pnpersonnel

The cost of a Bad Hire and How to Avoid It

Wed, 15 Apr 2026 23:43:47 GMT

Recruitment… easy to do yourself?

It’s easy to assume so, but a robust recruitment process involves multiple steps to properly assess and verify candidates. Without the right knowledge, time or proven processes, it is easy to cut corners and increase the risk of making the wrong hire.

The true cost of a bad hire

These costs add up quickly and often go beyond what people expect.

Direct costs

Recruitment costs: job advertising, interview expenses, offers, salary and benefits
Employee establishment: tools and resources such as equipment, systems setup and onboarding
Legal fees: legal support if issues arise
Re-recruitment costs: starting the process again

Indirect costs

Time spent writing ads, shortlisting, interviewing and reference checking
Onboarding and training investment, especially if performance falls short
Disruption to workflow and overall productivity
Impact on team morale and added pressure on other team members
Poor customer experience and potential loss of clients and reputation

Why partner with a recruitment specialist

Engaging a recruitment specialist helps minimise risk and ensures your recruitment process is handled from start to finish. You can stay focused on core business priorities while experienced professionals manage the search.

With the right expertise, tools and networks, you gain access to candidates who are not only qualified, but also aligned with your team and culture.

When you work with PN Personnel, you benefit from more than 150 years of collective experience. Our team takes the time to understand your business, your people and your goals, delivering a streamlined recruitment process with ongoing post-placement support. Our permanent placements are also backed by a three-month guarantee , giving you added confidence in your investment.

Make your next hire count

Avoid the cost and disruption of a bad hire. Get it right the first time with the right support.

Matt Smout

Having extensive experience as an end to end recruiter, account manager, people leader and in business development – Matt has excellent knowledge of the 360-degree recruitment process and how to partner to understand businesses and add real value.

Matt takes pride in helping businesses achieve their growth strategies while contributing to making the regions a better place through delivering tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Your CV - One size does not fit all

Wed, 01 Apr 2026 23:12:49 GMT

CV length and structure do make a difference. Should you use a generic CV with your full history, or a highly targeted version tailored to each role?

The answer might surprise you. You need both.

A strong job search includes:

A detailed CV outlining your full experience and achievements
A tailored CV aligned to the specific role you are applying for

Here's why you need both.

The detailed CV

If you are working with recruitment specialists like PN Personnel, we want to understand the full picture. That means your complete work history, achievements, certifications and skills.

We work across multiple clients and industries, so the more we know about you, along with your motivations and career goals, the better we can match you with suitable opportunities. This can include roles or organisations you may not have previously considered.

With over 30 years in business, we have deep knowledge of the Manawatū employment market and strong relationships with a wide range of local employers.

The tailored CV

For specific roles, we may recommend refining your CV to better align with the opportunity.

For example, if you have governance experience such as serving on a school board or as a trustee, we may suggest highlighting this more clearly when applying for roles with councils or boards. These are often highly specific requirements that job seekers may not realise are in demand.

On the other hand, for detail-focused employers, we may recommend removing less relevant information. This helps ensure your key strengths stand out and align directly with what the employer is looking for.

When applying for a role, always:

Include relevant, specific experience
Mirror the language used in the job advertisement
Clearly demonstrate how your skills match the requirements

Never assume the reader will fully understand your previous roles without explanation. Provide context, including company size, scope and key achievements, so employers can clearly comprehend your contribution.

A cover letter will not fix a weak CV

Relying on a generic CV and trying to tailor only your cover letter is unlikely to deliver favourable results, especially in a competitive market. A generic CV for a specialised role will stand out for the wrong reasons.

Employers focus on well-presented, relevant applications. Job-seekers who take the time to tailor their CV demonstrate genuine interest and professionalism.

Complex and rewarding roles require candidates who can communicate clearly and effectively. In the early stages of the process, your CV is often your first impression, so make it count.

Final tip

Taking the time to tailor your CV can significantly improve your chances of progressing.

If you need support, the PN Personnel team recommends Jo Hazlitt from CV Edge , who specialises in creating effective, tailored CVs.

Christine McAdam

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Employment Changes Fact Sheet

Wed, 18 Mar 2026 22:56:12 GMT

Stay informed. Below are three key changes taking effect from 1 April 2026, along with recent updates to the Employment Relations Act.

This guide summarises the updates and links to further information.

KiwiSaver changes coming 1 April 2026

Default employer and employee KiwiSaver contribution rates will increase from 3% to 3.5%.

Employees may apply to Inland Revenue to temporarily remain at the 3% rate, with their employer matching this amount. Applications opened on 1 February and can be approved for up to 12 months. After this period, the default 3.5% rate will apply unless a further temporary reduction is approved.

Learn more here .

Minimum Wage increase

From 1 April 2026, the adult minimum wage will increase from $23.50 to $23.95 per hour.

Full time minimum wage workers will earn an additional $18 per week.
Weekly earnings will increase to $958 based on a 40-hour week before tax or deductions.
The starting out and training wage will increase from $18.80 to $19.16 per hour.

Businesses employing staff on minimum or starting out wages should ensure payroll systems are updated to reflect the new rates.

Learn more here .

ACC levy increase

From 1 April 2026, changes to ACC levies will come into effect.

The ACC earners’ levy will increase from 1.67% to 1.75% (for employees this is deducted as part of your PAYE and for sole traders this forms part of your ACC invoice) moving to a maximum of $156,641 of earnings.

Learn more here .

Employment Relations Act Changes
As of 21 February 2026 the following changes came into effect:

Removal of the 30-day rule for collective agreements
Previously, if a collective agreement applied in a workplace, new employees were required to start on that agreement for their first 30 days.

This rule has now been removed. Non-union employees can begin employment on an Individual Employment Agreement from day one.

Learn more here .

Clarification of contractor vs employee status
Clearer rules have been introduced to help determine whether a worker is a contractor or an employee.

A contractor is self-employed and engaged under a contract for services. Contractors invoice for their work.
An employee works under an employment agreement and is paid wages or salary.

Two legal tests are used to help determine the correct classification:

Gateway test making it easier to ascertain if an individual is a contractor.
Common law test for further clarification on status if required.

Learn more here .

Changes to personal grievance rules
If workplace issues cannot be resolved, an employee may raise a personal grievance against their current or former employer.

Key changes include:

Employees earning $200,000 or more per year under new employment agreements can no longer raise a personal grievance for unjustified dismissal or disadvantage relating to dismissal.
Employees on existing agreements have a 12-month transition period before the income threshold applies.

Learn more here .

Actions for employers

Remain compliant, check your payroll systems and employment agreements to ensure these are updated according to the new changes.

Jo Norman

Jo is our specialist of all things business, financial, accounting, payroll and administration. We struggle to give her a title as she wears so many hats. What we do know is that she would prefer a tiara over a hat any day!

Phone 06 280 2398 Mobile 027 696 2746 Email

Bring energy to your next interview

Wed, 04 Mar 2026 23:54:17 GMT

It’s not just what you say in an interview that matters. It’s how you say it. Your delivery, engagement and genuine enthusiasm can often speak louder than the words themselves.

In today’s competitive job market, the energy you bring to an interview, combined with thoughtful and well-structured responses, can set you apart from other applicants.

While positive energy is often easiest to convey in person, many of these principles apply equally to phone and virtual interviews.

What is positive energy?

Positive energy is about presenting yourself at your best. It’s walking into the room with confidence, making eye contact and being fully present in the moment. It’s showing that you are not only capable of doing the role but genuinely interested in it.

Preparation builds confidence

Preparation is key to projecting calm, confident energy.

Start with research. Learn about the company’s values, its people and the work it does. Look at recent news, social media or team profiles. These details can help you connect naturally in conversation and demonstrate genuine interest.

Once you’ve gathered your insights, practise. A mock interview with a friend or family member can make a significant difference. It may feel slightly uncomfortable at first, but practising your responses will help you speak more clearly and confidently in the real interview.

What to focus on:

Eye contact
Maintaining appropriate eye contact helps build connection and demonstrates confidence and curiosity. Pair it with a natural smile for a strong first impression.
Speech and tone
Aim to speak clearly and at a steady pace. When we focus too much on slowing down, we can sometimes sound monotone. Practising your responses helps you find a natural rhythm and vary your tone to reflect enthusiasm.
Body language
Sit upright with open posture. Leaning slightly forward can show engagement and interest. Be mindful of crossed arms or fidgeting, which can unintentionally signal nerves.
Highlighting achievements
Prepare short examples of past accomplishments. Be ready to explain what you achieved, how you achieved it and what the outcome meant for you and your employer.
What excites you about the role
Employers want to know why you are interested and what draws you to the position. What can you contribute? This is your opportunity to demonstrate your research, align with the company’s values and help the interviewer picture you as part of the team.
Ask thoughtful questions
An interview is a two-way conversation. Asking about the team, upcoming projects or measures of success shows genuine interest and initiative.
Prepare a strong closing
Before you leave, thank the interviewer for their time. Reaffirm your interest in the role and briefly highlight what you believe you can bring to the business. A clear and confident closing statement leaves a lasting impression.

Employers are looking for a combination of skills, experience and attitude that will complement their team and culture. An interview is also your opportunity to assess whether the business is the right fit for you.

By combining thoughtful preparation with positive energy, you give yourself the strongest possible chance of success.

Robyn Bills

Robyn brings with her a wealth of local knowledge and connections. She has worked in a range of businesses and industries including; account management/sales (both locally and nationally), healthcare, media, real estate, manufacturing and NZ tourism. This gives Robyn the ability to draw on personal experience and apply these skills to your business or personal situation.

Phone 06 280 2401 Mobile 027 699 9077 Email

Recruit Exclusively with PN Personnel

Wed, 18 Feb 2026 21:29:01 GMT

When it comes to recruitment, the more the merrier rarely delivers the best outcome. Partnering with one trusted recruitment agency gives you the strongest chance of securing the right person for your role, with a process conducted efficiently, professionally and with confidence.

Time saving and straightforward
An exclusive partnership allows us to invest the time needed to truly understand your vacancy, your business and what success looks like for you.

We begin by conducting a thorough consultation. We then manage the recruitment process in liaison with you, providing timely updates and clear, consistent communication.

With one shortlist to review and one point of contact , decision-making is streamlined and the overall length of recruitment is reduced.

Seamless collaboration ensures we are meeting your needs and those of candidates. It allows for a simple and well-managed process, helping you secure your new team member sooner rather than later.

No mixed messaging

Our robust analysis of the job, your business, team and culture ensures we are aligned with your business vision, with clarity of the skills and attributes required for the role.

In shared recruitment scenarios, there is greater potential for inconsistent information. This can result in confusion for candidates and can make the selection process harder for you to accurately assess candidate fit.

An exclusive arrangement ensures one clear message in the market , strengthening your employer brand and improving the quality of candidates you meet.

Greater commitment to your role

As recruiters we work multiple roles at the same time. Whilst we follow the same recruitment processes, we always prioritise an exclusive recruitment over one shared with others.

Reduced risk, better outcomes

Shared roles can unintentionally create risk. When multiple agencies are competing, speed can take priority over suitability, increasing the chance of a compromised hire.

An exclusive partnership gives the recruiter time to attract the best possible candidates via proactive searching, including passive candidates, increasing the quality of your talent pool for a better long-term outcome.

A quality candidate experience

Candidates expect a professional, seamless recruitment experience. Working with multiple agencies can complicate the process and detract from how your business is perceived.

By recruiting exclusively with PN Personnel, candidates benefit from clear communication, respectful engagement and a well-managed journey. Our reputation for trusted, high-quality recruitment solutions means both candidates and employers regularly provide glowing feedback regarding their experience.

Recruit with confidence

If you’re planning your next hire, we’d love to partner with you exclusively to deliver the best possible outcome. Talk to us today.

Matt Smout

Phone 06 280 2405 Mobile 027 607 2030 Email

How to Set Yourself Up for Job Search Success

Thu, 05 Feb 2026 00:07:38 GMT

The start of a new year naturally brings reflection. For many people, it also sparks a question about their career: “Is it time for a change?”

Whether you’re feeling ready to reset your career, quietly considering new opportunities, or simply wanting to see what’s out there, now is the time to reset your job search and explore options.

Here’s how to set yourself up for success, to ensure your next career move is the right one.

Start with clarity, not urgency

It’s tempting to jump straight into job boards and apply for everything that looks remotely suitable. While enthusiasm is great, knowing the types of roles and businesses you really want will deliver better results.

Before applying, take a moment to reflect:

What do you enjoy most in your current or previous roles?
What environments do you thrive in?
What do you want less of?
What do you value? Consider:
Flexibility
Stability
Growth
People interaction

Understand the local job market

The Manawatu job market has its own rhythm, industries and opportunities. Many roles are filled through networks, referrals and recruitment partners. Not all jobs are advertised.

Increase your chances of finding the ideal opportunity by being open to:

Temporary or contract work
Roles that use transferable skills

Local knowledge matters, and by working with recruiters you can open doors you may not even know existed.

Get your CV and confidence ready

You don’t need a brand-new CV for every role, but having a clear, up-to-date version that reflects your experience and strengths is essential.

A strong CV:

Is easy to read and well structured
Clearly outlines your key skills and achievements
Reflects the type of roles you’re aiming for

Equally important is interview confidence. Even highly capable people can feel nervous, especially if it’s been a while since their last interview. Preparation, guidance and honest feedback can make all the difference. We recommend practicing with a mock interview at home, using the STAR technique can also help you better prepare your presentation and responses.

Partner with us, we put people first

At PN Personnel, our mission is simple; to positively impact people’s lives and make the regions a better place. That means taking the time to listen, communicate clearly and support job seekers every step of the way.

We’re proud to be highly recommended by both clients and job seekers for our professionalism, care and commitment to finding the right fit for you. (You can read our testimonials here ).

Ready for a fresh start?

If a new role is on your horizon this year, we’d love to support you. Whether you’re looking for temporary work, a permanent position, or simply want a conversation about your options, our friendly team is here to help.

Because the right job doesn’t just change your workday, it can change your future.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Business confidence returning in 2026

Wed, 14 Jan 2026 21:32:09 GMT

There are encouraging signs that confidence is returning across the employment market, locally, we’re feeling that shift first-hand.

The Manawatu region is often described as resilient, and our conversations with Manawatu business owners and managers are reflective of a renewed sense of optimism for 2026. Many employers are once again thinking about growth, including the skills required within their teams to succeed in the year ahead.

Economic indicators point to positive momentum

That optimism is supported by the latest September quarter data from Infometrics , which shows an uplift in regional economic activity. Across our local industries, there is renewed interest in products and services, momentum that is expected to build throughout the year.

Adding to this outlook, CEDA reports that the foundations are in place for a stronger recovery in 2026, highlighting:

Early signs of growth in consumer demand
Lower interest rates expected to lift business confidence
Strengthening recruitment intentions
Businesses feeling more optimistic overall
Stronger labour demand anticipated in the Manawatu

Together, these indicators suggest a more active employment landscape ahead.

Recruitment intentions are increasing

Nearly half of local businesses canvassed in a recent survey by the Manawatu Business Chamber plan to hire in the next 12 months. While this is a positive signal, the survey also highlighted a familiar concern: access to skilled staff.

At PN Personnel, this is where we bring great value. Our far-reaching networks and long-standing industry connections allow us to:

Evaluate the availability of talent with the right skills for your roles
Source both active and passive job-seekers
Access a wider pool of candidates, leveraging our networks across local, national, and international markets.

This reach gives employers more options and better outcomes when it comes to building capable, future-ready teams.

Let’s talk about your growth plans

At PN Personnel, we’re proud to support Manawatu businesses through every stage of their recruitment journey. With deep local knowledge, extensive networks and a genuine commitment to finding the right fit, we’re here to help you build a strong team for 2026.

If you’re thinking about recruiting, or simply want to understand what the talent market looks like for your business, get in touch with our team today. We’d love to support your next phase of growth.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Set yourself up for a new job in 2026

Wed, 10 Dec 2025 22:47:05 GMT

Get started: What you need

Before you begin applying for roles, make sure you have the essentials ready:

Your CV should be updated and tailored to the role and industry you are wanting to work within.
Cover letter – should also be personalised to the job, stating clearly why you want the role.
Have two relevant referees ready. Ideally, they should be work-related, your most recent employer is best, but character references from people you’ve volunteered or worked closely with can also be suitable.

How to prepare:

Check your social media , employers will look. Remove any unflattering photos or negative posts, and consider creating content which reflects how you’d like to be perceived professionally.
Set yourself up on LinkedIn, a LinkedIn profile can be valuable and is another way to connect with potential employers and businesses. If you don’t have a profile yet, download our cheat sheet here.
Take time to explore an employer’s website and social channels, and ask around if you know people connected to the business. Understanding their brand, culture, and values will help you in conversations and interviews.

Looking for your next career move?

If you are at the stage where you are looking for a specific opportunity to advance your career, PN Personnel can add a lot of value. We know the Manawatu employment market inside and out, including opportunities not publicly advertised. Our strong and trusted employer relationships allow us to have confidential discussions on your behalf, so you don’t miss out on your ideal job.

Let your local recruitment experts know!

Sign up for PN Personnel Job Alerts , perfect if you are wanting to scope opportunities or have a specific role in mind.
Register for work via our website, one of our knowledgeable Recruitment Specialists will respond to you regarding your goals and opportunities available.

Remember, if you do what you love, you’ll never work a day in your life.

Learn more about our job opportunities at www.pnpersonnel.co.nz/jobs

Brad White

With a background in Agriculture, Agritech and Sports, Brad’s experience leading teams and running his own business means he understands the importance in building a strong and dynamic team. He is skilled in influencing positive conversations to benefit both business and career growth for job-seekers.

Brad’s love of running marathons is reflective in his work ethic, capable in developing and implementing a strong plan, whilst being fluid to roll with the punches and adapt in the moment.

Phone 06 280 2403 Mobile 027 330 0717 Email

High schoolers – here’s how to land your first job

Wed, 26 Nov 2025 22:20:16 GMT

Landing your first job as a high schooler isn’t always easy – but with the right approach, you can stand out!

Nail your job application:
✨ Keep your CV clean and simple – highlight your education and extracurricular activities
✨ Follow instructions – if the job ad asks for a cover letter, make sure you include one (templates online can help get you started)
✨ Record a professional voicemail – employers will notice; first impressions count
✨ Make sure your email address is professional; if not, create a new one. Employers do not want to email “billybonkers” or “sassychick02”
✨ Audit your socials – employers often check them, so set accounts to private or ensure your posts reflect you positively

Follow up
Most employers will ask for your job application to be emailed to them, and it pays to follow this first step.

Show you are motivated by following up if you haven’t received a response. You can either pop into the business in person, make a phone call, or send an email. Let them know you are very interested in the position and ask if you can provide any further information or meet at a time convenient for them.

Don’t know what career path to take?
PN Personnel can help. We have an assessment which evaluates your interest in a range of careers and is a great tool for school leavers who want a bit more certainty about what career or job pathway to take. Named the Horizons assessment, it can be completed online and will detail your key vocational interests and work needs.

We offer a discount to students, you can learn more here https://www.pnpersonnel.co.nz/career-advice-and-assessments

Flexibility counts

Our Recruitment Manager, Cushla Brasell, has been coaching job seekers for over 20 years. Her tip: Be flexible.

The more open you are to different days and hours, the easier it is for employers to offer you a role. Limiting your availability can seriously reduce your chances.

Get your foot in the door
Be realistic about your first job opportunities - your first job may not be your ideal role. However, once you have secured work, you build experience, demonstrate your commitment, and show a positive work ethic, which in turn will make future jobs easier to secure.

Christine McAdam

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

PN Personnel: Highly recommended for Recruitment Services

Wed, 12 Nov 2025 23:53:13 GMT

The results from our 2025 annual satisfaction survey are in, and we are delighted to share our outstanding satisfaction score for our recruitment services.

This result is determined by the Net Promoter Score, a simple but powerful measure of satisfaction and loyalty. It’s based on one key question:

“How likely are you to recommend our business/product/service to others?”

Respondents rate this on a scale of 0–10:

Promoters (9–10): loyal supporters who actively recommend your business.
Passives (7–8): satisfied but less enthusiastic.
Detractors (0–6): those less likely to recommend.

The NPS is calculated by subtracting the percentage of Detractors from the percentage of Promoters.

Any score above 0 is considered good because it indicates the business has more promoters than detractors. Scores above +50 are considered excellent.

PN Personnel’s 2025 NPS: +68 ⭐

We’re proud to share that PN Personnel achieved a Net Promoter Score of +68 in our latest annual satisfaction survey. This is our highest score yet.

Our result is 7 times higher than the current recruitment industry average*

This result demonstrates our team delivers quality recruitment solutions using proven strategies, alongside our ethical and professional approach to exceptional regional recruitment.

Why it matters

Our high Net Promoter Score reflects the relationships we’ve built with both employers and job seekers across the region. It shows that:

Employers and job seekers trust us to understand and deliver on their needs.
Our consultative, supportive, and resourceful approach is valued.
We’re making a positive impact in the Manawatū job market, even amid challenging conditions.

Thank you for your trust

We’re incredibly proud of our team and grateful to everyone who took part in the survey. Your feedback helps us continuously improve and deliver even better recruitment outcomes.

If you’re looking to recruit with a trusted local team backed by proven results and an outstanding reputation, choose PN Personnel.

*Source: NPS Industry Benchmarks – Perceptive

Naomi Castles

There’s nothing better than being able to promote a business and brand you are passionate about. Naomi's background in communications and marketing combined with her recruitment experience positions her well to share all the PN Personnel team are up to.

Mobile 0278 105 570 Email

Make Assessments and Testing part of your Recruitment Strategy

Wed, 29 Oct 2025 23:06:31 GMT

You have excellent applicants for your vacancy, but how do you identify the ideal fit for your team and business?

Assessments and testing provide measurable insights to help you make confident, evidence-based hiring decisions. These tools add real value to the recruitment process by supporting the selection, recruitment, and retention of a motivated, engaged team.

At PN Personnel we recommend three ways to test and assess the ability of a job seeker:

Computer Assessments
Ability Testing
Personality Assessments

Each option is simple to administer online, providing reliable, measurable results that offer a deeper understanding of your applicants’ skills, capabilities, and personality traits.

Computer Assessments

Verify digital competency before you hire.

Our computer assessments confirm an applicant’s ability to perform essential digital tasks, from Microsoft Outlook, Word, and Excel to data entry and light industrial skills.

With digital capability now a requirement for most roles, we can tailor assessments across a wide range of positions, from administration to warehousing.

Ability Testing

Measure reasoning, logic, and learning potential.

Ability testing evaluates an applicant’s abstract, verbal, and numerical reasoning skills, providing insight into how they learn, think, and problem-solve. Unlike computer assessments, these tests measure potential and cognitive ability rather than technical skill.

Personality Assessments

Understand what motivates and drives your people.

Also known as psychometric assessments , these tools reveal an applicant’s natural tendencies, motivators, and work style, helping you identify who will fit best within your existing team culture.

Using the Perspectives assessment, we measure personality traits and preferences to support effective hiring decisions. The Drivers assessment goes a step further, offering insight into what motivates individuals, which is valuable for professional development, training, and leadership pathways.

Reduce the risk

Assessments and testing can be seamlessly integrated into your recruitment process, in partnership with PN Personnel, or as a standalone service to meet your specific business needs.

They provide unbiased, reliable, and relevant insights into an applicant’s likelihood of job success and satisfaction. This leads to more informed hiring decisions, reducing selection errors, turnover, training costs, and workplace stress.

With a wide range of assessments and testing at our fingertips, our team can recommend the right tools for your business and role to improve recruitment results.
Talk to the PN Personnel team today about adding assessments and testing to your recruitment strategy.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

The hardest interview question and how to answer it

Thu, 16 Oct 2025 00:33:08 GMT

Many candidates stumble when asked: “What are your key strengths and attributes?” It can feel like boasting – but in an interview, modesty won’t do you any favours. This is your chance to highlight what you bring to the table and show why you’re the best fit for the role.

Employers want to hear this from you. When you share your strengths with confidence, it’s easier for them to picture you in the role — and to see why they should hire you over other applicants.

How to identify your strengths

If you’re not sure where to start, reflect on:

Feedback from managers, colleagues, or performance reviews
The parts of your work you’ve had the most success in
The tasks you genuinely enjoy and excel at
What friends, colleagues, or family say you’re naturally good at

Tailor your answer to the role

Once you’ve got a list, narrow it down to three to five strengths that are most relevant to the job. This keeps your answer focused and shows the interviewer you understand what the role requires.

Frame your response

Don’t just list strengths — bring them to life with examples. The STAR technique (Situation, Task, Action, Result) is a simple way to add structure and impact.

For instance, instead of just saying “communication,” explain whether you mean written, verbal, or both — and share a specific example of when you demonstrated this.

Early career candidates might highlight teamwork, time management, or organisational skills.
Experienced candidates could point to project management, leadership, or decision-making.

Practice equals confidence

Even if you’ve defined your strengths, it’s easy to stumble under pressure. Practice your responses so they feel natural and confident.

Remember: if you’ve been invited to an interview, the employer already sees potential in you. They’re now looking for both your technical ability and your soft skills. Confidently sharing your strengths could be the factor that sets you apart.

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Temporary recruitment made simple with PN Personnel

Wed, 01 Oct 2025 22:03:48 GMT

As recruiters, temporary staff are our speciality. One call to us is all it takes to secure quality talent ready to step in and add value to your business.

Our experienced Recruitment Specialists take the time to understand your needs, whether you know exactly what you’re looking for or need guidance to find the right solution. We pride ourselves on providing the best available talent within your required timeframes.

A simple process

We take care of every step, from recruitment through to the ongoing management of temporary employees. That includes:

Screening, verifying, and selecting the right candidate
Managing the employment contract and compliance requirements
Checking in throughout the assignment to ensure expectations are met – for both you and your temp

This means less admin for you, and more focus on running your business.

The benefits of temporary staff

Flexibility – Assignments can be short or long term, with the option to extend if required
Continuity – Cover staff absences without slowing down productivity
Expertise – Access talent with the skills and experience you need, right when you need them
Proven results – Our temps are consistently praised by employers for their initiative, adaptability, and ability to quickly fit into team cultures

Partner with PN Personnel

Our temporary employees are handpicked to make an immediate impact in your business. Whether you need an extra set of hands or specialist skills, we’ve got the talent to keep your business moving.

We make hiring simple, talk to us today about how a temporary team member could support your business.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Love Your Job While Helping Others Find Theirs

Wed, 17 Sep 2025 22:22:17 GMT

At PN Personnel, recruitment isn’t just a job – it’s our passion. For over 30 years, we’ve been connecting people and businesses across the Manawatu and beyond, making a genuine difference in the lives of job seekers and employers alike.

Now, we’re on the lookout for our next Recruitment Specialist to join our awesome team and help us continue our mission of positively impacting lives.

�� Watch our video here to hear more about the role and the fun we have along the way!

Who we’re looking for

We know recruitment skills can be taught – what matters most is attitude, energy, and drive .

You’ll thrive here if you have:

A natural curiosity and willingness to learn
A genuine interest in people and their stories
The resilience to bounce back from setbacks
A spark for business development and building connections

Recruitment is full of surprises (people can be wonderfully unpredictable!), but that’s what keeps it exciting. The challenges are real – and so are the rewards. Relationships built through recruitment often last well beyond the placement itself.

If you love connecting with people, enjoy variety, and want a career where no two days are the same – this could be the role you’ve been waiting for.

Why join PN Personnel?

We’re proud to be locally owned and operated with 30 years of success – and we’re still growing. Joining our team means you’ll be part of a supportive network with:

Training & on-the-job mentoring to help you succeed
An established client portfolio ready for you to grow
Work-life balance – late nights and weekends aren’t the norm here
A fun, connected culture where we celebrate success together
Extra perks like your birthday day off ��

We’d love you to be the next chapter in our success story. You can apply directly via our website, or get creative, we’re a team that loves personality, so don’t be afraid to show us yours!

�� Apply now via our website

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Validate digital skills and hire with confidence

Wed, 03 Sep 2025 23:19:00 GMT

Computer ability assessments add real value to your recruitment strategy. By testing a candidate’s digital capabilities in relation to the role they’re applying for, you can make informed hiring decisions and reduce the risk of a mismatch.

Why computer literacy matters

In today’s workplace, digital skills are essential for almost every role. As technology evolves, so too does the need for employees who can confidently use computer systems and applications. Assessing these skills upfront ensures your new hire has the right foundation to succeed.

The benefits of assessing digital skills

Recruiting digitally capable employees can help our business:

Save time and boost productivity
Reduce errors and improve accuracy
Improve communication
Streamline tasks
Improve overall team efficiency

Assessments available

PN Personnel offers a wide range of independent, fair, and standardised assessments to measure capability. Popular options include:

Microsoft Office (Excel, Word, Outlook)
Data entry and typing speed
Spelling & grammar
Basic computer literacy
Light industrial pick/pack

For specialised roles, our team can recommend the assessments best suited to your needs. Learn more about our assessments here .

Simple, flexible, and cost-effective

Our assessments are completed online, making them convenient for candidates and providing you with unbiased, relevant insights.

We can include assessments as part of your recruitment process, or you can access them as a stand-alone service. At just $50 + GST per assessment , they’re a cost-effective way to validate skills and reduce the risk of hiring the wrong person.

By building computer assessments into your recruitment process, you’ll hire with confidence – and set your business up for long-term success.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

How to use AI to enhance your job applications

Wed, 20 Aug 2025 22:16:30 GMT

In 2025, AI-created CVs and cover letters are more accepted than in 2023, but it’s essential to personalise them so they reflect your authentic voice. Recruiters and employers can easily spot AI generated material.

Let your personality shine

One of the biggest concerns with AI-generated documents is the uniform tone they produce. When applying for a job, recruiters and employers want to see more than just technical skills, they want to get a sense of you as a person and whether you align with their company vision, values, and culture.

To stand out, make sure your CV and cover letter still reflect your authentic voice. Use AI as a tool, but personalise your application with real-world examples that highlight not just your expertise, but also how you’ve applied critical thinking, adaptability, and problem-solving in the workplace.

When to use AI

To edit and improve original documents – AI can assist with formatting and clarity of your information
To suggest key words or phrases relevant to the job you are applying for
To provide you with practice interview questions (yes it can help with responses too but I recommend you try these yourself first)
To get you started, AI can generate a framework for your CV or cover letter

Use the right prompts

“Please review my CV and cover letter which is for XVY job at XVY (can include company website) and suggest edits and improvements based on this information (add your CV).”

You may also like to preface your prompt with a bit about who you are: “I am a school leaver looking for my first full-time job…”

Always double check AI outputs!

Check all AI generated information yourself and ask a friend or family member to peer review. AI does not always get things right, and sometimes errors can be overlooked. Watch for UK vs US spelling!

Provide context

The easiest way for a recruiter or employer to understand you better is by learning about your accomplishments, your motivations and aspirations. Always use examples; give context and specifics in your CV. These stories give us the sense of who you are as a person and what you can contribute to a company.

Find your balance

Use AI to enhance your application, but not to overpower it. If you are new to the workforce, sending through an AI generated CV with over-zealous descriptions of your limited experience is likely to work against you and not be the best representation of yourself.

A recruiter and many employers can easily spot when a CV is AI generated. What we are looking for is a sense of yourself.

Be genuine.

Be authentic.

Be you.

Recruiters and employers don’t expect a flawless CV. What matters is that it’s clear, well-structured, and gives us a genuine snapshot of who you are - enough to spark interest and make us want to invite you to the next stage.

Why Palmerston North really is NZ's Economic Engine

Wed, 06 Aug 2025 23:00:47 GMT

Right in the heart of the lower North Island, Palmerston North is a thriving centre for business, education and lifestyle. As a region, it is connected, resilient and ready for growth.

At PN Personnel, we hear this every day in our discussions with local employers we are partnering with and the talented job seekers who choose Palmerston North to build their careers and their lives.

A Strong, Diverse Economy

One of Palmerston North’s greatest strengths is the variety of industries that call our region home. Our local economy is built on a solid, diverse base including agriculture and dairy, technology, education, health, manufacturing, logistics, and professional services.

This diversity is part of what makes our region so resilient. When one sector slows down, others keep the wheels turning. It provides the perfect setting for innovation as local businesses constantly adapt, grow and find new ways to succeed.

A Central Location That Connects NZ

Our central location is a big part of the story too. Palmerston North sits at the crossroads of major transport routes, making it easy to connect north and south, east and west.

Rail, air and road infrastructure keep people and goods moving efficiently. The Te Utanganui Central New Zealand Distribution Hub will provide the structure for Palmerston North to continue to be known as the logistics hub.

In addition to this, the recent opening of the Te Ahu a Turanga: Manawatū Tararua Highway has strengthened our connection to Hawke’s Bay.

A Great Place to Live and Work

With everything on our doorstep, Palmerston North is a fantastic place to live. Affordable housing, great schools, easy commutes, and plenty to do ranging from local cafes and events to cycling trails, parks and nearby beaches and mountains.

For families, there’s a welcoming community and plenty of opportunities for kids to learn and grow. For professionals, there’s an extensive range of employment opportunities and the chance to build a career without the stress of long commutes or sky-high living costs.

Looking Ahead

We’re proud to call Palmerston North home, and we’re excited about what’s ahead for our region. With strong foundations, big ideas and a community that works together, Palmerston North is well-positioned for the future.

If you’re thinking about taking the next step in your career, now’s the time. We’d love to help you make the most of the opportunities our region has to offer. Get in touch with our team to learn more.

Source: https://www.stuff.co.nz/nz-news/360758002/nzs-mini-silicon-valley-how-easy-living-fuelling-business-boom-city

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Looking ahead to the next 30 years of recruitment

Wed, 09 Jul 2025 21:16:22 GMT

When you think about it, a lot has changed in the last 30 years. From flip card index systems, fax machines, dial up internet and landlines, to high speed fibre, cloud-based software and now AI-driven tools — recruitment is anything but dull!

As PN Personnel celebrates 30 years of recruiting excellence this July, we reflect on the past and look forward to the future.

The Past:

Back in the beginnings everything was manual, we had a Filofax (flip card index system) and a dial up phone on our desk. Timesheets were collected in our mail box or via our fax machine (the height of business sophistication at the time). All of which were superseded by email, cell phones and cloud-based software.

Job advertising was primarily newspaper-based until the mid-2000s when online platforms such as SEEK and Trade Me emerged.

In 2010, we established a social media presence, starting with X (formerly Twitter), followed by Facebook, LinkedIn, YouTube and Instagram.

The Present:

PN Personnel was an early adopter of cloud-based technology, becoming one of the first recruitment agencies in New Zealand to implement an end-to-end cloud-based system in 2016. This meant no more paper timesheets, making an easy and efficient streamlined process for candidates and clients to submit and approve online.

Mobile phones have transformed how we connect. Whether it be a phone call, a text or an email, mobile technology and email have made it easier than ever for recruiters to stay in touch with clients and candidates.

A key part of recruitment is the human element – connecting, advising and consulting in person or on-line with our clients and candidates. The virtual interview has removed barriers of distance and accessibility, and while we still prefer to sit down face-to-face, the ability to connect online means we can tap into wider talent pools more efficiently.

The Future:

Recruitment will always be about people. There will always be the need for genuine, face-to-face connection. Recruiters will continue to become more consultative, guiding clients and candidates through the hiring process to achieve successful outcomes.

We’ll embrace new technologies such as AI to enhance our services and strategies. AI can help job seekers personalise their career journeys, and smart algorithms can make matching candidates to vacancies even more effective.

However, AI won’t replace critical thinking – and this is where Recruitment Specialists add real value. The ability to interview, ask the right questions and truly understand people will ensure the quality of talent and opportunities remains high.

As we look to the next 30 years, one thing is certain: people will always be at the heart of recruitment… and so will we.

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Why Temping Should Be Part of Your Employment Solution

Wed, 25 Jun 2025 23:57:29 GMT

Temping = Opportunity.
We see it all the time – temporary work opens doors. Whether you're an experienced professional transitioning to a new industry, a first-time job seeker, or someone re-entering the workforce after a break, temping provides real opportunities. It gives you access to a wide variety of roles across a range of industries and businesses.

Temporary work can bridge the gap between jobs, ease your return to the workforce, or simply suit your lifestyle. For many, it becomes their preferred way to work – and we proudly partner with long-term temps too.

Let’s explore the benefits:

No Cost to You
First things first: there’s no cost to register with us as a job seeker. Our Client Manager, Matt Smout, explains this in more detail in his quick video – check it out !

Get Your Foot in the Door
Many of our temps land assignments with leading local businesses across the Manawatū. It’s a great way to experience company culture, show your value, and connect with the right people. Temporary assignments often lead to further opportunities within the business.

It Can Lead to Something More
Every year, several of our temps are offered permanent positions by the companies they’ve worked with. A short-term role can be the first step in a long-term career.

Upskill While You Earn
If you’re open to learning, temping is for you.
New environments = new systems, processes and skills. Even in roles you're familiar with, you'll expand your experience and boost your CV – all while getting paid.

Flexibility to Fit Your Lifestyle
Temporary roles are increasingly seen as a lifestyle choice, not just a stop-gap. Many people now prefer short-term assignments or fixed-term contracts for the variety, flexibility and work-life balance they offer.

You’re Never Alone
With PN Personnel, you're supported every step of the way. We’re here to make sure you feel confident, valued and well-placed throughout your assignment. Don’t just take our word for it, read the testimonials from others we’ve helped find meaningful work.

Give Temping a Go!
You’ve got everything to gain. If you're curious about temping or know someone who might be, reach out to me or the team at PN Personnel. We’d love to be part of your employment journey.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

PN Personnel – your hiring solution in the Manawatu

Thu, 12 Jun 2025 00:02:11 GMT

Finding the right people for your business in the Manawatu can be tough — but it doesn’t have to be. If you've been struggling to fill key positions, experiencing high staff turnover, or simply don't have the time to manage the recruitment process effectively, you're not alone. At PN Personnel, we provide recruitment solutions tailored to your business needs.

Why Local Knowledge Matters

With over 150 years of combined recruitment experience, we know the Manawatu job market inside and out. What works in Auckland or Wellington doesn't always translate to our region. As your local recruitment specialists, we understand these nuances intimately. We know which industries are growing, where the skilled workers are, and how to position your opportunity to attract quality candidates.

We’ve already built connections with skilled candidates, often before they’re even looking.

A Partnership, Not a Transaction

We go beyond just filling roles. We take time to understand your business culture, growth plans, and what kind of people thrive in your team. Think of us as an extension of your business, focused on long-term success, not just short-term hires.

More Than Just Hiring

The best recruitment partnerships provide:

Market insights (like salary trends and competitor activity)
Enhance your employer brand
Offer temporary solutions when needed

Ready to Build Your Dream Team?

In today's market, the businesses that secure the best talent will be the ones that thrive. Talk to PN Personnel today, your next great hire could be one conversation away.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Master the STAR technique for your next Interview

Thu, 29 May 2025 00:02:20 GMT

In today's competitive job market, it’s important to set yourself apart from others, especially at an interview. When you sit across from a potential employer, you'll likely be asked a range of questions designed to reveal not just what you know, but how you think, solve problems, and collaborate with others.

Most interview questions are open-ended, requiring thoughtful, detailed responses rather than simple yes or no answers. Among these, competency-based questions are popular with employers who want to understand your approach to tasks, your reactions to workplace situations, and how you've grown from past experiences.

What is the STAR technique?

The STAR approach provides the framework for answering interview questions clearly and effectively. STAR stands for:

S ituation - Set the scene and provide context for your example

T ask - Explain what you had to do, including your responsibilities or objectives in that situation

A ction - Describe the steps you took to address the situation

R esult - Share the outcomes of your actions and what you learned

This framework helps you tell a complete story allowing you to showcase your skills and experience in action.

Common Competency-Based Questions

Prepare for questions like:

"Share an example of a time when you faced a difficult problem at work. How did you solve this problem?"
"Share an example of when you went above and beyond what was expected of you in your role.”
"Share an example of when something went wrong. How did you address the problem and what did you learn?"
"Tell me about a time you worked as a team to achieve a specific goal and describe your specific contribution."
“Tell me about a time you had to motivate your peers. How did you do it and what was the outcome?”

Preparing for Success with STAR

To make the most of this technique:

Ask a friend or family member to conduct mock interviews so you can practice delivering STAR-structured responses
Review the job description carefully and prepare relevant examples that highlight the skills and experiences the employer is seeking
Create a list of situations where you overcame adversity, demonstrated leadership, or achieved significant results
Describe a goal you accomplished and the steps you took to achieve this
Keep your responses short and to the point

The STAR technique gives you the framework to craft engaging stories that demonstrate your capabilities and suitability for the position.

STAR Example 1: Self-Management

Question : "Tell me about a time you were under pressure at work and how you handled the situation?"

S ituation: I work well under pressure. In my last job I worked for a small manufacturing company. Due to a machine error, a batch run of t-shirts were misprinted and this was not picked up until after they had been sent to around 50 of our customers.

T ask: We needed to recall the t-shirts. I went to my manager to gain approval for my solution.

A ction: Firstly, I identified the customers who had been received the goods, apologised for the error and offered them a new t-shirt along with a 15% discount coupon for their next order. I ensured we had a couple of my team working with our customers to ensure they all received contact from us in a timely manner and followed up when the new t-shirts arrived to check the customers were satisfied.

R esult: Identifying and working quickly with the customer ensured they understood the issue and how we were going to rectify it. Our follow-up resulted in much positive feedback and 20 positive customer reviews. This in turn has strengthened our overall position in the market.

Additionally, we have added extra internal checks to ensure the quality of our product so this error in printing does not happen again.

Your Turn to Shine

With several examples prepared and practice under your belt, you'll be ready to handle whatever questions come your way during your interview. Using the STAR technique ensures you answer thoroughly, providing evidence of your capabilities to potential employers.

By using the STAR technique you don’t just tell interviewers what you can do, you demonstrate your past achievements and learnings through your own compelling stories.

At PN Personnel we can guide you through the recruitment process, including insight into the interview process so you are best prepared with answers using the STAR technique to shine.

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Three reasons why you should invest in a recruiter

Wed, 14 May 2025 23:43:03 GMT

Many businesses attempt to recruit a role themselves, only to be frustrated and time-poor after weeks of unsuccessful searching. The hidden cost to your business extends beyond your time, it can impact your team’s productivity, operational efficiency and overall business momentum. It can also have a negative impact on your business reputation and brand. There is a high risk of making a hasty decision out of desperation to fill the role.

The recruiter difference

As professional recruiters PN Personnel bring a strategic approach to recruitment which goes beyond simple candidate matching:

1. Asking the right questions

From the outset of a conversation, your recruiter will question the requirements of your job opportunity, to understand the essential versus advantageous skills and additional qualities to add value to your business and team.

In doing this we:

Distinguish between essential and desirable candidate attributes
Craft targeted job advertisements that attract high-calibre candidates
Conduct comprehensive screenings to reveal a candidate's true potential

Our detailed knowledge of your vacancy and business means we are well-positioned to promote your brand and job opportunity to candidates.

2. Accessing the Hidden Talent Pool

The most exceptional candidates aren't always actively job hunting. Professional recruiters excel at:

Engaging passive candidates through established professional networks
Leveraging extensive industry connections
Building relationships that extend beyond immediate job opportunities

The PN Personnel team collectively has over 150 years of combined recruitment experience, we value the relationships and connections built locally, nationally and internationally. Our approach goes beyond transactional recruitment—it's about creating meaningful career pathways benefitting both the candidate and employer.

3. Comprehensive Candidate Evaluation

Beyond resume screening, recruiters conduct:

Face-to-face interviews that assess body language and professional presentation
Confidential discussions that reveal a candidate's genuine motivations towards the vacant position and your business
Thorough background assessments such as reference checks to minimise hiring risks

A winning outcome

Professional recruitment isn't an expense—it's a strategic investment that delivers:

Time savings
Reduced hiring risks via a robust recruitment strategy
Access to top-tier talent
Stronger team dynamics
Enhanced employer branding

Ready to Transform Your Recruitment Strategy?

Contact myself or the PN Personnel team to learn more about our tailored recruitment solutions and our extensive network of candidates to widen the talent pool for your next recruitment.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Why you should only apply for a role you really want

Wed, 30 Apr 2025 23:05:13 GMT

Being selective about the roles you apply for isn't just good for employers—it's valuable for your career journey. When you focus on positions that genuinely excite you, your enthusiasm shines through in every application, discussion and interview.

If you are looking for work, here are some valuable tips to assist you in the process.

1. Genuine enthusiasm equals a strong application

Quality over quantity should be your strategy for your job search. It can be easy to send out your CV for every job you think you may have a chance at, but this can negatively impact your job search and employer perception.

This is especially true if you are motivated to secure work with a particular employer. We recommend taking a more discerning approach. Remember, an employer wants to hire someone with genuine enthusiasm for this specific position. Apply for a job because you are genuinely excited for the role and the opportunity to work within the company. Demonstrate this enthusiasm in your application and in your conversations with a potential employer. Give yourself a chance to shine.

2. Read carefully the scale of the role

Employers list hours based on what the role demands, so if a job is advertised as full-time, it likely requires those hours to be done effectively. If you can’t commit to full-time work, it’s best to focus on roles that match your availability to avoid mismatched expectations.

3. Ensure you meet the majority of the requirements

You don’t need to meet every requirement, but to progress past the initial screening, your application must align closely with the job description. Employers typically have a mix of “must-haves” and “nice-to-haves,” so it’s important you can demonstrate how your existing skills enable you to confidently handle most of the key responsibilities.

Employers will consider transferable skills but these need to be highlighted and crafted to demonstrate how these can be of benefit in the role you are applying for.

4. Customise Your Application Materials

Take the time to tailor your resume and cover letter for each position you apply to. Highlight relevant experiences and skills that specifically match what the employer is seeking. This personalised approach demonstrates your genuine interest and helps you stand out from applicants who use a generic resume and cover letter.

5. Temporary work

Taking a temporary assignment can give you some breathing space. It gives you the opportunity to be more discerning and wait for the right role. It can also be your foot in the door with a business to secure a new opportunity.

Temporary assignments can be short or long-term, can be extended and can become a permanent role.

If you are not currently working, a temporary assignment gives you a sense of purpose and additional income whilst you search for your ideal role. It can be an opportunity to showcase existing skills and gain new ones.

Finding Your Perfect Fit

Finding the right job isn't just about meeting immediate needs; it's about securing a position where you can truly thrive and grow. By targeting roles that align with your skills, values, and aspirations, you're setting yourself up for greater job satisfaction and long-term success.

The path to meaningful employment may take patience, but the reward—waking up energised and engaged in your day—is absolutely worth the selective approach.

Your ideal role is out there, and a thoughtful, targeted job search is your best strategy for finding it. PN Personnel provides guidance and support to point you in the right direction, reach out to us to discuss suitable work opportunities.

The Hidden Costs of Managing Your Own Recruitment

Wed, 16 Apr 2025 23:31:06 GMT

With job applications at an all-time high, do you truly have the capacity to manage the recruitment process effectively? If not, you risk damaging your brand and reputation. In a tight-knit business community like Manawatu, word of mouth travels fast, and maintaining a positive image is crucial.

The Reality of DIY Recruitment

Consider this: a recent warehouse position received 300 applications .

Even if you spent just one minute reviewing each application, that's 5 hours of your time—without factoring in:

Sending acknowledgment responses
Thoroughly reading CVs and cover letters
Creating a shortlist
Conducting initial screening calls
Scheduling and conducting interviews
Following up with all applicants

A shortlist of just 5 candidates could easily require another 2-3 hours for phone screening alone. Have you allocated several days in your calendar for this process?

The Cost of Delayed Response

As time passes without communication:

Quality talent can accept positions elsewhere
Initial excitement about your opportunity fades
Your company's reputation suffers

Many job seekers report being "ghosted" by employers, creating negative impressions that spread throughout the community.

Your Recruitment Solution

By partnering with PN Personnel, you gain a dedicated team who:

Manage the entire timeline so all applicants are acknowledged and informed and to keep quality talent engaged
Communicate effectively with all parties throughout the process, including constructive feedback for interviewed applicants.
Promote your workplace culture with insider knowledge that attracts the right talent
Enhance your employer brand through professional representation

Our annual survey consistently highlights job seekers appreciate our timely communication and follow-up—a reflection that positively transfers to our client companies.

Protect Your Time and Reputation

Known for our quality recruitment services, PN Personnel can help you maintain a positive brand image while securing top talent in a competitive market.

Contact us today to discover how we can streamline your recruitment process, protect your valuable time, and enhance your employer brand.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Get the Strategic Advantage with Temporary Staff - Part 2

Mon, 31 Mar 2025 23:10:28 GMT

In Part 1 , we explored how temporary staff offer businesses a strategic edge through their flexibility, specialised skills, and ability to maintain business continuity during fluctuations or absences. Now, let's dive into the practical aspects of bringing these valuable team members on board.

Working with PN Personnel makes accessing this talent pool remarkably straightforward, with advantages that extend far beyond just filling a vacant position.

From our streamlined recruitment process to comprehensive administrative support, we've designed a system that delivers maximum value with minimal hassle for your business.

Simple process

Adding temporary staff to your team is remarkably straightforward. With PN Personnel as your recruitment partner, the process becomes almost effortless. All it takes is a phone call to discuss your requirements, and we can handle the rest.

Pre-Vetted Quality

Quality temporary staff aren't random selections—they're pre-screened professionals ready to contribute from day one. Our thorough recruitment process ensures all temporary workers have been:

Interviewed face-to-face by an experienced recruitment specialist
Thoroughly reference checked
Tested for relevant skills and competencies

This rigorous vetting process means you can trust in the quality of temporary staff joining your team.

Administrative Simplicity

The employment relationship is managed by PN Personnel, eliminating administrative burdens for your business.

This includes:

All necessary employment paperwork
Payroll management
Tax compliance

Your only responsibility is to approve the timesheet, after which you'll receive a simple weekly invoice for hours worked.

Industry-Wide Coverage

Whether you need specialised technical expertise or general support staff, temporary workers span many industry sectors including:

Administration & Customer Services
Warehousing & Logistics
Accounting & Finance
Information Technology
Trades & Labour
HR & Training
Manufacturing
Executive & Senior Management

Temporary staff offer the perfect balance of professional expertise and organisational flexibility, all while minimising administrative overhead and employment risk.

If your business is facing staffing challenges, whether due to increased demand, specialised project needs, or employee absences get in touch with us at PN Personnel. Your ideal temporary team member is just a conversation away.

Temporary Recruitment Explained

Sun, 23 Mar 2025 23:20:44 GMT

What do you truly expect from your recruitment specialist when hiring temporary staff?

Discover the six key factors that make PN Personnel's temporary recruitment process as thorough and professional as our permanent placements.

In this video, Recruitment Specialist Robyn Bills reveal our robust candidate screening methods and explain how our consistent approach guarantees you'll receive only high-quality, fully-vetted candidates who match your exact business requirements.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Get the Strategic Advantage with Temporary Staff - Part 1

Thu, 20 Mar 2025 00:54:54 GMT

In the current business environment, adaptability is key to staying competitive. The strategic use of temporary staff is your advantage in the market. Offering more than short-term staffing relief, temporary employees can be valuable assets to your business bringing fresh perspectives and specialised skills without the long-term commitment of a permanent hire.

Temporary staff offer businesses a unique combination of expertise, flexibility, and reduced risk. Here's how they can benefit your business:

Managing Fluctuations in Demand

Temporary staff provide the perfect solution for:

Seasonal demand
Unexpected surges in business activity
Special projects with defined timelines

When demand increases, you can scale up quickly and when it subsides, you can adjust your staffing levels accordingly.

Uninterrupted Operations

Employee absences are inevitable, temporary staff ensure your business operations continue smoothly even when regular members of your team are unavailable. This includes cover for:

Sick leave
Holiday periods
Parental leave
Unexpected departures

Specialised Skills on Demand

Your business may require specialised expertise not currently within your team. Temporary staff can fill these skill gaps and offer:

Targeted technical knowledge
Industry-specific experience
Specialised certifications

This allows you to tackle projects that might otherwise be outside your team's capabilities without committing to a permanent hire for a short-term need.

Flexibility

The greatest advantage of temporary staffing is assignments can be tailored and adjusted to best fit your business needs:

Short-term assignments for immediate challenges
Longer-term placements for extended projects
Part-time support during peak hours
Full-time coverage for comprehensive needs

This adaptability means you pay only for the hours you need, optimising your staffing budget while maintaining productivity.

By strategically incorporating temporary staff into your workforce planning, you gain the agility needed in today's business landscape. Whether you're managing seasonal fluctuations, covering staff absences, accessing specialised expertise, or simply maintaining operational flexibility, temporary employees provide a cost-effective solution that scales with your needs.

In Part 2 , we'll explore how PN Personnel streamlines the process of finding and onboarding quality temporary staff, making this strategic advantage even more accessible for your business.

Charllotte Patterson

Creating and maintaining connections, Charllotte is solutions-based in her approach, with the ability to ask the right questions to determine and understand what people need and don’t need. This ability to drill down into the details, along with her flair for reading people, means Charllotte easily builds a high level of trust.

This warm approach means from your first conversation with Charllotte she will have gained the knowledge required to tailor a successful recruitment strategy built around your needs.

Phone 06 280 2403 Mobile 022 693 6849 Email

The value of recruitment with PN Personnel

Wed, 05 Mar 2025 23:10:52 GMT

Recruiting talent to your business brings more than their skills alone, it’s an individual’s personal attributes, such as their collaboration and leadership along with their previous experiences and achievements which bring immense value to your business.

There’s an art to recruitment. And because we do it well, it can be perceived to others as simple. The truth is, when you partner with a reputable recruitment agency it should be simple for you.

But don’t assume the process behind it is simple, because it is anything but. The many elements of a successful recruitment strategy are in play, managed by a knowledgeable recruiter who is backed by a team of equally knowledgeable and connected recruiters.

It takes time, effort and expertise to execute a successful recruitment strategy.

1 – Team effort

One recruiter may be at the forefront of your recruitment, but behind the scenes, it's a team who are scouting and sourcing for you. In the Manawatu, the value of word of mouth and knowing which talent to connect with can greatly improve the overall candidate pool.

2 – Proven strategies
Our recruitment strategy is continually refined and updated, to ensure we are recruiting with best practice values, using current and effective methods to streamline the process.

3 – Brand endorsement
Our third-party endorsement of your brand and business provides candidates with the confidence to know their career options are with a quality employer. Aligning with your vision and values is a top motivator for candidates to choose you over another company.

4 – Strong candidate engagement
We have long-standing relationships with a range of talented candidates and the ability to source and attract those most suitable for your vacancy. Throughout the recruitment process, we build on these relationships to ensure candidates have confidence in the process and that timelines are well-communicated.

5 – Reduced risk of a bad hire
With our robust and proven recruitment strategies, we minimise the risk to your business of a bad hire, which can cost you time, effort and money! At PN Personnel, we will secure the best person for the job. Our process and continued communication once the talent has started working for you ensures the risk of a bad hire is greatly reduced.

If you value your time, engage ours. PN Personnel are the experts in recruitment, with the time, connections and expertise to deliver a tailored recruitment solution for your Manawatu business.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Job seekers – we’re the right recruitment agency for you!

Thu, 20 Feb 2025 00:27:52 GMT

We’re the leading recruitment agency in Manawatu! It’s a bold claim, but we take pride in the impact we make - helping businesses thrive and connecting job seekers with great opportunities.

Job seeking is challenging and it’s hard to know where to start – look no further than PN Personnel, we’re here to help.

The reasons why you should choose us are simple, we:

Communicate effectively
Take the time
Follow up
Have local expertise
Provide specialist advice and support

The right recruitment agency will treat you like a person, not a number.

Let’s look at these points in more detail…

Communication

Communication underpins all elements of the recruitment process, and must be clear, concise and effective. We’re upfront, honest and informative.

Take the time

Our Recruitment Specialists will always consider your CV as the starting point for more detailed conversations, not the full story. We are committed to getting to know you, to understand your motivations, aspirations, limitations and development potential. We believe we can only achieve this through one-to-one conversations by phone and/or in person.

Follow up

We know one of the most frustrating elements of job hunting is waiting for information – we will never leave you hanging. Our Recruitment Specialists will give you clear timelines, honest feedback and sound advice. If we say we will contact you by a certain time – we will.

Local expertise

We all live in and love the Manawatu. It’s important to be local, to understand our regions opportunities, challenges and current market trends.

The right recruitment agency will place you with excellent companies.

Because we know who the best employers are, and we have over 30 years of representing a wide selection of amazing companies.

Specialist advice and support

When we are representing you for a role, we want you to succeed – so our advice is free. We’re here to support, providing advice on improving your CV, presenting for an interview, recognising your transferable skills and salary expectations. We may even suggest career paths you may not have considered.

Yes, you can go it alone, but with all the advice and support our specialists can provide, why would you?

Take advantage of over 140+ years of recruitment experience from the team at PN Personnel today.

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Employers: Three reasons to connect in 2025

Mon, 10 Feb 2025 22:26:49 GMT

At PN Personnel we are committed to finding and securing top talent for your business, a job which can be time-consuming and strain your internal resources. Our team has the knowledge and expertise to streamline the entire recruitment process, allowing you to focus on your core business while we work to match exceptional candidates with your unique needs.

As your local recruitment agency, we don't just fill positions—we forge strategic partnerships to help build and nurture high-performing teams that drive your business forward.

Here’s three compelling reasons to connect with PN Personnel for your recruitment needs in 2025:

1. Local expertise of the Manawatū employment market
We understand the regional employment market and economy. The Manawatū region is experiencing significant economic development, particularly with major infrastructure projects and the growing Agri-tech sector. From the Regional Freight Hub to the soon to be opened Te Ahu a Turanga: Manawatū Tararua Highway, we have our finger on the pulse of these developments and others within our region. We understand which skills are in high demand and how the local job market is evolving.

As specialists working across diverse local businesses, we leverage our market intelligence to understand current industry trends and salary benchmarks, enabling us to design targeted recruitment campaigns that effectively attract the right talent for your specific needs.

2. Unparalleled networks
Each member of our experienced recruitment team is well-connected throughout the region. It’s these strong networks and community connections which give us access to the widest possible pool of talent, including passive candidates who might not respond to traditional job advertisements.

We recognise that successful recruitment goes beyond matching skills and experience. Our team takes time to understand your business's vision, values, and culture, ensuring we present candidates who will not only excel in their roles but also contribute positively to your workplace culture.

3. Committed to regional growth and development
Our vision extends beyond individual placements; we’re dedicated towards positively impacting on people’s lives and make the regions a better place. We work closely with the Manawatu Chamber of Commerce and the Central Economic Development Agency to promote and attract talent to the region. Our job seeker talent is sourced locally, nationally and internationally.

We recruit talent invested in the region themselves. Our strategies ensure we connect with both local talent and professionals who might otherwise look to larger cities like Wellington or Auckland.

Why choose PN Personnel?
With our combined team experience of over 140 years in recruitment, we are the leaders in recruitment throughout the Manawatū. Together, we can attract, recruit and retain talent to not only benefit your business, but contribute to a prosperous Manawatū region.

If you are ready to access the widest talent pool for your business, get in touch with myself and the team at PN Personnel.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

How to create a professional CV

Thu, 23 Jan 2025 00:01:48 GMT

It’s easy to let your CV become outdated, or you may not even have one. Creating and maintaining an effective CV is critical to the success of your job search. Your CV needs to highlight your professional skills, education and employment history and achievements.

Your CV should be concise, typically around 2 pages in length, short and to the point. Present your information clearly, bullet points are recommended to enhance readability and highlight key information.

You may be tempted to use AI to write your CV , and this can be an effective starting point, you'll need to personally craft a document that authentically represents your professional journey.

The components of an effective professional CV should include:

1. The Basics
Your name and your contact details. Ensure you have your correct contact number and email address; you’d be surprised how often we are unable to contact job seekers because their contact number is incorrect.
TIP: Create a dedicated professional email address if your current one is too casual. Avoid including photos, date of birth, or personal details that could lead to unconscious bias.

2. Professional summary
In general, Kiwis are humble people, but when it comes to your CV, you need to showcase the value you can bring to a potential employer. Grab their attention by providing an overview of who you are as a professional highlighting your individual qualities and skills. Demonstrate why you are the right fit for the role.

3. Previous experience/work history:

a. The company you worked for (starting with the most recent)

b. The dates you worked there

c. Your position title

d. A summary of your responsibilities (bullet points)

TIP 1: If you have a long employment history detail only the last few companies (we recommend going back 10 – 15 years). You can still include earlier employment in your summary, but including company name, dates and job title is sufficient.
TIP 2: Address any gaps in your employment history proactively. You may have taken time for travel, family care or for personal development, include a brief explanation so the employer is not left guessing.

4. Skills and keywords
Clearly articulate your capabilities, focusing on relevant skills for your target roles. Be aware that some businesses will use software to scan your CV so be sure to incorporate key words from job descriptions of positions you are interested in.

5. Achievements/Qualifications
Include only recent and relevant achievements or qualifications.
TIP: Be specific when describing your accomplishments and provide an example with measurable results.
E.g: Instead of saying “increased sales” say “increased sales by 70% by implementing welcome and follow up procedures used by all sales staff”.

6. References
Include referee details so that a potential employer can verify details about your suitability and work ethic. Choose referees from your professional network – current or former employers, supervisors, or business associates – rather than relatives.
TIP: Using the phrase ‘Referee’s upon request’ can often be a barrier. Where possible include referee details upfront to streamline the hiring process.

7. Final Checks
Before submitting your CV:

Proofread thoroughly for accuracy and typos
Verify all contact information is current
Ensure formatting is consistent throughout

Once you have created your CV, you can tailor this to your job application. Easy updates include amending your professional summary to highlight why you may want to work for a specific company or highlight specific skills relevant to the job you are applying for.

For many jobs, a cover letter is also required, which we explain here .

Remember, your CV is often your first impression on a potential employer. Taking time to craft and maintain a professional, well-structured document can significantly impact your job search success.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

How to avoid online Job Scams

Thu, 12 Dec 2024 01:08:39 GMT

With previous recruitment experience, Tabitha Kennedy is no stranger to the recruitment process. Currently in the market for a new job, what has surprised her is the number of spam job ads in circulation.

Normally popping up in a Facebook group chat, these jobs at first glance are convincing.

“These jobs are designed to spark your interest. They normally offer flexibility in hours, work from home options, great pay with no experience required. I’ve been spammed three times in my eight weeks of looking”. Tabitha said.

There are two things scammers are after – money and your personal details.

Recruitment Agencies should never charge j ob-seekers in the recruitment process. These job scams work when a fee is charged upfront throughout the recruitment process. It may be for a range of reasons including:

application fees
recruiter placement fees
interview reservation fees
training fees
CV formatting/re-writing fees or background check fees.

If an employer asks you to pay any of these fees, report the listing immediately.

Tips to spot a fake ad:

The job ad is generally posted only via free messaging platforms and social media
Ads ask you to direct message and do not offer further verification of the person and company such as a company email address or website
Asks for money up front
Uses a personal or unrelated email address rather than a company one
Appears in your in box but you didn’t apply for it
Fake ads often offer multiple jobs available, with part-time and full-time options and generally little experience is required.
Contains a high salary
Seemingly genuine companies or recruitment agencies where the contact details or logo don’t seem quite right
The job ad contains grammatical errors and flawed sentence structure.

What can you do?

Always research the employer and company
Be wary of contact made via direct messaging only. Cert NZ has this helpful scam checklist: https://www.ownyouronline.govt.nz/personal/scam-check

Tabitha confessed due to the amount of competition in the employment marketplace, it’s tempting to go with anything that fits, but agrees if it’s too good to be true it probably is.

Even on closer inspection the social profiles can be convincing. Warning signs to look for include:

Newly created profiles with little information
Locked comments on profile posts

Tabitha said whilst researching one Facebook profile she was nearly convinced. “There was a placement post with a lot of comments and I thought maybe I had it wrong and it wasn’t spam, but when I looked at the comments there were repeat profiles posting – people had taken the time to make it look like something it wasn’t.”

What to do if you are scammed?

The first thing to do is report the scam to CertNZ. https://www.cert.govt.nz/

If you have given any money – contact your bank immediately.

Remember, you’re not at fault if you are a victim of a scam, many of the scams are highly convincing. Don’t be afraid to share your experience – which is likely to help someone else avoid being scammed themselves.

As the saying goes, “If it’s too good to be true, then it probably is.”

Partnering with a Recruitment Specialist removes the risk of scams, as they have completed their due diligence on the position and employer to ensure the opportunities are genuine. If you are looking for a new job, ensure you register for Job Alerts with PN Personnel.

Source: https://www.seek.co.nz/career-advice/article/job-ad-scams-to-watch-out-for

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Why Professional Job Ads Matter

Wed, 27 Nov 2024 21:58:16 GMT

As a business owner in the Manawatū region, you’ll know that finding the right staff is crucial - and increasingly challenging. While it might seem straightforward to write a job advertisement yourself, there's an art to crafting one that attracts suitable talent to consider for your business. Here's why partnering with a professional recruiter for your job advertisements could be your best business decision this year.

First impressions count
Your job advertisement is often a job seeker's first interaction with your company. In our tight-knit Manawatū community, reputation matters. As professional recruiters we understand local business culture and can help position your role to appeal to local talent while also attracting job seekers from further afield who might be drawn to our region's lifestyle benefits.

Local employment market knowledge
Professional recruiters live and breathe the local job market. We can advise on:

Which salary ranges are competitive across the Manawatu
Which benefits job-seekers value most
How to appeal to your ideal demographic (from experienced professionals and recent Massey or UCOL graduates)
Which skills are in high demand across the Manawatū region

Speaking the right language
A well-crafted job advert does more than list requirements. Recruiters know:

The most suitable language and structure to attract quality applications
How to balance technical requirements with cultural fit

Recruiters save you time and money

A poorly written ad can attract unsuitable candidates, wasting your time
You may overlook key selling points, turning away good applicants
It can take longer to fill the position and results in higher recruitment costs long-term

Avoid common pitfalls
Professional recruiters help you sidestep typical mistakes like:

Being too vague about responsibilities or missing critical information
Including unconscious bias in the language
Setting unrealistic expectations

The power of professional networks
When you work with a recruiter, your job ad doesn't just go public - it gets shared through established professional networks. This means:

Access to passive candidates who aren't actively job hunting
Reach into specialist professional groups
Connection to talent relocating to Manawatū
Tapping into word-of-mouth referrals

Better response rates
A well-written job ad will typically generate:

Higher quality applications
Better matched talent
More engaged responses

At PN Personnel, we understand the local market and can help craft job advertisements that attract the right talent for your business. To make it easier for you and your budget talk to us today and we will list your permanent or fixed-term position on Seek for FREE! (T+C’s apply).

Together we can find your next employee.

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Stand out in your job search

Wed, 13 Nov 2024 22:41:03 GMT

I’ve read thousands of job applications and worked with just as many job seekers navigating the recruitment process. From creating a compelling application to the manner with which you present yourself throughout the initial stages of the recruitment process and in an interview, these tips are designed to assist you to prepare yourself to shine brighter than the rest in your job search.

Submit a genuine application

Sending out your CV to as many vacancies as possible is not a strategy for success.

A compelling job application requires time, you need to fully read the requirements outlined in the job advertisement and do your research on the company. Once you have all this information, you need to tailor your application based on your personal skills and attributes and spell out how you can benefit the business.

Address any specific criteria outlined in the advert. If you can clearly communicate your skills and their relevance to the role in your cover letter and CV you increase your potential to progress to the next stage of recruitment.

Know the jobs you have applied for and be prepared should you receive a phone call

There is nothing worse than calling someone to discuss a role and they have no idea who you are or what role they applied for.

Keeping a note of vacancies and businesses is a good way to keep track of your applications so you are prepared for a call.

If you have been caught at a bad time, that’s okay, offer to return the call at a convenient time – this is your chance to be proactive. I also recommend you ensure your voice message is appropriate should you miss a call from a potential employer/recruiter.

Prepare yourself for an interview

There are a couple of simple ways to demonstrate you are motivated to an employer:

Be on time
Dress to impress – wear clean and appropriate attire. (For women throughout the Manawatu region (and NZ) Dress for Success can assist in styling sessions for job interviews and assist you in providing suitable work attire, at no cost to you.)
Be ready with your reasons as to why you want this job
Spell out what you can bring to the business
Have a question or two to ask (this highlights your that you’ve given thought to the role and business)
Confirm the next steps in the process and the timelines they are working to

Communicate efficiently!

Throughout the process ensure you maintain your communication. Promptly return calls and emails.
Be honest about your situation, other roles that you may be in a process with and offers on the table. If that changes throughout the process, update the person you are working with. Your recruiter is here to help and can act as a ‘go between’ to achieve a positive result for all parties when we have the information.

Turn every ending into a beginning

Try not to take it to heart if you are not the successful applicant. Try to learn from every experience so you can tweak and improve your application/interview for the next opportunity.

Ask for constructive feedback to assist you to prepare for future applications. Just because the door is closed on this opportunity does not mean it is closed to future roles within the company. Employers (and recruiters) remember good talent, and doors can often open when you least expect it.

At PN Personnel we work with a wide range of job seekers across all industries for permanent, contract and temporary opportunities. Our network of contacts within businesses can benefit your job search as we can advise on suitable opportunities and businesses you may not have even considered. I encourage you to register for our Job Alerts so you never miss a job opportunity relevant to you.

Industrial and Trades Temporary Staff

Tue, 05 Nov 2024 01:18:40 GMT

PN Personnel provides quality temporary staff for a wide range of industrial and trades roles.

Forklift operators
Drivers
Factory workers and warehousing
Skilled tradespeople
General labourers

Clients consistently tell us what sets our temps apart is the calibre of our temporary staff, reliable, motivated workers who excel.

We pride ourselves on our quality temporary team, so if you have a need, contact us today to learn how we can help keep your business moving forward.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Why the more the merrier does not apply to job applications

Wed, 30 Oct 2024 23:14:37 GMT

When it comes to recruitment, quality always trumps quantity. A couple of high calibre individuals to consider is preferable to a flood of unsuitable applicants for your vacancy.

Applications for roles in the current employment market is high. It’s not uncommon for roles to attract over 100 applicants, we know of a role advertised recently which attracted over 600. Unfortunately, in situations like these, the cost of time and effort to effectively manage these applications is considerable. And despite your best efforts, you still may not source and secure your ideal applicant for the role.

The solution

Partnering with your local recruiter is the best approach in this current market. We can tailor a recruitment strategy to attract quality applicants for your vacancy.

As recruiters we have the knowledge, experience and training to effectively manage the recruitment process. Our office systems provide the technology and programmes to gather, manage and filter applicants effectively, and as trained recruiters we know the most appropriate screening questions to quickly ascertain an applicant’s suitability for a role.

Set yourself up to attract quality applicants

It starts with advertising, an effective and well-crafted advert, listed in the right places and platforms. We utilise a well-written advert to structure our screening questions to filter and manage applications.

Network and connections

In addition to applicants captured from advertising, recruiters reach out to individuals who we believe would be a strong match for your business. This widens the talent pool and enhances the shortlist of people we present to you.

Manage timelines effectively

When dealing with large volumes of applications, it’s important to manage timelines effectively. You need to keep qualified applicants engaged in the process and advise and reject those applicants who are unsuitable.

Manage applicants to ensure you maintain your brand perception and reputation

For Clients managing this process themselves, delays in responding (or not responding at all) can negatively impact your business brand and reputation.

Working with PN Personnel we prioritise our time to ensure all applicants are managed and responded to in a timely manner. We prioritise quality applicants throughout the recruitment, to ensure they remain eager and engaged in the role.

We can source, attract and retain quality applicants for you to consider for your team, saving you time, money and ensuring your brand and reputation remain high.

Contact me to learn more about how we can streamline your next recruitment and take advantage of our FREE advertising on the SEEK platform currently on offer.*

*T+C's apply

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Ensure your business has the team to Thrive in 2025

Wed, 16 Oct 2024 22:43:29 GMT

Thrive in 2025! With inflation easing, economic conditions will start to improve. The market is starting to settle, interest rates will come down and this will put the spark back into the local economy. Businesses can get ahead by planning now to invest in their team for 2025.

The start of a new year generates increased interest in the job market. We know this is the time individuals reflect on their current career path with new year resolutions providing the inspiration to explore new job opportunities.

As we move closer to the new year, job enquiries from a range of talent increases. We encourage businesses to let us know if they are looking for new team members now.

Remember the average recruitment for a permanent role takes 6 – 8 weeks – not counting an applicant’s notice period. Now is the time to consider a recruitment strategy for a new team member to commence employment with your business in the new year.

If you are not yet in the position to commit to growing your team, I encourage you to discuss your recruitment needs with us, to ensure you can secure the ideal talent when you are ready. In the current Manawatu employment market we know job vacancies are attracting high volumes of applicants for positions, and sourcing and securing quality talent for roles requires networking, timing and excellent communication.

To assist in the process of attraction, PN Personnel is offering FREE advertising on SEEK for all permanent and fixed-term roles. (*T+C's apply)

The PN Personnel team consistently match talent to a business, managing successful recruitment strategies each tailored to the specific needs of your individual business.

Our team of 10 possess networks far and wide to ensure we capture the widest possible pool of suitable talent for your business.

I encourage you to get in touch with me now so we can grow your team in the new year... together we can Thrive in 2025!

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

How to resign from your job

Wed, 02 Oct 2024 23:01:47 GMT

It’s exciting to receive the offer of a new job opportunity, yet many of us remain unsure of how to take the next step and resign from our current role. There are a couple of steps you need to take to do this correctly and professionally.

1 – Check your facts
Before you do anything ensure you have confirmed your contract with your new employer. You should have a signed Individual Employment Agreement for your new role.
Refer to your existing Individual Employment Agreement from your current employer to verify your notice period (you may have done this already as part of your new employment process).

You need to know the length of notice required to confirm your last day of work with your current employer, and to inform your new employer when you can commence your new job. A standard notice period is 4 weeks, this can vary depending on your role and contract.

2 - Organise a meeting
Schedule a meeting with your direct manager ideally in person. If that is not possible, an online meeting is the next best option.

Plan what you will say in the meeting and stick to the facts.
Have your resignation prepared in writing either in hard copy to pass on during the meeting or advise you will follow up with an email to confirm your resignation.

3 – Put it in writing
A written resignation doesn’t have to be long, it does need to state the following:

That you are resigning effective from (add the date)
Your intended last day of work
Your signature
You may like to include a thank you, to express what the job meant to you and how it has contributed to your career growth.

For guidance, you can refer to online templates such as:

Employment NZ
SEEK also has a resignation letter template

4 - Addressing Your Future Plans

Remember, you're not obligated to disclose details about your new role or organisation. If you prefer not to share specifics, prepare a general statement you're comfortable with.

5 – Leave on good terms

Connections are strong throughout the Manawatu business community, therefore you don’t want to burn any bridges. It is easier to exit your current employment if you are leaving on good terms however even if your current work situation is tense, remain professional throughout your notice period. This approach reflects positively on your personal credibility and character.

Offer to assist with the handover – or to make notes regarding your role and responsibilities for the next person.

6 - Stay in touch
Maintain connections with relevant managers and co-workers. Keeping your professional relationships alive can enhance your future career opportunities. Social media (particularly LinkedIn) can be effective to continue to nurture these relationships.

Resigning from your job is a significant step in your career journey. How you leave a job is just as important as how you start a new one. Handle your resignation with grace and professionalism, and you'll be setting yourself up for success in your new role.

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Industrial and Manufacturing Temps to Benefit your Business

Wed, 18 Sep 2024 23:34:08 GMT

PN Personnel has a diverse range of talented temps available including temporary staff skilled and experienced in warehousing, industrial and factory industries.

It's the quality of our temps that sets us apart. We receive consistent feedback from our Clients regarding the high quality of our temps. We don't just fill positions; we provide valuable team members who can make a real difference in your operations.

All our temporary employees are qualified via our robust recruitment process. We follow this up with communication whilst on the job to ensure all our temporary team are of the highest calibre and capably fulfilling their temporary role.

Diverse Skill Sets to Match Your Needs
Our pool of temporary workers isn't one-size-fits-all. We provide staff across a wide spectrum of industrial and factory roles, including:

Forklift operators
Experienced drivers
Versatile factory workers
Skilled tradespeople
General labourers

Whatever your staffing gap, we can assist to source talent to fill it.

Reliability You Can Count On
In the industrial sector, reliability isn't just a nice-to-have—it's essential. Our temporary employees come with a strong drive and motivation to excel in their roles. When you bring in a PN Personnel temp, you're getting someone who's ready to hit the ground running and contribute from day one.

Robust Recruitment Process
Our comprehensive recruitment process ensures every temp we send your way is worth considering for your team. We take the time to get to know each temp, their motivations, drivers and skillset so we can place them in positions where they can bring the most value.

This process includes:

Comprehensive screening to match skills with your needs
In-depth interviews to assess capability and fit
Comprehensive reference checks to verify their past performance and work history
Communication and follow-up whilst on assignment within your business to ensure the temp is meeting their requirements and ensure a smooth transition within your team and working environment.

Why Choose PN Personnel for Your Industrial/Manufacturing Staffing Needs?

Flexibility: Whether you need staff for a day, a week, or an extended period, we can accommodate your requirements.
Industry Expertise: With 140+ years of collective recruiting experience we understand the unique demands of industrial and manufacturing environments, allowing us to provide staff who can integrate seamlessly into your operations.
Rapid Response: When you're facing a staffing shortage, time is of the essence. We can quickly engage temporary staff to meet your urgent needs.
Cost-Effective: By using our temporary staff, you can manage labour costs more effectively, scaling up or down to meet your business demands and budgets.

If you're looking for an extra set of hands for labouring, driving, warehousing, or factory work, PN Personnel is your go-to solution. Don't let staff shortages slow you down or impact your productivity.

Learn more about temporary solutions or get in touch with us directly to discuss how we can support your recruitment needs.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Approaching your job search in the current job market

Thu, 05 Sep 2024 02:22:22 GMT

The current employment market throughout the Manawatu remains tight, with fewer jobs advertised and a high level of interest and applications to advertised roles. These high numbers reduce your chances of securing a role, but by understanding how to best manage and structure your job search, you can improve the odds.

“The first thing you need to understand is if you apply for a role and you are rejected, it’s not personal.” Recruitment Specialist Charllotte Tatham explains. For many roles currently, applications are high, so to maximise your opportunity to progress your application you need to tailor your cover letter for the position you are applying for. “In essence, you need to put yourself in an employer’s shoes and consider it from their perspective.”

To be able to best tailor your application you need to research the role, by carefully reading the job advert and job description.

When there are a high number of applications, employers will be looking to progress with candidates who clearly meet the requirements of the role. If you can address these requirements and explain how your previous experience aligns to these requirements in your cover letter you have a greater chance of progressing your application.

The second tactic is to highlight any skills or attributes which set you apart from the rest – what can you offer that may give you an edge over someone else.

I also recommend addressing any areas where you don’t meet the requirements, if you are:

Underqualified? List what you can do and your willingness to learn new skills
Overqualified? Focus on how your knowledge and experience can benefit the company and provide personal reasons as to why this role will fulfil you

Check you have included clearly:

Why the role appeals to you and your motivations to work for the company
Your current situation, why are you looking for a new role?

Consider quality over quantity when it comes to your job search. A couple of tailored applications are a better investment of your time compared to sending your CV with a generic cover letter to multiple vacancies.

Employers will be looking for the best available person for the role, who has the skills to be capable in the role and the motivation and attitude which aligns with their company culture and team.

Identify the skills and requirements important to the employer and check these are highlighted in your application.

Consider temping

For all job seekers, temping can provide the ideal stop-gap between roles, and in many cases has the potential to lead to a permanent job opportunity within the company.

Temping gives you the opportunity to learn new skills, share existing skills and exposes you to a wide range of industries. Learn more here .

Partner with a recruiter
“If you haven’t registered for work with us, I highly recommend you do. The PN Personnel team can guide and support you through your job search. We can offer current employment insights and can advise on job opportunities related to your job aspirations.”

With robust connections with employers throughout the Manawatu, the PN Personnel team can offer guidance on both advertised and non-advertised opportunities.

2024 has been a tough year for both employers and job seekers and we know 2025 is looking much brighter.

Get in touch with the team at PN Personnel to discuss employment options tailored to you.

Eliminate the frustrations of job advertising with PN Personnel

lauren@pnpersonnel.co.nz (Lauren McDonald) — Thu, 22 Aug 2024 00:12:47 GMT

Advertising is one key part of our recruitment strategy, with SEEK advertising one of our many recommended platforms to source job seekers.

Recent insights shared with PN Personnel shed light on the falling number adverts on the SEEK platform. SEEK job adverts nationally continue to decline month on month whilst applications for jobs have increased slightly.

The benefit of less job adverts is there is less competition in the market, turn this into your opportunity, this may be a good time to consider advertising for your business.

SEEK surveyed job seekers to ask what part of the application process frustrated them the most. The statistics (nationwide) outlined a range of frustrations with the top three being:

Not hearing back from the recruiter/hiring manager
Salary not included in the job ad
Slow recruitment process

Eliminate these frustrations by working with a recruitment agency. We can address all three points above effectively:

Communication and follow up are our specialties – we dedicate time to the recruitment and manage the flow of information to ensure suitable applicants remain engaged in the process and all unsuitable applicants are acknowledged.
In discussing the job opportunity your recruiter will have honest discussions regarding salary, to educate the candidate on these salary expectations and discuss how their own expectations align.
We have the resources and tools to manage the recruitment in a timely manner, from screening job applicants to presenting you with a shortlist of qualified candidates to consider.

PN Personnel SEEK advertisement statistics:

Over the past year, our SEEK adverts have averaged over 20,000 views each with an average of 754 clicks per ad.
57% of applicants were available immediately

We can draw in these applicants by crafting a well-written job advertisement to attract suitable job seekers for your position and to your business.

For effective job advertising for your next role don’t run your recruitment alone, talk to the experts in recruitment, get in touch with us at PN Personnel.

Lauren McDonald

Lauren’s background includes working in customer service and administration. Having worked in both the agriculture and construction industries, Lauren enjoys working with people and ensuring they are provided great service.

Phone 06 356 6091 Email

Small business recruitment made easy with PN Personnel

Thu, 08 Aug 2024 01:19:13 GMT

As a small business, the resignation of an employee can have a huge impact on your business, for many small businesses the loss of one person is a large percentage of your overall team. Employing someone new can be daunting if you are inexperienced in the recruitment process.

A comprehensive recruitment strategy conducted effectively takes time, as a small business owner your time is likely already allocated to the daily running of your business. PN Personnel - your local recruitment agency can assist.

Your dedicated Recruitment Specialist will get to know your business and advise on the best strategy based on the following:

Your current business situation, needs and existing team
Skills and attributes required for the role (with consideration of the essential versus desirable)
How candidates are likely to perceive your business brand
Communication timelines to complete the recruitment

Partnering with you to promote your business and vacancy we will:

Advise on the best advertising to attract the best candidates
Confirm and set realistic timelines
Manage applications
Minimise risk by completing a full due diligence process on each candidate shortlisted
Provide feedback to yourself and candidates following interviews
Facilitate a smooth offer and acceptance

By partnering with us you leverage our well-established brand as Manawatu’s leading recruitment team. We have the connections and networks to source locally, nationally and internationally. We pride ourselves on our reputation which places us ahead of the rest in attracting suitable high calibre applicants.

Follow up and communication are critical to your recruitment, which can take considerable time out of your day. A lack of communication can detract from your business credibility and can result in the loss of your preferred candidate. We are known for our consistent and timely communication ensuring a smooth recruitment process between yourself and your candidates.

Recruitment is our priority, so it doesn’t have to be yours. We free up your time to get on with your business and devote our time to sourcing the person you need, when you need it. Talk to us to learn how we can assist with your next recruitment.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Why you need to be truthful in your CV

Thu, 25 Jul 2024 01:04:40 GMT

Being honest in your CV is crucial to securing your next job opportunity. You may consider embellishing elements of your CV to paint yourself in a better light but really all you are doing is not being true to yourself or your abilities. The more we know regarding your experience, skills and motivations, the better we can partner with you for your next job. As a Recruitment Specialist it is my job to ask questions, to reconfirm statements you have made about yourself and to qualify you for work.

Let me share with you some of the most common mistakes and clarify why it is best to be honest with your recruiter.

Inaccurate employment history
A common “stretch of the truth” is how employment history is presented in a CV. Often start and finish dates can be stretched out to cover gaps in employment. As recruiters we like to read employment history outlined in months, especially when detailing recent jobs. If the gap was only a couple of weeks, its unlikely to require too much explanation, but for longer absences we will seek to understand the reasons behind this.

Leaving jobs out of your CV
If you started employment and it didn’t work out it can be tempting to leave the job from your CV altogether rather than explain why you were only at a business for a short period of time or why you left the job. As a recruiter this information is valuable so we can secure job opportunities which give you the support and the working environment you can perform best within.

Not being truthful about your reason for leaving
We've heard all sorts of creative responses when asking why someone left their previous role, but an honest answer is always the best. A good answer will candidly identify why you moved on, while also highlighting your aspirations for your next role.

Misleading qualifications or skills
As a job seeker you want to present yourself in the best light possible and it is easy to over-exaggerate your skills and responsibilities, give yourselves qualifications or list achievements which have not actually been attained.

We verify and qualify skills via online tools such as skills-based testing and reference checks to confirm you can do what you say you can.

Unauthentic References
We will always ask for two references to verify your qualifications and experience. The ideal referee is your most recent employer. A common occurrence is for family members to be listed as references, ideally to obtain an objective reference your referee should not be related to you.

We understand sometimes you don’t always see eye to eye with your referee/employer (this may be a reason for looking for a new role) but it will be valuable for us to speak with them and just as we expect honesty from yourself we expect the same from them in their dealings with you as an employee.

We conduct our reference check with a range of detailed questions therefore we will identify an unauthentic referee.

The benefits of working with your recruiter

The beauty of having your recruiter supporting your job search is we can advocate for your skills and talents and explain any gaps in your CV or your skills to a potential employer. We paint a fully dimensional picture of you as a potential employee, in addition to what is presented in your CV, and promote the skills and attributes you can bring to the role.

Remember your recruiter is partnering with you to support your employment opportunities. We want to find you the best role to fit your skills, talents and motivations, we want you to succeed. By working with us, honestly, you have the best opportunity to secure the ideal role for you.

If you are looking for work, I encourage you to register for work with us: https://www.pnpersonnel.co.nz/register-with-us

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

PN Personnel bucking the trend with our latest Net Promoter Score

Wed, 10 Jul 2024 23:12:31 GMT

Employers and Job Seekers are highly likely to recommend PN Personnel, demonstrated by the results of our latest PN Personnel Satisfaction Survey. PN Personnel achieved a NPS score of 55, which we are extremely proud of given the last recorded nationwide average for recruitment agencies is -12 (sourced from Perceptive 2024 Net Promoter Score).

The NPS Score rating can range from –100 through to +100 so any positive figure is a favourable score.

In recent years PN Personnel has achieved a consistently positive NPS score which is testament to our quality recruitment services, strategy and team.

“As your local Recruitment Specialists, we continually strive to achieve excellence to ensure we maintain, improve and deliver favourable recruitment outcomes.” Managing Director Claire Hewson said.

“Our annual survey confirms we are meeting and exceeding the expectations of our jobseekers and employers. I’m extremely proud of our team who share our company vision to positively impact on people’s lives and make the regions a better place.”

Feedback from the survey regarding our recruitment services included:

fast and clear communication
highly responsive
friendly and welcoming
great knowledge of the local market
easy to engage
streamlined process
supportive, reassuring and empowering
I felt listened to, valued and looked after
personable yet professional.

“Our team at PN Personnel is highly experienced and knowledgeable in recruitment within the Manawatu and surrounding regions, with the contacts, connections and expertise to match quality candidates with excellent employers”

If you are looking to hire or looking for work, talk to your proven, professional recruitment team, talk to us at PN Personnel.

What is the NPS?

Your Net Promoter Score (NPS) is calculated as the difference between the percentage of Promoters verses the percentage of Detractors.

The score is calculated from responses which are scaled between 0 – 10.

Responses are divided into three categories depending on the score given:

Promoters – score of 9 – 10
Passives – score of 7 – 8
Detractors – score of 0 – 6

NPS scores range from –100 to +100. A rating from 0 upwards is a positive result for a business as it indicates you have more promoters than detractors.

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Recruitment challenges and opportunities for employers in 2024

Wed, 26 Jun 2024 22:27:16 GMT

It will come as no surprise the current economic conditions have had a flow-on effect to the employment market, which has also slowed this year. For the Manawatu the amount of job opportunities listed has declined, with applications for roles increasing for many advertised vacancies.

An ANZ report recently outlined in Stuff detailed the number of job applications for vacancies had increased by 250% since 2019. This may be true, however I have found depending on the advertising platform the calibre of applicants is generally low or unsuitable. For many vacancies creating a shortlist of three viable candidates can still be a challenge within many industries.

I cannot recommend strongly enough how timeliness is a factor in recruitment decisions and should be a key part of your strategy. A quality candidate will often have more than one job offer on the table, and employers who sit on their laurels will lose their preferred person. In these current market conditions a counter-offer from their existing employer remains prevalent. Therefore, I recommend your initial offer needs to be as strong as you can make it, complete with regular communication with your candidate to ensure they remain engaged in your recruitment process.

Latest data from SEEK showed there was no additional decline in job ads listed in the Manawatu region listed on the platform in May 2024 compared to April 2024 although the region has seen a 26% drop compared to May 2023.

Within the Manawatu employment market PN Personnel can report applications have increased in some industries, a recent administration role attracted over 160 applicants. At the same time, qualified individuals for specialised roles remain harder to secure.

PN Personnel’s fortnightly talent shout on LinkedIn highlights a range of individuals offering a wide range of skillsets to businesses.

In addition to this, the PN Personnel team and I are extremely well-connected, throughout the Manawatu and further afield, with the resources and technology to successfully source and secure talent.

There will always be talent available should their ideal opportunity arise, and these individuals are not actively searching for work. This is the type of talent we can connect in with to benefit to your business.

Whilst the latest quarterly economic snapshot from CEDA documents the Manawatu unemployment rate has risen to 4.2% in the year to March 2024, this is still well short of the peak of 6.9% in September 2015.

As an employer now is the time to look at your business offering, look at your Employee Value Proposition , consider your existing team, your retention strategies and your future planning.

Now is the time for employers to plan for the future, to consider the types of roles and skills of value to their team to set themselves up for a stronger 2025.

The PN Personnel team and I remain active in the Manawatu market, with employers and candidates. I encourage you to reach out for a confidential chat to discuss your upcoming needs, whether they be immediate or future.

Working together we can positively impact on people’s lives and make the regions a better place.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Applying for jobs when you don’t meet all the criteria

Wed, 12 Jun 2024 23:45:17 GMT

At a glance the job sounds perfect, then you read the full job description and realise your experience doesn’t quite match the requirements outlined for the role. In most cases it is worth crafting your application for the role, tailoring your cover letter and CV to maximise your chances of progressing your application.

Consider these recent statistics from SEEK*. 33% of job seekers said they wouldn’t apply for a job if they didn’t meet all the selection criteria. However, 75% of employers surveyed by SEEK stated they would consider hiring someone who didn’t meet minimum requirements.

Commonly, businesses will craft a job advert and job description with their “perfect” person in mind. This is idealistic and there is no guarantee they will find their perfect person.

Should the perfect person not apply, the vacancy still exists, therefore applicants who can demonstrate skills relevant to the role should apply.

As a recruiter I know of many job seekers who have successfully secured roles with companies where they have not met all the criteria. We can help you weigh up your experience verses the requirements for the role.

Talk to your recruiter
Why? Because your recruiter will have the insight of a previous discussion with an employer and will have the understanding as to what is negotiable with regards to the job description criteria. You may have a skill or experience gap in one area, but you are likely able to bring another quality to the table which an employer is likely to value.

Here are three simple tips to applying for the position:

1. Highlight what you do have and include your willingness to learn
Focus on your positives, the experience and skills you can bring, your enthusiasm and willingness to learn.

2. Focus on your transferable skills
If you lack skills in a certain area, you are likely to have other skills you can demonstrate instead. Consider all your skills and focus on what you can bring to the role.
(For more on creating a CV highlighting your transferable skills click here )

3. Personalise your cover letter
A tailored cover letter is important to capture the attention of the employer. Draw attention to the qualities you can bring to the role rather than the gaps. It’s equally important for a business to have an employee which aligns with the vision and values of the business and the way they like to work. After all, attitude is everything. This is something we commonly hear.

Nothing ventured, nothing gained.

My advice would be to apply for jobs if you feel you would be able to perform 75% of the duties outlined, which leaves you 25% which you can learn. This can potentially even work in your favour, employers may not want applicants who know everything as they are less likely to be engaged long-term, possibly moving on quickly.

If you can demonstrate your commitment to the business and your willingness to learn and improve your skills to align with the requirements of the job this can be a positive for your application.

If you believe you have the motivation, aspiration and willingness to learn then I would encourage you to apply and see how you go. You cannot be considered for a job if you don’t apply. Remember, this is the model you are working to and don’t get discouraged by pushback – cast your net wide. You may be unsuccessful, but if this is the case always ask for constructive feedback so you can craft a stronger application next time.

If you are reading one of our current vacancies and feel you meet 75% of the criteria, the recruitment team and I welcome a discussion with you.

* https://www.seek.co.nz/career-advice/article/i-dont-have-all-the-requirements-should-i-apply

Charllotte Tatham

Phone 06 280 2403 Mobile 022 693 6849 Email

How to answer the salary question

Thu, 16 May 2024 01:38:36 GMT

What are your salary expectations? It’s not an easy question to answer. You don’t want to oversell or undersell yourself.

There is no right or wrong answer here, the best way to answer the question is to demonstrate to a potential employer you have given it consideration and thought. Working alongside a Recruitment Specialist is the easiest way to understand salary expectations within the Manawatu for your chosen industry.

Our PN Personnel recruitment team has a combined experience of over 140+ years, therefore we are well positioned to provide support to you in negotiating salary for your role.

Your recruiter can advise you on the salary trends for your industry and will have an educated idea where you sit based on your skills and experience.

When partnering with a Recruitment Specialist for a role, you will benefit from their discussions and negotiations with the employer to understand the job specifications and the salary range offered. Your recruiter can then discuss with you how your own skills and experience compare and align with the job expectations from the employer. It’s rare for someone to fit the mould perfectly, as we are all unique individuals with our own skills and experiences to bring to a new job. Your Recruitment Specialist can talk you through your previous experience to confirm with you a salary to best reflect your skills and experience alongside the requirements of the job vacancy.

Salary is only one aspect of a job, PN Personnel can advise on the additional details which need to be considered such as benefits, flexibility, career progression, working environment, team culture and company vision.

As Manawatu locals we understand the costs of living in our region compared to elsewhere in New Zealand. We are advocates for the Manawatu lifestyle and our knowledge of our local employers and industries is extensive.

We can prepare you prior to your interview with a potential employer so you can answer the salary question with confidence, highlighting your existing skills and experience and what you can bring to the role.

As a job seeker looking for employment, I encourage you to reach out to us to secure your next role in the Manawatu.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

What is your Employee Value Proposition?

Thu, 02 May 2024 00:49:59 GMT

Your Employee Value Proposition (EVP) is your unique mix of benefits for your team. Put simply, it’s the “what’s in it for me” element for your employees, both existing and prospective.

Your EVP is a powerful tool in your recruitment toolbox because it sends a clear message why your business is different to others, highlighting your core values and unique selling points. It’s more than salary alone, it combines elements which contribute to the employees’ overall work experience including:

Training and career development
A supportive environment
Flexibility
Benefits which align with their individual needs

Your EVP should simple and consistent in its message.

It will answer questions such as:

why potential employees are attracted to your company
what makes your business a great place to work
why employees stay with your business
what employees value about their employment
what can you offer an employee which other companies cannot?

Your EVP should represent your employee’s wants and address their needs. A survey/discussion with your current team can assist to identify what employees like about your company and why their employment is meaningful to them. PN Personnel has an assessment which can capture this information. The Drivers assessment is a tool which examines an individual’s personal drivers and can identify where someone is likely to gain the most satisfaction from work.

If your business already has a robust EVP, it is worth re-visiting this annually to tweak and improve your offer and benefits.

Organisations which invest in defining and enhancing their EVP stand to gain a significant edge. By offering a compelling value proposition, they not only attract top talent but also cultivate a team of committed and motivated employees striving to perform at their best.

For more information regarding how our Drivers Assessment can assist your business to identify what motivates and satisfies your employees, talk to us a PN Personnel.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Transitioning to a new job opportunity

Thu, 18 Apr 2024 00:26:32 GMT

Local businesses are adapting to the changing economic circumstances presented to them, in a few cases this may result in disestablishing one or more roles within their business.

As an employee, if you find yourself in this position there are many ways you can transition and prepare for your next job opportunity.

1 - Talk to your employer before you leave

It will be beneficial for you to understand the reasons why your role has been disestablished as this will be valuable to communicate when you speak with potential new employers.

Ask your employer if they will offer any outplacement services and if yes, contact PN Personnel.

Also ask if your employer can be a referee for your future job applications. Re-confirm their contact details so you can share this information with recruiters/employers.

2 - Make a Career Plan

Take some time to re-evaluate your career aspirations and goals. Ask yourself these questions:

What elements of your current role have you enjoyed the most and the least?
Where do you see yourself in a year’s time?
What do you still want to learn?
What hours would you consider?
Review salary expectations, from your ideal to the minimum you would consider?
What aspects of a job can you compromise? Ie. Would you work one day in the weekend or would you commute?

You may find you want to go down a slightly different career path, you’re ready to take the next step in your career or you may want to take a step back from previous responsibilities.

3 - Talk to us regarding a new job opportunity

You don’t have to navigate your way alone. Partnering with our team of experienced recruiters can provide you with the confidence, support and guidance to approach, plan and prepare for new job opportunities as they arise, whether it be permanent or temporary work

4 - Consider Temporary work

Temping assignments can bridge the gap in your employment and finances whilst you are searching for your ideal permanent opportunity. Consider the types of temporary job assignments you would accept as this may vary from how you position yourself for a permanent role.

6 - Treat your job search like your new job

Set yourself some allocated time and commit to this. It may be an hour of two at a specific time each day to prepare job applications, to research companies you would like to work for or to spend time on social media and LinkedIn. Just by sharing you are looking for a new position can open doors to potential new job opportunities.

Stay in touch with your recruiter to discuss jobs of interest to you as they arise.

By creating a plan and committing to your job search you are taking the positive steps to finding your next new job opportunity.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Appointing talent through PN Personnel’s Executive Recruitment

Wed, 03 Apr 2024 22:10:00 GMT

Partner with PN Personnel to recruit executive talent to your business. With our outstanding reputation as Manawatu’s leading Regional Recruitment Agency our Specialists can tailor a strategy to ensure we attract, partner and promote talent possessing the skills, vision, and values which align to your business objectives.

For over 30 years, the PN Personnel team has recruited talent at an executive level, by successfully attracting talent both within and outside the Manawatu. As locals ourselves, we are well-positioned to promote the uniqueness of the Manawatu, providing compelling reasons why the Manawatu offers the best lifestyle in New Zealand. We support relocation plans by inducting talent to our region.

PN Personnel is the largest recruitment agency in the Manawatu, and with 140+ years of combined recruitment experience, our ability to attract talent reaches far and wide. From a quiet conversation at a local level, to connecting and networking nationally and internationally, our professionalism and ethical approach has been proven to source quality talent to your vacancy.

We appreciate your busy schedule. With the expertise to work alongside you and your key decision makers, from your Board members to other selected executives, we keep you informed and updated on the availability and interest of talent. This enables streamlined communication and progression of timelines.

With a history of successful recruitments at an executive level we can add value in promoting your business in the context of the Manawatu business environment. It’s our third-party advocacy and ability to align with your brand and objectives which can favourably influence prospective talent.

Working alongside us, you can be assured confidentiality and discretion regarding the management of all information. We can facilitate robust discussions and interviews without compromising private details related to your business objectives or that of applicants.

We don’t take this trusted position lightly. We have the expertise to effectively manage questions as they arise and progress negotiations for positive outcomes during and in the final stages of the recruitment.

We have faith in our robust recruitment strategies and I’m confident we can competently partner with you both, operationally and strategically to secure quality talent.

To learn more and have a confidential discussion, I encourage you to reach out to me. I offer an extensive knowledge of regional recruitment based on my 20-year career with PN Personnel. As a member of our leadership team, and a shareholder in the business, I appreciate the value of a successful recruitment approach aligned with your operational and strategic goals.

Cush la Brasell

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Write your cover letter so it stands out from the rest!

Thu, 21 Mar 2024 00:19:34 GMT

It’s common to spend a lot of time perfecting your CV, but your cover letter can easily be overlooked. If you currently use a standard template for every vacant position, today is the day to stop!

As recruiters, the PN Personnel team and I read a lot of cover letters. If you are serious about the vacancy you are applying for, you need to spend the time to tailor your cover letter.

A cover letter needs to capture the attention of the recruiter or employer, giving them a reason to want to explore you further for their role.

Here are my tips to create a compelling cover letter that stands out from the rest:

1. Address it correctly.
If your cover letter begins “To whom it may concern” or “Dear Hiring Manager”, it lacks personalisation, and you’ve missed an opportunity keep the reader’s attention. Take the time to find out who to address your letter to, normally this information will be included in the job advert, but if it is not, google or give the company a call to find out, and check you have the spelling correct.

2. Follow instructions.
Often a job advert will ask you to share specific details in your application. This is a strategy used to filter those applicants who have thoroughly read the advert and are interested in the vacancy enough to take the time, from those who are sending out bulk applications. If you have specific instructions, follow them, this demonstrates your ability to follow and take instruction and your attention to detail.

3. Catch their attention with a meaningful opening sentence.
Cut to the chase, be upfront and honest as to why you are interested in the position/company and what it is about the position that interests you.
Try something like “I’ve always wanted to work for a small family owned business like (enter name of company) because I believe my knowledge of (relate your skills back to the company) can add value to your team.” Remember – what’s in it for them?

4. Spell it out.
What value can you bring to the position and the company? Address the specific requirements in the job description/advert and include your reasons, skills and motivations. This highlights reasons for the recruiter/employer to progress your application.

Tip: If your application progresses, you may be asked to give examples of specific skills/experience. Prepare the answers for these in advance, so you can be on the ball with those questions and strengthen their perception of the benefit you can bring to a company.

5. Be specific
List some (but not all) of your past achievements and your strengths, rather than your employment history – this can be read that in your CV. You do want to demonstrate your achievements, but the employer only needs to know the ones relating to the vacancy.

6. Closing your cover letter
Always add a call to action at the end; “I would welcome the opportunity to discuss this position (name the position) further and can be contacted on (add your mobile number).”

Finally, run the spell check or ask a friend or family member to check for grammar and spelling before you send it off.

If you are applying for one of our roles at PN Personnel you can always ask us for feedback. As recruitment professionals who have read through thousands of cover letters and CVs we are happy to provide constructive criticism so you can craft a cover letter which stands out from the rest.

90-day Trial Period for Employers

Thu, 07 Mar 2024 00:05:38 GMT

At the end of 2023, the 90-day trial period was extended to become available to employers of all sizes (previously it was only available for employers with 19 or less employees).

This means any new employee may now be offered an Individual Employment Agreement which includes a 90-day trial period.

Understand what this means for you as an employer:

A trial period can only apply if the employee has never previously worked for you in any capacity. If they have previously worked for you (even as a casual) the trial period cannot be included.
The trial period must be included in the Individual Employment Agreement you provide to your employee. This must be signed by yourself and your employee and this must be completed prior to the employee commencing work with you.
The trial period can be up to 90 calendar days long. By agreement by both parties the trial period can be for a shorter period of time.
Even though you can dismiss your employee during the trial period, I recommend that you incorporate robust induction, training and performance management practices into your onboarding programme to support the success of your employment relationship with your employee.
An employee is not entitled to bring a personal grievance against you if dismissed within the 90-day trial period unless this grievance is related to a HR issue such as bullying or discrimination.
If you dismiss your employee during their trial period you are required to give them their full notice period outlined in their Individual Employment Agreement.
If an employee is a union member employed on a collective agreement, the trial period must be consistent with the collective agreement.
Employees on work visas may not be eligible for the trial period and its recommended you seek advice regarding their employment.

You can visit Employment NZ for more advice on trial periods and Employment Agreements.

PN Personnel can provide your business with dedicated HR support and guidance in this area. Contact me for a confidential discussion.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

The benefits of temporary recruitment to your business

Thu, 22 Feb 2024 00:14:46 GMT

Easy, cost-effective and streamlined. Engaging a temporary team member fills the need in your business, without you having to worry about the recruitment, engagement or onboarding.

PN Personnel manages the entire recruitment process and temporary team member.

All you have to do is give us a call.

Let’s break down the many benefits of temping:

Value-Driven
Temporary staff bring a wealth of experience, skills, and fresh perspectives to your team. They’re like a breath of fresh air, injecting new ideas and approaches.

Low Risk
Temporary staff provide the expertise without the long-term commitment. Temps are very low risk recruitment option.

Flexibility
Need specific skills for a project? Facing extra demand? Dealing with sick leave or holiday cover? Temps offer the flexibility to meet these fluctuations in your business.

Tenure Options
Take a temp for as long as you need them. Their assignment can be:

Short-term: Perfect for quick projects.
Longer-term: When you need consistent support.
Part-time: Ideal for specific tasks.
Full-time: For comprehensive coverage.
Contract: Engaged skills for a specific project

Easy Process
Securing temporary staff is a breeze. Just give us a call, tell us what you need, and we’ll handle the rest.

Our Skilled Pool
At PN Personnel, we’ve curated a pool of skilled temps who are ready to hit the ground running. Our temps have been:

Face-to-Face Interviewed by our experienced Recruitment Specialists.
Reference Checked to ensure reliability.
Computer Tested for relevant skills.

Talent on offer
We have talented temps available in various industries, including:

Administration
Call Centre
Human Resources
IT
Finance and Accounting
Manufacturing
Warehousing & Logistics

We Manage It All
From paperwork to payroll, we’ve got you covered. PN Personnel takes care of the employment relationship, leaving you free to focus on your core business.

Simple Timesheets
Just sign off on the online timesheet, and we’ll handle the rest. You’ll receive an invoice weekly for the hours your temp has worked.

Ready to find the right temp for your business? Get in touch with our recruitment team today!

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Recruitment insights for 2024

Thu, 08 Feb 2024 23:24:19 GMT

Employers throughout the Manawatu are cautiously optimistic regarding the year ahead. With the many opportunities for our wide range of industries, Manawatu is well-placed for job offerings in 2024.

The tide is changing from the candidate short market of previous years as more jobseekers enter the market, giving increased scope and selection for Manawatu employers. Positions across industries will attract a large number of applications however specialised skillsets will remain harder to secure. Employers need to move quickly through their recruitment process to qualify candidates when they do identify the required skillsets.

Skilled employees remain tight within the construction and finance sector.

For talented candidates, multiple offers and counter offers remain on offer. I recommend steady and timely communication throughout the recruitment process so you can ensure your talent remains engaged in your role and business.

We anticipate movement within the Public Sector with more contractors coming into the market.

Job adverts are also starting to ease across New Zealand, with the Manawatu region faring better than larger cities in job offerings to candidates.

The unemployment rate for NZ now sits at 4% and we do expect this to rise throughout the year. The Employment and Manufacturers Association believe this number will rise based on the number of employer enquiries received at the end of 2023 looking to restructure their business. PN Personnel provides local outplacement services, feel free to contact me for a confidential discussion to support your business.

The PN Personnel recruitment team are active across the Manawatu and can advise on local employment trends and opportunities.

My recommendation to all businesses is to start the year with a review of your Employee Value Proposition (including benefits, branding, website and social media) to ensure this all reflects your business vision and values. This will assist in attracting new talent to your team throughout the year.

If you are considering growth opportunities within your team in 2024, I encourage you to have conversations with us as soon as possible. You may not yet be in a position to advertise the role, but if we know you have a need coming, we can keep our eyes and ears open as we talk to talent to ensure the widest possible candidate pool is available to you.

Engage our team to grow your team in 2024, we look forward to working with you.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Seven job seeking tips for 2024

Thu, 11 Jan 2024 00:47:23 GMT

PN Personnel are your experts in recruitment, we’ve helped 10,000+ people find work over our 30 + year history and in 2024 we’d love to partner with you to find your dream job.

In partnering with us, you can streamline your job search and even open doors you never knew existed – here’s seven reasons to talk to us:

1 – Define your job search

We know the Manawatu employment market! With 140+ years of collective experience we have the knowledge and relationships to help you define roles and businesses which match your career goals.

2 – Not all jobs are advertised

PN Personnel has strong relationships with employers throughout the Manawatu region. We often have insight into skills employers are looking for, and can get opportunities to promote your skills to employers without a specific job vacancy.

3 – We have the details of the job

We always take a detailed job brief for roles we are recruiting so we can always advise not only on details and duties required in the role, but also provide insight into the business and working environment.

4 – Identify your transferable skills

Never underestimate your transferable skills, these can enhance your appeal to a potential employer, we can help you identify what to highlight.

5 – Smooth hiring process

Working with PN Personnel you will always know where you stand within the recruitment process, we ensure communication flows between yourself and the prospective employer.

6 – Self-promotion

Your recruiter can promote your strengths and attributes, so you don’t have to! We can ensure you stand out in the best possible light to potential employers.

7 – Feedback and negotiation

The final stages of securing a role, from the contract to the details within it require clear communication, and your PN Personnel recruiter can help to achieve a mutually beneficial outcome.

Registrations for your new role in 2024 are now open! Register for work today.

Cush la Brasell

Cushla effortlessly tackles our fast paced industry with her pro-active nature. As a member of the leadership team, and a shareholder in the business, Cushla appreciates the value of a successful recruitment approach aligned with your operational and strategic goals.

Cushla has a positive upbeat attitude and extensive knowledge from her 20 year career in recruitment, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

The many benefits of Temping – Justin’s Story

Wed, 13 Dec 2023 23:51:08 GMT

I’d never considered temping before, but I have found it to have many benefits.

Halfway through the year I decided to leave my current role and was accepted into a UCOL course to pursue my career in the IT industry in 2024.

What I needed was a job quickly that would fit in with my planned study.

I started searching for jobs and came across a handyperson role managed by PN Personnel online. I expressed my interest in the vacancy and Recruitment Specialist Christine Hanning gave me a call to learn more about my current situation and my career goals. She understood my passion and saw my potential for the IT industry and pursued an ideal alternative option via her contact however the timing didn’t quite work out.

A second opportunity of a temporary assignment was presented to me, resulting in the role I am in now with PEC.

It’s the only temporary role I’ve ever done, I was surprised at how flexible it is. I’ve worked throughout the business completing a range of different duties utilising my existing skills and learning new ones. My skill-base has increased and I’ve enjoyed being able to work within the many different areas of the business from pump assembly to electrical displays.

The versatility of the job and the skills I have learnt is excellent. One of the valuable skills I have learnt which will add value in my career is the ability to solder.

Through temping I’ve been able to pay off my course fees for next year.

My Recruitment Specialist Christine Hanning is excellent, she always responds quickly to any questions I may have and I appreciate her communication.

I would absolutely recommend temping and PN Personnel. The flexibility of temping is fantastic, the team are amazing and the ability to test out different roles has been hugely beneficial for me.

If you’re looking for work yourself, or know someone who is, get in touch with the team at PN Personnel.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Don't wait till the New Year, start your job search now!

Wed, 29 Nov 2023 23:52:25 GMT

As we approach Christmas, it’s easy to switch off, and if you are looking for work, it can be tempting to postpone your search until the New Year.

Don’t wait! If you are ready for a new role, here’s why you should start looking now.

Employers are hiring before Christmas!
We have a range of jobs listed now and over the Christmas period. Registering your interest now can save a lot of time, with employers and decision makers available in December as opposed to January where people tend to take leave. The application process can be well advanced or even confirmed before the end of the year.

New Year / New Job
By applying early for roles your application can be well on the way by the time Christmas comes around. Therefore, you can be starting your new role in January or February as opposed to March or April if you leave it to the New Year.

Less competition
Other job seekers will wait until the New Year to look for work. Meaning a better opportunity for you to be noticed!

Favourable first impressions
Applying for roles now can work in your favour as employers see you as motivated and dedicated to their company and role.

Enjoy your Christmas break
Knowing you have an opportunity lined up in the New Year allows you to properly relax and unwind over the Christmas break. You will be refreshed and ready to go in your new role in the New Year.

Now you have the reasons why, here’s what you need to do:

Review your CV and update if necessary:
Should you use AI to write your CV
Create a transferable skills-based CV
Get the edge with a tailored CV
Is your CV short, sharp and to the point?
Your CV – one size does not fit all
How to create a professional CV

You are now ready to register for work with us at PN Personnel.

The PN Personnel team and I have the expertise to support your job search and advise on the best opportunities and connections to secure your dream role for 2024.

We look forward to working with you.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Choose your recruitment agency wisely

Wed, 15 Nov 2023 21:14:35 GMT

Deciding which agency to go with for your next recruitment is an important business decision. We recommend asking your recruiter some questions before you make the commitment with them. Know you are partnering with someone who values your business and will manage the recruitment professionally and ethically.

We pride ourselves on our quality recruitment services. As your local Recruitment Specialists within the Manawatu we know we can save you time and money. We have the networks and connections to source and secure the best talent for your business.

Here’s some points to consider when choosing your recruitment agency:

Recruitment Training
Your recruiter should have completed the RCSA (our industry Recruitment Body) Code of Conduct and regularly upskill. Even our most seasoned recruiters regularly undertake training and development to ensure we remain on top of our game.

Understanding of the market
What does your recruiter know about the local employment market, your industry and your business? Knowledge of our market means your recruiter can advise on a suitable advertising strategy and connect with potential candidates for your role.

A clear recruitment process
All agencies should have a proven and structured recruitment strategy ready to be tailored to your needs. Whilst the details within the strategy will adapt to reflect the requirements of the recruitment, the over-arching structure from advertising, screening, interviewing and placement should be robust.

Temporary assignments
At PN Personnel we manage the recruitment relationship with our temporary employees. We visit our temporaries on site and have regular communication with all parties to ensure the assignment is meeting both their expectations and yours.

Communication
Excellent recruiters will be excellent communicators. This is one of the many strengths within our team. You and the candidates will always know where we are within the recruitment process. We don’t shy away from the tough conversations either, we seek to resolve and clarify information in a timely manner.

Teamwork
Is your recruiter operating as a lone wolf or as part of a wider team? At PN Personnel your dedicated recruiter is backed by our experienced and capable team, allowing for the widest possible sourcing selection to achieve the best results.

The PN Personnel team has 120+ years of recruitment experience between us, we know the Manawatu employment market and are well positioned to partner with you on your next recruitment.

What are you waiting for? Talk to us today.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Should you use AI to write your CV?

Thu, 02 Nov 2023 00:25:40 GMT

Yes and no, your CV reflects your professional accomplishments, your working attributes and is our first impression of who you are as a person. If the language used in your CV isn’t the way you present yourself or communicate, your AI generated CV is not an authentic reflection of yourself. This could misrepresent your suitability (or incompatibility) for a role.

AI can be an effective starting point.

From there, the personalisation and specific wording of your content needs to be tailored to you.

Inspiration and templates
Utilising AI to create a brand-new CV or update your existing CV can give you the inspiration and momentum you need. It can provide structure and a template for your information in a cohesive and manageable way.

Using AI will identify key skills and words which should be included in your CV. This can be a positive, as many organisations and recruiters will use software which will scan your CV for key words, so you want to include as many appropriate keywords as possible.

Be unique.
AI will use flowery and over-embellished sentences and adjectives. Such language is an instant giveaway. Recruiters and employers/hiring managers read a lot of CVs. We can tell if a CV is genuine. You should never copy and paste an AI generated CV and call it your own. We will know.

Appropriate context and emotion
AI is unable to give context to a situation. AI will produce what you tell it, it doesn’t know you, the job or the company.

A good CV will clarify your motivations towards a specific position, detailing your experience and aptitudes specific to the role you’re applying for and highlighting why you should be considered for the role.

A Recruiters Expectations

When I read your CV I’m hoping to gain an insight into not only your work skills and accomplishments but who you are as a person and your motivations towards work.

Your CV should be tailored to you

I recently reviewed the CV for a friend just starting out in her career. She had used AI to write her CV and the words and tone of the sentences did not reflect her natural enthusiasm and vibrant personality. Although there was lots of content, the best parts of her, that made her unique, were missing. Content is irrelevant if it lacks substance.

However, the structure was established, so it was easy to rework the sentences, removing some irrelevant wording. We added additional detail regarding personal attributes and motivation to give a better sense of the enthusiastic and intelligent person she is.

Recruiters and hiring managers are not looking for the perfect CV, they are looking for a sense of who you are and what you can bring to their organisation. Let AI be your starting point and ensure you include your own voice to your CV to let your individual personality shine through.

And when you’re done – send me through your CV. If you are looking for a job register for work here , we’d love to hear from you.

Matt's Quarter 3 Recruitment Market Update

Thu, 19 Oct 2023 00:23:07 GMT

The Manawatu region is resilient and the wide range of industries operating locally provide a range of opportunities. Throughout Quarter 3 (July, August and September 2023) industry sectors such as accounting and finance have remained strong within whilst we have seen tightening in the construction and education industry.

From small to large organisations, employers are conscious of the current economic climate, this is reflected in their recruitment and business decisions. PN Personnel is a preferred recruitment provider throughout the region because of our understanding and history of local businesses and the Manawatu employment market. Our outstanding reputation for providing a quality candidates experience attracts the best talent.

There’s been good news recently for dairy farmers with Fonterra increasing the forecast payout, which has eased some financial pressure and will have a positive flow on effect to businesses within the agricultural sector.

Moving forward from the election we anticipate an increase in permanent recruitments across our industries. Our Quarter 3 permanent placements included senior appointments including General Management and other executive roles.

Compared to the previous Quarter, we saw an 8% increase in temporary assignments in Quarter 3 with manufacturing a main industry filled by our temporary employees. View all our Quarter 3 Industry placements below.

Unemployment throughout the Manawatu region remains low. CEDA’s latest statistics from the end of June 2023 report 3.4% unemployment in the Manawatu, matching the figure nationwide.

Talent is looking to relocate to the Manawatu. We have had registrations of interest from quality candidates, both locally and from outside the region, and we continue to utilise our own networks and connections to source the best possible talent to fill our vacancies.

Across NZ net immigration has increased which has eased some labour market pressures. Over the last quarter PN Personnel has seen an increase in immigrant application for vacancies however due to the timeframes required to complete the immigration steps this is yet to fill our immediate need for clients.

Looking ahead we are anticipating a busy end to the year, with an increase in both permanent and temporary recruits. Employers will be looking to secure their team for 2024 and organise cover to allow for themselves and their team to have a break over the summer months.

Feel free to reach out for a confidential chat regarding your business recruitment needs. The team and I can ensure you have a robust recruitment plan to cover any leave and ensure your business continuity this summer. Let’s set you up for a prosperous 2024.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Why recruitment is a rewarding career

Wed, 04 Oct 2023 22:53:02 GMT

“Recruitment – I love it!” Cushla never considered recruitment as a career. It’s a common theme amongst recruiters and certainly true within the PN Personnel team. Recruiters come from all different backgrounds with the common thread of their ability to communicate, listen and build relationships with people.

“It’s hugely rewarding to know you have made a significant impact on someone’s life and changed it for the better.”

Along with rewarding, Cushla describes recruitment as diverse and full of opportunity.

Throughout her 20-year career in recruitment at PN Personnel Cushla estimates she has had the pleasure of offering over 20,000 temporary or permanent job seekers a new role, consulted with over 10,000 Clients and reviewed over 50,000 CVs.

Originally employed as a Temporary Recruitment Consultant, Cushla was encouraged to expand her recruitment skills in permanent recruitment.

“I liked the fast-pace of recruiting in the temporary space and permanent recruitment requires a different skill set. But I found I love recruiting permanent roles. There’s more depth and more time to really connect with your Clients’, their organisation and the applicants involved in the process. When you slow everything down you develop a deeper and more trusting relationship.”

In 2018 Cushla took the next opportunity to take on the role of Recruitment Manager becoming a valued member of the Leadership Team.

Cushla credits her success to the positive influence of our Directors Claire Hewson and Debbie Chambers. “They have an amazing ability to mentor, train and coach. They empowered and assisted my career development to where I am today.”

Cushla believes recruiting in the Manawatu is unique. “As regional recruiters we are able to visit workplaces, have face-to-face meetings with Clients and Job Seekers and develop long-lasting relationships.”

“Manawatu is the home to many small-medium businesses who have a passion for their region and community. I share this passion, there is so much on offer for both business and lifestyle.”

Along with a wide variety of businesses, the Manawatu region is home to a range of educational facilities, government departments and healthcare providers. There is a strong agricultural community, trades and manufacturing, plus exceptional hospitality and a reputation for innovation.

Reflecting on her early days in the office Cushla laughs as she recalls the lack of technology available at the time.

“There was no cloud based systems, everything was paper-based, we used to read the newspaper for jobs, and timesheets were all faxed through. It was before smartphones, so you would call someone either at home or at their current workplace. It was extremely hard to connect with people in a timely manner.

As technology developed PN Personnel invested in a cloud based 360 recruitment management system which allowed us to manage jobs, candidates, clients, job portals, payroll, schedules more efficiently than ever before.”

Cushla adds video interviewing has allowed the team to connect with a wider range of job seekers and utilising social media has improved the reach for and sourcing talent.

Two main challenges over the past 20 years were the Global Recession of 2008/2009 and in 2020 the Covid pandemic. In both instances Cushla says the reputation and relationships built by PN Personnel allowed them to successfully navigate their way through this difficult period.

Cushla cringes and laughs when asked her most memorable moment. Sheepishly she admits when she had a small accident in the work vehicle.

“We’d just brought our brand new RAVs for work. I was going to deliver a cake, and when I moved my seat back I took my foot off the brake and the car accelerated into the wall of the florist next door. It made an awful bang! The front of the vehicle was damaged and the impact made a hole in the wall. No-one was injured, except for my pride. I was even more mortified because Claire and Debbie were in the office upstairs so they saw the whole accident unfold out of the window!”

Along with PN Personnel’s directors Cushla credits the wider team, both past and present to her success. “I’m so lucky to have worked with amazing people over my 20 years. If that’s you, know you have made a positive impact on me and for that I thank you.”

If you are considering a career in recruitment Cushla recommends you give it a go.

“If you are a self-starter, enjoy the challenge of securing new business and developing existing relationships, can build rapport, earn trust, problem solve and have developed communication and influencing skills these foundations will set you up well.

You’ll also need passion, energy, be results driven and have loads of resilience. It’s so diverse, extremely rewarding and no two days are the same.”

For guidance with your next recruit, or your next career move feel free to reach out to Cushla and tap into Cushla’s 20 years of recruiting experience.

Cush la Brasell

Cushla effortlessly tackles our fast paced industry with her pro-active nature. She is dedicated to delivering Temporary and Permanent recruitment solutions every time and is committed to understanding your expectations to ensure the right fit.

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Now is the time to recruit

Wed, 20 Sep 2023 22:27:57 GMT

It’s that time of year, the sun is shining, the days are longer and the end of the year is sneaking around. With only 14 weeks left until Christmas, NOW is the time to consider your recruitment requirements for the festive period and into the New Year.

With recruitment slowing over the last couple of weeks and less jobs currently advertised, there’s never been a better time to get your business needs in front of the eyes of a job seeker.

As we have seen previously in pre-election years, recruitment slows before the election date, with many post-election enquiries.

By working on your recruitment needs now you can be ahead of the rest.

Consider this:

Active job seekers are looking for work now.

Plus…

Now is the time to entice passive job seekers to a new role for 2024.

The team at PN Personnel are well connected to passive job seekers, those people who are not active in the employment market, but who would explore their right job opportunity.

Working together, we can promote your business and vacancy to both active and passive job seekers.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Styling success – Dress for Success empowering women for work

Thu, 07 Sep 2023 01:26:34 GMT

Dress for Success is about more than clothes, it’s empowering women with the confidence to make a difference in their lives.

The not-for-profit organisation provides clothing for women for many reasons, the most popular being a styling session in preparation for a job interview.

“Women walk out of a styling session with their heads held high, with a couple of outfits they feel comfortable in. The confidence boost I see in these women is transformational.” Says Paula Simpson, Chairperson for Dress for Success.

Styling sessions are more than just fitting for clothes. “We dress women, but we also provide job support and advice. We discuss subjects like how to approach a job interview with tips and reminders such as turning your phone off before going into an interview. It’s advice like this which can better prepare them for their interview.”

“A styling session greatly boosts a women’s sense of worth. We consistently receive feedback of ladies walking into a styling session rating their self-esteem at a 2 out of 10, and walking out as a 8 or more.”

“The smiles on their faces really says it all.”

Paula adds women are welcomed back to Dress for Success for additional outfits to clothe them for their first week of work if they secure a job.

Work-ready clothing is a mixture of quality pre-loved and new (from Augustine, Taking Shape and Farmers), and a styling session is open to all women of all ages and can include shoes, jewellery and make up.

Dress for Success was established in Palmerston North in March 2022, and was initially established in America, with franchises throughout NZ.

Paula’s ambition is to build the organization into a comfortable financial position so services can be expanded.

“I’d love to establish a careers center to fully assist women into the workplace providing advice such as writing their CVs and dedicating time to prepare them for interviews.” Currently Dress for Success is women-only, however dressing men is also a goal for the future, along with a new premises which can incorporate both the styling warehouse and a shopfront for clothing sales.

Dress for success take referrals from any women looking for work, or for an outfit for a special occasion. You can refer yourself, or a friend.

If you would like to assist Dress for Success with their goals you can make a financial donation via their website or donate clothing – all donated clothing is appreciated including smart business attire, smart casual, ball dresses, shoe, handbags and jewellery.

“If clothing is not suitable for work, we can generate funds by selling it in one of our regular clothing sales.” Dress for success hold pop up sales on the last Friday and Saturday of each month.

PN Personnel are proud to support Dress for Success as our chosen charity for this quarter. You can get involved too, learn more, donate or book your styling session via the Dress for Success Facebook page or email: bookings@workmanawatu.org.nz

Naomi Castles

Mobile 0278 105 570 Email

Four easy steps to impress a Recruiter

Thu, 24 Aug 2023 02:06:52 GMT

Your recruiter is the first connection between you and your new job. With a recruiter on your side you open up the door to a wide range of job opportunities. Impress us and you are bound to impress a potential employer.

These four steps may seem obvious, but they can be often overlooked. If you are coming to meet with a recruiter, or approaching an interview with an employer, these basic rules of recruitment will set you up for success:

Be on-time

Work backwards and allow yourself a buffer zone so you arrive before your scheduled time. Allow time for traffic and to find a park. 5 – 10 minutes early is ideal.
We know unexpected things happen so if you do find yourself running late, a courtesy phone call is always appreciated.

Dress appropriately

This can be overlooked when coming to visit a recruiter, you should treat your meeting as you would an interview for your preferred role. Think neat and presentable, ensure your clothes (and shoes) are clean and tidy.

Complete any pre-interview tasks beforehand
Before we meet we will have asked you to complete our registration form – so please complete this prior to your interview as this will form part of our discussion. For roles with an administration component we may ask you to complete our computer testing, or we may ask you to bring details of your current referee.

Completing a task requested by the recruiter prior to interview means they can progress with your details for potential roles in a timely manner. It also demonstrates you are willing to partner with us to secure employment opportunities for you, and we are much more likely to invest our time in you if we know we can partner with you rather than chasing for information.

Put some thought into your interview

Recruiters endeavour to place you in a job which best fits your skills, aspirations and motivations, and to do this we need to understand what these are. No matter if you are climbing the career ladder, taking a step back, starting out or returning to the workforce after a break, understanding your likes, dislikes, preferred industries, strengths and weaknesses will greatly assist us in placing you in a meaningful role within a company aligned with your values.

This can be the start of some robust discussions to progress your career.

Remember your recruiter is here to support and guide you into a new role, so help us to help you find a new career pathway. We offer permanent, temporary or contract positions. If you are wanting to explore new options get in touch with the team at PN Personnel.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

PN Personnel records robust recruitment quarter for 2023

Sun, 30 Jul 2023 21:12:19 GMT

PN Personnel places people in work! Our statistics show we had an extremely strong second quarter of the year with growth in both permanent and temporary recruitments compared to the first quarter of the year, bucking the national trend recently released by the RCSA (our peak body for the recruitment and staffing industry) in their latest Jobs Report .

Permanent placements for PN Personnel were up 53% in Q2 compared to Q1.
Permanent job offerings nationwide are down 7%.

Also in decline, the RCSA reported temporary work nationwide fell a staggering 25%.
PN Personnel temporary work grew 11% in Q2 compared to Q1.

Annual average unemployment in the Manawatu increased by 0.3% to 3.2% in the year to March 2023 compared to the previous 12 months.

Feedback from our Clients is mixed, some progressing well and looking to increase their team, whilst others are pulling back from recruitment as we move into the second half of the year.

Our candidate pool remains steady, we have found when we work exclusively with our Clients’ we attract a wider range of quality candidates and as a result can present a better shortlist.

PN Personnel always strive to find the right person with the right skills and fit for the role. The shortlists we are currently presenting to clients are tight.

For specific skill-sets where talent is short, we have found widening the job description to include transferable skills and offering flexibility has been extremely beneficial in widening the available job pool.

We know our reputation as recruiters attracts candidates back to us, some of our talent are on their second, third or even more placements through us. The history and relationships we build over time brings them back, talent know we have the Client contacts and networks to best support their career journey.

Across the Manawatu, SEEK reported a 17% drop in job postings in the year to May 2023 compared to the year ending May 2022. This is reflective but not as severe as the national trend which has seen job postings 23.7% lower than the previous year (June 23 compared to year end June 22).

We have seen an exponential increase in overseas applications, particularly via SEEK. Most of these applicants have not secured their rights to work in New Zealand therefore as recruiters we are unable to progress their applications.

Managing the volume of these applications can be extremely timely. For Clients finding themselves inundated with applications, we recommend working with a recruiter who can assist to streamline networks to genuine and available candidates.

If you are looking to recruit in the Manawatu, talk to us, we have the local knowledge and expertise to customise a recruitment solution to fit your needs.

*Source: PN Personnel, RCSA Jobs Report, CEDA economic update

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Six key factors in a successful temporary recruitment

Thu, 27 Jul 2023 00:58:54 GMT

Temporary employees are employed and managed by PN Personnel to complete the work you require of them in your business.

We engage the best quality talent and continue to work alongside yourself and them to ensure their work assignment is smooth and successful.

There are six key factors which make up a successful temporary recruitment:

1 - Sourcing quality temporaries
PN Personnel has a robust screening process for ALL candidates. This means both permanent and temporary candidates will be assessed through the same process.

For you, as an employer, this means:

Consistent, high-quality candidates verified against our measurements and metrics
Screened and referenced candidates
Skills assessed (or other testing if necessary to the requirements of their job)

2 - Speed and responsiveness

We have been known to fill temporary positions in extremely short time frames. Our recruitment team work together to suggest suitable candidates available and our extensive candidate knowledge and networks accelerates our ability to fill a position.

3 - Communication and honesty

We’re not going to lie to you, if we feel we cannot provide you with the temporary skill-set you require, we will be honest and suggest an alternative strategy.

With timely communication and follow-up, you always know where you stand throughout the recruitment process.

4 - Compliance

Health and Safety and Payroll requirements are managed by PN Personnel. We will undertake a health and safety assessment of your workplace to ensure a suitable working environment for the temporary and complete all paperwork required. Payroll for you is simple and easy.

5 - Onboarding and retention of the temporary

Your Recruitment Specialist will maintain regular contact at the commencement of the assignment to ensure the onboarding on the temporary into your business is successful.

We are available to answer any questions the temporary may have, to manage your expectations of them, and manage their work for your business.

6 - Advice and insights

PN Personnel is proud to be locally owned and operated for over 30 years. With over 120+ years of recruiting in our team, we have longstanding connections with businesses and people throughout the Manawatu. Combine this with our robust recruitment strategies and you have a team capable and confident that can give you an honest evaluation of your next recruitment need.

Temporary employees benefit your business in many ways – I encourage you to reach out to us for a confidential chat to learn how a temporary can assist you.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

PN Personnel punching above our weight with our latest NPS score!

Thu, 13 Jul 2023 01:18:00 GMT

The results from recent Employer and Job Seeker satisfaction surveys revealed PN Personnel continues to achieve outstanding results in recruitment.

PN Personnel achieved a NPS (Net Promoter Score) of 45 in the May survey, a reflection of the quality service provided by the recruitment team.

Managing Director Claire Hewson explained the team were focused on delivering an exceptional experience for both Employers and Job Seekers and the surveys were a way to measure this.

“Our surveys are structured to provide us with a valuable snapshot of where we stand with regards to our service and satisfaction.”

“The results are testament to the quality recruitment strategies provided by our team across the Manawatu region.”

“It further reinforces our vision and values to positively impact on people’s lives and make the regions a better place. I am extremely proud of my team for their high standard of recruitment services.”

Each year Perceptive release their report on NPS scores for a range of industries including recruitment.

In 2022 the NZ Recruitment Industry NPS is 36. (Stats for 2023 are not yet available).

Claire said the survey provides a framework to measure performance to ensure PN Personnel remain leaders in the recruitment industry.

“The team and I will continue to strive for success. This is evident in our testimonials featured in our Employer and Job Seeker pages.”

If you are an employer looking to recruit, or a job seeker looking for your next opportunity, get in touch with the team at PN Personnel.

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Work exclusively with PN Personnel

Thu, 29 Jun 2023 00:40:27 GMT

Recruitment is a competitive industry. As Recruitment Specialists we strive to be top of our game, providing the best possible recruitment solution for each and every recruitment.

There are a couple of ways in which you as an employer can partner with us in our recruitment services. By far, working exclusively with us is the most effective.

Here’s why...

One dedicated recruiter who understands the skills and attributes required to fill your vacancy.
With many long-standing relationships with Clients, our depth of knowledge of your business, values and people is extensive. This understanding and history of your business, industry and people can be of huge value:
to promote your vacancy to a candidate
to identify individuals who fall outside the “ideal fit” defined in the job specifications, who we identify bring alternative talents and attributes to benefit your business.
A consistent approach to the recruitment strategy from shortlisting to interviewing, reference checks and follow-up.
A clear and thorough recruitment process for the candidate.
Security for a candidate in knowing the opportunity presented to them is valid and legitimate.
Partnering with brand PN Personnel, proven in recruitment excellence for over 30 years.

You can be assured your recruiter will prioritise an exclusive recruitment over a shared opportunity.

A shared recruitment will compromise the consistency and quality of the recruitment and selection process. Mixed branding equals mixed messages and confusion for your candidates.
A recruiter is likely to rush through suitable applicants rather than select the best possible person for the job as the recruitment becomes a race to find and secure the candidate first.
Bringing multiple agencies to share a recruitment will impact on your time, as you will be required to complete multiple job briefs, multiple shortlistings and multiple phone updates.

At PN Personnel we pride ourselves on our professional, ethical recruitment services based on proven strategies. We know an exclusive strategy is the best approach to secure the best possible person for your role. We will go the extra mile to source and secure quality talent for your team.

If you are looking to recruit, have a confidential chat to us about a recruitment solution tailored for you.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Secure your socials Part 2 - PN Personnel's example

Thu, 15 Jun 2023 01:07:55 GMT

Earlier this year we ran an Easter competition on our Facebook and Instagram page to find the Easter Bunny. To be in to win the prize we asked our audience to comment on the location of the photo in the post. The posts were set up to run for the week – Monday to Friday.

On the second day an impersonator created two fake PN Personnel accounts and replied to comments on the post, telling people they had won and asking them to click the link to claim their prize.

As soon as we realized there was a problem we immediately blocked and reported the imposters, and private messaged all individuals affected.

Lainey Te Whatu from Rocket Fuel Design recommends adjusting your settings when you load your post through Meta Business Suite – to target a select location – only the people in the area you have selected will see your post in their news feed.

“I’ve found it can be effective to geotarget the audience in certain posts such as a competitions to be shown only to people in New Zealand. This can greatly limit the risk of attracting unwanted attention.”

With geo-targeting on our PN Personnel Easter promotion and close monitoring of the post and comments we avoided any further unwanted attention.

Competition tips:

If you are running a competition or asking your audience to engage with you, Lainey has some tips on how you can best set up your post:

Clear communications – if you are running a competition, be clear about how to enter, and how the winner will be contacted. Let them know they will never be asked to click a link as part of their entry.
Consider the #hashtags you use. You may not want to include hashtags along the lines of #competition #giveaway

Real or fake?

Whilst some scammers are hard to define, Lainey says reviewing the profile of an individual or business may provide the clues to identify if it is real or fake.

“Often fake accounts are quickly and clumsily thrown together, a quick check and scroll of their profile will reveal they are not who they claim to be.” Lainey says.

What about those random links sent to you?

Lainey says scammers will also use an air of urgency to encourage you to take immediate action.

“Take your time to investigate the legitimacy of a request, message, email or link. If you are suspicious, take the time to contact the sender/business on a different platform (text/email/call) to verify before clicking or responding.

Take action to report and Block fake accounts

If you spot any suspicious behaviour on any of your socials take action immediately:

Facebook

To report a profile or a page click the dots …beside the cover photo or post and you can report it.
To report a comment click on the three dots next to it to delete, report or hide.

It’s a similar process on LinkedIn click the three dots in the top right hand corner to report a post.
To report a page find the company page or profile then from the home tab, click the “More” button. Click the report abuse flag and select your reason to submit.

Instagram

Report from either the post of the profile. Click the three dots at the top of a profile or post, and this will give you the option to Report!
Swipe left on a comment to report or delete.

Social media will continue to develop, as will the nature of scammers and imposters. Continued vigilance in monitoring and management are essential to protecting your socials and your business brand.

If you would like assistance to set up and manage your socials or to develop your social media strategy get in touch with Lainey at Rocket Fuel Design .

Naomi Castles

Mobile 0278 105 570 Email

Secure your socials

Thu, 01 Jun 2023 00:00:34 GMT

Social media is a powerful tool for businesses, to communicate with your audience, promote your brand and product offering. With hackers, impersonators and scammers on the rise, I caught up with Social Media expert Lainey Te Whatu from Rocket Fuel Design who explains how to review and secure your social media accounts.

Ensure you have a secure set up.

“Start reviewing your socials by checking the security of your own social profile and admin settings.” Lainey recommends the following:

Include strong passwords for your socials, including numbers and symbols. Try using a password generator to keep them random.
Don’t use the same password across multiple accounts.
Use two factor authentication.
Include a recovery email and phone number, businesses should also note the details of who this is within your organisation.
Check mobile phone security. Many businesses manage socials via mobile phones, these also need to be secure, locked and password protected with fingerprint/Face ID verification.

Limit account use.
You need to know who has access to your business accounts. Review and remove anyone who does not need access (such as a former employee).

Have a social media policy.

No matter the size of your business, all members of your team need to know how best to interact with your company page including some best practice guidelines.

Team members with admin access need clear procedures for creating posts, approving posts, responding to comments and managing requests.

This may include advice such as:

Check out a profile before accepting a connection request
Don’t click on any dubious links
Recommendations for appropriate posting/comments relevant to your brand and business values

Your social media policy should include clear guidance as to who to speak to if they do encounter a problem.

Lainey also recommends small businesses need to ensure at least two people are admin of a social account, to protect their business data in case one of the two are unable to do so.

Actively monitor your accounts.
Ensure someone is responsible for monitoring your social accounts, this person needs to be aware of your brand’s social presence and posts, with access to edit and respond as required.

If you need assistance to set up your socials, or to review your current settings to ensure these are minimizing the risk to your business reach out to Lainey at Rocket Fuel Design – lainey@rocketfueldesign.co.nz

In our next blog we explain our own experience with an impersonator in a recent competition post and how we managed this.

*Stats source: https://blog.hootsuite.com/social-media-security-for-business/

Naomi Castles

Mobile 0278 105 570 Email

Why you should never skip the reference in your recruitment

Thu, 18 May 2023 03:18:44 GMT

We are recruiting in a candidate short environment and this is challenging. You may be tempted to skip reference checks and make an immediate job offer to secure top talent.

Regardless of the employment market, reference checking should always be a crucial part of your recruitment strategy to confirm the candidate’s suitability for your role.

As an employer, the more information you have, the better the decision you can make. Learn more about making an informed recruitment selection using reference checking.

Why reference check?

1. To verify that the person has the right skills and ability to do the job.

2. To verify their previous work performance and understand why they left their previous role.

Method of your reference check
The best way to conduct reference checks is verbally. This provides the opportunity for you to introduce yourself, the reason for your call and the position you are recruiting for. This information allows the referee to provide a relevant response.

Ask open-ended questions and clarify any grey areas in the reference by probing further to fully understand a situation.

Note: If verbal reference checking is not possible, use email and encourage the referee to provide as much information as possible.

What to check

1. You want to first verify the existing details provided by your candidate:

The referee’s role and relationship to the candidate
Duration of employment
Role and responsibilities

2. Ability to perform the role
Ask about their strengths and weaknesses, and question their willingness and ability to learn.

3. Punctuality, attendance and timekeeping
If there are any areas for concern here, probe further to understand the frequency and reasons.

4. Attitude and fit within your team?
Learning about the attributes of your candidate can assist with both selection and onboarding.

How would the candidate’s personality be described?
Are they able to work autonomously and in a team?
How do they deal with pressure or stress?
In what working environment do they perform at their best?

Who to check with

Ideally the person the candidate currently reports to is your preferred referee. Depending on the candidate, this may not be possible. If the candidate is a student, you may be able to speak with a teacher or tutor. If the candidate is self employed, someone they have regular business dealing with would be able to provide this information.

PN Personnel recommends two reference checks to ensure you have enough information for you to make your informed selection.

Investing time into your reference checking is better than hiring the wrong person for your job.

If you need assistance with reference checking or any other elements of the recruitment process, I encourage you to get in touch with us at PN Personnel.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Behind the scenes of a Temporary Assignment

Wed, 19 Apr 2023 23:33:26 GMT

Temporary work can be extremely rewarding and lead to new opportunities.

At PN Personnel we treat our temporary staff as part of our wider team of employees. We tailor our approach to ensure our temporaries are given all the information and support to feel comfortable and valued in their temporary work assignment.

Read on to learn about the PN Personnel approach to temporary work and what that means for you.

You may register directly through our website, or apply for a temporary position advertised via our jobs page .

We have a formal registration process which involves direct discussions with you to understand your skills and job motivations. This allows us to recommend opportunities that best fit your career aspirations. To ensure you are work ready for if you are looking for an administration based temporary assignment you will complete a skills assessment to confirm your computer skills.

Steps in the Temporary Process

We will ALWAYS discuss a temporary assignment with you before we send your details to our Client.

Step 1 – We discuss the opportunity with you, if you are interested in the temporary assignment, we move to Step 2.

Step 2 - We discuss your details with our Client. We promote your skills and abilities as to why you are a good fit for the Client’s role and their business. If our Client is keen to proceed we move to Step 3 or jump to Step 4.

Step 3 – An interview with our Client. Your recruiter will prepare you for this, providing the information you need to know including who you are meeting with, where you are meeting and information about the business and the proposed assignment.

Step 4 –Offer and acceptance of temporary assignment or constructive feedback as to why you were unsuccessful.

Onboarding and induction

In preparation for the role we will provide you with the following:

Written confirmation of your assignment including:
Start date and duration of assignment
Who you report to
Location of Client workplace
Your role
Your Individual Employment Agreement between yourself and PN Personnel

We will confirm payroll information and set you up for our online timesheeting, so it’s easy to submit your hours for your pay each week.

On Assignment

We have a temporary employee care programme to ensure you are happy, safe and settled in your role.

Our induction includes regular communication with you whilst on assignment including visits to you in the workplace. We manage feedback from yourself and our Client to ensure the temporary assignment is providing value to both parties.

We manage any of your queries with regards to leave, pay queries and KiwiSaver.

We love to celebrate birthdays, anniversaries and recognise outstanding work with our WOW award each month.

Temporary assignments can range short-term (couple of days), to 6 months or more. Some assignments lead to a permanent job offer.

If you’re keen to give temping a go, or know someone who is, let us know!

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Get the most out of your online interview

Thu, 23 Mar 2023 00:37:53 GMT

There are two key reasons to utilise online interviews:

1. Online interviewing opens up your candidate pool to a wider mix of candidates.

2. An online interview can speed up the overall recruitment process so you can make your decision faster.

You can ensure your online interview is effective and smooth by taking these steps:

Review your online branding

Your employer branding needs to be current and reflect your vision and values. It also needs to be consistent across various channels, from your website to your social media.

Set the scene for your interview

As you would with a face-to-face interview – the details are important, you need to confirm:

The basics: date, time and length
Those who will be involved in the interview and their position in your business
The platform you will be using and how the candidate will access this – normally phone or laptop
Contact phone numbers – ensure you confirm you have the correct phone number for the candidate and they have yours in case either of you have problems when it comes time to access the virtual interview.

A phone conversation first followed by an email to confirm ensures your candidate has everything they need prior to your interview. Include instructions on how to access the online interview rather than assuming they are familiar with the process.

Be tech ready

The two most common online platforms are Microsoft Teams and Zoom. If these are new to you, or if it has been a while since you last used the technology there may be updates waiting so we recommend a trial run prior to engaging a candidate.

Prepare for your interview

Ensure where you are interviewing has a suitable backdrop (or blur your background)
Limit distractions and set your phone to silent
Look professional, dress as you would for an in-person interview

Prepare your questions

Ensure you have a set range of competency-based questions prepared which can be used for all your interviews (online and in-person).

Remember to offer information about the working environment, your team and culture. Give the candidate the opportunity to ask questions.

Closing the interview

Close as you would a normal interview, by thanking the candidate for their time and providing details on the next steps and timeframe in which you expect to make your decision.

Stick to it! From this point communication is essential to keep your candidate engaged and motivated towards your opportunity.

The PN Personnel team have conducted a LOT of interviews. Nothing will beat meeting in person. We recommend using the online interview as a tool to capture the widest range of candidates and when you need to streamline your recruitment in a timely manner.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Save Time and Money with your Recruitment

Wed, 22 Feb 2023 23:40:29 GMT

By far the easiest way to secure your next employee is to let us manage the process for you.

With our proven recruitment strategies we can save you both time and money by securing you the best person for your role.

Here are our tips and strategies for recruitment success.

Review your company branding

Having recruited for more than 30 years in the Manawatu, our team possesses a wealth of knowledge regarding the history of local businesses. We understand how the most respected companies establish themselves with a positive brand image and a strong market position that is highly attractive to potential applicants.

You can guarantee a competent applicant will conduct a social search and seek opinions about your company. We recommend you ensure your website and socials

reflect your brand, uniqueness, vision and values so applicants can align their own motivations and values with yours.

Craft a compelling advert

There are many ways to advertise your vacancy, from a traditional written advert to video advertising. The style, placement and wording of your advert needs to be crafted to your target audience.

Your Recruitment Specialist can advise on the best advertising mediums and placement to attract the widest possible audience to your vacancy.

You will also benefit from our audience of jobseekers extending locally, nationally and internationally.

Use competency-based interview questions

You need to ask the right questions so you can obtain the answers you need to make an informed recruitment decision.

Competency based questions are interview questions which require a detailed response, questions are structured to describe a situation and the candidate’s approach to this to understand their abilities and skills relevant to the position they are applying for.

PN Personnel has a range of competency-based questions we offer to our employers for their interviews. From conducting our own internal interviews, to sitting on an interview panel for employers, our Recruitment Specialists can add value with our interview skills and perceptions.

Reference Checks

A good reference check will confirm and reconfirm whether your applicant CAN do the job and if they have the WILL/DRIVE to do the job.

Our robust reference checks ensure we verify each applicant with a suitable referee in a timely manner.

Third-party advocacy

There is benefit in a middle-man, PN Personnel can liaise with you as the employer and applicants to clarify any outstanding questions and requirements concerning the recruitment. We will promote and endorse your business and vacancy to an applicant. Throughout the recruitment process we can provide feedback and guidance to ensure smooth negotiations for a successful recruitment process.

Recruit in a timely manner

We have the time to dedicate to the recruitment, and will follow up with yourself and your chosen applicants to ensure they remain engaged and interested in your role. Job seekers can have multiple job offers available to them, so timeliness is essential to secure your preferred person.

Advice and support

We can advise on additional resources to further qualify an applicant, provide feedback, ask additional questions and guide you through your decision making process. We have a range of additional resources and recruitment tools such as computer testing to psychometric profiling , to assess ability and personality.

If you are an employer, large or small, looking for assistance with your recruitment, do get in touch. We can run the entire process or help you through part of the process. Ensuring the right people are recruited to businesses in the Manawatu will ensure the continued growth and development of our region.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Why it’s the little things which matter in recruitment

Thu, 09 Feb 2023 00:26:07 GMT

“If you can’t do the little things right, you will never be able to do the big things right.” William H. McRaven

It’s the little things which set us apart from others. Recruitment is more than just “filling a job” or “placing a job seeker”. It’s about the connections, the trust and the sharing of knowledge and experience.

As recruiters we don’t always succeed in placing the job, yes we celebrate our successes, but we put the same amount of effort in to an unsuccessful recruitment.

Our recruitment strategies have been developed so they can be tailored to your individual needs based on a formula which has been refined and improved for the benefit of everyone.

For a job seeker we may not be the ones to secure their new role, yet we may have played a significant part in getting them there (more on that later).

It’s the little things – the added value along the way which can make all the difference. Let me explain the hidden value in our team of recruiters for both employers and job seekers.

Employers

We will always listen and give you feedback based on a considered and experienced approach.

We provide suggestions and advice for your job advertising, interview techniques and questioning.

We can advise on recruitment challenges and opportunities for your business based on our understanding of the current market.

Job Seekers

When taking the step to work with us, whether you are starting out or looking to make your next career move, there is no cost involved, and partnering with recruitment experts has many added benefits.

As an independent ear, a fresh set of eyes on your CV and armed with our employment market knowledge, we can assist you to:

Improve your CV
Prepare for your interview
Provide support and guidance if you lose your job
Improve your “first impression” to an employer (from the way you answer the phone to promoting your skills and motivations)
Have clear and realistic salary expectations
Coach you through disappointment if you miss out on your dream job
Give you the confidence to seek and secure a new job (especially true for new jobseekers or those returning to work after a long period)
Provide constructive feedback , which can be a hard conversation to have but can be hugely valuable to you to be able to improve your approach to your next job application.

Two of our featured testimonials are job seekers whom we didn’t place but whom found value from our support, guidance, reassurance and encouragement:

Tiago – Charllotte guided him through the job application process and provided suggestions to better tailor his CV to secure the job he was looking for.
Misbah – Cushla provided advice and support to successfully secure a role after upskilling herself in her preferred industry.

Communication is an integral part of our recruitment strategy and you can be assured our guidance and support is honest and with your best interests in mind.

But don’t just take their word for it. If you are a job seeker looking for work or an employer looking to add to your team remember this – it costs nothing to have an initial and confidential chat with us.

Thanks to Greg Savage for inspiring this blog!

Jo Norman

Phone 06 280 2398 Mobile 027 696 2746 Email

Three things to kickstart your career in 2023

Thu, 08 Dec 2022 01:30:15 GMT

Whether you are an active job seeker or currently employed in a permanent role and toying with the idea of a change in 2023, these three points below are what you need to consider:

1 – Reflect and plan

2 – Review and update your CV

3 – Sign up for our job alerts

Read on for more:

1 – Reflect and plan

The New Year heralds new possibilities. Reflecting on 2022 and planning for 2023 can be of benefit to your career development and overall job satisfaction.

Consider what you have achieved in 2022 and what you want to achieve in 2023.
Consider what new skills you would like to learn
What opportunities can you explore to better yourself.
What working environment do you thrive within?

Exploring new opportunities or transitioning to a new industry can be daunting. Partner with the PN Personnel team, we are abreast of current local employment knowledge and market trends. As local and professional advocates we are positioned to promote your skills and abilities. Benefit from our trusted relationships with employers.

2 – Review and update your CV
This applies to all of us, the New Year is the best time to review your CV , consider updating with relevant information, from learning and development to relevant achievements over the past year which demonstrate your capabilities and skill.
Always check your contact details are correct and your personal statement reflects your current career aspirations for 2023.

3 – Sign up for our job alerts
For both active and passive job seekers setting up your job preferences means suitable vacancies will be emailed directly to you. It’s the easiest way to ensure you don’t miss your perfect opportunity. Our jobs are linked through to our website so you can find more information, apply for the position or discuss details of the role with the recruiter managing the position.

Make 2023 your year of opportunity, with PN Personnel by your side.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Common recruiting mistakes to avoid

Wed, 23 Nov 2022 22:13:55 GMT

We all make mistakes and we can all learn from mistakes made. In recruitment, a mistake can lead to hiring the wrong person, which can negatively impact your business operations, team and reputation costing you time and money.

Whilst we always recommend talking to the professionals (that’s us), it is also relevant to share some of the common recruitment mistakes we come across and explain how you can avoid these.

Lack of market research

In a candidate short market, you need to approach your recruitment armed with the best information possible to make a compelling proposition. We recommend doing your research and as part of this note what makes your position, your company, your people and your brand unique – this is valuable information to use as part of your recruitment.

Asking the wrong questions

We recommend you ask competency-based questions. Competency based questions are interview questions which require a detailed response. Questioning needs to be consistent to all candidates and to the job so you can compare and confirm the most suitable fit for your role.

Missing or skipping steps in the recruitment process

From advertising the job, to interviewing and onboarding, your recruitment strategy needs to be actioned effectively and in a timely manner.

If you are unsure of the steps you need to take refresh yourself with our blog for a timely recruitment and how PN Personnel can make it easy for you .

Poor reference checking

When you think you have your preferred candidate, it can be easy to overlook the reference checks and simply offer the position. Another common mistake is to complete a hasty reference check which fails to ask appropriate questions to fully determine the suitability of your candidate.

Learn more about why a robust reference check is so important here .

Lack of time

The candidate experience needs to be managed professionally and in a timely manner. Candidates can have multiple offers and expect a quick response. Lack of, or slow communication can adversely impact not only your recruitment but your business reputation. Make it your priority – and if you cannot, we can make it ours.

The cost of a bad recruit

Whilst time and money may be barriers to using a recruitment agency, consider the cost of recruiting the wrong person to your team. This can be a much greater risk to your business and end up with a much greater cost and loss of time to manage.

If you would like to learn more about how we can save you time and money on your next recruitment, feel free to get in touch.

Cush la Brasell

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Create a transferable skills-based CV

Thu, 10 Nov 2022 01:24:48 GMT

We meet a lot of talented individuals with extensive experience aligned to one specific industry. If you have worked only one job most of your life, how do you break the mould and find something new? The first step in a career change is creating a transferable skills-based CV.

What are transferable skills?

Transferable skills are a core set of skills and abilities which are non-specific to a particular role or industry.

Common skills include:

General; multi-tasking, organisation, time management, creativity
IT & Tech; Information handling, machine learning
Interpersonal; relationship management, building rapport, motivating others, teamwork
Critical thinking; forecasting, planning, analytics
Management; leadership, decision making, delegation, entrepreneurship
Numeracy; budgeting, forecasting
Clerical; managing information, computer literate
Communication; listening, writing, negotiating, persuasion

Why are they important?

When you don’t have the specific requirements listed in a job vacancy/ job description, it is your transferable skills you need to highlight to a potential employer.

When an employer lists a vacancy they will have their own checklist of skills they are looking for in a prospective employee. You need to communicate your existing skills and relate them to the skills required in the job description in a way in which your potential employer understands the value you can bring to the role.

Convey a positive attitude

Whilst experience and skills are key, your own personality traits and work ethic are also something employers take seriously. Many will go for attitude and willingness to learn over experience. Your CV needs to convey positive personality traits such as:

Hardworking
Adaptable
Positive
Dependable
Punctual

Experience isn’t everything

Tailor your CV to demonstrate you possess valuable transferable skills, a positive personality, the willingness and enthusiasm for the organisation and you will present a compelling proposition for your prospective employer.

The easiest and highly effective way to promote your transferable skills is to have your Recruitment Specialist educate and highlight all your skills and attributes to a potential employer. If you are looking to transition to a new industry, I encourage you to get in touch with us to explore your options.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

PN Personnel – your award-winning local Recruitment Agency

Wed, 09 Nov 2022 00:28:25 GMT

The PN Personnel team celebrated success on Friday night, highly commended in the Best Medium Business category in the Yorb Manawatu Business Awards.

As first-time entrants to the awards, the team were thrilled to be recognised for business excellence and professional services.

Managing Director Claire Hewson commended her recruitment team.

“I am so proud of them, it’s our team who makes us who we are. We collectively share a vision to positively impact on people’s lives and make the regions a better place. To be recognised amongst your peers in the Manawatu is hugely gratifying.”

PN Personnel are the largest local recruitment team dedicated to providing a tailored service for Clients and Candidates.

“We strive to consistently provide a quality service and entered the awards because we believe in our people and our services. We believe we are leaders for recruitment in the Manawatu.”

Claire acknowledged the many Clients and Candidates who choose to partner with PN Personnel.

“We are a business built around people, from our hand-picked team of recruitment professionals, to the Clients who partner with us to find their next team member. We are lucky to be part of the recruitment journey for many talented candidates looking for work, adding to our regions pool of talent.”

“Thank you to the Manawatu Business Chamber for their outstanding effort organising the event, to Yorb and the many business sponsors, judges and wider team involved.”

“I encourage anyone looking to recruit, or looking for their next job, to choose your local award-winning team at PN Personnel.”

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Stats show November and December are valuable months to recruit

Thu, 27 Oct 2022 01:08:20 GMT

Great things happen in the last two months of the year.

Whilst you may be considering winding down, or assume job seekers have slowed their searches, our stats may change your thinking.

November and December 2021 Stats:

181 job seekers applied for work with PN Personnel
PN Personnel employed 69 job seekers in permanent or temporary jobs.

That’s 17% of our overall filled jobs confirmed in the last couple of weeks of the year (1 Nov to 24 Dec, 2021).

More reasons to advertise your job now:

Advertise in the lead up to Christmas and return to work with applicants waiting, or better yet, starting their first day with you.
Time poor? Remember your local recruitment team do have the time, resources and infrastructure for a seamless recruit.
Your local recruitment team also have networks and connections – in touch with both active and passive job seekers.
Timeline – we recommend 8 weeks for an average permanent recruitment.
For many people and businesses, February is the month full business operations resume, so if you leave recruiting till the New Year, it could easily be Autumn before you welcome a new employee to your team.

BONUS!

List your permanent job now with our Progress Payment Plan and receive an entry into our Client Christmas Campaign where you will be in to win a $1000 Prezzy card.

Have a chat with us today. Partner with your recruitment specialist who can work with you on a tailored strategy to secure your next employee.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

10 Tips to write an Impressive Cover Letter

Mon, 03 Oct 2022 22:31:08 GMT

Your cover letter is often the first impression you give a potential employer - think of it like a strong handshake. This is your chance to say why an employer needs you in their team. Your goal is for the employer to want to find out more about you, by reading your CV and securing an interview where you can meet to determine if this is the right fit for both of you.

As recruiters we read a lot of cover letters, and whilst some do their job in highlighting an applicant’s skills and potential, others feel like they are mass generated from a generic template and do nothing to benefit an individual’s employment prospects.

Follow our 10 tips to create an Impressive Cover Letter:

1. Check your current contact details – ensure they are correct.

2. Start by addressing the employer/recruiter directly. If you can personalise your letter using their name, the person is much more likely to read on. (If you don’t know who to address your letter to, give the company a quick call and find out.)

3. Start strong, your first sentence is important, so make it a good one. Why are you applying for the role?

4. Demonstrate you know a bit about the company and your reasons for wanting to join their team.

5. Make it easy for your employer/recruiter. Spell it out for them by relating your skills and attributes to their requirements detailed in the Job Description. Include any additional skills and qualities., sharing what you plan to bring to this role?

6. Be positive, don’t mention any weaknesses or shortcomings, focus on what you have achieved and can bring to the role.

7. Add some personal details if you believe it will add value to your overall application.

8. Keep it to the point, your cover letter should be a short summary rather than your life story

9. Finish your letter by reconfirming your interest in the position and asking them to get in touch “I am excited to explore this position further and I welcome the opportunity to discuss this with you at your convenience.”

10. Check for any spelling or grammatical errors before you send your letter – use your spell check and have a friend proof this for you.

If you can check these off your cover letter will be short, succinct and a strong representation of your attributes and qualities for the position you are applying for. Send it on its way along with your CV knowing you have made a positive first impression.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

What is Quiet Quitting and how does it impact your business?

Thu, 15 Sep 2022 01:51:17 GMT

The latest employment trend is the term Quiet Quitting – the term refers to employees who perform the minimum duties required to remain employed and nothing more.

“Doing your job, not overdoing your job.”

The term has been coined as a result of the pressure both employees and employers have been under the last couple of years. With understaffing and a lack of skilled workers at the core, many employees feel they are overworked, underpaid and stressed.

This negative work-life balance has led to employees examining their time and prioritising a balance of personal and work time.

What you can do as an employer:

Communicate with your staff.
Schedule regular open discussions to understand your employee’s needs.
Be clear about roles and responsibilities.
A job description is the document to outline these requirements and should be revisited by both employer and employee to confirm the requirements and being met and address a solution if they are being exceeded.
Appreciation.
I f you do require your employee to take on some additional work and responsibility – firstly clearly communicate the requirements, time-frame and expectations. Secondly, show your appreciation for the additional work. Recognise their extra contribution and the positive impact for the business. A little thank you can go a long way.
Be understanding of personal situations.
If an employee says no to additional work, it does not make them a bad person. Many employees are pushing back to retain a better work/life balance. If they are doing their required job well, they are doing a good job. If there is a need for additional work to be covered, consider alternative solutions, such as temporary staffing to fill the gap.
Offer flexibility.
The ability to work remotely, to balance time in the office and working from home can have a positive impact on employees’ sense of well-being. Offering flexibility has proven to enhance productivity and overall employee satisfaction.
Allow time for increase productivity.
Continual overtime and long hours can lead to burnout and mental exhaustion, we know allowing employees time off stimulates overall productivity and positive well-being. Employers who can encourage their employees to take scheduled breaks generally find they are happier and more productive.

If you find your employees are working beyond their set duties, consider the option to bring on a temporary staff member to assist your business. Talk to us at PN Personnel for a solution tailored to your business.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Should you extend a counter-offer to your employee?

Thu, 01 Sep 2022 01:12:01 GMT

An employee’s resignation can be concerning, but should you extend a counter-offer to them or let them go? Successful counter-offers are frequently mooted to be short-lived, unless you can address all the reasons they have chosen to leave.

We weigh up some key points to consider as an employer.

Give yourself some time

When your employee’s resignation comes from out of the blue the first thing you should do is set a time the following day to catch up with your employee. One business day (24 hours) gives you the chance to separate your emotional and rational reasoning, examine your business structure and needs then decide if a counter-offer is a worthwhile next step.

Understand your employee’s reasons for leaving

If you can understand your employee’s motivations for resigning, you can target and identify possible changes to appeal to them to stay. Tangible changes are easiest to address (such as salary, career advancement or work/life balance). If their reason is related to working environment, this is much harder to address.

What can you offer?

Consider the value your employee currently brings to your business? If you believe they can continue to be a motivated and productive employee consider the elements to include in your counter-offer such as:

Increase in salary and/or benefits
Increase in leave time
Flexibility in hours and working arrangements
Promotion
Change in duties and responsibility
Wellbeing incentives

Consider your wider team

If you counter-offer, what is the impact on your other employees? Consider some strategies so you can manage their expectations and ensure they too feel valued and motivated. These may include:

Clarity on roles and responsibilities within your business
Salary appraisals
Schedule for appraisals and constructive feedback
Team building initiatives
Succession planning

PN Personnel’s Drivers Assessment is a tool designed to provide this information, so you can plan useful retention strategies to improve your team.

Find the positive and be proactive
Losing a valued staff member may feel like a huge gap has opened in your business, however remember a new and fresh face can bring positive ideas and enthusiasm.

If the thought of losing a valued employee is causing you concern, park your worries. Remember, should a situation arise for you, don’t stress, just pick up the phone and give us a call. We have a range of recruitment strategies and temporary cover available.

We’re the experts in recruitment, so you don’t have to be.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Constructive feedback, how to take it and what to do with it.

Thu, 18 Aug 2022 01:58:41 GMT

Constructive feedback is defined as comments to assist an individual to achieve a positive outcome by helping to identify solutions to areas of weakness they may have. The purpose behind constructive feedback is not to be critical, but rather to help improve an individual with a solutions based approach.

As a job seeker, constructive feedback is important so you can understand the reasons why you were unsuccessful in securing a particular role and how by addressing these reasons you can improve preparations for your next job application.

Always ask for feedback

A good recruiter/employer will be able to provide honest and clear feedback for you. This will include:

Acknowledging strengths
Defining areas for improvement
Providing actionable steps for improvement

By knowing any shortcomings – means you are better prepared to present yourself to a future employer. You can play on your strengths whilst also acknowledging other areas to strengthen.

As a recruiter, we provide constructive feedback because we believe in you and want to assist in setting you up on a pathway for success.

Don’t take it personally

It can be easy to take constructive criticism to heart, but recognise it is being shared with you to benefit and support your long-term job prospects.

Listen to the feedback and do ask questions to clarify any areas you are unsure about.

Constructive feedback is an important part of your personal growth, and can be used as a positive.

“I realise I need to further develop in the area of X, Y and Z and I have taken X,Y and Z steps to upskill in this area.”

A response like this demonstrates to a prospective employer not only have you taken feedback on board, but you have taken the initiative to action this for your own benefit.

Make an action plan

Constructive feedback should be clear and actionable so you can take steps for improvement and personal development.

Give yourself some goals and work to achieve them such as:

Editing and tailoring your CV
Improving your computer skills
Practicing detailed responses highlighting your skills for your next interview
Responding quickly and clearly throughout the recruitment process

Don’t be afraid to ask for advice and tap into our 120+ years of recruiting experience. As recruiters we review thousands of CV’s each year and conduct hundreds of interviews. We’re well connected across the Manawatu and understand the local business community.

We’re here to provide support for you in your career journey so reach out if you need some support.

Cush la Brasell

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Recruitment made easy with PN Personnel

Wed, 10 Aug 2022 22:52:44 GMT

As your local recruiters, the team at PN Personnel understand the opportunities and barriers to recruiting for employees in the Manawatu. With a thorough understanding of the Manawatu employment market and the movement of our people, we tailor-make recruitment strategies to fit your individual business needs.

Recruitment can be easy, we’ve been through similar scenarios before, so we know which strategies work and those less effective. It’s this constructive feedback which allows us to create a strategy with you to implement the best options to fit your needs.

There’s always a workaround – from tweaking a job advertisement, to placing an ad across a different medium – thinking outside the square. We will promote your business and opportunity. We ensure the applicants we present to you are valid, motivated and qualified to meet the needs of your role.

Over the years our lines of questioning have been continually improved so we utilise the best questions to get to the heart of what each applicant wants from their next job, to ensure their motivations are genuine for your vacancy.

It’s this knowledge which allows for open and honest conversations with you to secure the best applicant. It may be someone who brings new or transferable skills to the role. It’s our ability to identify the opportunity for you and for them – we can spot a good match and it’s often not straightforward.

We open our search to include referrals, shoulder tapping and direct approaches to talented individuals whom may not be looking at all, because we know their talents can be utilised within your business.

Along with questioning, we are excellent negotiators, and as the third party, we can discuss any matters to appease both parties and resolve any issues in a timely manner, to ensure the recruitment remains streamlined.

We offer additional services to add value to your recruitment and reduce the risk in your selections, from computer and psychometric testing to specialised testing requirements.

With an average recruitment taking at least 6 weeks, we keep the process moving forward so you can fill your vacancy as soon as possible. We can also recommend temporary or contract staff to bridge the gap to mitigate disruption to your business.

Get in touch with me for a confidential discussion to tailor a solution to your business needs.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Are your employees suffering from Imposter Syndrome?

Wed, 03 Aug 2022 23:21:33 GMT

90% of female employees and 80% of male employees suffer from Imposter Syndrome*, the term related to feeling incompetent at work, causing self-doubt and feelings of inadequacy. These employees are experienced and accomplished yet suffer from intrusive thoughts undermining their own work performance.

Over my years of career counselling the number of individuals affected by imposter syndrome has surprised me. It chips away at their confidence leaving an individual to doubt their abilities and feel like a fraud.

As an employer your leadership style can assist to address Imposter Syndrome and foster an inclusive and positive working environment. I recommend a number of strategies:

Provide regular opportunities for feedback
It may be a scheduled and structured catch-up, or an informal but regular discussion. Give your employee both positive and constructive feedback, provide assistance to recognise any areas in which they are anxious or challenged and celebrate their successes with them. Encourage your employees to accept praise and compliments and to know their worth within your business.
Have an open and honest relationship
Be available to your employee to come to you when they need to, to voice any concerns before they become an issue. Be open and honest in your discussions. Depending on the size of your business and structure of your team another effective measure is for experienced employees to provide coaching and mentoring to their colleagues, providing individuals with another avenue of support.
Provide training and development opportunities
This should include personalised employee development and overall business training. Offering a range of training and development benefits a positive team culture, improved productivity and satisfied and enriched employees.
Allow for access to wellness services.
Larger organisations may have a dedicated service or person to address workplace health and safety, including mental health and wellness. For smaller businesses this normally falls upon the business owner/manager. I recommend reaching out to the following for advice, assistance and support:
o Manawatu Chamber of Commerce
o EAP Services
o Business NZ
o Studio Rubix for corporate mindfulness training.
Consider your wider team environment
Often a sufferer of Imposter Syndrome will feel marginalised due to their gender, race or beliefs. Ensure you create an environment inclusive and accepting of all individuals as part of your overall wellness programme. In doing so, you will destigmatise the Imposter Syndrome for the benefit of your entire team.

The past few years have demonstrated the importance of a structured health and wellness strategy within your business. For businesses to be successful and retain satisfied and engaged employees, an employer needs to understand their needs. PN Personnel’s Drivers Assessment can assist you to determine an individual’s motivations and personal drivers and is a useful tool to use as the base of discussions for training or as part of individual appraisals. Contact us to learn more.

*Source: Human Resources Director

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

The right way to resign from your job

Thu, 21 Jul 2022 02:25:06 GMT

Resigning from your current job is an important step in the recruitment process. The way you approach your resignation does reflect on your professional reputation, therefore there are a couple of points you need to be aware of so you can manage your resignation effectively.

Confirm a new position first

Never resign until you have formally accepted and confirmed your contract in writing with your new employer.

Notice Period

Remember to check your notice period in your contract. By mutual agreement between yourself and your employer, notice periods can be amended. You may negotiate to finish earlier to commence your new role or you may extend your finish date with your current employer to allow for a hand-over in your current role.

Tell your direct manager first

For smaller businesses, your manager will be the person you need to direct your resignation letter to. If you are employed in a larger organisation you may need to resign to a manager or HR person who is not your direct manager.
In this case, have your letter ready to give to them, but organise a meeting with your direct supervisor/manager first.

Be respectful

If you can, try to end your employment on a positive note. If your experience has been unpleasant, stick to the basic facts in your resignation letter (see below).

If you have had a positive experience share this with your employer and thank them for the opportunity they have given you in your career.

Put it in writing

You need to include the following in your letter addressed to your manager/employer:

That you are resigning from the organisation
Your current job title you are resigning from
Your last day of work
Your signature to confirm your resignation

Matt's MORE FM interview - 7 July 2022

Thu, 07 Jul 2022 01:54:26 GMT

Our very own Client Manager Matt Smout was interviewed by Mike and Gareth on More FM this morning, explaining how to approach a pay rise with your employer. Have a listen and refer to his latest blog in the comments for tips on asking for a raise.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Negotiating pay in your current job

Thu, 07 Jul 2022 01:53:02 GMT

You enjoy your current job but the cost of living is starting to bite? This blog explains how to approach discussions with your employer for a pay rise, and what you need to consider beforehand to achieve the best outcome.

Listen to my interview on the Mike and Gareth Breakfast show on More FM here or read on.

Schedule a meeting

Request a meeting, explaining the reasons you want to meet so your employer can also consider your current situation beforehand. Once you have a meeting date, prepare your research so you can present your reasons.

Make your case

Highlight your current and previous achievements in your role – you need to demonstrate to your employer what you have done for the business. Refer to your KPIs (Key Performance Indicators) in your job description. Focus on your work achievements and performance in your role, rather than personal reasons for wanting a raise.

Justify your worth

Communicate what you can offer so your employer can appreciate the merit in your request for a pay rise. Consider if you can:

Assume more responsibility
Offer additional skills
Improve efficiencies for the business
Increase revenue
Increase business growth

Have a figure in mind
Research current salaries in your field and read our previous blog to know your worth. Consider if you have had any salary increases in your current role, when you last had an increase and explain why you are requesting a pay rise at this time.

Negotiation
Be prepared to negotiate. Aside from your salary consider other benefits which would add value to your overall salary package? It could be flexible working arrangements, work from home options, other reimbursements or personal development opportunities.

Understand the reasons if you are declined.

If your employer denies your request, discuss with them the reasons why.
Businesses have also been hit by rising costs impacting their bottom-line, your employer simply may not be financially able to offer a salary increase to you at this time.

Another reason could be your employer may be looking for something more from you. Clearly defining goals and achieving them can give you a strong case for a pay rise in the future.

If you decide to consider new employment opportunities then be sure to connect with us at PN Personnel.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Candidate care is our point of difference

Mon, 27 Jun 2022 22:59:44 GMT

Candidate care is the term we use to refer to our treatment of our job seekers, before, during and after we support them into employment, both temporary and permanent.

We believe it’s the after-employment support which sets us apart as recruiters in the Manawatu and a point of difference we are proud of.

As recruiters our relationship with our job seekers and our clients does not end when the assignment or job is filled. We invest in the onboarding of new employees, ensuring a smooth transition into their new workplace.

Before employment we support job seekers with guidance and advice for their job search, promoting an applicant for suitable advertised vacancies and/or opportunities direct with our Manawatu clients.

During the recruitment, the recruiter provides the candidate with valuable insight into the background of the employer and specifics of the position, preparing the candidate for their interview. The recruiter will provide personalised feedback based on discussions had with the employer, and follow up throughout the process, to ensure the recruitment is timely and mutually beneficial for both parties.

Candidate care for temporary employees
With temporary work, the employee is engaged on assignment for our client, with the employment agreement and wages managed directly via PN Personnel.

Your recruiter remains your main contact whilst on assignment and will regularly communicate with you to ensure you are comfortable in your temporary role. This allows us to clarify any questions you may have or seek feedback on your behalf.

“I love how Charllotte came in and visited me on my birthday and the weekly/monthly check in calls to see how I was adjusting to the job”. Abby – temporary employee who has since taken on a permanent position.

We consider our temporary employees part of our wider team and treat them as such:

We celebrate birthdays
We celebrate anniversaries and special occasions
We celebrate excellence with our employee of the month award known as the WOW (Won for Outstanding Work) award. Pictured is Nikita, our fabulous WOW Employee for December.

For some, a temporary assignment is a stepping stone to permanent employment within the company. For others, we appreciate temporary work is bridging the gap, we continue to source, promote and discuss permanent opportunities with our temporary employee.

Candidate care for permanent employees
When we successfully fill a job seeker into a role, we then continue to support our client to ensure a thorough on-boarding and induction process is completed. We also remain engaged with both candidate and employer to ensure a successful transition into the new position.

Your recruiter will call to welcome you to your role in your first week, and continue to check in with you over the first months and year. We love nothing more than celebrating with a cake for a welcome morning tea shout.

“Several years ago I dealt with Christine and recently contacted her again about a new position. She remembered exactly who I was and thought I would be a great fit for the role – and it would be a great fit for me... The whole process couldn’t have been more positive or easy.” Dave, permanent placement.

We value our relationships, welcoming back candidates who re-engage our services when they are ready to make their next career move and candidates who become clients and engage our services to recruit.

If you are wanting full circle support in your career search, get in touch with us at PN Personnel.

*Quotes taken from our job seeker testimonial s

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Filling jobs in a tight labour market.

Wed, 15 Jun 2022 00:58:50 GMT

Claire Hewson, Managing Director at Manawatu’s leading recruitment agency PN Personnel is not surprised by SEEK’s NZ Employment Report highlighting job ads at record levels and declining applications for roles.

“It is a job seekers market and will continue to be for some time yet.”

Since the pandemic PN Personnel has seen a decline in temporary opportunities, with employers preferring to employ on a permanent basis.

“Permanent vacancies appeal because they offer an employee job security along with benefits such as flexible working conditions.”

Whilst temporary opportunities declined for PN Personnel post-Covid, Claire says temporary work is now on the rise.

“We did find the need for temporary employment decreased over the last 18 months, but this is trending back to pre-Covid days.

"In the last two months we have seen a 20% increase in temporary hours."

It is a tight employment market, recruitment is moving at pace. Recruitment strategies need to be timely as any delays in the process can mean the loss of the preferred person for the job.

“Employers need to be prepared to act quickly following the interview stage, and have all your employment documentation ready to make the offer. We know job seekers can have multiple offers available to them.”

Finding the right person for the job can be a challenge, PN Personnel utilise their contacts and networks to advertise and source quality applicants.

“My team stays in close contact with active job seekers in the market whilst also approaching individuals not actively pursuing employment, who are open to new opportunities.”

With the plethora of job options available business reputation and branding is important. PN Personnel recommends businesses need to be promoting their business brand and culture alongside their vacancy to attract the best applicant.

Claire acknowledges the ability to source skilled people within industries such as trades and services remain a challenge.

In addressing this, businesses need to remain open to individuals with the right aptitude and ability to learn.

Opportunities are in the market for job seekers to move up in their careers or to transition themselves to a new industry.

Local agencies such as CEDA and the Manawatu Business Chamber are working on initiatives to address current shortages in our market, such as CEDA’s Business Attraction, Retention and Expansion strategy.

For businesses looking for staff, or job seekers ready to find a new job, or transition their career, talk to us about options available to you.

Claire Hewson

Our resident Managing Director, Claire is our in-house HR practitioner, qualified psychometric assessor and career coach.

Phone 06 280 2399 Mobile 027 541 4013 Email

Phone screenings – what you need to know.

Thu, 09 Jun 2022 03:24:13 GMT

Phone screenings can be used in the early stages of the recruitment process to learn more about an individual and determine their suitability and motivation towards a vacancy. Screenings are common practice for recruiters, and an applicant will be accessed on their responses to questions and their overall phone communication.

Phone screenings are casual and less structured than a formal interview, however we recommend if you are looking for work, to prepare yourself for this call so you are not caught off guard and can make the best first impression.

If you are looking for work, we recommend the following:

Be contactable

The voicemail you have on your phone is important. A bad voicemail will not make for a good impression. It is likely to deter the recruiter/potential employer completely and your job opportunity can be lost. Your voicemail should clearly confirm your name to verify to the recruiter or potential employer they have the right person to leave their message regarding the job.

If you are actively looking for work, check any missed calls and respond to any messages as soon as you can.

Know what you have applied for

When you have multiple applications in the market, it can be hard to keep track of these all, as some responses arrive quickly, whilst others are slow. Keeping a list of the job and employer somewhere you can easily reference it is a good way to jog your memory.

Purpose of a phone screening

If you have perfected your elevator pitch , this is your time to use it!

Recruiters and employers will be wanting to confirm a few details, here are some of the most common:

Attitude and enthusiasm
The way you answer the phone and engage with the person on the other end can have an impact on their overall impression of you. The interviewer can only hear your voice, so ensure your voice reflects your energy.
Reasons for applying for the role

Common reasons include:

Career progression opportunities
Aspiration to work for the company
The duties of the specific job.
Confirmation of ability to do the role
This is where you sell your skills, confirming to the recruiter/employer that you can do the role. If you don’t have experience or a specific skill set, let the employer know you are willing and quick to learn.
Salary expectations
You don’t have to give a specific figure, if you feel comfortable you may wish to share your current salary if appropriate. For some roles this question is asked at interview, but if there are specific salary requirements it can be covered off at this point in the recruitment process. Read more about negotiating your salary here.
Current situation
This is where you can share your current work status, progress of other job applications and any additional relevant information.
Notice period
Working/not working, 2 weeks, 4 weeks or more. Be honest regarding your notice period. For some positions you may be able to negotiate your notice period, for others you may need to provide the full allocation to be fair to your current employer.
Interview availability
This is another opportunity to show you are motivated to the position, by demonstrating your willingness to work to an interview. If you are currently working and would need some time to organise an early finish or long lunch, say this now. If it is hard to get away from work, an online interview may be a suggestion you could offer.

Don’t forget you can ask questions too, an interview is always a two-way street, and by asking a question you demonstrate a genuine interest and motivation towards the vacancy. Questions you can ask include:

Next steps in the process – what happens now and when can you expect to learn feedback?
Has there been many applications for the role? (to give you an idea of your competition)
Timelines for the overall recruitment – when do they want someone to start?

As a Recruitment Specialist, we ask these questions in conversations with job seekers on a daily basis. The more we can learn regarding your current situation and job aspirations, the better equipped we are to support you with your job search, whether it be a new role or next step in your career.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Pitch yourself to a future employer

Thu, 26 May 2022 03:03:52 GMT

Highlighting yourself, your skills and talents can be hard, after all, most of us Kiwis are quite humble about our abilities. When going for a job, you need to be able to promote your strengths, in written form as part of your personal summary in your CV.

Imagine you are stuck in an elevator with your potential employer – you have 20 seconds to highlight yourself to him or her before they walk out. On your CV your elevator pitch is your personal summary, a short statement outlining your abilities and achievements.

A personal summary should reinforce your cover letter, which should always be tailored specifically to the job you are applying for and broadly outline your skills, abilities and aspirations which are then backed up in more detail in your CV.

Generally, an employer does not know you, so your personal statement and cover letter will be the first thing the employer will read about yourself, and you want to make a positive first impression.

Your summary should be short (around 100 words), succinct and sharp, starting with who you are, your experience and achievements, and your career aspirations. Imagine, if you did find yourself stuck in an elevator with a potential employer, what would you say about yourself?

Start with a sentence about yourself outlining your current role, moving on to relevant work achievements and career highlights. You should outline any relevant previous experience and skills. Your final sentence should capture why you are interested in the job and what you can bring to the role.

‘I am a motivated and enthusiastic … with more than … years’ experience in … I am skilled in …….I am currently seeking a … position to further advance my career.’

Remember to write your personal summary in first person (I am a detail oriented and personable PA looking…) rather than third person (eg: Sarah is a PA looking to take her administrative….)

For a couple of examples check out these pitches from S EEK :

Project Manager – Financial Services
I am a motivated and analytical project manager with more than 15 years’ experience in the financial services industry, specialising in business lending. In my current role I have been responsible for rolling out a new microenterprise program which has helped more than 100 small businesses kick start their operations. I am proud of my solid track record of delivering projects that have had proven business benefits and am now looking to take on greater responsibility, with project budgets greater than $10 million and leading larger teams of more than 30 FTE.
Graduate
I am an enthusiastic and driven Commerce graduate with an Honours degree from the University of Melbourne. I am currently looking to secure a Graduate Business Analyst position to utilise my strong analytical skills and business knowledge.

Your personal summary can be useful not only in securing an interview with a potential employer, but as your guide to presenting yourself well in an interview situation. Often an opening interview question can be “tell me a bit about yourself”.

At PN Personnel we read a huge number of CV’s and can advise you if your personal summary is hitting the mark with regards to your career objectives. Don’t be afraid to give us a call, we are always more than happy to share our professional opinion with you.

Cush la Brasell

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

References - Yes to the check!

Thu, 12 May 2022 00:51:23 GMT

You think you have the ideal applicant for your vacancy. Whilst you might be itching to make a job offer, confirm your applicant and get back to business, reference checking should always be a key step in your recruitment process.

A good reference check will confirm and reconfirm whether your applicant CAN do the job and if they have the WILL/DRIVE to do the job.

What you need to confirm in your reference check:

Your reference check will ask for information and reconfirm the following:

Are they who they say they are? (Check/confirm their previous work history.)
Do they have the ability to do the job you are considering them for?
Do they have the drive and the motivation to do the job they are being considered for?
Will they fit with the immediate team, and the culture of the organisation?

Who to ask:

Not all referees are the same, ideally you want to speak to:

A current boss or a direct supervisor who can provide detail on the day to day work of the applicant.

Or an alternative may be:

Someone who doesn’t work in the same company as the applicant but deals with them regularly for business, who can provide detailed information on their work ability and attitude.

An applicant may prefer their current boss is not contacted in the first instance, but will normally be happy to provide their details if an offer of employment is likely.

How many references do you need?

It depends on the role, and the quality of the reference but we recommend at least two references to best confirm and reconfirm the suitability of the applicant.

Verbal is best.

For a thorough and insightful reference you want to talk to a referee directly. It allows for you to set the scene with details of your business and vacancy, and for the referee to do the same so you can understand the working environment your applicant has been involved in.

A verbal reference gives you the opportunity to cover off any “grey” areas, learn more about areas an applicant has succeeded and areas for development.

Depending on the role reference checking can be as quick as a 5 minute phone call verifying facts to a 45 minute in-depth discussion on an applicant’s skills, qualities and suitability for your specific position.

If you find it is all too daunting, or too time consuming, talk to PN Personnel. We offer a reference service in which we will consult with you, draft and complete a verbal reference (we recommend at least two) and provide a detailed report based on the information provided.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Five reasons to temp with PN Personnel

Thu, 28 Apr 2022 00:03:13 GMT

If you are currently out of work, and looking for work, this blog is for you. Let us explain how temporary work can be part of your employment solution, whilst supporting your future career journey.

As recruitment professionals, we know the benefits temping can bring. We see it in action every day. If you haven’t worked as a temp before, this may be something you haven’t ever considered…until now.

1. We have jobs!
Lots of jobs ranging from skilled to unskilled. All we ask of you is your ability to commit to your temporary assignment, a willingness to work and the ability to learn something new. From PA’s to pick packers, our range of temporary roles is vast.

Most temporary roles are listed on our website, but sometimes we do receive a job we need to fill extremely quickly, so we do turn to our existing pool of available job seekers. To ensure you are considered for all opportunities it is worth registering with us so you can be considered for all job opportunities.

2. Temporary work is the ideal stop-gap.
Don’t sit around waiting for the right permanent opportunity. By working in a temporary job, it means you have the option to be selective in your permanent choice. PN Personnel are extremely well connected throughout the Manawatu and can advise on temporary work to fit in with your overall career aspirations. We’ve placed many a temp based on their ability and fit with an employer, working in a role in which is not their chosen career, but which has given them the opportunity to demonstrate their abilities to go on to future opportunities within the organisation.

3. This leads us to getting your foot in the door.
As explained above, with our knowledge of our Manawatu businesses, we can place you in a temporary assignment in which we feel the working environment can be of benefit to you in the long-term. This may include:

providing you with new skills to add to your CV
the chance of progression within the company
a supportive working environment to build your confidence
a team culture which aligns to your own motivations

It is very common for our temps to secure permanent employment through their temporary roles.

4. We support you in your role

On the job visits, regular calls and checks by us will ensure the temporary assignment is as we have described it to you. This communication is two-way with yourself and us, we also follow up with our Client to ensure all is running smoothly in your temporary assignment.

5. Join our welcoming team!

We consider you part of our PN Personnel team:

We celebrate successes
We provide small treats throughout the year in recognition of your work
If your role goes permanent, we celebrate that too!

For an inclusive and supportive working environment, talk to us to learn more about how temping can be of specific benefit to you.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

The Great Retention vs Great Resignation

Wed, 13 Apr 2022 00:03:16 GMT

It’s been dubbed the Great Resignation in America, as workers quit their jobs. With borders reopening, predictions of our workers resigning for offshore opportunities are growing.

It’s already a shrinking employment market, with skilled labour shortages across many sectors. With unemployment sitting at a low of 3.1% in the Manawatu and 3.8% in New Zealand, further losses to our workforce will create challenges for business.

The flipside of resignation is retention, and now is the time to review your retention strategies to minimise potential loss to your business.

Know your staff

A one size fits all approach will not work to retain your staff. Each employee's drivers and motivations will be as individual as they are.

Our Drivers Assessment is a useful tool to understand the motivations and values of your staff. This information provides you with the knowledge as to what elements of their role they find most satisfying, and the area’s most meaningful. Use this information to develop a retention strategy to support these individual values.

Value your staff

Once you know your employee drivers, you can design your retention strategies to fit their drivers. This may include:

Specific training and development
Progression opportunities
Financial benefits or other bonuses
Team building opportunities
Recognition for a job well done

As the saying goes, a little thank you goes a long way.

Know yourself

Your employer branding is important as part of your retention. Businesses which continue to seek growth opportunities and develop their reputation within their respective sectors are attractive to current and prospective employees.

Word of mouth in the Manawatu is powerful and worth devoting time to your business reputation and employee strategies.

We value our reputation in the Manawatu as a leader in tailored recruitment solutions. We act as a powerful advocate when recruiting staff for your business.

Talk to us now if you know you will need to increase your staffing levels. We can assist with a plan to attract and recruit staff when you need them. We often know of early market movements and can keep you in mind when we discuss opportunities with our job seekers.

*Source https://qem.infometrics.co.nz/manawatu-all

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Five steps to speedy and successful recruitment

Wed, 16 Mar 2022 21:57:19 GMT

We’re working with a job seeker who has four job offers on the table. This individual came to our attention only recently, and the multiple offers came within five working days.

The job market in the Manawatu and across NZ is moving at pace. As an employer you need to be positioned to move quickly through all steps of your recruitment process to attract, verify and confirm your top applicant.

With PN Personnel by your side, your odds are greatly increased to secure your preferred applicant working together through the recruitment process.

The five steps for successful recruitment at speed are:

1. Communication

2. Attraction

3. Interview

4. Feedback

5. Offer

1. Communication:
Open lines of communication are critical when we are working at pace. Your Recruitment Specialist will keep you updated every step of the way. We are in constant communication with our job seekers and, knowing where they are with their job search allows us to advise you on any time-sensitive decisions. To secure preferred job applicants, decisions need to be made quickly, therefore availability on your behalf is essential to our success as timelines are constantly revised.

2. Attraction:
Advertising and networking is managed by your Recruitment Specialist. You can assist in the attraction process by ensuring you are clear in your requirements for the vacancy, providing us with an up-to-date job description and any other relevant documentation.

From our initial screenings and shortlisting we will present you with our preferred applicants. Timely feedback from yourself is essential at this stage of the recruitment to progress applicants to interview stage.

3. Interview:
Interviews need to happen as soon as possible. Your Recruitment Specialist will confirm availability of your applicants, you need to confirm the availability of yourself and any other members of the interview panel to set up timely appointments – either in person or online.

If second interviews are required, these also need to happen quickly.

4. Feedback:
Often a sticking point – feedback needs to come directly (or as soon as) following the interview. Ideally the feedback will come with a decision on a preferred applicant(s) for second interview or a job offer. If more time is required for a decision on the applicants, interim feedback is recommended to ensure your preferred candidates remain engaged. At this step communication is critical, so your Recruitment Specialist can effectively manage the applicants’ expectations to ensure your preferred applicants remain motivated towards your vacancy.

5. Offer:

A verbal offer needs to be followed up with written confirmation as soon as possible including their Individual Employment Agreement and other relevant documentation. Once you have chosen your preferred applicant, you want to seal the deal, any time delays mean other employers have the chance to consider and offer. Talented applicants do have more than one job offer on the table.

Your Recruitment Specialist is integral to these discussions, as we can assist in employment negotiations for a mutually beneficial outcome.

Communication

Yes, I’ve repeated communication because I cannot stress enough how timely communication is critical for a successful recruitment process. If we can remain in consistent contact with you throughout the recruitment we can manage any questions or queries from both parties, to minimise any delays.

We’re here to guide you through the process every step of the way, and advocate and promote your organisation to applicants. Our process is streamlined to allow for speed, so fast-track your recruitment and talk to us today.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Employer prep to secure your preferred applicant

Thu, 10 Mar 2022 00:56:35 GMT

We recommend a little prep-work before you start your recruitment process. You need to be ready to act quickly to secure your preferred applicant - our Client Manager Matt Smout explains in his latest video.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

The salary question - what are you worth?

Wed, 02 Mar 2022 21:05:49 GMT

Salary in 2022 is more than just money. It’s about the total package. Whilst we all have a bottom dollar we need for our living expenses, other benefits can weigh heavily on the overall appeal of the total package.

You don’t just need a monetary figure to put to your employer – but an overall picture of what you are after and you need to communicate this clearly with them when negotiating a package.

Putting a figure to your job, or your intended job can be hard, because often you are not comparing apples with apples. All jobs come with different requirements and responsibilities.

As a general starting point take a look at the Trade Me Salary Guide .

For reliable salary information specific to the Manawatu talk to the professionals found right here , the team at PN Personnel. With our combined recruiting experience of well over 100 years in the Manawatu, we know our market. We know the trends, the businesses and the salaries paid.

Our questions will assist you to determine your place in the employment market:

Consider all the elements in your current role and your current salary package
Consider the importance of the salary package including wages, flexibility, overtime, paid leave, allowances such as clothing/phone/car)
What is the current market employment scene like for your preferred industry
What type of company do you want to align yourself to?
What are the opportunities for career progression (leading to a higher salary)
What level of responsibility are you open to?

Your Recruitment Specialist can assist you to understand what is most important to you, to develop an ideal salary package. We balance our market knowledge with current job opportunities and our understanding of local working environments (i.e. A business may pay at the lower end of the industry salary band but offer a supportive working environment, solid team culture and future career progression).

If you are looking for a new job, working with a recruiter is the best way to achieve a full salary picture before committing to a role. We know our Clients and their requirements. We will always advocate and negotiate with both parties to achieve a mutually beneficial outcome.

Because as I said, it’s not all about the money, but it is about the package.

To understand your position in the Manawatu marketplace, and the opportunities available to you, talk to your local recruitment team, PN Personnel.

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

Sharp employer branding will attract and retain staff

Thu, 17 Feb 2022 00:01:04 GMT

Your company reputation has never been more important. To attract new staff and retain current staff, you need to ensure your company branding is clear and consistent across all your marketing and media.

1 – Your existing staff are your best marketing tool in the box
Your current staff are your best advocates, and positive employee referrals have huge weighting on a potential job seeker. Ask your staff for a current testimonial about how they find working for you.
Stay in touch with your team by scheduling regular catch-ups and a more formal annual appraisal so you can arm yourself with the knowledge to create a positive working environment for them and continue to enhance their career within your business.

2 – Job Seekers will google you
Just as you would google a potential employee for further insight to their career and personal attributes, the employee will research you and your company. Ensure your company information and website is up-to-date, including social media accounts. Google your business yourself to ensure the information is relevant and consistent to your brand.

3 – Company values and vision
Job Seekers want to know the culture and values of an organisation. A company with a clear and strong vision and values appeals to job seekers who want to be part of this vision. The appeal of a role is greatly increased if a job seeker can relate and align to a company’s mission and values. Ensure this information is easily accessible in your workplace, on your website and incorporated into advertising and attraction campaigns.

4 - What are the benefits to your employees working for you.
The Employee Value Proposition (EVP) is the balance of rewards and benefits a company can offer including:

Salary
Rewards and recognition
Culture
Work-life balance

For current and prospective employees PN Personnel’s Drivers assessment is a tool to measure employee motivations and satisfactions so your employees gain the most fulfilment from their work. Arm yourself with this knowledge to tailor a retention and development strategy for your current employees or tailor an employment package for new employees.

5 – Work with PN Personnel
Partner with a reputable recruitment agency. PN Personnel boasts a strong market presence, our reputation is built on professional, ethical and inclusive recruitment strategies. Our team are experienced in positioning your business to prospective employees, and as a third-party advocate for your business. We offer a tailored strategy for each of our recruitments so tap into our networks and experience to benefit your attraction and retention of staff.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Successfully recruited jobs in 2021

Thu, 03 Feb 2022 02:12:08 GMT

If you are looking for work and considering if PN Personnel is the right job agency for you, consider the variety of over 400 jobs we placed in 2021.

With our extensive networks and client connections combined with our understanding of the local employment market, PN Personnel is your job partner.

We recruit a diverse range of roles, working with you as a job seeker and our clients to achieve win-win recruitment outcomes for both parties.

Our team are passionate about recruiting. We are also enthusiastic supporters of the fantastic lifestyle offered in the Manawatu. If you live here, you’ll know the region has a lot to offer. If you are considering relocating the ManawatuNZ website has all you need to know.

Our experienced team are networked far and wide and skilled at identifying new job opportunities. Positive relationships built with clients allow us to successfully introduce candidates to them without an open vacancy, we can spot the right talent and skills to benefit their business, meaning we can get your foot in the door.

We provide a range of temporary and contract assignments until the right permanent role comes along…although for some, the flexibility of temporary work is their chosen style.

Looking for work can be a job in itself; we are here to support you through that journey. Don’t just take our word for it, take a look at what our placed job seekers have had to say here .

Discussing your next job opportunity with us is free, so invest the time towards your career and get in touch with us today.

Cush la Brasell

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Tailormake your team with PN Personnel

Wed, 19 Jan 2022 23:51:08 GMT

Tailormade recruitment solutions is what we are known for. From recruiting for a CEO to an entry-level position, we will create a unique recruitment strategy to fit your needs.

Our approach and methods of questioning to recruit the best possible person to your business are consistent, the way we approach your vacancy, will vary depending on your needs.

We know the Manawatu.
If we don’t already know your business, we’re quick to learn.
We’re connected in, locally, globally and internationally.

If you are looking to build on your team in 2022, or to assess and develop training to improve your team in 2022, we can assist. Our personality assessments can assist you in understanding staff motivators, behaviours and values, so you can plan the best training and structure to tailor-make your team.

We’re committed to positively impacting on people’s lives, and our focus is to provide your business with quality permanent, temporary or contract staff.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Your career in 2022

Wed, 15 Dec 2021 23:01:03 GMT

Thinking about a new job? The start of a New Year is often a time of reflection and a chance to consider for yourself what you want from the coming year. If you decide a new job is something to explore for yourself, then get in touch with us.

Our robust partnerships and networks with a huge range of Manawatu businesses provide insight to upcoming employment opportunities. Our Recruitment Specialists can discuss these opportunities to assist you to determine which businesses best fit your career aspirations.

Self -evaluation of key employment factors can greatly assist you and us to recognise which job is best-aligned for you. Questions to ask yourself include:

What days/hours do I want to work?
What skills would I like to utilise and/or develop in a new role?
What training and development would be of benefit to me?
What are the opportunities for career advancement within the company?
How important is the team and working environment to me?
Salary range, ideal remuneration and minimum you would accept.
What other employment package elements do I value?
How far would I commute for the right opportunity?

Your self-evaluation notes will provide you with a clearer picture of your career path to discuss with your Recruitment Specialist.

If you are keen to explore a new opportunity, take these steps now so you are well prepared:

Read, review and update your CV before sending it through to us, so we have your most recent details of work, experience and skills.
Always check and confirm your contact details, so we can respond to you.

We encourage you to register for work anytime via our website, sign up for our job alerts here , and browse our current job vacancies.

If your New Year’s resolution is to find a new job in 2022, get in touch with us today!

(The PN Personnel office will be closed from Thursday Dec 23, 2021 until Monday January 10 ^th 2022 and we welcome your registration which we will respond to on our return.)

Christine Hanning

Constantly providing an exceptional level of service and professionalism in all aspects of her work, Christine takes a genuine interest in whom she works with and is committed to achieving success.

Give Christine a call to discuss options around what you want to achieve in your career and she will endeavour to achieve that 'win-win solution' that's right for you.

Phone 06 280 2400 Mobile 021 0269 3619 Email

PN Personnel - recommended by you

Thu, 02 Dec 2021 00:21:45 GMT

Perception of your business is important, do you really have a strong business brand? One way to know is by asking your customers/clients how likely they are to recommend your business/product/service to others? This question is geared to provide your business with your Net Promoter Score (NPS).

We asked this question recently in a confidential survey to both Clients and Candidates. With a NPS score of 57, PN Personnel rated in the top quarter of the NPS scale. We also improved on our NPS last year up 10 from 47 in 2020 to 57 in 2021.

What is the NPS?

Your Net Promoter Score (NPS) is calculated as the difference between the percentage of Promoters verses the percentage of Detractors.

The score is calculated from responses which are scaled between 0 – 10.

Responses are divided into three categories depending on the score given:

Promoters – score of 9 – 10

Passives – score of 7 – 8

Detractors – score of 0 – 6

Net Promoter Scores range from – 100 to +100 meaning anything 0 upwards is a positive result and indicates you have more promoters than detractors.

Each year Perceptive release their report on NPS scores for NZ industries including the NZ Recruitment Industry Benchmark

In 2020 the NZ Recruitment Industry NPS was -17.
In 2021 this has risen 17 to sit at 0.

To know our recruitment industry in NZ has also improved this past year is positive for all recruiters.

The PN Personnel team will continue to strive to achieve the highest NPS possible by continuing to provide exceptional recruitment services throughout the Manawatu.

The ability for us to satisfy both our Clients and Job Seekers underpins all our strategies, our mission is to positively impact people’s lives and make the regions a better place…one recruitment at a time.

If you’re looking to recruit or looking for a job, talk to the team at PN Personnel.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Attracting quality candidates in a tight market

Thu, 18 Nov 2021 01:14:31 GMT

New Zealand’s unemployment rate has dropped to 3.4%, in turn increasing the challenge for businesses to attract and recruit quality staff. With the talent pool down to a puddle, all businesses can benefit from the help of a third-party specialist agency to endorse your business brand and run a campaign to attract the best possible candidate.

As Recruitment Specialists we take the time to listen to our Clients to devise a strategy and timeline for every new vacancy. We assist with understanding the opportunities and limitations associated with your recruitment.

In 2021 we are not sugar-coating the employment market. All recruiters should paint you an honest picture of your industry and the candidate options (or lack of). We will discuss alternative solutions to capture the best candidate pool available, such as recognising a candidate’s transferrable skills or exploring the potential for training and upskilling.

If a recruiter is not being honest, don’t work with them.

As recruiters we will provide advice on your business brand and will promote your role in a way that showcases your business and your opportunity. At PN Personnel we are proud of our own reputation which places us ahead of the rest in attracting a quality talent pool. Our reach is local and national (with a consistent global presence ready to engage global candidates in the near future).

PN Personnel pride ourselves on our communication and follow up. Partnering with us you know potential applicants will be kept up to date with the process, managed professionally and progressed in a timely manner. In turn, your business benefits from constant communication so a potential applicant is engaged in the process, and not lost to another employer.

This all takes time, which is where the PN Personnel team can help. We will confirm with you the best advertising and recruitment strategy to take, set realistic timelines, manage all the applications and minimise risk by completing a full due diligence process on each candidate shortlisted. We utilise computer skills to confirm a candidate’s level of ability and personality assessments to provide you with a greater level of comfort in making an informed and accurate decision on your recruitment.

Recruitment is our priority, and our passion. We consistently strive to provide the best selection of candidates available for the benefit of your business. Talk to us today for an honest discussion on your recruitment options.

Cush la Brasell

Cushla always has a positive upbeat attitude and is never too busy to hear from you, so call her today for a confidential chat.

Phone 06 280 2402 Mobile 027 540 6153 Email

Job hunting: check your social media profile BEFORE you apply.

Mon, 08 Nov 2021 22:49:14 GMT

Employers are looking. You may think an employer will not look you up on Facebook, but it is highly likely they will.

Your social media profiles have more impact than you think. As recruiters we often hear stories of employers reluctant to pursue an applicant because they have read or viewed a post on their social media account.

Here are my recommendations to manage your social media presence:

Google yourself
Change your search settings to private or Incognito so your results won’t be impacted by your search history. This means you will see what others would see if they searched for you. For best results, google using Firstname+Surname (using the + to join these together). Check the images which appear, so you can remove any inappropriate ones. It’s interesting what you find!

LinkedIn is the platform designed for professionals – you WANT to be found here. Ensure your profile settings allow others to find you, and check your profile details so you can be a LinkedIn All Star . Ensure your LinkedIn profile matches your CV.

Connect in with myself and the PN Personnel team and follow our page for the latest jobs in Palmerston North and the Manawatu.

Facebook/Instagram/Twitter

Most employers view these as the insight into you as a person, and will be checking to see if there is any information which may damage your reputation such as:

Inappropriate posts, photos or videos
Opinionated or negative comments

Check your profiles and privacy settings. If your profile needs a tidy up, then do so.

Keep in mind, it is preferable to keep a profile open, a private profile or deleted profile may mean you have something to hide.

If you are actively looking give consideration to any new posts you publish, this can enhance your appeal to an employer. Create positive posts such as family time, outdoor pursuits, or volunteering.

As recruiters, we are the ideal mediator between yourself and a potential employer. We can assist in promoting and marketing not only your relevant skills and experience but also your attributes and personality. Vice versa, we can provide the additional information regarding a company’s history, brand, and reputation which you cannot find online, so you are prepared with all the information to explore your new role.

If you are looking for work or wanting a change, we are here to help. Get in touch with myself or the team at PN Personnel.

Dress to impress at your interview

Thu, 21 Oct 2021 00:06:43 GMT

You want to make the best first impression possible when you are going for a job interview, whether it is in person or online. Your personal presentation is important, as is your own individual identity, this blog looks at what to consider before your first face-to-face with a company.

Ask what to wear

It is perfectly acceptable to ask what to wear before an interview if you are unsure. Your PN Personnel Recruitment Specialist will always brief you if the client has any specific requirements in this area, as we want you to present yourself in the best light. Some jobs, particularly those with a front facing customer service element to them, will require a high level of presentation, and the employer will be expecting you to be well groomed.

Be clean and comfortable

You and the clothes you are wearing need to be clean, before we even discuss what type of clothes you wear, wash yourself, ensure your clothes are clean and stain-free, brush your hair and your teeth.

Overly tight, fitting clothes are not going to make you feel comfortable in an interview. If you are wearing a jacket have a suitable top or shirt underneath. Office environments can be warm, site offices on a hot day may not have air-conditioning, these elements combined with a few nerves could make you warmer than you would expect. This also applied to the online interview. It’s no fun sweating through an interview, so less is more.

White collar: If you are going for an interview for an office job, dress up over dressing down.

Blue Collar: Your clothes should still be neat, clean pants or jeans with no rips or marks and a clean shirt/top. Smart casual is recommended, even if the role will have you working in overalls or a uniform.

Tattoos and piercings

Cover up or not cover up, take out or leave? This is an area in which your Recruitment Specialist can offer advice and it does depend on the nature of the job you are applying for. Many Kiwi businesses take a much more liberal approach to tattoos and piercings these days, but just as businesses differ, so do the style and size of tattoos and piercings so there is no one size fits all answer.

If your tattoo has cultural significance and is highly obvious let the interviewer know this. If you’re your tattoo is visually inappropriate, it is highly likely you could be asked to cover up. It is dependent on the job and the environment you are working within.

Footwear

This is deserving of its own section as casual footwear is commonplace in many workplaces. Of course, this doesn’t apply to an online interview but for the traditional face-to-face consider:

If you are a tradesperson, you need suitable protection for your job, be it work boots or gumboots. Wear these if you have them; just remember if you are interviewing in an office to take them off – or ask before you walk in with them.
Within the office environment, sneakers are sneaking in. PN Personnel recommends not wearing sneakers to the first interview, unless you are sure the company culture allows it.
Neat, clean covered shoes are your best bet.
Jandals are not acceptable! NEVER!

Online interviews

If your interview is virtual, the same rules apply to your top half! Your face is important when you are viewed from a screen:

ensure your hair is neat and not falling in your face
no hats or head coverings (unless you wear one for cultural reasons)
comfortable, tidy top (similar to what you would wear to an in-person interview)

Last but definitely not least – WEAR A SMILE!

Your best asset in all interview situations! Never underestimate the power of a smile, it goes a long way and always makes a positive first impression.

Robyn Bills

Phone 06 280 2401 Mobile 027 699 9077 Email

Employ temporary staff to benefit your business

Tue, 05 Oct 2021 22:34:33 GMT

Temporary staff provide immediate support for your business, Client Manager Matt Smout explains the benefits of employing a temp.

Get in touch if you would like to explore our talent pool for your business.

Matt Smout

Passionate about what he does Matt gets a real buzz from getting to know his client’s business and assisting their growth by providing tailored talent solutions.

Phone 06 280 2405 Mobile 027 607 2030 Email

Why timing is crucial to securing your preferred candidate

Thu, 30 Sep 2021 02:14:35 GMT

Good candidates are out there, but they are in short supply and hot demand. If you are hiring, don’t miss out on your preferred candidate. We have recently had an example where our Client nearly missed out on their preferred new hire because they delayed their recruitment process.

Let’s keep the ball rolling on recruitment, to ensure you and your business don’t miss out. If you can tick these four steps you are ready to attract, recruit and retain your next employee.

1 – Know the details for the vacancy

Confirm and clarify the needs of your business and prepare the documentation to attract prospective candidates.

You are ready to attract your new recruit when you can answer yes to the following:

Do you have a clear understanding of your business needs and the applicant you would like to attract for this position?

Do you have a job description prepared for the position?
Is there other information regarding your business which you can share with prospective candidates? (Examples include company website & social media).
Are you in a position to start your recruitment process? Do you have approval to proceed with this position?
Do you have clear timeframes for your recruitment?

2 - Availability to interview

Organising schedules for interviewing can be a challenge, particularly when there is more than one person on the interview panel. Here’s how to manage this:

1. Confirm who will be involved in conducting the interviews (it may be one interview, a first and second or a combination of informal and formal).

2. Confirm availability for all interviewees and decision makers. We recommend blocking out some time in the diary with key people in your business.

3 – Offer and Contract

Recently we had an example where our Client had a preferred candidate but delayed producing the Individual Employment Agreement. This candidate was in hot demand and was offered another role with another company who promptly produced an agreement. Without our talented recruiter’s involvement, our Client would have lost their preferred candidate.

When you are ready to offer – produce the documentation immediately and if there are any points in the agreement which require negotiation, seek to find an agreement as soon as possible. As recruiters we are experienced in negotiating agreeable outcomes for both Client and candidate.

4 – Induction and onboarding

Keep the candidate engaged, a normal notice period of four weeks is an opportunity to engage with your new employee. Maintain their motivation and enthusiasm by:

Briefing them on information they may need to provide (such as ideas for their staff profile), so they can hit the ground running on their first day,
Inviting them to meet key members of the team, or all the team.

PN Personnel understands the challenges faced by Clients when recruiting, it’s our knowledge and experience which can pave the way for a positive recruit. We support our Clients to set realistic recruitment timeframes and partner with you to ensure these are met. If there are delays in the process, we will communicate these immediately to smooth the way for a successful hire. If you require assistance with your next recruit, get in touch to learn how we can help.

PARTNER WITH PN PERSONNEL FOR YOUR NEXT JOB

Wed, 01 Sep 2021 01:21:08 GMT

“I love to see people achieve their goals and to place them in a role which they may have never previously thought about.” Christine Hanning

“It’s so satisfying to help someone with their career journey and hear about their success.” Robyn Bills

“It’s a privilege to work with our job seekers who are looking for their next opportunity.” Cushla Brasell

PN Personnel are experts in recruitment. We treat you like the individual you are to find the job which suits your motivations, aspirations and skills.

Our point of difference

We are known for our people. We are also known for partnering with the best job seekers and employers. Our team love what we do and strive to find you a job you love. My recruiters are handpicked based on their skills, positive attitude and enthusiasm for our profession. We’re the largest recruitment team in town, with over 120+ years of experience recruiting in the Manawatu.

Professional Communication:

We welcome you to research us, ask around. We pride ourselves on our professionalism and outstanding reputation. As your recruiter we are the middleperson between yourself and the employer. We don’t shy away from the tough conversations; we work to meet the best interests of you as a job seeker and the employer. We achieve this by honest communication and a commitment to following through and providing constructive feedback.

Ethical:

We qualify our employers.

We verify our job opportunities to ensure they are authentic.

We work with you through all steps of the recruitment process.

We negotiate on your behalf and celebrate your successes.

We follow up, you are more than just a number, you are an individual.

My team have all successfully completed our industry Code of Conduct and we uphold these values, continually upskilling so we are confident we are utilising best recruitment practices.

Resourceful:

We know what employers are looking for. It may be they require a certain skillset, or they may be wanting the right attitude and aptitude to complete their team. Even if we don’t have a current vacancy listed which matches your skill set, it’s worth a chat. Employers know we work with talented individuals; we can open doors you may never have thought existed.

We don’t just forward your CV; we always discuss a job opportunity with you before passing on any of your details to ensure we are acting in your best interests. Like I said, not all recruitment agencies are the same. We’re passionate to positively impact on people’s lives (yours) and make the regions a better place (we love the Manawatu).

Let us take care of your job search, talk to my team at PN Personnel.

THE ABC OF SUPPORT FOR MANAWATU BUSINESSES

Thu, 26 Aug 2021 01:21:07 GMT

We’ve got this Manawatu. There is support and assistance available to your businesses, which we have detailed in our links below.

We also have skilled contractors and temporary staff ready to assist with everything from ensuring your business can operate from home, to providing advice on health and safety to prepare for when your team return to the workplace.

If you need some specialist staff, get in touch for a confidential chat.

A – All the latest Government information and updates can be found here: https://covid19.govt.nz/

B – The Government’s business website has further information to assist your workplace operations: https://www.business.govt.nz/covid-19/operating-at-alert-levels/

This includes links to all the financial support packages available here

The COVID-19 financial support tool can be a starting point to understanding what assistance is available for you: https://covid19.govt.nz/business-and-money/financial-support/financial-support/

C - CEDA have a team of Business Growth Advisors who can give you support and assistance to help navigate your business down the right path.

You can contact them via business.enquiry@ceda.nz

CEDA also have business tools, resources and free webinars you can access here .

The free COVID-19 hotline can provide support on all of the above, plus employers can also get specific advice on people challenges, including staffing changes, employee wellness, and meeting your health and safety obligations. Call 0800 500 362

THE SHARED ATTRIBUTES OF A RECRUITER AND AN OLYMPIAN

Thu, 19 Aug 2021 00:26:18 GMT

When you break it all down, the job of a recruiter has very similar attributes to that of an Olympian. Whilst few of us can claim to be elite sportspeople, the underlying qualities of an Olympian are relevant in the workplace. This is certainly true for recruitment. You may find the same might be true for you in your job.

Our top 6 attributes of an Olympian we embrace as recruiters:

Work ethic
You need a solid work ethic to begin with. Those who are not prepared to give it their all, won’t succeed in recruitment.
Being coachable
It doesn’t matter whether you are at the top of your career, or just starting out, you will improve and develop if you are open to positive and constructive feedback. Recruiters are open to learning, with the team consistently engaging in workshops, training and forums to continually upskill and hone existing skills. Like Olympians with their coaches, all recruiters benefit from leadership and advice.

3. Mental toughness
Recruitment is an industry where you do need to roll with the punches. No matter how well you plan, there are times when things do not go your way, and you need to be able to deal with this and keep moving forward towards your finish line (a successful recruit).

4. Ability to set and achieve goals
Like Olympians, recruiters have goals. Weekly goals, monthly goals, individual goals, team goals and organisational goals. Our goal is to achieve and exceed.

5. Consistency
Taking a consistent approach gives you confidence in your abilities and a pathway for success. Our robust recruitment solutions may differ in the detail but are underpinned by proven recruitment techniques and processes.

6. Competitiveness
You need to have a desire to succeed, a half-hearted approach does not make for a successful recruiter or Olympian. As recruiters we strive to be the best in the business and top of our game.

Enjoy what you do, and when it’s time to find something new, come and talk to your recruitment team at PN Personnel. I believe you need to #loveyourwork

If you find you can tick off these boxes, have you ever considered a career in recruitment? We’re looking for the next champion in our team, and I’m always open to a confidential chat to explore if this could be your next career opportunity. Go for it!

RECRUITMENT MYTHS #2: DO YOU CHARGE A FEE TO DISCUSS MY CAREER?

Tue, 17 Aug 2021 08:45:15 GMT

BUSTED!

Would you benefit from a confidential discussion on your next career move?

PN Personnel's Client Manager Matt Smout busts the second recruitment myth for you in his latest video. Find out how we can help you with your career.

EMPLOYERS: HAVE YOU BEEN GHOSTED?

Thu, 05 Aug 2021 00:37:01 GMT

Without explanation, your top applicant for your job suddenly disappears. No communication, no explanation. You have been ghosted. Ghosting from job seekers is happening right now in the recruiting world. We explain what this means, why it is happening and how you can best avoid being ghosted.

What is ghosting?

The recruitment definition of ghosting is when an applicant for your job ceases all communication without notification. The applicant has disappeared without a word, leaving you without the opportunity to fill your vacancy.

Ghosting may occur at any stage of the recruitment process; you may never hear from them after the initial phone screening, or as late as not showing up for their first day on the job.

Why are you being ghosted?

Job seekers have multiple jobs available to them, and whilst their reasons for ghosting vary, it can be as simple as wanting to avoid confrontation and awkwardness in saying no to a recruiter or hiring manager/employer.

Other reasons job seekers ghost can include:

They have a better offer
They don’t feel the company values align with their own
They don’t know how to say no
They were holding out for a better offer but didn’t want to turn down the current one
They don’t like the job offer presented to them

It seems there is ample training for how to write a CV and present yourself in an interview, but when it comes to turning down a job offer, applicants just don’t know how to manage the situation, so choose to ignore it.

How to avoid it

Be clear from the start of your recruitment – let your applicants know the process and what communication they can expect from you, along with what you expect from them.

Act quickly
If you find your ideal applicant, keep the ball rolling on the recruitment process. Tee up the interview, provide feedback and if you offer the job, have the contract ready for them to consider. Timing is essential to a successful recruitment, and delaying the process can mean you may miss out.
Mix up your communication streams.
As recruiters we like to pick up the phone, preferring to have conversations directly to be able to best understand the intentions of both our employers and our job seekers. We utilise a wide range of communication mediums to connect, as we have many job seekers who feel more comfortable connecting via email or text. If you want your applicants to respond, ensure you are being encouraging and positive in your communication.
Respect
Ghosting works both ways, whilst it is a relatively new trend for employers, many job seekers will feel they have been ghosted by an employer at some stage or another. As the employer foster respect by responding to all your applicants in a timely manner, and follow up when you said you would.

PN Personnel can help!
Working with your friendly recruiter is reassuring for both the employer and the job seeker. We pride ourselves in our credibility, local networks and take an ethical approach to recruiting.

From the initial connection we work to establish positive lines of communication based on honesty. Our experiences of ghosting are minimal because we provide feedback from both the employer and the job seeker to keep the recruitment communication and strategy moving forward for a positive outcome.

If you have found you have been ghosted, we encourage you to get in touch for a confidential chat to understand how we can help you with your recruitment.

FROM PARENT TO EMPLOYEE - HOW TO TRANSITION YOUR CAREER

Wed, 21 Jul 2021 00:53:40 GMT

Being a parent is the most rewarding, enjoyable and challenging role in the world. The difference is you are paid in love and not cold hard cash.

As a parent when you get to the point where you are in a position to return to some form of paid work, how do you set yourself up for success?

You probably have more skills than you realise…here’s where to start.

1 – Write a list
Consider everything you have done since the last job on your CV. It may be:

paid or unpaid work
courses/workshops to upskill
involvement as part of a school or sporting committee
experiences and knowledge gained

It all counts.

The key to using this information is including the parts relevant to the job you are applying for when you craft your CV.

2 – Update your CV

Once you have your list, use this to add detail to your CV. Highlight your volunteer work, workshops, unpaid work or other relevant activities. We often leave a gap with “home-duties”. I guarantee you have done far more than just home-duties as an active parent.

The devil is in the detail – make sure you list your achievements and use examples:

If you helped organise a school gala which made a profit of $10,000 for your school, add that in, including the part you played in the success!
I know a fabulous multi-talented mum who was a consultant for half a year selling a very expensive branded kitchen appliance. Selling at over $2000 each, she sold 15 in a 6 month period – including this detail in your CV demonstrates an ability to achieve sales targets and goals.
Another parent was a local coach of their son’s sporting team who applied for funding for mouthguards. He was successful in this application which resulted in 140 children benefiting from his application.

Click here for CV tips and links.

3 – Successful parenting is a skill

“I see a lot of mums and dads returning to the workforce. Whilst they have been engaged in the most important job in the world (bringing up their children) they have also established many transferable skills; time management, budgeting, communications.” Our local CV Expert Jo Hazlitt from CV Edge explains stay at home parents have built up numerous skills in bringing up their children.

4 – Know what you can commit to

By confirming what your availability is to an employer, you remove any barriers in their selection process. If your availability is school hours, include you are looking for work and can commit to 9 – 3 Monday through Friday. If you are a parent of younger children mention you have care organised for them and can commit to full-time work.

5 – Network far and wide

As a parent you are exposed to a wide network, if you are looking to get back into the workplace talk to others! Word of mouth is a powerful thing.

Don’t forget your local friendly recruitment agency PN Personnel. We cover recruitment for Palmerston North and the wider region – with recent recruits in Whanganui, Waipukurau and Hastings.

THE RECRUITMENT TOOLBOX

Thu, 08 Jul 2021 00:59:42 GMT

Similar to a builder with a hammer and measuring tape, recruiters have a number of useful tools to assist us in identifying the best person for the job.

These tools complement our recruitment processes (screening, interviewing and reference checking) and provide assurance and validation to our Clients of an individual’s suitability for the job, their company and existing team.

Computer Assessments

Computer skills are required for many positions, our Skillcheck computer assessments effectively assess an individual’s computer capabilities. A huge range of assessments are available. Most popular are Microsoft Outlook, Word, Excel, Typing and Data Entry. Assessments can be completed online with a quick turnaround, so you can use the information as part of your selection and shortlisting process.

Psychometric Assessments

Reduce the risk in your staff selection by using Psychometric Assessments. These are tests of ability and assessments of personality, designed to provide structured and measurable insight into an individual’s likely behaviour and abilities.

Completed easily online, with easy to digest reporting and interpretation. Click here to learn more about these assessments.

Police Check
Security and criminal record background checking via the Ministry of Justice can be streamlined with results received within 24 – 76 hours (up to 3 business days).

Drug Testing

For jobs in which impairment from drugs or alcohol has been identified as a health and safety hazard an applicant will be tested as part of the recruitment process. PN Personnel can organise third party screening with immediate results.

PN Personnel offer these services to all employers and clients, they can be part of a tailored recruitment strategy managed by our team, or used to complement your own recruitment.

Make sure you have the tools you need for a successful recruitment, to discuss your needs, talk to our team at PN Personnel.

RECRUITMENT MYTHS #1 - TEMPING: DO YOU TAKE A CUT OF MY WAGE?

Wed, 07 Jul 2021 08:49:26 GMT

BUSTED! Client Manager Matt Smout debunks recruitment myths.

First up is one regarding temporary work. Do you take a cut of my wage?

Have a look...

GET THE EDGE WITH A TAILORED CV

Thu, 10 Jun 2021 01:08:09 GMT

When it comes to job seeking, one CV does not fit all jobs. You need a tailored CV that cuts straight to the point of why you want the job you are applying for and what you can bring to the role.

Jo Hazlitt is a CV specialist who has helped hundreds of job seekers improve their CV and prepare for interviews. “Many people will tailor their cover letter for a job application but forget about their CV.

Your cover letter will set the scene for why you want the role and what you can bring to it. When your CV also reinforces your skills and abilities in line with the role, you greatly increase your changes of progressing through the recruitment process. Don’t undersell yourself.”

If your CV is well crafted, it is then easy to tweak for each job you are applying for. If you do not have a polished CV, or you don’t have a CV at all, Jo can assist in crafting a CV which will position you for the job you want.

Each time you apply for a new position review your existing CV and tailor it to fit the role. It should cover these points:

Short, Sharp and to the point
Cut any irrelevant information, two pages is the recommended length. Be concise. For example, include only your most recent academic qualifications.
Read the job description carefully
The job description holds all the clues for when you tailor your CV.
From this highlight your most relevant experience first, so the recruiter/hiring manager/employer can relate you to the job.
Use your previous experience to your advantage
Spell out your achievements and back up your statements. Jo recommends you “use examples of what you have done in the past which verifies your skills and experience.”
Research
Do your research. Check out the company website and social media. Align yourself with their brand by demonstrating you have researched them.
Jo encourages job seekers to pick up the phone to call the company. “Have a script prepared to introduce yourself, explain why you are calling and ask a question about the business. If you can engage with the company before you send through your CV, you are more likely to be recognised when your application is received.”
Reflect on Key words
In this age of technology, CVs are often scanned for key words within the job. The easy way to check if your CV is on track is to highlight the key words in the job description and compare these to the key words in your CV. You may need to swap/add a couple of words.
Include references relevant to the job.
Always add references to your CV. Jo advises your referees need to be current, relevant to the job you are applying for and aware you are looking for work. Ensure the contact details for your referee are correct. “Make sure there are no barriers for a potential employer to contact your references, as their feedback and verification of your skills and as an employee is hugely advantageous to you getting the job you want.”

The role of the recruiter
Before we present your details for a job vacancy, we take the time to get to know you. This means when we partner with you for a job, we tailor our presentation based on your skills, abilities and attributes relevant for the position. We can provide the next layer of detail to promote you to a potential employer.

We love updated CV’s

If you have updated your CV or developed a tailored CV for a specific role or industry let us know! We will update our current version, or if you are not already registered with us for work, do so today! If you need assistance to tailor your CV get in touch with Jo at CV Edge .

IS YOUR CV SHORT, SHARP AND TO THE POINT?

Thu, 03 Jun 2021 01:20:45 GMT

Recruiters and employers cast their eyes across a multitude of CVs every day, so they know what to look for. Your CV needs to be short, sharp and to the point otherwise your application may be discarded.

Our local CV Expert Jo Hazlitt from CV Edge says CV’s need to be targeted to the job you are applying for and easy to read. “Your CV is often an employer's first impression of you, make it your best one.”

Many common CV errors are easy to fix. Jo shares her advice on how to set your CV up for success.

Do include:

Correct contact details, all too often an individual’s CV contains old contact details.

A professional email address. Jo recommends; “Create a new address, use your name. I’ve seen a lot of random email addresses which reflect badly on an individual. Save jenandjon4eva or sixpackphil for your personal friends and family.”
A short professional profile. “Your profile should explain who you are as a person, your experience and qualifications relevant to the vacancy you are applying for.”
Your most recent work history, including any gaps in employment, explaining your situation. “If you have been a mum for the last six years, be proud of that and include it. Supply all the information in your CV, so the employer is not guessing to fill the gaps.”
Be professional and to the point. Jo recommends using language relevant to your position. “The words you choose reflects you and your experience. Choose them wisely. Each CV is individual to the person and I choose words and language to reflect this. There is a difference in language from a school leaver to an executive with 20+ years’ experience.”
Do include your driving status (full licence) if you have it.

Don’t include:

Spelling errors or typos, it will instantly put an employer off.
A sloppy CV layout. It’s like wearing a tracksuit to an interview – not the best first impression.
Photos, pictures, graphics – it’s not necessary and won’t add anything to the employer.
Personal details, you do not need to share your DOB or marital status in your CV.

For assistance to tailor your CV, Jo can provide a fast turnaround. “I can meet up face to face, or remotely via Skype or Zoom. Technology has made this part of my role a lot easier and I can email through a tailored CV within the same day.”

Get the edge with a tailored CV from Jo Hazlitt at CV Edge, email info@cvedge.co.nz

ENGAGE SPECIALISTS FOR YOUR EXECUTIVE AND SENIOR MANAGEMENT POSITIONS

Thu, 13 May 2021 01:27:07 GMT

To appoint an executive or senior manager to your team, your recruitment requires specialist attention. You need a strategy based on the requirements of the role, the values and goals of the organisation and the industry your business operates in. Your recruitment needs to effectively assess applicant’s specific qualities, capabilities and most importantly how they are going to add value to your organisation.

PN Personnel are proud of our outstanding local reputation as recruitment specialists, we bring an ethical and strategic approach to recruit the best for your business. In the last three years we have placed over 30 executive and senior positions, including our recent successful CEO and General Manager appointments.

Read our employer testimonials from Kauri Healthcare and the Manawatu Golf Club.

Our committed team has 120+ years recruiting experience but importantly 100+ years recruiting in the Manawatu. With long-standing networks and strong relationships within the Manawatu and wider recruitment industry, we utilise our connections to promote your vacancy and make direct approaches to potential applicants. We tailor advertising packages to target specialised industries, with advertising reaching local, national and international audiences.

Using our local knowledge of the region and comprehensive understanding of our business community and industry we assess the suitability of applicants whilst independently validating your business brand and the benefits of the Manawatu lifestyle to them.

We recommend and utilise psychometric assessments as an additional tool to further assess the likely behaviours and leadership qualities of individuals. Our trained in-house interpreter deciphers and clarifies the results so you are assured your preferred applicant has the skills and ability to do the job, with the personality and aptitude to be a leader within your business. This reduces the risk in your selection process.

For a confidential chat regarding your next executive or senior appointment, feel free to contact us at PN Personnel.

STAFFING SOLUTIONS MADE EASY WITH PN PERSONNEL

Tue, 27 Apr 2021 20:59:26 GMT

Employment in the Manawatu is moving at speed, with Clients needing timely staffing solutions to meet their growing business needs and goals.

I have found this to be true for both permanent and temporary staffing, with demand for quality workers across a wide range of industries. To meet an immediate need temporary staff can be engaged for short or long-term assignments.

I recently engaged 12 temps for a client within a very short timeframe. Within the first week I had six ready to start and by the second week I had met, qualified, computer assessed and engaged the additional six. Since then I have added another three to the team to meet the growing need of the Client.

Temporary staff is a win-win situation, with the client securing employees to complete the job they require and the temporary employees engaged in work. My Client has flexibility with the engagement term of the employment, in some cases temporary work can be extremely short-term. For my 15 current temporary staff, the employment tenure could be up to 12 months in duration.

The first six were quick to engage because the majority were already known to us, they had previously registered for work. Because of this I knew:

they were open to work opportunities
had passed our initial background checking processes and they were motivated to work.

Our in-house technology allows us to search and connect with these people at pace, assessing and verifying relevant details so we can be assured they are capable to providing the skills required to do the job.

My Client benefits from:

my continued involvement to look after any of their changing business needs and managing work expectations with their temporary staff.
my regular visits to ensure communication lines remain open with them and our temporary staff
the knowledge our temporary team are not only comfortable performing their role and duties but integrated in their working environment.

The PN Personnel recruitment team is consistently scoping for potential employees and we have wide-reaching networks and contacts. If you are looking for staff, have a chat with us regarding a timely recruitment solution we can customise for you.

PN Personnel’s tips to be a LinkedIn All Star

Thu, 22 Apr 2021 00:30:09 GMT

You have a strong LinkedIn profile, (if you would like to check see our previous blogs on getting started Part 1 and Part 2 ), but want to maximise your connections, networking and LinkedIn opportunities. Here are some ideas to get you going and a checklist to enhance your existing profile…

Check, review and update

It is worth reviewing all your information for accuracy starting with your contact details. Your headline may need revision. Your current employment may not have changed, yet you may have completed a project or have an accomplishment you can add to your experience section. You may have moved and can update your location information.

Review your skills and endorsements

You may have some new skills to add or want to prioritise your skills. Colleagues past and present along with close business contacts are a good starting point for endorsements. You can prioritise your endorsements so the most valid are first and foremost.

Ask for two recommendations

One of the easiest ways to stand out from the rest when applying for jobs on LinkedIn is to have one or two relevant recommendations included in your profile. This article explains how to approach a contact for a recommendation request . You can also manage your recommendations to show the ones you want to show.

Reach out

The minimum number of connections recommended is 50. If you are yet to reach this number set aside some time regularly to reach out to people in industries you are interested in or want to work in.

Check who is looking at your profile – you may want to reach out to them by taking a proactive approach.

Use the search bar to find people in your preferred industry. Connecting in with them might be the conversation starter to open a new job opportunity for you.

Search also on companies or groups you are interested in and join up to these.

Curate your newsfeed

Tailor your newsfeed to what is of interest to you and your career, you can click the “…” to the right of the post and choose an action from here to follow, unfollow or report the post. By curating your newsfeed you can save time in letting LinkedIn know the types of information valuable to you.

Posting on LinkedIn

The general rule of thumb is to post 3 – 5 times per week. Ideally one post a day is plenty. Quality will always trump quantity. Consistency also allows you to develop and build your network.

Use video

LinkedIn loves a video. Combine this with adding value to someone else, if you are a manager you might like to add a video on how you have successfully inspired a team. Make a video to demonstrate your expertise in your industry and share with your network.

Engage in LinkedIn conversations

LinkedIn expressions (like/celebrate/love/insightful/curious) are not weighted, so it doesn’t matter if you use like versus love for the LinkedIn algorithm, it views this all the same.

Comments are superior to likes and shares – keep the conversation going, add your opinion, tag relevant people to the conversation, add a link or screenshot, add relevant facts or share your experience. I recommend using a combination of the above in your engagement.

You should now be an All Star!

If you have included the following:

profile picture
updated your URL
added your industry
customised your headline
added to your About and Experience (with three jobs listed)
education
at least 5 skills
connections of 50+ people

If you are short on a few connections feel free to connect with the team at PN Personnel.

You should now have a well-crafted and polished LinkedIn profile – well done All Star!

THREE STEPS TO SUCCESSFUL STAFFING - STEP 3: RETENTION

Thu, 08 Apr 2021 01:25:08 GMT

There are currently more jobs than skilled staff to fill roles. Retaining your employees is critical for business success in keeping not only their skills and abilities, but their experience and knowledge of your business systems, history and needs.

In my recent visits to a range of local businesses I had some enlightening chats regarding retention of staff. The good news is for many of our local businesses, employee loyalty and retention remain high. However, I was surprised to learn many businesses lacked retention strategies.

Once you have attracted and recruited new staff, you want to keep them motivated and engaged. Your business should have a detailed strategy for onboarding and integration. Be pro-active in establishing these retention strategies, which I guarantee will save your business time, money and boost morale.

Sara Towers, Talent and Skills Manager at CEDA agrees businesses should be pro-active, with processes in place to integrate new recruits to their business “Businesses need to consider how they receive and integrate their new employees, along with the long-term retention of their staff.”

The onboarding of new employees can be hugely beneficial especially to newcomers to the region. “If you can support not only the employee, but also their family, providing direction on the tools and support available to assist them to settle within the Manawatu, you are highly likely to retain your employee.” Manawatunz.co.nz is one such resource with a range of stories and links for newcomers.

I recommend developing your own retention strategy to keep your employees engaged including:

Training, Development and Mentoring

Ongoing learning is valuable to career development and progression. A wide number of courses and workshops are available to you, your team and staff. These range from paid to free or discounted workshops via CEDA , the Manawatu Chamber of Commerce , and industry specific bodies.
Consider your own talent within your organisation, there are many ways to share the knowledge and skills from your experienced team, from one-on-one training to group workshops and discussions.

Foster the talents and objectives for individual employees

Provide the opportunity for each employee to develop their individual skill sets, showcasing their talents. Offer continued education tailored to their own goals aligned with your business needs, and you are highly likely to maintain employee interest, motivation and enthusiasm.

Why do they want to work for you and stay with you?

Learn why people enjoy working for you. Ask both current and departing employees the question to understand what they value within your business. Tailor your retention strategies around these reasons.
Knowing what you do well in your business can be valuable in attracting new staff to your team, we covered this in Step 1: Attraction .
Openly sharing the goals and mission of the business allows your employees to join you in your business journey.

How do you value the work your employees do?

Recognition is hugely valuable to an individual, a team, and staff morale. There are no set rules in how you show your appreciation, a little thank you goes a long way.
Celebrate your successes as a team! We’re a big believer of this one at PN Personnel!

What do you do to show your respect?

Clear and strong communication streams are essential to business success based on transparent and open discussions.
Trust your employees, back their decisions and give them the opportunity to lead with a task or idea.
Trust your staff with their time, allowing flexibility for a work/life balance.
In sporting terms, you’re the coach and your employees are your team. Be active in your communications, set the play and guide them through it. You all need to be on the same team.

Career progression and succession.

What does your business offer for career progression? Share career pathways and opportunities with your staff, give them personal goals to work towards.
A succession strategy is another reason for your employee to stay. If a more experienced team member moves on, do you promote this opportunity internally to other team members?

Sara believes encouraging regional retention of talent will improve the quality of our workforce. “We want to keep our skilled workers employed and engaged so we retain their talent in the Manawatu.”

Our PN Personnel mission is to positively impact of people’s lives and make the regions a better place. We believe by retaining staff, your business can thrive, the team and I are here to support both our regional talent and your organisational success.

THREE STEPS TO SUCCESSFUL STAFFING - STEP 2: RECRUITMENT

Thu, 25 Mar 2021 00:40:57 GMT

What’s your recruitment strategy to recruit a new employee to your business? You need a robust strategy reflecting your business needs and objectives tailored to attract the best talent for your vacant position.

Planning:

This is question time, to determine what you need and when you need it:

What is the gap in your business you need to fill and what are the skills and experience you require to fill the gap?
What are the qualities and attributes you seek to fit within your business, your team and your culture?
Timelines: when do you need this gap in your business filled? Can it be covered by an existing employee or temporary staff member?
What can be negotiated and what is set firm (consider salary, timelines for starting, career progression, certain skills, experience and qualifications)
What is your ideal mix of skills and attributes?

Timelines:

We touched on this above, timelines are crucial to your strategy. As a business owner you need a strategy to cover your immediate business needs while you recruit your vacancy. If someone has resigned, you may need a current employee to take on some of the duties or consider hiring a temporary staff member to bridge the gap.

If your recruitment is required for other reasons such as seasonal, project work or growth timelines may not be as tight.

Timelines will differ depending on your unique requirements, but as a general guide let’s rough out a plan taking into consideration the recruitment stage, the average time and the PN Personnel streamlined service:

Advertising (2 – 4 weeks): write a targeted job advertisement, post to relevant sites and network the position to showcase your vacancy to a wide talent pool (including people not currently looking for work)

PN Personnel can write a targeted ad on our website and across social media in a matter of hours, we use video to maximise and further attract applicants to your position.

Screening (1 week): effective screening, asking the right questions to capture if someone is truly interested in the position and your business. There is a knack to this, progressing to interview with the first three applicants who apply will not secure the best person for your team.
PN Personnel consider applicants as they apply and will work with your timelines to advise of our shortlist. We promote your business reputation and brand, offering the reasons “why” to the applicant. We are experienced in asking the right questions to fully determine motivation and suitability for your position.

Interviews (1 – 2 weeks): scheduling suitable time for yourself, other team members if applicable and the applicant.
Before we send an applicant to you PN Personnel interview them ourselves. We do this within days of our initial chat, via face to face communication ideally in person, or via an online meeting if face to face is impossible. As part of this we will conduct computer testing, police check and any other relevant checks.

Second interviews (1 – 2 weeks): if applicable
Within days of presenting our shortlist, PN Personnel will organise interviews and liaise with yourself and applicants regarding thoughts and feedback.

Reference checking (1 week): reference checking is an essential part of the process, easily overlooked because you have not been able to get a hold of the contact or they are currently unavailable. The PN Personnel team do find on occasion a reference which highlights areas for concern, some which rule the applicant out entirely and others which need further verification.

PN Personnel prioritise our time to complete robust references for all our applicants so the employer is assured their potential new employee has the skills, abilities and attitude to fit their team.
Our short list of recommended applicants are referenced by us prior to your interviews so you are in the position to make an offer immediately.

Job offer and notice period (0 – 4+ weeks): for your offer to be considered, accepted and for any relevant notice period (which can range from none to 2 – 4 weeks as a standard and occasionally longer).
PN Personnel follow up on your job offer and negotiate any sticky points in the offer immediately along with notice periods so you secure your employee as soon as possible.

As your local recruitment agency PN Personnel can assist you to streamline these timelines and secure someone in half the time it would take you to recruit alone. Working with our Recruitment Specialists we can manage your business timelines to your needs, dedicating our time to the process to fill your role effectively.

Once you have your new employee, consider your process for retaining their talent and skills, your onboarding process and their reception and integration within your business – Step 3 is the final important step to successful staffing.

THREE STEPS TO SUCCESSFUL STAFFING - STEP 1: ATTRACTION

Thu, 11 Mar 2021 00:45:23 GMT

The current job market is tight, job loyalty is high and employees are hesitant to make a move. More than ever, businesses need to be savvy and consider all the elements of their business are aligned to attract the best possible person to your team.

When you recruit for a job vacancy, the job seeker is not only looking at your job description, they also want to know about your company and brand. Your business reputation and brand is an important part of this decision making process.

Sara Towers, Talent and Skills Manager at CEDA suggests businesses need to be aware of how they are represented in the market. “Businesses need to understand their reputation and brand and be able to articulate this as part of their approach to attracting talent.”

What is your business reputation?

Your business reputation is what others think and feel about our business. It is based on past and recent experiences they have had with you and may be based on third party opinions of your business. If you provide consistent customer service, have a good product and reliable communication, your business reputation should be solid. Customer reviews are a reflection of this thought process, captured for your business via a google review, directly through your website or feedback you have independently requested or received.

How do you reflect your mission and values for your business?

Every business should have a mission statement, a short summary of your business goals and values. This needs to be clearly communicated throughout your business, embraced by your managers and staff so you are all striving for a common goal.

Potential employees will look to these values to check if they align with their own aspirations and career goals.

“We help smaller businesses to reflect their values and sell themselves more.” Sara explains. “Building a narrative about your business, forms part of the businesses value proposition, of why someone would consider working for you.”

What’s in it for me?

When there are not a lot of employees in the job pool, you need to ensure you catch their attention. In marketing your job vacancy you need to specify the reasons why a job seeker should choose your company over another.

“People are looking for more than just a job.” Sara explains. “Sell your business on what you can offer.”

This could be:

the opportunity to contribute to business growth, or be a part of a respected corporate entity
the opportunity for flexible working arrangements
membership to a professional association
free coffee Friday’s or
a paid car park near the office.

Attracting talent to the Manawatu is an important part of CEDA’s strategy for our region. Their dedicated webpage Move to Manawatu captures everything a job-seeker needs to know to relocate. By considering what your business would offer to someone both in and outside of the region you can widen your talent search.

Your online profile counts

The first thing a job seeker is likely to do is to google your company name. Do this yourself and check your online profile, whether it be your google my business profile, your website or social media page. Ensure these are up to date and embrace your mission statement and values. This may be a job seekers first impression of your business. If you need assistance in these areas, get in touch with Sara and the CEDA team. CEDA offer a whole toolkit to help you improve your businesses visibility online and particularly on Google .

Invest time to review your business, to ensure you best reflect your values to attract the best possible applicant. Set yourself up for the next stage: recruitment . My next blog will discuss what you need to consider in your recruitment strategy and how PN Personnel can assist you with your recruitment process to ensure it is successful.

STARTING OUT ON LINKEDIN - PART 2

Thu, 04 Mar 2021 00:44:17 GMT

You’ve recently set up your new LinkedIn account, now it’s time to add the detail. Whilst parts of this will be taken from your CV, your LinkedIn profile should include more about you and your personality. This starts in the About section.

Similar to when you wrote your headline consider your choice of words. Listing titles, specific skills and achievements help to be found online.

About

This is your story, who you are, why do you do what you do and what you can offer an employer. Write this is first person. It doesn’t have to be long, but it does need to contain language relevant to your skills and abilities. Remember words can be searched on.

Add your experience

You don’t need to rehash your CV, you do need to add your timeline of work history, and I recommend depending on your career, going back 10 years.

If you have a gap (say you took time off for travel, maternity leave etc) you can add this in as a job – this ensures a continuum in your work. Leaving the gap blank will leave an employer or hiring manager wondering why.

Add your title, duration of employment and a short description. More than just your duties, add your achievements and successes.

Tip: Ensure your dates match your CV

Buzzwords versus search words

Whilst you do want to add words which describe your skills and abilities, you don’t need the padding: creative, expert, responsible, driven, strategic and passionate are examples of overused Buzzwords. If you are going to use these, give them context, read this hubspot.com article for suggestions .

Add skills

This section is important, you can add up to 50 skills, so select those most relevant to your abilities and experience. Put yourself in an employer’s shoes; if you were looking for a new Business Development Manager, what skills would you search on? It may be helpful to read through your job description of your most recent role to find these keywords and skills.

Add recommendations

Your recommendation is a further verification you are capable of the skills you have listed in your profile. Coming from a third party it should include the reasons why the person recommends your skillset. Add credibility with a couple of recent short recommendations from your network. This article from themuse.com has some helpful tips on how to ask.

Contact details

If you are job seeking, add your email address and mobile phone number so you can be contacted. Make sure your visibility is set to Anyone on LinkedIn (found in the Settings and Privacy tab). If you include your mobile, ensure you have a suitable voicemail message set up in case you do receive calls.

Grow your network

Now you have a professional profile, you want to add connections. It is recommended to reach out to people with a connection message. By adding a personal touch it demonstrates a genuine reason to connect with them. Your script may be as simple as:

Hi (name), I see you work in (add sector) and am interested in this industry myself. It would be great to connect with you. Regards (your name).

You should also follow relevant pages and groups, companies you are interested in working for, and recruitment companies such as PN Personnel .

You are good to go…so don’t be afraid to reach out! In an upcoming blog we will share some additional tips and tricks for your profile and LinkedIn posting.

STARTING OUT ON LINKEDIN - PART 1

Tue, 23 Feb 2021 00:58:27 GMT

In August last year over 2.2 million New Zealanders were registered on LinkedIn. This is an increase from the 1.5 million Kiwis registered in 2016.*

LinkedIn is the social media platform designed for professional networking, career development and recruitment. LinkedIn users come to find employees and to be found by employers. If you are looking for work, a LinkedIn profile is what you need. Let’s get started.

Creating an account and URL specific to you

The first step is to sign up, which will generate your profile URL. You can customise this to linkedin.com/yourname by clicking on the edit profile screen, then click edit next to the URL. Add in your name or delete any extra numbers and click Set Custom URL.

Underneath this is the option to have your public visibility on. If you are looking for work, or just new to LinkedIn and expanding your connections and networks you do want to be found by others. Leaving your public visibility on means people can find you in a search engine such as google.

To create a strong profile, add information to all areas starting at the top including your name, profile picture and headline.

Profile visibility

Different to your public visibility is your profile visibility settings. You don’t want your network to be notified about every little change you make to your profile. Check your visibility settings, which can be found under your profile (where your image will be) and under where it says Me. In Account – go to Settings and Privacy.
Change “Share profile updates with your network to no”

Profile picture

Putting a face to your name is essential to your profile. LinkedIn profiles with photos get 21x more views and 36x more messages. (socialmedia.org.nz).

A casual selfie is not suitable on this platform. Present yourself as you would to a work interview and have a friend take the photo in good light.

Add a background photo

Not essential, nor is it hard to include a background image. You could add a scenery shot of the location you live (plenty of stunning scenery in NZ) or a photo you have taken yourself related to your industry such as your office or work vehicle. You could use your logo.

Tip: use canva.com for free. Type in LinkedIn banner and you will be able to choose from a variety of templates sized to fit which you can download (use png format).

Use your headline to your advantage

Include your title and business name, but add value with more detail. Described as “prime real-estate” this is your chance to sum up who you are and what you offer. You have 120 characters to do this. Click here for some examples from LinkedIn .

Should I add the #opentowork and add seeking employment in my headline?

My recommendation is No. I recommend utilising your headline to stand out to potential employers/recruiters.

There are mixed reviews around the open to work hashtag and banner on your profile picture. If you did decide to use #opentowork I would tick “share with recruiters only” rather than your entire network.

Don’t waste the words in your headline with “seeking employment”, target your word choice related to employment you want. This is a search bar for recruiters and hiring managers to find you, and the hook for them to read your profile and connect with you.

Once you have completed these steps, well done, you are ready to add detail, which I cover in Part 2 .

*LinkedIn Statistics Source: https://socialmedia.org.nz/linkedin-new-zealand-statistics-2020/

RECRUITMENT TEAMWORK WORKING FOR YOU

Wed, 03 Feb 2021 21:33:12 GMT

When you partner with PN Personnel to assist with your recruitment for your business or to secure your next job you don’t just have one person working for you, but the whole team collaborating behind the scenes to provide the best recruitment solution.

Here’s a recent example of our recruitment teamwork…

It was the first day back in the office for 2021 and I was working through applicants for a job. One applicant stood out, however she did not possess quite the right mix of skills for the role I was working on. Knowing my colleague Robyn Bills was working on a role requiring a similar mix of skills, I was able to promote this applicant to Robyn.

With the details of the applicant already within our confidential database, Robyn was able to determine it was worth speaking to this applicant directly. In discussing the opportunity Robyn confirmed the applicant’s interest in the position, as she did possess the ideal skillset and attributes required.

On Thursday the applicant was heading off to her interview with the Client, proving to be a highly successful meeting.

By the end of the week the Client had a new staff member on their team and the applicant a new job.

As a recruitment agency you don’t just engage one member of our team, you have our entire team on your side. We have the networks to suggest and shoulder-tap candidates far and wide. We have recruiting experience locally and nationally to ensure your recruitment campaign is the most effective for your business to attract candidates to your role. We can advise on any challenges and stumbling blocks we may anticipate along the way and plan strategies to overcome any of these.

When we discover great applicants, we do our very best to secure them suitable jobs.

For your next recruit or career move, engage the whole team, come and have a chat to us at PN Personnel.

SIX SIGNS YOU NEED TO RECRUIT

Wed, 27 Jan 2021 21:46:17 GMT

As a business owner you strive to be busy, successful and profitable. Businesses constantly change and evolve and you need the right skillsets in staff to best respond to clients and customers and grow your business. If you find the statements below ring true for your businesses, get in touch with me, because you need to recruit.

1 – You’re not just busy, you’re overwhelmed.
In smaller businesses, yourself and your staff wear many hats to fulfil many required jobs within the business. If you find each day you are overwhelmed by the many hats you wear, it’s time to pass a hat to someone new.

2 – You’re not responding to emails/messages/requests
Communication in business is essential for customer and client relationships and maintaining your overall business reputation. If this is slipping because you are prioritising immediate work needs, you are not only missing out on work opportunities but could also be damaging your business brand.

3 – Staff are constantly on overtime
Whilst busy is good, there is a point where you need to re-evaluate your staffing levels before the entire team becomes burnt out. It may be worth bringing on a temporary staff member in the first instance to take the pressure off, and if demand continues you can look to implement a permanent staffing structure.

4 – Staff are underutilised
The wearing of many hats may not always be best business practice. You may be better to employ a junior staff member to tackle some lower-level tasks to allow the senior staffer to maximise their skills and experience within your business.

5 – You are unable to meet your goals
If targets are slipping, you need to consider your structure. PN Personnel has far-reaching networks with a diverse range of individuals with skillsets which can complement and extend your business to reach your business goals.

6 – You are compromising elements of your business/saying no to work
If you are turning away business or unable to fill customer and client requests due to time and/or lack of staff come and have a chat with us. If you have a project you have been putting off due to a lack of expertise, get a temporary or specialist contractor to work for you. There are always a number of different recruitment strategies we can recommend.

As recruitment specialists we’ve developed and fostered relationships with a wide number of Manawatu businesses and understand the local market. We can tailor an individual recruitment strategy to suit your business needs. Feel free to give me a call on 06 356 6091.

Health & Safety Assistance for your business

Wed, 18 Nov 2020 21:51:03 GMT

Health & Safety is an essential part of all business strategies, but for smaller – medium businesses the implementation of policies and procedures are often the responsibility of the business owner, who can lack the time to prioritise this and expertise to implement effective protocols.

If this sounds familiar to you in your business, read on!

Recently I was asked to provide some temporary assistance for a client. As part of our due diligence in the workplace for our temporary staff we complete a Health and Safety assessment.

Whilst completing this with the owner it became apparent the business could benefit from a few additional signs, in and around the building.

The owner wanted to ensure their business was fully compliant and I recommended our contracting services. PN Personnel placed a H&S Advisor on site who was able to conduct an evaluation and put a structured programme in place for not only additional signage, but also an ongoing health & safety procedure.

I revisited the Client and we were able to work through the premises with a clear H&S plan, procedures and signage in place.
This owner has done a fantastic job working alongside a trained H&S practitioner to update their workplace Health & Safety.

PN Personnel can assist by engaging an experienced contractor or employing a temporary H&S officer for your business. Employing on a short-term assignment, smaller businesses benefit from the knowledge and expertise of a professional to update their Health & Safety. This alleviates the pressure on the owner to find the time and expertise themselves.

You may want to ensure your Health & Safety policies and procedures are robust and current. Your business model may have changed and you need new procedures and policies implemented.

Rest assured in the knowledge your business has everything in place. Feel free to give myself or any of the PN Personnel team a call. We can discuss the availability of our H&S Advisory Contractors, recommend and engage an individual with the knowledge and experience to ensure your business is fully compliant.

WHY WE ALL NEED TO PAUSE

Thu, 12 Nov 2020 22:11:25 GMT

We can all benefit from mindfulness. The opportunity to clear away the “noise” in our head and approach life with a calm and focused perspective. To acknowledge and manage your emotions and be present in the moment.

As the festive season is upon us, take a mindful approach to appreciate the celebrations and the people surrounding you, to manage your tasks more effectively.

It all starts by taking a PAUSE.

P – Pause
A – Accept
U – You
S – Sigh and smile
E - Engage

Stop what you are doing and pause. Focus your thoughts to where you are right now, take a deep breath, in and out. Sigh as you breathe out to release any stress and tension, and you will be ready to engage.

Mindfulness coach Toby Morland from Studio Rubix says taking a PAUSE and being present in the moment will help you navigate situations in a frame of mind to generate positive outcomes.

“Stay more in the present and the happier you will be.” Toby says. “The festive season is a particularly busy time of year and you can have a lot of noise in your headspace. Remember to PAUSE and be present, and in turn you will be more focussed and outcome oriented.”

Improve your communication at work

Toby explains mindfulness techniques improve communications at work. With self awareness and emotional intelligence you are positioned to deal more effectively with all work, especially if it involves a difficult customer/client or work issue.

“We all feel apprehensive when we know we have to have a tricky conversation, or when we are responding to a difficult email.”

By taking a PAUSE and not reacting immediately, you have time to fully evaluate the situation and enter conversations calmly, with clear purpose and your full attention.

Use breathing techniques to manage your emotions, particularly when you are under pressure. Techniques range from counting to meditation. The technique best for you comes down to personal preference. A 2-minute pause at work may be effective in refocusing your thoughts or you may prefer to take some time at the start or end of the day to meditate and reflect for a longer period of time.

Arrive refreshed

Toby recommends breathing techniques to move from home to work and work to home. Using breathing techniques during your commute home, allows you to refocus your mind so you walk in the door in a positive frame of mind, no matter what type of day you have had.

Practice gratitude

Take note of three things each day you are grateful for. Writing thoughts on paper is a way to focus on the positives and detach from the negative.

Don’t sweat the small stuff

In completing the Mindfulness workshop with Toby recently, the PN Personnel team benefitted from the techniques and strategies to clear our head noise and be present in the moment. We engage with clarity within our team, with our clients and candidates.

For local businesses Toby explains the benefit of presenting to a group is the ability to share. “When I’ve taken a workplace group what I’ve seen afterwards is the team talk about it. They motivate each other, better understand each other and it has created a positive working environment.”

Toby can also come to your workplace for a dedicated course delivered to your team or Studio Rubix provide courses for individuals. For more info visit https://studiorubix.co.nz/mindfulness/

HOW TO BE MEMORABLE FOR A POSITIVE IMPRESSION

Wed, 04 Nov 2020 19:36:57 GMT

In the Manawatu, business networks and connections are strong. If you are job seeking, being memorable will open doors for you. Word of mouth is a powerful tool in your job search.

Reflecting on the many job seekers I have spoken to over the years, seven specific attributes stand out as memorable to me. These attributes may not secure you the first job you apply for, but it will set you up as a highly desirable candidate.

These are:

Connection and communication
Build a connection by using someone’s name when you write or speak to them. A memorable communicator will strike the right balance between story-telling, sharing relevant information and listening. Make your connection by remembering the finer details.

Optimism
Demonstrate an optimistic outlook for your career, for a company and for the region. Along with passion comes positivity, enthusiasm and motivation, appealing traits for an employer to have on their team.

Pro-active
If you are pro-active in your job search, you will respond and follow up quickly. You will have demonstrated an ability to use your initiative and be actively chasing all career opportunities and leads. Translate this into a work setting and an employer sees someone who can manage their work and who will seek solutions to any problems they may encounter.

Confidence
Body language is a good way to display confidence. In an interview situation it means having a firm handshake (or solid wave/elbow bump if social distancing is required). Demonstrate confidence by making eye contact and sit or stand in an open position.

Respectful
For others and also for yourself, respect within the workplace is treating everyone with kindness and dignity. A respectful employee contributes greatly to a healthy working environment.

Curious
To be curious is to ask questions and to offer a fresh opinion on a topic or issue. Curiosity is being open to a new job opportunity you may not have considered before as part of your career plan.

Genuine
Be yourself. As a recruiter I don’t expect you to be perfect, and neither does your employer. Tell a story about a time something went wrong and what you learnt from it.

When you apply for a job, you may be up against one other person, or 100. It’s disappointing if you are unsuccessful, however if you have made a memorable impression, you have set the groundwork for future career opportunities.

As a recruiter, I know from experience, if you are memorable I guarantee more opportunities will come your way.

JOB SEEKERS: STAND OUT IN YOUR INTERVIEW

Mon, 05 Oct 2020 19:58:55 GMT

Recently I worked with two job seekers for a position. I briefed each of them on the history of the company they had applied to and suggested they conduct their own research prior to their interview.

One did, one didn’t. Can you guess which one was offered the job?

Your response to these two questions can set you apart from the rest…

1 – What do you know about the company?
This is your chance to demonstrate your genuine interest in working for the company and the easiest way to do this is to know a bit about them. Your recruiter can assist you in the background of the organisation, and you can research yourself by reading over the company website and/or social media accounts.

Which sounds better? Let’s pretend you are applying for a job for a manufacturing company. If you answer “you make x and y items”, that would be a poor response as it does not demonstrate any enthusiasm for the company you are applying to.

A better response would be, “I know you have been making x and y items and have recently launched a new line of z items. I have used your x item and have faith it is a solid product in the market. In my previous work I was involved in the manufacture of similar items.”

I guarantee you will receive bonus points if you can incorporate an achievement. “I was part of a team who launched a new product range last year which resulted in a 20% increase in sales for the last quarter of 2019.”

2 - Why do you want to work for this company?

“Because I need a job...” is not your answer! We all know that will hardly inspire confidence in your motivation for the vacancy or company.

The key word is this question is you – the employer wants to know about you:

What motivated you to apply for the position?
What do you believe you can bring to the role?
What skills do you possess which will be of benefit in this position?
Where does this position sit in your career aspirations?

Explain your why…

“I want to work for your company because I believe my previous experience would be of benefit to your team and I have some new ideas to contribute.”

“Your company has a fantastic reputation in the market and working within your company is something I have always aspired to do. In my own work I strive for success and believe my strong work-ethic would align with your company culture.”

Tip: If a company has a mission statement, knowing this and aligning your own values to this can be another way to win bonus points.

An employer will always prefer an enthusiastic and motivated interviewee to a lacklustre one. In an interview a good attitude combined with considered responses showcasing your attributes and demonstrating your genuine desire to contribute to the company will leave a positive impression on the employer.

BUILDING A RESILIENT AND SUCCESSFUL MANAWATU BUSINESS

Wed, 23 Sep 2020 21:10:13 GMT

PN Personnel Managing Director Claire Hewson believes your ability to effectively respond and adapt to an ever-changing business environment is integral to building a resilient business.

“The best piece of business advice I have is surround yourself with people who have strengths in the areas of your weaknesses.”

To build a resilient business with the ability to be responsive and adaptable you need to:

Secure and retain the right people within the business
Be fundamentally based on a solid infrastructure
Utilise best practices
Embrace change and be able to recover and move forward from setbacks and adversity
Constantly strive for excellence (from yourself, your people and your business as an entity)

Secure and retain the right people for your team

Securing the right people in your business is key. A resilient business has the right blend of skills, attributes and personalities.

A positive attitude is the most sought-after attribute when Claire recruits for her team. Secondary to this are:

Drive
Passion
Dedication
Commitment to excellence.

“I take into consideration an individual’s accomplishments and learnings from past experiences, both good and bad.” She says. “Potential can be more important than existing skills.”

To retain a talented team you need to recognise, reward and support your staff. Be open in your communication with them and foster a supportive environment.

“Provide them with opportunities for advancement, embrace diversity and flexibility and align their individual needs with your organisational needs.”

Build a solid infrastructure

A resilient business will have the tools required to allow staff to perform their job to the best of their ability. Claire believes in constantly investing in maintaining and upgrading infrastructure including the physical environment and technology.

Utilise Best Practice

Establishing systems and procedures for best practice along with providing opportunities for training and development is important in building a resilient team. Claire is a firm believer in supporting learning for personal and professional development.

“Knowledge and expertise are key elements to success and allow you to adapt in ever-changing environments. To be adaptable and successful you need to be open to change, keen to advance and constantly striving to extend yourself through learnings from others.”

Embrace Change

The ability to adapt in challenging times is integral to surviving a downturn. In the global recession of 2009 Claire went from managing the team to recruiting full-time alongside her team.

“Reducing expenses and reviewing outgoings is standard business practice when a business is under pressure. My commitment was to excellence, and to our core business offering. In reviewing work and re-prioritising how the team worked, our service offering became more effective, internal workloads were manageable and we became more productive.”

Throughout the challenges faced by us all this year, PN Personnel ensured technology allowed the team to continue working from home and remain connected to each other as well as to external clients and job seekers.

“We have taken a resilience strategy to manage the impact of COVID-19. We immediately transitioned to working from home for nearly two months. I reverted to a more hands on approach and together with our Leadership Team and talented team members we all ensured the continuation of quality recruitment services.”

Constantly Strive for Success

Resilient businesses will have a clear vision and goals they are collectively striving to achieve as a team.

Claire says businesses should “set the scene for success. Resilient businesses will know what success looks like to them. The pathway to achieving these goals may change as they adapt and respond to outside influences, but the goal itself will remain. Once a goal is achieved it should be celebrated.”

As one of many small and successful businesses in the Manawatu, PN Personnel is highly adaptable and resilient. Claire’s vision is for PN Personnel to continue to be a market leading brand and champion of the recruitment industry.

If you would like to engage a market-leading brand for your next recruitment to build your resilient team, give us a call.

RECOGNISE AND AVOID BURNOUT

Mon, 21 Sep 2020 21:17:32 GMT

2020 is a tough year and it’s completely reasonable to feel or have felt stressed at some point. In challenging times, it can be easy to overlook your mental health and well-being. When stresses become too much, it can lead to burnout.

Knowing the signs of stress can assist you to seek help or support others who may be struggling. Whilst everyone deals with stress differently, common stress signs can include:

Disruptive sleep patterns
Unhealthy eating and drinking habits
Low confidence levels
Affected mood and motivation.

Stress can also manifest in a range of physical ailments such as chest pain, headaches or dizziness.

Burnout defined
The Mental Health Foundation defines burnout as exhaustion (emotional and physical) combined with cynicism and a reduced sense of accomplishment (low morale, self-esteem, lower coping ability).

Burnout is caused by prolonged stress and working long hours. Burnout doesn’t happen overnight, rather builds up until you feel completely exhausted.

What do you do when the tank runs dry?

When your mind and body are exhausted you need to give yourself a break. When your workloads are high many of us find this incredibly difficult. If someone offers their help, take them up on it. Give yourself some time to find some clarity to refocus your priorities for yourself first then your business.

1 - Be kind to yourself
Kiwi’s are naturally quite optimistic, but it’s okay to feel low. Find someone to talk to, a friend, a colleague, a family member or a professional. Be honest with your feelings, in talking through your worries can be extremely helpful in improving your mindset.

Be kind to yourself in your work, prioritise, delegate if possible and if you don’t get through everything it’s okay, tomorrow is another day.

If you can, fit in a little exercise, 10 minutes is better than nothing at all. Exercise can have a huge impact on lifting your mood, you don’t need to hit the gym, taking time for a walk around the block can be enough to give you a positive boost.

2 – Review and change your workload
Give yourself some time back and create a manageable workload by taking the following three steps:

1. Qualify your work
2. Delegate if possible
3. Review timelines

Prioritise time on work which is of most value in your role and to the business. Prioritise the people you work and connect with, seek out those who motivate and encourage you.

Never be afraid to reach out for help, there are a number of resources available, including those below. In the words of our Prime Minister Jacinda Ardern “we are in this together”.

Reimagine wellbeing together is the theme for Mental Health Awareness week (21 – 27 September); visit: https://www.mhaw.nz/

For business owners the Ministry of Business, Innovation and Employment has developed the Kiwi Business Boost with information and support for your business. https://www.tools.business.govt.nz/boost/

PN PERSONNEL: PROUD TO BE PROFESSIONAL

Wed, 26 Aug 2020 21:38:34 GMT

New code compliant and proud of it! RCSA CEO Charles Cameron says it best:

“Professionalism is not a tagline, it is something we learn and earn.”

RCSA is our industry body for recruitment services for Australia and New Zealand. The new Code of Professional Conduct is focussed on enhancing standards of professional practice.

Split into two parts;

- Personal Professionalism and Operations Integrity

- The code defines 12 principals for RCSA members to uphold.

Personal Professionalism: RCSA members are:

Diligent and Competent
Trustworthy
Respectful

Knowledgeable
Cooperative

Operational Integrity: RCSA Members:

Maintain confidentiality
Are mindful and careful to fulfil value and promises purposefully
Operate with certainty of engagement
Maintain effective complaints handling mechanisms
Conduct socially sustainable businesses to avoid exploitation
Ascertain and assure they meet regulatory requirements
Accept professional responsibility for continuous disclosure

Undertaking the assessment demonstrates PN Personnel’s commitment as a team to uphold the principals of the code to foster ethical and procedural best practice.

In doing this, you can be assured as a job seeker or as Client of PN Personnel’s commitment to conscientiously upholding these principals and embedding them in our business practices.

We strive to be the best in our industry, and will continue to undertake training and development so you can benefit from knowledgeable and experienced recruitment specialists.

EMPLOYERS: UTILISE VIDEO FOR YOUR NEXT RECRUITMENT

Wed, 19 Aug 2020 21:43:17 GMT

Video is an excellent tool an employer can use as part of the job selection process. Video combined with a written CV can be a highly effective part of your recruitment strategy.

As a recruiter, screening applicants by their video application rather than reading a traditional cover letter gives you an insight into an applicant’s:

personality
enthusiasm for the role and your company
motivation behind applying for the position

To make the most of an applicant’s video, and to allow criteria for your shortlisting, provide applicants with clear instructions to follow such as:

Why do they want to join your company?
What skills do they have to benefit the vacancy?

What specific contribution do they believe they can make?
How you would like them to present themselves in the video, ie; please dress as you would if you were coming for an interview
Ask for their availability for interview
Define the length of video, we recommend 20 - 30 secs maximum.
How you would like the video submitted – formats you can accept – most commonly .mov or .mp4 files or upload details and links.

When should you ask for a video application?

Video is most effective in the selection process for customer service vacancies and any front facing positions where presentation and a welcoming smile are an important part of the job.

Locally we work with a company who recruit a number of call centre staff and utilise video applications as a way to better understand an applicant’s ability to communicate clearly, which is an important part of the job description for the call centre role.

If you are hiring for a role requiring a high level of creativity a video presentation can be an excellent way for an applicant to showcase their work visually combined with a verbal explanation.

Video applications can also be effective if you are expecting applicants to apply from outside the area, or if decision makers for your company are based in offices in other locations.

Do I still require a written CV?

We find it most effective for video applications (whether it be a cover letter or short introduction) to be used in conjunction with the applicant’s CV. It is beneficial to have an applicant’s details in written format to refer to throughout the recruitment process.

PN Personnel recruited for a role recently requesting applicants apply with a video introduction as their cover letter. Only one person submitted a video. Because they followed our instructions they were the first on the list for further qualification of screening and then a formal interview. The result? They got the job.

EXCEPTIONAL STAFF ARE OUT THERE...FIND THEM FOR YOUR BUSINESS

Wed, 22 Jul 2020 21:53:56 GMT

To make a sound business decision, you need to be well-informed and have all the facts and information to hand. To employ the right person for your business, you need the time and tools to target, identify and qualify this individual’s suitability for you position.

At times of uncertainty, recruitment is an interesting industry to be involved in. Amongst the negatives, we are seeing positives and ensuring you have the right people in your team to deliver your business goals has never been more important.

When a recruitment need arises, businesses need to ensure they recruit the best person to their team.

PN Personnel has and continues to work with Manawatu businesses to find and employ talented and skilled individuals.

The right people are harder to find.
Given the current economic uncertainties people are hesitant to move jobs. Working with us means the search for the right person for your job includes those actively seeking AND passive job seekers, via our wide range of networks and connections.

We’ve spent years building up relationships. Our Recruitment Specialists expand their job search to include discussions with people we know of who have the skills, ability and attitude to be an exceptional employee. We’re never shy to pick up the phone and have a confidential conversation.

Advocates for your business

Part of the hesitation of passive job seekers is the unknown of moving to a new business. This is where recruitment agencies add a lot of value as the positive third-party endorsement to validate the reputation of your business and team.

Time, techniques and technology to qualify the right person for your business.

We’ve seen it in our own recruitment, and I’ve discussed it with our Manawatu businesses; there are a lot of people looking for work. It is not uncommon to receive 100 applications for a job. This can be overwhelming for a business; some simply do not have the time to read through so many applications.

PN Personnel utilises technology to assist in the application process, meaning it is easier for our Recruitment Specialists to effectively review large numbers of applicants and spend time discussing the role with those best aligned to the position.

We also know the most suitable questions to ask for the position – to further identify the people with the strengths and skills for your business. Our interviewing techniques are robust, and our shortlist will include talented individuals best suited to the job. We know this through our thorough interviewing and screening process, by conducting references and skills testing.

Working together, we can find your business an exceptional employee. If you need a new recruit, give me a call.

QUESTIONS YOU NEED TO ASK IN YOUR NEXT JOB INTERVIEW

Wed, 01 Jul 2020 09:06:33 GMT

An interview is a two-way street, for the employer to assess your suitability for the role and vice versa. Whilst most of the questions are targeted at the interviewee, the employer often (and should) give the opportunity to be asked a question or two.

Phrasing your questions correctly does require a little preparation but having a couple ready is much easier than trying to come up with something on the spot.

You want to ask questions to determine if the position advertised really is the right one for you. It is your opportunity to learn additional information about the role, the company and its people to weigh up the pros and cons of the role.

Furthermore, from the employer’s perspective, asking an insightful question demonstrates you have researched the role and can leave a positive impression.

When asked “do you have any questions for us?”

Answer Yes!

This is your opportunity to show you have a genuine interest and demonstrate your enthusiasm for the role and the company.

This is your chance to show you have taken some time do some research, asking a thoughtful question can set you apart from other interviewees.

Prepare your questions

In preparing a couple of questions to have to ask, I recommend you ensure they are open-ended questions. This keeps the conversation flowing and ensures you are obtaining much more detail about the company and the role than you can obtain from a yes/no answer.

Base your questions around the company, the team, the role and the culture. Here are a couple of suggestions to ask:

Can you tell me why this role has become available?
What are your expectations from the person in this role?
What would make someone successful in this role?
Who would I report to in this position?
Does this role have a handover period?
Do you offer professional development and training?
What is a typical career path for someone in this role?
What do you consider the biggest challenges the company is facing?
What are the future goals for the company?
How would you describe your company culture?
How many people work at the company and how does this role fit in the organisation?
What do you enjoy about working at the company?

If you can add facts about the company (to show you have done your homework) this will be very favourable to an employer.

One final question

An employer may conclude the interview nicely, but you do want to leave an interview with an understanding of timeframes for feedback, confirmation or rejection of the role. Ask:

What is your timeline for next steps in the interview process?

This will position the recruitment for you so you can make your own plans, as you may have other opportunities or commitments.

You should be able to walk out of the interview knowing if the role and company fit with your own values and ideals.

Want the job? Say just that!

Always tell the interviewer if you want the job. “I really want this job”.

Spelling it out reinforces your commitment and enthusiasm for the role. Remember the interview is a two-way street, just as you will be looking for confirmation, the interviewer is seeking for the same from you.

RECRUITMENT CHECK SHEET FOR EMPLOYERS

Wed, 24 Jun 2020 09:08:57 GMT

As recruiters we have been trained and have many years of experience in the hiring process.

When discussing our process with an employer we explain all the steps required for a successful recruitment and why they are important in attracting, assessing and qualifying the right person.

To assist you in your next recruitment, make sure you take these steps!

1 - Reference check!

This is the most common error employers can make. Either not reference checking at all, or not reference checking properly.

Make sure you:

Talk to the right people (someone who directly managed the candidate)
Contact a recent reference (five years makes a difference)
Ask a combination of direct and open-ended questions

2 – Include appropriate Assessments and Skills testing

There are always specific skills or attributes required to successfully to perform the functions of a role, test candidates as part of your recruitment process. We offer :

Psychometric testing - to determine a candidates personality, ability to think creatively and management abilities.

Computer testing - Skills testing, our most popular including (but not limited to):

MS Word, Excel, Outlook
Typing
Data Entry

Practical testing – this testing is specific to a company’s requirements to understand an individual’s suitability for their role.

Our testing options are extensive, feel free to discuss your needs with us and we can suggest the most relevant testing for your job.

3 – Use competency-based interview questions

If you ask the right questions, you will obtain the answers and information you need to make an informed recruitment decision.

4 – Recruitment takes time

If you don’t have time to:

Write a thorough job advert and market your vacancy
Read through cover letters and CVs
Screen candidates
Interview candidates
Reference and skills check

We recommend you talk to us because we have the time, systems and procedures to manage all these recruitment processes.

5 – Qualify all candidates

It can be tempting to employ one of the first candidates to apply, because you need someone asap. The better option is to properly assess and qualify each candidate based on their suitability for the job. If you are time-poor, consider a short-term solution: a temporary staff member.

A temporary staff member can take the pressure off your business and give you time to recruit for your position.

Temporary staff allow time for a thorough recruitment process, for the right person, not the first one.

6 – Hire on ability, skills and attitude, rather than from a friend’s recommendation.

We are a small country, where two degrees of separation is real, and chances are a friend will recommend a friend of theirs for a job. We don’t want to offend, and we often see a situation where a small business owner feels obligated to interview and even employ someone because their mate recommended them, even though they are not the best person for the job. If you find you are in this situation, a third-party such as PN Personnel can keep your playing field even and your friendship intact.

If you are an employer, big or small, looking for assistance with your recruitment, do get in touch. We can run the entire process or help you through part of the process. Ensuring the right people are recruited to businesses in the Manawatu will ensure the continued growth and development of our region.

LEARNING FROM THE ADVENTUROUS KIWI - HOLLIE WOODHOUSE

Tue, 12 May 2020 09:58:43 GMT

It’s always amazing what you can do if you set your mind to it. The speaker at the recent 3Keys event I attended impressed me with her story. Hollie Woodhouse is a full-time endurance athlete, adventurer and graphic designer. Every year she sets herself a goal, a challenge to complete. In doing this, she has been on some impressive adventures.

I took three key points from her talk, centred around her experience crossing the Greenland Ice Cap; mind set, teamwork and flexible planning. You can apply this to your work or to your life in general. Read about her experience here .

1 - Power of your mind.

You can do anything if you set your mind to it. Despite training for her Greenland adventure Hollie found herself struggling at the beginning of the expedition. She felt she was letting the team down, holding them up and going to struggle the whole way.

he talked about changing her mindset, to just keep going, encouraged by her team members and focusing on positives rather than negatives, the beautiful landscape a welcome distraction.

2 – The importance of teamwork

The importance of teamwork – Hollie talked about the British team. They had started later, were much stronger physically, and had powered ahead of their little team earlier in the expedition.

However, when the blizzard had hit on day 12, Hollie’s team had collaborated to build a break from snow to shield their tents during the storm. The British team had not set up their camp correctly. This resulted in one team member abandoning another in their shared tent, a move which ruined the morale of the entire team. None of their team were even speaking to each other, which greatly affected them both emotionally and physically.

Hollie’s team caught up to the British 13 days later, working together to help each other through the snow. It was the camaraderie and teamwork of Hollie’s team which equalled their success.

3 – Have a plan A, B and C

Plan A was to complete the crossing in 24 days.

Plan B was to complete the crossing in 27 days to meet the boat waiting for them. On Day 25 the team discussed their options as they were too far out to make the boat. At this point they could have abandoned their trek, called the helicopter and gone home. Collectively they decided to keep going to the end.

Plan C was to finish, and on Day 29 they competed the crossing over the Greenland Ice Cap.

Hollie describes the trek as the “best and worst thing I have ever done” and when asked if she would do it again, the answer is always “yes”.

Apply these three principals to your next job search:
1 - A positive mindset
2 - Can you see yourself working within the team? What will you bring to the team?
3 - Apply for more than one role. Have your own plan A, B & C.
And don't worry - we are here to help you with all of that! Contact me today.

If you would like to be inspired further by Hollie, visit her website or check her out on social media.

7 WAYS TO SET YOURSELF UP TO WORK FROM HOME

Thu, 30 Apr 2020 09:40:06 GMT

Working from home is the option for many staff currently, as businesses work with COVID-19 guidelines for staff and customers. If you have never worked from home before, there are some tips to manage your working day remotely.

1 – Ensure you have the tools to effectively work from home

You may be good to go, or you may need to touch base with your company’s IT provider to ensure the following:

You have a computer/laptop available to use
You have access to relevant files and documents to do your work
You can access your emails

In addition to this you will need to check:

Your internet connection is suitable to work remotely
You can use your mobile/landline and your plan is set up to make the calls you need

2 – Set up your workspace

Ideally it is easiest to have a dedicated workspace. If you have a home office, it is quite easy to make space here to work from. You need a space where you can work uninterrupted by other family or flatmates, and somewhere you can leave some items set up or to easily pack away at the end of the day.

Regardless of where you set up at home, your space needs to be tidy and allow you to access what you need (power to plug in your laptop, access to your phone etc)

3 – Dress for the occasion

My colleague Naomi is an advocate for this one. She regularly works from her home office and believes in dressing as if she is going to work. “I find when I dress for work, it gets me in the right mindset for the day. It also helps if you have any distractions or visitors, people will often comment and once they know you are working, respect your time and let you get back to your work”.

4 – Schedule your day as you would normally

Plan your time as you would in the office – if you can, still have your meetings, utilising technology such as Skype or Zoom. Set blocks of time for certain tasks and if you need to, turn off your emails for an hour so you are not distracted by these.

5 – Schedule your breaks

It is easy to miss your breaks when you are working from home. Morning tea break disappears, but no matter where you are working from, it is important to take a break, recharge and then get back into your work.

6 – Catch up with your team, colleagues, clients etc

Working remotely can be lonely, but you can still flick around a “good morning” email to your colleagues and pick up the phone to have a conversation with someone. It is important to still connect in with those around you, if you need to schedule a specific time to have those conversations, lock it in.

7 – Switch it off at the end of the day

When you have everything set up at home, it can be easy to beaver on after your working day is done, or to switch on to check something etc. You need to be the manager of your time and once you have finished for the day, is important to give yourself your time to be with family, friends and recharge. You will be more productive in the long run.

THE NEW WAY OF WORKING...FROM HOME

Thu, 30 Apr 2020 09:36:15 GMT

If someone said I would have spent the last month working from home last year, I would have laughed at them.

In recruitment, our business is people, meeting with employers and employees daily. Going from a physical face to face meeting to a video meeting is a big change. Luckily, we have the tools to work effectively; laptop, second screen, access to all the files and programmes we need to deliver the same quality standard of our recruitment services.

The PN Personnel team shares their thoughts on the good, the bad and what may be helpful to you…

The number one benefit of working from home is the flexibility of your time to spend time with family and pets. Half the team advocated sticking to their daily routine and wake-up time, the rest of us have admitted a lack of commute meant we can enjoy a sleep-in

Other positives include:

No interruptions or getting side-tracked has equalled greater productivity!
Being able to have an in-depth and engaging conversation because there are no other distractions
Casual day most days – the team admitted t-shirts, tracksuit pants and slippers were in, make up was out!
Using technology to its full potential – conducting meetings over Zoom and going completely paperless (I don’t have a printer!)
Fitting in exercise and getting outside
Easier to keep up with housework

Missing the team and social interaction was the number one dislike to working from home. When you have amazing work colleagues you really miss them and the office banter!

Also mentioned was:

No one encouraging me to take a break or have a cuppa with them
More distractions at home – pets, kids, partners
The realisation you work better when you are surrounded by a busy team!
Missing the gym at lunchtime
Missing coffee and a yummy lunch made by someone else
Feeling frumpy because of your casual presentation

Set yourself up for success from home – helpful tips from the team:

Ensure you have some type of dedicated workspace with your desk, laptop, screen etc. Closing this off when you finish work.
Routine and structure – set times for work and stick to them.
Stay connected – pick up the phone, organise video meetings or a chat to check in on how others are coping
Schedule regular meetings with team members to ensure everyone is working towards the same goals and priorities.
Take breaks – stop to do one of your household chores, make a cuppa, sit outside and eat your lunch. Step away the computer.

Make the most of the positives, work out a schedule which works for you within your working from home environment. Enjoy the extra time working from home provides and make the most of it with your family and pets. Stay connected to people outside your bubble.

Remember we are in this together. If you have a recruitment question or need advice we are more than happy to take your call and point you in the right direction.
We’ve got this!

JOB HUNTING 2020: HOW YOU CAN PREPARE FOR VIRTUAL/ONLINE INTERVIEWS

Thu, 16 Apr 2020 09:45:43 GMT

Finding a job in 2020 is different. By using a combination of traditional and new communication methods, you can discuss job opportunities, interview for roles and view a potential new workplace without leaving your home. Whilst ideally face to face contact is preferred, meetings and interviews via technology will become part of your new normal.

Here’s how we think it will look, what is means for you and how we see it working within recruitment.

The process for recruitment will remain the same, therefore now is the time to:

review and update your CV
think about how you write your cover letter .
Whilst there is a growing trend in video applications, the written approach remains most popular for this first recruitment step.

be prepared for a phone call to discuss your skills and attributes, your expectations of work and what you can bring to the job opportunity.
Prep for your online interview

Consider Skype, ZOOM, Facetime and Google Hangouts as a couple of the most popular apps currently being used. If you are not familiar with an app/programme let the employer or your friendly Recruitment Specialist know so they can offer more information. Some apps such as Skype require setting up an account beforehand whereas others such as ZOOM can be accessed via a shared link sent to you.

Tip: Ensure your existing account (email or username) it is suitable for job hunting, fancypantsnancy@gmail may have worked when you did a 3-week holiday last year but is not suitable for presenting yourself to an employer.

Remember to approach a virtual meeting the same way you would an actual interview face to face:

be presentable
brush your hair and ditch the hoody for something appropriate for the role you are considering
ensure you have a quiet area to “meet”, be it your office or set up your computer from the bedroom
check how you will look to others onscreen prior to interview. You may need to close a curtain or change your computer angle
organise a suitable time between your potential employer and yourself where you will not be interrupted by others in your bubble (children/pets/flatmates)
ask who will be in the meeting, it may-be you are meeting with more than one person
prepare for your meeting.

Tip – Ensure you have a contact number in the event technology fails and you cannot access the meeting.

Over the coming months we anticipate a first interview may increasingly be conducted over the internet. Offers may be placed without stepping foot into the physical workplace. Employers will all have their own strategies and policies for the health and safety of workers. As a potential new employee, we expect this will be something shared freely with you.

As Recruitment Specialists we will continue to support you in your job search as much as we can. While we are uncertain what opportunities will be available over the coming months what you can be assured of is we remain committed and available to discuss any opportunities which do arise with you and also share market information relevant to you and the Manawatu.

We are here for you, so feel free to get in touch.

RECRUITMENT HAS A BRIGHT FUTURE

Thu, 09 Apr 2020 09:49:22 GMT

You were probably not expecting in our current lockdown situation for a heading such as this – yet this is the long-term prediction from leading economist Shamubeel Eaqub from his Trade Me webinar this afternoon.

He predicts recruitment will be lean for two years in which time businesses must focus on retaining staff and protecting our brands. Recruitment needs to focus on how to add value to customers, be innovative and gain market share. Not everyone will survive. Skill shortages will remain.

Shamubeel stressed the importance of SMEs to the NZ economy.

We should all prepare for a 12 – 18 month period of turbulence and uncertainty.

There will be job losses and businesses will go under during these unprecedented times as we fight to eradicate and manage the COVID-19 pandemic.

Don’t panic – and don’t forecast

Shamubeel stressed it is impossible to forecast at the moment. Businesses are better to focus on worst case scenarios:

What would help your business survive if this is twice as bad as the Global Financial Crisis?

What is the core of your business, what could survive in your worst case scenario?

If your business does fail, don’t be too hard on yourself as these are unprecedented times of which you have no control over.

Wage subsidy just one mounting cost

Shamubeel would like to see more generous loan and capital available to businesses. The Government should underwrite SME. Wages are small part (estimated 20%) of business cost whilst other costs are mounting up. This is placing a lot of stress on our SMEs and we need greater support from the government to offset this financial pressure.

There will be a new normal

If your business can survive COVID-19 it will need to embrace technology. The new normal will be focussed on our domestic market.

Dynamic, strong and productive businesses will emerge and evolve with more flexible working styles and work from home balanced with office time.

We will reduce our reliance on travel and corporate consumption.

There will be an element of onshoring and reshoring. Buy local, make local and be local.

Hang in there NZ, we are in a much better position than the rest of the world, together we can rise to the challenge of adversity and come through the other side better than where we were before.

A POSITIVE NET PROMOTER SCORE CAN BENEFIT YOUR BUSINESS

Mon, 21 Oct 2019 19:41:45 GMT

Word of mouth is a powerful thing, especially in the Manawatu, you want to know if people will speak highly of you and recommend you to others, you can find out by asking the question.

How likely are you to recommend our business/product/service to others?

This question is ranked on a scale of 0 - 10 (0 = very unlikely through to 10 = highly likely)

Promoters – those who give a score of 9 or 10
Passives – those who give a score of 7 or 8
Detractors – those who give a score between 0 – 6

The NPS score is calculated as the difference between the percentage of Promoters versus the percentage of Detractors. The score is on a scale between -100 to +100.

Any score above 0 is considered good because it indicates the business has more promoters than detractors.

Any respondents who fall into the detractors or passives category are an opportunity for business growth and to transition detractors or passives to a promoter. Many businesses may follow up with a secondary question related to why they have responded this way, to fully understand the reasons to further improve their company/product/service.

Knowing your NPS score allows you know if you are performing well and you can benchmark your business performance against your industry standard.

Your industry may be benchmarked here:

NPS Industry Benchmarks – Perceptive https://www.perceptive.co.nz

We recently conducted a short survey ourselves:

NZ Recruitment Industry NPS: -17
PN Personnel’s NPS: +47

We’re thrilled with this result because our business has more promoters than detractors. As a recruitment agency we know we are performing well and most of our clients and candidates would recommend us to others.

If you are conducting any surveys with your clients or customers I recommend including NPS in your survey. Perceptive NZ NPS Industry Benchmarks is a useful document outlining benchmarks for many industries throughout NZ.

The PN Personnel team and I will continue to strive to achieve a high NPS score by providing exceptional recruitment services.

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