. Even if they’ve been with you for say, 5 or 10 years, they can plead ignorance because there’s No. Paper. Trail. Don’t be that business.

With expert employment contract knowledge and training, our HR pros can help you draft up new contracts or renew existing ones, toot sweet.

5. Start and finish times are about as clear as an unorganised spreadsheet.

Employees consistently rocking up late or leaving super early, before their work is completed? Houston, we have a problem.

We can help you curb ‘clock-off creep’ by implementing employment policies and procedures, so Alexis isn’t ‘ducking off’ for a cheeky 2pm martini and Barry ain’t leaving for badminton before he’s *officially* done for the day.

6. Dissatisfied employees. Spoiler: They’re going to leave you.

Employees crave development, stimulation and support. If you can’t satisfy them, they’re just going to find love happiness elsewhere and exit stage left.

With HR consultants in your corner, your workplace could lead the way for happier employees who love their jobs, and rave about you on LinkedIn. High-five. Best business ever.

That’s it. That’s six unwanted scenarios we can help you avoid before the locusts swarm.

HR isn’t just the best insurance you can take out as a small business, it’s the best safeguard for your sanity for when it all hits the fan. With a HR consultant, and the right policies and procedures <locked and loaded> you’ll have created a culture where people feel fulfilled and engaged at work every single day.

———

Our HR consultants can help you manage the legal/admin/boring stuff, host the tricky talks, overhaul daily operations, conduct audits, and help ricochet overall employee satisfaction straight up the happiness scale.

Contact us today to chat through our services, and supercharge your team’s talent.

Want to know why you should whip your policies into shape, keep those contracts watertight
and cement those basic building blocks of success? The HR professionals have spoken. And
when you’ve digested all the info, you’ll finally have the grounds to buy yourself a Best Boss
Ever mug.

Welcome to HR 101.

First up: policies and procedures

An employee fails to wear appropriate work attire. The workplace policies and procedures are
nowhere to be found. It’s a recipe for disaster, and you don’t have the tools to clean up after
the spaghetti sauce has hit the fan.

Not only do rules and regulations set standards of operation, but they also hold people
accountable for their actions. If no expectations were set, or no policies can be referred to
(always keep the receipts) … the employee pleading ignorance has some grounds. It’s a
classic case of how can you know what you don’t know.

Here’s how: hit the policy books. First, ascertain what workplace expectations have been
breached. If you do have a policy in place, continue educating your staff about these policies
as they’re updated. It’s also best practice to hold a company-wide refresher on workplace
policies every two years.

So pamper, preen and polish that policy and procedure playbook.

Employment contracts and why you need them

The golden rule of business land is that everything needs to be in writing. You wouldn’t ask a
builder to build your house without a contract, so why would you hire someone without one?
That’s some sound logic right there.

Here are some questions you should ask yourself when drawing up an employment contract:

• What’s the starting salary, and when does the employee start?
• Is your small business governed by an award or Enterprise Agreement?
• Who does the employee report to?
• How much notice do they need to give if they resign?

… and these are only a few things to include, but they are by far the most important to list in an
employment contract. And remember to proofread for good measure.

Implementing practices like performance management strategies, development plans, and
bonus schemes is difficult if the basics are not in place. Especially because you can’t get to the
top with a flimsy base; it needs to be Hulk-level strong.

Building your company street cred

What makes you, you? It’s a good idea to lay it out clearly by setting out some company values
from the get-go. Outline your goals, vision and how you see the company progressing. That
big picture stuff.

It should be easy for job applicants and potential clients to sense what your company is all
about quickly. A vibrant brand personality is important because this will attract people to your
small business and excite them to work for you. You want your star talent to stay on your team,
so having a strong identity of where they can be proud to work is great.

Don’t forget those Position Descriptions

PD’s give employees a greater understanding of where their role fits within the company.
Measuring an employee’s success or holding them accountable for underperformance
becomes difficult without them. (Plus, they are also essential from a legal standpoint).

The life cycle of a PD involves:

• Being drawn up before hiring
• Doubles as your job ad (or can be attached to one) — that way applicants know what’s expected of them
• Be issued to your new employee when they receive their contract
• Is updated when roles evolve or change

A practical way of keeping PD’s up-to-date is to have managers add them to the regular
performance review agenda, so there are no question marks left unturned. Drawing up a brand
new contract isn’t necessary — simply issue a variation to the existing contract stating how
and why their PD has changed. The more info here, the better.

Just like building a house, if you want to mitigate potential people problems, you will need all of
the above (as a bare minimum). So build a solid foundation for your business from the get-go,
and success will soon come knocking.

Need some professional guidance? Our HR professionals can help you set short and long-term
goals and draw up enticing position descriptions, so you can land your star people and proudly
watch as your small business steps into the coveted ‘Best Places To Work’ category.

Picture this: You’ve finally mastered the WFO/WFH/WFA balance, your inbox is inundated with
job applications, and you’ve built the ultimate team that actually loves their job. Morale is high,
business is thriving, office plants are alive. Life is good.

Unfortunately for many small businesses, this scenario is more fantasy than reality. Enter a HR
consultant. While we can’t help with your poor plant parenting skills, we can help you with
everything else

Want to build a workplace that employees don’t want to leave? There’s two major areas you
need to focus on.

Hiring (and keeping) the right talent

According to a 2022 Nectar report, 47% of HR managers believe employee retention is one of
the biggest challenges when sourcing top talent. Did you know employee turnover can cost
your small business up to $15,000 per employee? Not to mention, the hiring process can be
time-consuming and frustrating, impacting the rest of the team.

To make the recruitment process a whole lot smoother for everyone involved, we recommend
keeping the Golden Rules of Recruitment in mind.

1. Remember you’re not just interviewing them — your candidate is also interviewing you. Are you prepared?
2. Ask your interviewees what they are looking for in a company and role to ensure it’s the best fit for everyone
3. Candidates come with non-negotiables and salary expectations. If you want them in your team, research and be prepared to step up your game
4. Be clear and open about what sets you apart — think company goals, remuneration packages and career development opportunities 
5. Never neglect your current employees while growing your team. They need to feel supported and appreciated… otherwise you might end up recruiting for even more roles

Create a healthy culture of happy employees

It all boils down to how happy your employees are: what keeps them engaged, motivated and
happy? Once your workplace reaches Toxic Culture Town, the mood will plummet,
relationships will suffer, motivation will be at an all -time low and employees will start to leave. If
your business is on its way there, you’ll need to change directions, stat.

The Employee Happiness Checklist is a good way to measure your team culture, and figure out
what needs work.

1. Conduct an anonymous employee survey — then actually implement the findings
2. Be present and actively listen to the needs and wants of the workplace on a regular basis, or if you’re busy, delegate to someone in your team
3. Audit your current policies, procedures and practices against those in your industry to see how you compare (this is one of our favourite ways to work with small businesses) 
4. Analyse gaps, select those you want to improve on, and develop plans to get there
5. Track your progress and communicate with your team; it’s okay to be a work in progress. Employees usually appreciate knowing they are being heard, and changes are being made

When you invest in employees and culture, the magic happens. The workplace will be buzzing,
people will feel more motivated and as a result, business will flourish. If only we could say the
same for your plants.

———

Company culture is one of our favourite spaces to play in. Rarekind HR consultants can guide
you through the recruitment process, build the perfect team, audit your culture and implement
strategies to improve.

All you need to do is contact us today for a chat and we’ll talk you through the process.

As a business owner, there are a few facts of life you simply can’t avoid:
Your employees aren’t coming back to the office full-time
No one is cleaning out the fridge on Friday
Your business needs HR, probably more than you need a day off

While you might have learned to accept the first couple, there’s a chance you’re choosing to
flat-out ignore that last one. You think HR is boring. HR is expensive. HR isn’t needed in a
workplace of this size. It’s all red tape and crying in the bathroom, right? We’ve heard it all, and
we’re here to set the record straight. Because, while traditional HR has a bad rep around the
water cooler, HR consulting is a much more progressive and flexible option for businesses (and
catastrophes) of every size and industry.

What’s the difference between traditional HR and HR consulting?

Sure, traditional HR professionals and Rarekind HR consultants bring similar skill sets, areas of
expertise and knowledge of the law. But there are a few glaring differences that will inform
which one is right for you.

The most obvious being that a traditional HR team will sit within your business, putting you at
risk of paying for more resources than your business actually needs, and missing out on all the
Scotch Fingers.

HR consultancy, on the other hand, brings together a brain’s trust of HR experts, that can tap
in and tap out as much — or as little — as your business needs.

It’s Would You Rather HR Edition!

Maybe you’d prefer to make your serious business decisions with a quick round of Would You
Rather? Here are some examples to show how traditional HR and HR consulting stack up. Fun
police? Never heard of them.

Would you rather….

Add another wage, super and entitlements to your books
OR
Get HR help when you need it?

Unless your business is of a certain size, you might not need an in-house HR professional, but
rather a resource that can assist on an occasional basis with tasks such as employment
contracts, position descriptions, culture strategy and employee onboarding and exiting.

Pay big bucks for an employment lawyer (and let’s be honest, their suit)
OR
Put $$$ towards something else?

It’s no secret employment lawyers are expensive. Those dry cleaning bills won’t pay for
themselves. Don’t let it get to that point. HR consulting is the best insurance policy you can
take out to protect yourself against a range of workplace-related issues.

Benefit from the brain of one HR expert
OR
Engage a whole team, for the price of one?

As with other industries, HR consultants are specialists in what they do and can assure quality
outcomes. The bonus? We actually love HR, problem-solving and even having tough
conversations. You could say we joined the university debating team and never really left.

Hire a full-time HR expert for a small amount of work
OR
Engage an HR expert that works around your needs and schedule?

HR consultants are laser-focused during their contract — not online shopping because we
don’t have enough to do, Colin. Invite us in for a small project, on an ad-hoc basis, or a long-term
relationship, or let us audit your business and we’ll tell you what you need.

Deal with office politics and irritated employees
OR
Build a better environment, processes and culture?

This is an HR expert’s bread and butter, but rather than getting involved in the workplace drama
that’s common in many businesses, we’ll strategise and smooth over any corporate quarrels
before getting out of your way. Once we’re gone, you’ll have structures to follow and
insurance in place.

Ultimately, finding the right HR solution is a bit like choosing how to protect yourself from
unpredictable weather. Traditional HR might be a reliable raincoat, but it bulks out your bag,
even when the forecast is fine. Meanwhile, HR consulting is the handsome devil with an
umbrella, who only appears precisely when you need them. Whichever way you go, when the
storm hits, you’re going to wish you had the insurance.

———

Rarekind HR can be your handsome devil with an umbrella. Know what you need? Reach out
with help with developing or refreshing contracts, legal issues, or advice on change
management. No idea? Let us perform a health check on your business, and guide you from
there.

Tired of reading job adverts that list skills you don’t have? Maybe you’re sick of being rejected for not having the right experience? Or perhaps you’re looking to build up a network of trusted people who can help you bag that dream role?

It mightn’t feel like it right now, but getting a job with no experience is 100% possible. You just need to be doing the right things. And by the right things, we mean everything listed in this blog.

It’s not what you know, it’s who you know

Hands down the easiest way to get a job with no experience is by networking.

LinkedIn has 700 million+ active members, and three people are hired every minute, so it’s a pretty good place to start. Set up a profile and connect with as many heads in your industry as possible, as well as people who hire people like you.

The making friends (networking) bit comes next. Most people on LinkedIn consume content, rather than post it. Don’t be like these. Forget dishing out likes as if they’re cents in an arcade, you need to be doing your fair share of posting and commenting to build a proper network.

So long as you’re adding value, you should get a helping hand in finding a role.

Embrace your inexperience

Don’t think of your inexperience as a bad thing. Instead, flip it, reverse it (yes, that’s a nod to Missy Elliot) and use it to your advantage. If expressed in the right way, your inexperience can show you’re hungry and eager to learn.

It’s a common misconception that employers want the most experienced employees, but it’s not always the case. Sometimes they want fresh talent that can bring something different, lift the mood creatively — know what we mean?

Work for free if you have to (but only at the very beginning)

Remember when you were 15 and looking for a job, and your gran would bang on about how volunteering at the local shop would set you up perfectly for when the time came to leave school — and she wasn’t wrong.

Sure, stacking shelves sucked while your friends were at the beach, but we bet you can see with hindsight how those few hours a week spent ‘missing out’ were worth it.

Now you probably have your sights set higher than the local corner shop, and I don’t blame you. Luckily, there are tons of internships (paid and unpaid) that help you get your foot through the door. And even if you have to work for free for a short time (sucks, we know) and they don’t keep you on in the end, it’s an experience to put on your resume. And it will pay off.

Identify transferable skills

It’s not a nice feeling when you’re reading through a job ad, and no matter how deep you dig, you struggle to tick off any of the required experiences. It’s an instant confidence crusher. But this shouldn’t stop you from applying for jobs, because there are loads of transferable skills you can talk about that’ll show you’ll be an asset.

Start by listing all the skills you have, without filtering them. Even if you’ve only had one job in a corner shop, there’s always something you can add. What about computer skills? Dealing with difficult customers? Or how about that time you helped train up the Saturday person?

Once you’ve made a list, think about how your skills match what’s required from the role, and highlight these in your resume. And don’t underestimate professionalism and friendliness, which can go a long way to showing you’ll be a darn good fit.

What have you achieved?

When looking for a job, shout about your experience loud and proud. Even if it’s not directly related to the job you’re applying for, pick out things that demonstrate your work ethic and dedication. Take a megaphone to your interview if you must.

Mention any volunteer work you’ve done here, too. Even if it wasn’t the job for you any more than swimming is for a cat, it demonstrates your willingness to learn. Oh, and don’t forget to mention any awards you’ve won, things like an employee of the month (just don’t tell them if you were the only employee) or any academic awards.