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Talent Instinct with Chantal Penny 21: Employee rights -v- Employer's burdens
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The ‘Talent Instinct’ podcast episode 21 by Chantal Penny is an electrifying space where we dive into how construction business owners revamp their hunt for top-tier talent by ‘instinctivizing’ your efforts.
In recruitment, we are selling both ways. We discover and then sell the employer's offering and culture to the employee. And to the employer, we sell potential candidates for the role, looking at a generally wider perspective than most employers are used to. To be successful we need to be able to consider all perspectives.
This blog was inspired by many conversations I have been having in the industry, being able to see both sides of the argument, sparked recently by workers at Brisbane's Cross River Rail project who have lodged a wage claim, highlighting the ongoing tensions between labor demands and employer constraints. Workers argue for higher wages to reflect the rising cost of living and the intensive labour required for such a large-scale infrastructure project.
On the employer's side, the financial burden of wage increases must be balanced against numerous expenses, including materials, project timelines, future employee benefits that need to be set aside and overall budget constraints. Achieving a balance requires transparent negotiation, where workers’ need for fair compensation is weighed against the project's financial health.
I discuss the isues of employers for employees to consider, and also discuss that it is crucial for employees also to evaluate the stability of the potential employer to ensure long-term security and growth opportunities. Prospective employees should research the company's financial health by reviewing its annual reports, financial statements, and market performance. Additionally, understanding the organisation's industry standing, competitive position, and history of economic resilience can provide insights into its stability.
Job seekers should also consider the company's management structure and leadership reputation, as effective and transparent leadership often correlates with organisational stability. Employee reviews and turnover rates can offer a glimpse into workplace culture and satisfaction, further indicating the company's stability. Lastly, ensuring that the company adheres to legal and ethical standards can prevent future disruptions due to regulatory issues.
I discuss thoroughly assessing these factors can help job seekers make a balanced and informed decision, securing not only a position but a reliable career path.
Let’s face it, making the right hire for your business has never been more paramount. The stakes of the wrong hire can disrupt performance, profit, culture and succession planning. Talent Instinct isn’t about playing safe, it’s about conquering with calculated instinct.
Enjoy!
Get in touch (go on..... we know you want to)
Chantal Penny: P: 0422 536 382 chantal@siteforcerecruitment.com.au www.siteforcerecruitment.com.au LinkedIn: Chantal Penny - Talent Instinct LinkedIn SiteForce Recruitment LinkedIn
Facebook:SiteForce Recruitment Facebook
Instagram:Chantal Penny - Talent Instinct Insta SiteForce Recruitment Insta
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