The Secret to Staff Retention: A Decade at a Recruitment Company

8 Aug

4 mins read

Employer culture Employee engagement employment market retention

In an era where fleeting job stints and rapid transitions seems to be the norm, finding and retaining talented staff has become increasingly challenging. After working with Madison for a decade, I’ve grown a unique perspective regarding the flow of employee turnover. In this blog, I’ll share some insights into staff retention and share my experiences that have kept me engaged and committed to my job.

Workplace culture tops the list

A positive work culture is the foundation of staff retention. One of my former managers always said, “culture is king!”. When employees feel valued, supported, and respected, they are more likely to remain engaged with the business. At Madison, embracing a culture of open communication, collaboration, and recognition has been key in creating a sense of belonging and teamwork. Team-building exercises, employee initiatives, and transparent communication channels have made me feel connected to my colleagues and highly motivated to contribute to the success of our business. It can be as simple as scheduling regular one-on-ones to receive feedback, encouraging cross-departmental projects, or even implementing a recognition program to acknowledge outstanding contributions.

Opportunities for growth and development

A lack of progression, training and development opportunities is a leading cause of employee dissatisfaction (as seen in this year’s Employment Market Report). To retain this talent, organisations must provide opportunities for growth. Madison encourages continuous learning through avenues such as training and mentorship programs. These opportunities have not only expanded my personal and professional skill set but also demonstrated that Madison invests in its employees, creating a sense of loyalty and commitment. So, whether you’re hiring a new team member or reviewing internal structures, be sure to outline well-defined career pathways and highlight unique development opportunities within your team or across the organisation.

Flexibility and work-life balance

In today’s fast-paced world, achieving a healthy work-life balance is vital for employee engagement. Recognising this, our business has embraced flexible working arrangements – like remote working, flexible hours, and extra leave – that prioritise employee wellbeing. This approach allows us to manage personal commitments and maintain a healthy work-life balance. By introducing adaptable work structures, you can empower your team to cultivate a work-life balance that boosts their wellbeing and productivity.

Transparent career progression paths

Employees want to know that their hard work and dedication will be recognised. When employees have a well-defined route to advance within an organisation, they’re not just working; they’re on a journey towards personal and professional fulfilment. Defined career progression plans provide employees with a sense of direction and purpose, encouraging them to stay engaged. Having a goal to strive towards, whether it be a promotion, a new skill, or milestone, helps to erase ambiguity and replace it with purpose. Recruitment can have a flat company structure, but Madison has found a way to have a defined career progression framework that outlines the skills and experience required to advance. Regular performance reviews and feedback sessions help align individual targets with organisational goals, ensuring that employees feel motivated to contribute.

Encouraging work-life integration

The traditional boundary between work and personal life is blurring, and organisations need to adapt to this change. Madison not only values work-life balance but also encourages work-life integration through initiatives like flexible hours, employee assistance programs (EAP), and a multitude of engaging social events. Creating a culture that respects this balance has significantly contributed to my long-term commitment to Madison.

Final advice

Staff retention is a big challenge faced by organisations today, but it’s not insurmountable. Based on my experience, I’ve learned that creating a positive work culture, providing opportunities, offering flexibility, career progression, and supporting work-life balance are key factors in retaining talent. By embracing these aspects, organisations can create an environment where employees are motivated and engaged. As I reflect on my decade-long journey, I am immensely grateful for the opportunities and support that have made my time at Madison fulfilling and rewarding. If you’re looking to hire top talent for your team, please get in touch.

Luke Horton

Central Regional Manager

A bit about me Prior to joining Madison, I have had several years’ experience running busy trades desks in NZ and the UK. I joined Madison on a recommendation and have never looked…

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Changing Career – How to update your CV and land your dream job

Moana Bennett

6 Jul

4 mins read

Job Seeker candidates cv guide job search

Embarking on a career change can be an exhilarating but challenging journey. While the idea of pursuing a new path might be exciting, translating your skills and experience into a different industry can seem daunting. That’s why I’m here to guide you through the process and help you create a powerful CV that opens the door to your dream job!

In 2022, after over 6 years working in the fitness industry, I made the big leap into corporate recruitment. Alongside all the feelings of excitement and determination, I had the monumental task of showcasing my skillset in one piece of paper – a CV.

When seeking a career change, the key to crafting the perfect CV is writing it for the job you want, not the job you have. By following a few easy steps, you can transform your application from just another email sitting in someone’s inbox, to a stellar interview!

1. List your skillset, not just your task list

Before diving into the process of updating your CV, take some time for self-reflection. What transferable skills have you acquired throughout your professional journey? Whether it’s soft skills like communication and empathy, or technical skills like budgeting and project management, you’re bound to have some that can be applied to any role – no matter the industry.

Identify the core transferable skills that make you a valuable asset in the role you’re applying for (check the job description!), then highlight these in the experience section of your CV.

2. Avoid industry jargon

Speaking of the experience section, when listing your previous roles, it’s important to steer clear of industry-specific jargon that may limit the way others perceive your capabilities. Instead, focus on the underlying skills and competencies involved in each position. By rephrasing your tasks and responsibilities in broader terms, potential employers will see the value you can bring, regardless of your background.

For example, instead of saying, “I hired personal trainers across 8 gyms”, I could reframe my experience and say “I successfully completed end-to-end recruitment, meeting the staffing requirements for 8 businesses across the South Auckland region”.

3. Tell potential employers why

Use your CV intro (or cover letter) to clearly articulate why you’re passionate about both the new role and new industry. By demonstrating your enthusiasm and highlighting your genuine motivation for transitioning into a different field, you’ll stand apart from other applicants. Employers know that the more you love what you do, the more committed, engaged, and diligent you’ll be; a win-win situation!

While most technical skills and industry knowledge can be taught, genuine passion is rare and innate, making it a valuable attribute which employers area always looking for.

4. Show that you’re in it for the long run

Employers are not only interested in your current skills, but also in your potential for growth and long-term contribution. For employers, it’s more beneficial to retain good staff than hire and train new staff, so they want to know you’re going to stick around! Since career change is often driven by a desire for personal and professional growth, it’s the perfect scenario to showcase your aspirations for the future.

In your CV, outline your short-term and long-term goals, emphasising your willingness to invest time and effort in developing your expertise in your new career field. Your future employer is going to invest time, energy, and resources in you, so show them how you plan to invest in them.

5. Stand out with personal branding

During a career change, personal branding becomes even more critical. Try writing an elevator pitch that captures your unique value and use it as the intro to your CV. What are your goals? What sets you apart? How do you provide value?

Consider boosting your online presence by making the most of your LinkedIn profile, creating a professional website or portfolio, or even contributing to industry discussions. By building a strong personal brand, you’ll attract the attention of more potential employers and set yourself apart from the competition.

Final advice

Transitioning to a new career requires planning and strategic communication. By reimagining your CV, you can position yourself as a strong candidate for whatever career you choose. Most importantly, focus your application on why you want this new role and what makes you the perfect candidate. If you don’t try, you’ll never know! Ready to take the next step in your career journey? Get in touch.

Moana Bennett

Consultant

A bit about me Prior to recruitment, I spent the majority of my career in the fitness industry, recruiting and educating up-and-coming personal trainers. I fell in love with the recruitment side of…

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