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*.

  1. 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.

  1. 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.

  1. 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.

  1. 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.

  1. 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:

… 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:

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.

Imagine if before any meet and greet in person, you had the opportunity to mentally prepare and answer pre-recorded video questions via a video interview. All from the comfort of your own home (and slippers). 

When you apply for a specific job or register for future opportunities, we may invite you to complete a video interview as part of our recruitment process – where you answer our pre-recorded video questions using your webcam or mobile device at a time that suits you, day or night. The technology is easy to use and totally secure.

Sure the face to face interview is inevitable, and we can’t wait to meet you in real life. But video interviewing provides you with a chance to ease your way into the recruitment process. To dust off any cobwebs. Or practice that elevator pitch, and re-record if you don’t nail it the first time. And for us, we grasp an overall sense of culture and capability fit, far beyond any email or phone call. A win-win.

But wait, there’s more. Here are five reasons why taking on the video interview challenge will help you secure your next gig.

You quickly become more than a name on a resume.

And we quickly become more than a name on a business card. You will have a face and a voice. We will have a face and voice. Don’t worry, we talk first. So you can click on the link we send you and just laugh at us if you like.

You are more than your skills and experience.

Skills and experience are important to our clients, but so is team fit and personality. A video interview gives us a small window into your personality. And, if you give us your permission, we can show this to our client as part of the recruitment process. Cool, huh?

It’s super convenient.

As long as you have a computer or laptop with a webcam or a smartphone with video recording functionality you are good to go. You can record your answers anytime, anywhere. You can even interview in your slippers if you want.

Things can happen faster.

Completing a video interview enables us to consider you for the right roles, in the right locations, in the most efficient way to ensure you land your next opportunity as soon as possible.

But! It’s no face-to-face interview.

In most cases, a video interview won’t replace a face to face meeting between you and us. It is usually just a better way to engage with you than tracking you down during business hours. Leaving cryptic messages. Playing phone tag. While your boss gets suspicious. Awkward.

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.

Have you ever sat in an interview and fluffed a question?

Been there. Done that.

But if you don’t know what questions you’re going to be asked, how can you prepare? Well, we’re glad you asked. While you can never be 100% sure what questions will make the cut, there are a few common ones that companies like to use.

Between us, here are the top interview questions you need to be ready for.

Tell us a bit about yourself

Ah, that old chestnut. It’s about as boring and uninspiring as that weekly team meeting you sit through every Monday morning, but you’ll 100% be asked this at the start of your job interview — so make sure you prep something.

The purpose of this question is to get to know you – a combination of your skills, qualities, characteristics and personality. What makes you authentic.

As this is a job interview, you should start by talking about all the work stuff, i.e., how you started, what motivates you, and what type of education you had (unless it’ll go against you).

Now, move on to your hobbies and interests. And make sure you bring some personality to the table. Unless the job ad specifically states that the company wants someone with less personality than a brick, make them smile, make them laugh, but please, leave the dad jokes at home, alright?

Why should we hire you?

Another classic interview question that almost every company will ask you. Here you have the opportunity to really stand out and show the interviewer what you’ll bring to the company if they hire you.

Be specific. Be confident. And do some research beforehand. The best answer will solve any problems or pain points the employer mentioned in the job ad. If you’ve solved similar problems in the past, tell it as a story. Humans love stories — have done since we were kids. This will definitely score plus points.

What are your weaknesses?

I hate to break it to you, but you’re not perfect. C’mon, nobody is. And if you try to convince the person sitting opposite you that you don’t have any weaknesses, or you say something like, “I’m a perfectionist”, they’ll run a mile. So be honest, open up about your weaknesses. But do it smartly. 

How? You ask. Well, let’s pretend the job requires a little bit of admin. Instead of saying, “My communication skills aren’t great,” say, “I’m constantly working on my communication skills to improve. I have recently signed up for a such-and-such course, which I’m finding really helpful”.  

See what I did there? Rather than being a negative Nancy, be a positive Peter and show that you’re eager to learn and improve. It will soften the blow and make it sound less of a ‘bad’ thing.

What are your salary expectations?

Money talk can be awkward. And the last thing you want to do is sell yourself short or price yourself out of a job offer. The trick here is to always use a range. Never say one number, even if you have a figure in mind.

If you have no idea what you’d like to be paid, or you’re new to the industry and don’t know the going rate, do a quick Google search. There are plenty of sites online that tell you the average salary for almost every job based on the employer, job title, location and experience. Check other job ads for similar roles, too.

What are your strengths?

This is a biggie. Whenever you answer a question about your strengths, always talk about things that match what the company is looking for, and things that will set you apart from others. 

And remember, show rather than tell. Instead of saying you’re a top dog at problem-solving, tell a story about how you’ve solved a problem in the past. Use real-life examples from your career.

Oh, and avoid saying basic things like “I’m a hard worker,” or “I’m passionate,” or “I’m just great all-round”. They show a lack of thought and make you sound like a 9th grader who’s never had a job.

Why are you leaving (or have left) your current role?

Even if your boss was a jerk, you weren’t valued, and your coworker’s favourite past-time was gossiping and oversharing, avoid being negative in your answer to this question as it could backfire.

Did you know there’s such a thing called spontaneous trait inference? Basically, it’s when you start saying bad stuff, and the other person’s brain assigns those traits to you. So if you say things like “Hate,” or “Bad,” or “Terrible,” they’ll think you’re talking about yourself.

However much you hated your last job, now’s not the time to vent your anger. Stay calm and frame your response to position yourself in a good light. You can even say something simple like “It wasn’t the right fit but it was a valuable experience because you learnt xyz about yourself”.

What are your career goals?

Do you see a future at the company? Or are you a job hopper? Where do you want your career to take you? 

This question will identify whether you plan on sticking around or jumping ship as soon as something better comes up. No matter what your plans, focus on the job and the company you are interviewing for, and make it clear that you see a long-term future with them.

Do you have any questions for me?

At the end of the interview, the interviewer will probably ask you if you have any questions for them. It gives you a chance to clear up any confusion, or if you’re really clever, show that you’ve been doing some research by asking something specific about the business but that is NOT easily researchable on Wikipedia.

Always have a two or three at the ready. Asking a question shows that you’re generally interested in the company and the things you’re expected to do. The best questions to ask are those that are not publicly known. So use your noggin’, and spend some time doing a bit of deep research. We’ve made a list of ideas for you here.

I know what you’re thinking:

“Wait. What? A blog titled ‘The wonderful (and not so weird) reasons why you should hire a recruitment agency’ that’s been written by a recruitment agency. This I’ve got to see.”

Am I right? Either that or you’re generally interested in hearing us bang on about why we’re so good and how we can help you hire the best talent, save you time and money and negotiate salaries.

So let’s go.

Like a berry picker, but for talent

Just like a personal shopper knows how to find the best garments and a berry picker knows where the ripest berries grow, recruitment agencies know how and where to find the best talent.

And it’s not just people who are searching for a job. No. Because recruitment agencies have access to people who are currently employed but are open to a new role if the ‘right’ one comes up. And believe it or not, it’s often these people who come through as the ‘ideal’ candidates — which explains why they’re already sitting cushy in a role.

As well as the actual hiring part, recruitment agencies come with bags of knowledge and a professional phonebook fuller than Kim Ks they can tap into to help connect you with the right people.

Free up your time

Unless you’re in recruitment, sifting through a pile of resumes will feel about as tedious as teaching a kitten to sit. Luckily, your recruitment agency will take care of this, so you can focus all your attention on the candidates who make the cut.

Scheduling interviews can be stressful and time-consuming, too, especially if you’re as busy as a politician at the smell of money. If you hire a recruitment agency, all you’ll need to do is turn up, smile, listen and be nice. Because here’s another thing, we can do the talking on your behalf if you want us to — you know, if you’re shy. But more on that a few points down.

Keeping candidates in the loop when hiring is massive, whether it’s to pop them an update or let them know they haven’t got the job. Thankfully, this industry is full of chatterboxes (you should hear our office at lunchtime), and recruitment agencies are pros at delivering bad news, so they’ll make candidates feel loved — even the unsuccessful ones.

A big bag of tricks

Recruitment agencies don’t just hire people. No. They’ve got a big bag of tricks that, to businesses, are very appealing. These include conducting interviews, following up on references, and making sure candidates aren’t telling fibs on their resumes. You know, all the things you’d love to be able to do but can’t because you don’t have the time, skills or data.

A recruitment agency is another pair of eyes and a second opinion, too, which you can use for things like narrowing down a long list of candidates. And, because of the provisional tests recruitment agencies use, businesses feel assured that any candidate they meet in person is good.

You’ll save money now and in the future

Let’s be frank. When we say a recruitment agency will save you money, don’t expect to see thousands of dollars rolling into your bank account overnight. Instead, we mean small savings here and there that add up over time.

The biggest saving will no doubt be on job adverts. And yep, you guessed it, because we’ll use your ad sparingly and only in places that we know will get a good quality response. One other short term saving will be on overtime. Temp hours through a recruitment agency are generally cheaper than asking staff to work overtime. Plus, it saves you from having to have that awkward chat with your team, you know where you ask them to do overtime, and they’re really nice about it and say yes, but inside, their blood’s boiling. Yeh, that.

We should mention the long-term savings, too. Using a recruitment agency to hire can be quite long the first time around, you know, while they get to know your business and its requirements. But they’ll only need to do this once, so every hire after the first will be quicker and less expensive.

Salary negotiation? Consider it done

Salaries aren’t always easy to negotiate, and money talk, in general, can be awkward. How do you know what to offer? What happens if the candidate wants to negotiate? Do our job ads feature all the right benefits? These questions will most likely cement themselves in your head when you’re hiring.

And the last thing you want as an employer is to get to the final stages of hiring, having settled on a candidate, only to realise the salary on offer is planets apart from what the candidate wants.

As well as being your personal negotiator, a recruitment agency will help you benchmark the salary against other businesses in your industry, to ensure you’re not charging too high or too little.

You’re 15 and you’re about to apply for your first job. Your parents give you one piece of advice. They say: “Zack, whatever job you go for when you apply, pick up the phone and introduce yourself.”

It made perfect sense. Because as well as being able to have a good chat with the employer, it allowed you to subtly talk about your strengths and re-affirm your interest, and it gave them an idea of what you’d be like to work with.

That was many (many) years ago when fewer things were strictly online and cover letters weren’t a typical part of the job application. Fast forward to now, and cover letters are crucial to opening the door.

What is the purpose of a cover letter?

In a couple of hundred words, your cover letter needs to convince the reader you are worth getting to know. It should highlight your genuine interest, and outline your career, accomplishments and experience, along with why you’re the right person for the role.

It will be the first thing the employer or recruiter looks at, presuming you haven’t bombarded them with emails begging for the job. And if the role you’re applying for has a lot of applications (which most do), yours might be judged solely on your cover letter, at least at first. If it’s good, they will move on to your resume. If it’s not, well, you don’t need us to tell you what happens next.

Keep it clear and concise

You know what they say, first impressions count. They count when you’re meeting your other half’s parents and they count when someone’s reading your cover letter. But here’s the thing, there’s no guarantee that someone will read your cover letter. More than likely, they will skim it. So it needs to be clear and concise.

One of the soft skills businesses value most is good written communication. And properly formatting and addressing your cover letter and resume show exactly that.

Sending a resume with a shoddy cover is like turning up for an interview and getting the company’s name wrong, and not bothering to send one altogether is well… like not turning up at all.

Make it personal

Professional? Yes. Corporate? No. Your goal is to make the person reading feel an irresistible urge to get to know you more. If you do, it’s a hit and you’re through to the next round.

The most sure-fire way to hook them is to inject a bit of your personality. You can do this by using a slightly more conversational tone, customising the letter to suit each specific role you apply for, and leaving out any mentions of “Dear”, “Sir”, “Madam” and “Best Regards”. Or even worse, ‘To whom it may concern’. Instead “Hi” and “Thank you” are fine, and take the time to find the addressee’s name. It’s a letter to an employer, not the Prime Minister.

But, how do you write one?

Tips to help you write a cover letter

Cover letters aren’t easy to write. If they were, good cover letters wouldn’t exist, and every Tom, Dick and Halle Berry would be landing top jobs. There’s an art to it, like learning how to paint when you’re little without ripping the paper. Here are a few things to think about when you’re writing:

Get to know the company: It helps to know about the company you’re prepared to spend 40 hours a week working for. You might find that you have some skills they’ll really benefit from, which you can shout about in the opening paragraph.

Keep it short and snappy: Short, snappy and to the point wins 100% of the time. Make it easy to scan and quick to digest, at a maximum of one page and with lots of white space.

Use a clear font and bullet points: Pick a font that’s easy to skim. And use bullet points to get your key messages across.

Be positive and upbeat: While it’s okay to show glimpses of your personality, remember to keep things above board. Might be obvious, but avoid using slang or phrases with negative connotations.

Avoid technical jargon: It may seem counter-intuitive when you are trying to convince the reader that you’re an expert in your field. But often your cover letter may first be scanned by a HR Administrator or even a computer software program that is not able to quickly recognise complex role-specific lingo that can only be learnt after years in the trade.

Name drop: No, we’re not saying put down the time you think you saw Johnny Depp at the airport. If someone within the company referred you, pop their name in your cover letter as close to the opening paragraph as you can.

So *clears throat* keep introducing yourself the old fashioned way by picking up the phone and saying hello. But also give the people what they want – your personality, skills, experience and how you will add value to the role – wrapped up in a few paragraphs on one page. Follow this formula and watch your cover letter do the talking.

Your interview outfit will depend on the type of job you’re going for. Different industries have specific expectations for candidates, so here are some examples of what to wear to a job interview.

Business formal

Fetch your best three-piece, blow off the dust, and don’t forget the iron, because you’re going to need it. For banking, legal, finance and high-profile sales jobs, nothing but a suit will do. This needs to be as professional as a professional can be. The more assertive, confident and polished, the better.

Most prefer a tailored suit, trousers or skirt. Pair this with a plain or light-coloured shirt or blouse. Avoid black as you’re not going to a funeral and scrap the novelty tie unless you plan on stopping by the bingo hall on the way home to lend a hand calling out the numbers. Go with pastel, navy or grey to appear uber approachable.

Your choice of footwear is just as important. A smart black shoe or heel so clean, you can literally see your face in them, is best. If you’re wearing heels, save yourself the embarrassment of falling over by choosing something no bigger than three inches and making sure you can walk comfortably in them.

Avoid too much jewellery. A watch and a couple of rings is fine, but think smart, not tacky. If you don’t own any smart jewellery, go bare.

Business casual

Defining a business casual outfit isn’t so straightforward, as everyone has their own take on what it means and the clothes that define it. But as the name suggests, it’s a mix of casual and formal clothing — the type of people who work in marketing, education, tech and administration wear.

Chinos, smart trousers or a knee-length skirt work well for a smart casual outfit. For the top half, think more casual. So a blouse or a button-down shirt with an open blazer or lightweight jacket. Or a v-neck with a shirt underneath. Feel free to add a bit of colour to your outfit too.

Complete the look with a flat, closed-toe shoe, boot or sneaker. Avoid trainers and open-toe shoes. And swap the briefcase for an over the shoulder bag or backpack.

Smart casual

If you’re in a creative role, whether it’s fashion, arts or theatre, this one’s for you. Injecting a little flair into your outfit seems fit for this industry — so you can feel free to express more of yourself through this first impression.

Think about the things you wear outside of work, and just tone it down a notch or two. A dark jean instead of a light jean. A full-length dress instead of a shorter one. A shoe or boot instead of a trainer. A plain tee instead of a graphic tee. You get the picture.

Oh, and don’t feel pressured to dress up if it’s not your normal style. You want to feel 100% comfortable, so keep things plain and simple if that’s usually how you roll.

Role specific

If you’re in construction, healthcare or traffic control, you might be used to wearing a uniform to work, accessorised with personal protective equipment like glasses, gloves and a not-so-Melbourne-Cup-ready piece of headwear.

There are times when it will be appropriate to wear this uniform to interview, but it will depend. Consider the nature of the role you are applying for, the location of the interview, and the time of day – regardless of whether the uniform is appropriate, it won’t be a good look if it’s the end of a busy shift and you’re covered in dirt.

When in doubt about whether your industry get-up will make for a good interview outfit, follow our tips below to find the answer or opt for a business casual look.

What to do if you’re unsure of the dress code

Sometimes it’s easy to find out what you should wear to your interview. Other times it’s not as clear-cut. But you need to get it right if you want to feel comfortable and give yourself the best chance of getting the job.

If you’re struggling to know what you should wear, try the following:

Visit the company’s website and social media: If they post pictures of their employees you can get an idea of its workplace dress code. Always go one step up from this though, as interviews can bring a touch more formality than what becomes the norm once you’re ‘in’.
Read the job ad: The language they use should give you a good idea of the workplace culture. If it’s corporate, go business formal. If it’s more laid back, business casual.
Ask: There’s nothing wrong with asking for interview dress tips from whoever you’ve been talking to. In fact, we recommend it. Take the guesswork out by asking beforehand what style of dress would be most appropriate.

If all else fails, always play it safe and dress smart. It’s much better to be overdressed than underdressed, both for your confidence and the impression it’ll leave.

Final thoughts

Always prep what you’re going to wear a day or three in advance to avoid a mad last dash around your house or finding an unsightly coffee stain, which can be a real confidence killer.

Resist the pressure to buy anything new (unless you really need to) and have a full dress rehearsal with a friend or family member beforehand.

And above all else, make sure you feel confident and comfortable in what you wear.