New year staff recruitment

The start of a new year often comes with a renewed energy and desire to hit the reset button. This is a great to time to assess your goals for the year and work out what you need to do to achieve them. Many business owners and managers are now thinking about what they want their business to look like in 2022 and beyond.

It’s good to start at the end goal and work back from there so you can ensure you create an effective pathway to take your business in the direction you want it to go. This might include things like a reshuffle of your team, creating upskilling opportunities for your staff or building on your team to meet demand. First things first — ask yourself the key questions to help ascertain what your business needs.

What will your business look like in 2022 and beyond?

The answer to this question really depends on your approach, your focus and your current situation. What do you want your business to look like? Are you looking to grow? Do you have new projects in mind? Are there certain key areas you want to improve? Do you want to build your team? How do you want your staff to function and work together?

Write down a few questions like these and start noting some answers that come to mind. Consider prioritising them, and jot down what you think you can or need to do to make these goals become a reality.

Tips for recruiting new staff

If your goals include recruiting new staff or training your team, keep reading for some useful advice.

Recruitment takes time and energy, so getting right from the beginning is crucial. These tips will help:

Take your time preparing your job advertisement:

To attract the right person, you need to paint a clear picture of what the role involves and the type of candidate you are looking for. Describe your business and its values. Explain the expectations and try to be specific where possible. Consider also what you believe the right employee would be looking for and incorporate information that they would be interested in — this might be your employee benefits, flexible hours or salary perks. In creating the best possible job advertisement, you will hopefully narrow down the applicants to those who are well-suited.

Ensure they are well-trained:

When reviewing job applications, it’s one thing to know that an applicant had completed the required course or has the necessary experience, but why not dig deeper? Understanding where a person has completed their training can give you some further insight. Try to get an insight into which course providers training that will align their graduates with your approach to aged care. If they’re new to your sector, what sort of expectation do you have for them around hands-on experience? Could they have completed work experience or practical placement as part of their training? For many sectors, that hands-on experience is invaluable and quality training providers incorporate it many courses.

Consider their adaptive skills:

Training is important and knowing that your potential staff member has trained with a quality course provider is a big tick. However, don’t forget to consider their adaptive skills too. Sometimes known as soft skills, these qualities are crucial to support their technical skills in the workplace. Think emotional intelligence, communication, problem solving abilities and time management. These are vital for those working with others, in teams or communicating with customers or clients.

Ask the right questions:

When it comes time to interview your shortlisted candidates, think carefully about what questions you will ask to decide if they are the right fit. Some great questions to consider might be: What characteristics do you think are important for working in this business? What do you believe we do? What do you want to achieve in your role? Don’t forget to ask yourself questions when considering a candidate too — do they have the skills needed for the role, and will they help you achieve your business goals?

Retaining and supporting staff

Effective recruitment goes beyond the initial application, interview and hiring phase. Quality staff should be embraced and supported in order to keep them feeling fulfilled and nurtured as part of your team.

A key way to ensure employees experience job satisfaction in your workplace is by offering them ongoing training opportunities or professional development. This can increase their motivation and passion within the sector, keep them up to date with best practice and support their own career progression goals.

Careful recruitment along with upskilling your team can improve their ability and motivation to do their job to the highest standard, which can in turn help you achieve your business goals. Make 2022 the year that your business shines.

The results are in from the latest survey from the National Centre for Vocational Education Research (NCVER), and Catalyst training organisations continue to deliver training satisfaction and employment outcomes for learners.

Informing and influencing the vocational education and training (VET) space in Australia drives NCVER’s research, and each year learners who have completed studies in the VET sector are invited to take part in their student outcomes survey.

Catalyst’s RTOs Selmar Institute of Education, Royal College of Healthcare and Practical Outcomes were included in the recent survey. All our brands are firm in the belief that education should be human-centred — as such, results such as those from the NCVER survey are important to us. They add to our own feedback processes to ensure that we are always maximising the outcomes for our learners, and providing a rewarding training experience.

Adapting to new ways of learning

As we, along with much of the world, shifted to studying online from the onset of the pandemic, optimising the distance and online learning experiences was of paramount importance. Our approach meant that learners received a dedicated trainer and comprehensive support regardless of their course delivery mode.

With over 91% of learners at Selmar and Practical Outcomes reporting that they were satisfied with the overall quality of their training, our efforts paid off for those enrolled in our courses.

Training to enhance outcomes in employment

Of course, while training experience is important, the outcomes for learners are a priority. Whether it’s upskilling or entering their chosen sector, where your studies take you really matters. For survey respondents who trained with Selmar, combining aged care learners and those completing studies in early childhood education, 90.1% of Selmar learners were employed or enrolled in further study after training with us, with 78.4% of Selmar learners reporting that they improved their employment status after completing their training with us.

Similar outcomes were experienced by respondents who were studying early childhood education sector at Practical Outcomes — 89.6% of Practical Outcomes’ learners were employed or enrolled in further study after training with us and 92.6% of our learners found Practical Outcomes’ training relevant to their job.

Achieving career goals

The aged care learners at Royal College reported meeting their goals too, with 85.8% of Royal College learners achieving their main reason for completing training. With employment — gaining employment or career progression — a key focus area for most learners, 96.4% of Royal College learners were employed or enrolled in further study after training with us, and 91.3% of our learners found Royal College’s training relevant to their job.

Striving for continual improvement and growth

The results of the annual NCVER Survey are promising and tell us that our RTOs are meeting the needs of learners in both the aged care sector and early childhood education and care sector. We also identify that there is room for improvement and look forward to continuing to listen and enhance the way we consider, design and deliver high quality vocational education. Together we can all reach our full potential.

About this report:

Information in the report is presented on Selmar/Practical Outcomes/Royal College qualification completers’ reasons for training, their employment outcomes, further study outcomes and satisfaction with training. The figures are derived from the National Student Outcomes Survey, which is an annual survey of VET students.