Prestige Staffing Solutions’ Post

Welcome to our innovative approach to the job application process - Trade Taste Tester Day.    In a world where traditional interviews can be limited in scope and depth, our program seeks to revolutionise the experience for both job seekers and employers alike. Gone are the days of one-on-one interactions that leave lingering uncertainties.    Instead, we invite a diverse array of applicants to explore numerous potential employers in a variety of working environments.    At the heart of the Trade Taste Tester Day is the recognition that true understanding of a job and its fit goes beyond the confines of a simple interview room. By immersing candidates in the day-to-day realities of various workplaces, we provide a unique opportunity for them to gain firsthand insight into their potential future roles.    Likewise, employers benefit from observing candidates in real-world scenarios, allowing for more informed hiring decisions.    Through this program, we aim to foster authentic connections between job seekers and employers, facilitating a more transparent and productive recruitment process.    The Trade Tester Day isn't just about finding a job; it's about finding the right fit for both parties, ensuring mutual success and satisfaction in the workplace.    Join us as we redefine the path to employment, one immersive experience at a time. ------ Riviera Australia Prime Effect Good Shepherd Australia New Zealand Prestige Service Training Apprentice Employment Network QLD & NT Department of Employment, Small Business and Training #WorkforceSpecialists #WorkforceAustralia #Assemblework #Welderwork #Dispatchwork #Engineering #Careers #Traineeships #Learning #myGov #EngineeringProgram #ManufacturingIndustry #SkillsWork #SkillsEducation #Manufacturing #Training #TrainingSkills #EngineeringEssentials #TraineeshipSuccess

So what?! Often the first thing that runs through my mind when hearing a pitch (A bit harsh I know, but we're business developers too ... so I can say it lol) I recently did a session with my team and it was a fruitful exercise... S Knights Recruitment has a number of reasons / USPs that we draw upon when talking about recruiting for new clients. A client deciding to work with us and trusting us with their recruitment is less about how great we think we are - more about what we do, how we do it and the impact and benefit to our clients. Just a few examples, we discussed (Can't give them all away lol 😂 ) USP: Our database is over 40,000 candidates - SO WHAT Benefit: We have access to a larger pool of candidates who may or may not be actively looking, but would be open to a conversation with us ... TO FIND YOU THE RIGHT CANDIDATE USP: We're sector specialists - SO WHAT Benefit: We have a genuine understanding of what you need, why you need it, what good looks like and the right questions to ask when vetting... TO FIND YOU THE RIGHT CANDIDATE USP: We have a track record spanning from 2013 - SO WHAT Benefit: We are tried, tested and have a methodical approach to ensure we repeatedly find the best talent for our clients - who keep coming back to us ... TO FIND YOU THE RIGHT CANDIDATE USP: We're innovative and embrace technology Benefit: We're able to scale our efforts quickly, source faster, vett more thoroughly and ensure we've explored the whole market ... TO FIND YOU THE RIGHT CANDIDATE USP: We're led by the one and only Sak Benefit: He's grown up with the industry, from train2gain, to Employment zone, ESF, Skills for Life - and everything in between and that passion for the sector is the bedrock of our culture and "why" ... TO FIND YOU THE RIGHT CANDIDATE The reality is while we also own EPA HUB and have acquired the APPRENTICESHIPS Group: Conference business, they are part of our ecosystem to "Connect People" and Add Value to the setor there is an indirect benefit to our clients - While - our unique selling points is everything we do differently to support our clients achieve their goals which is ... TO FIND YOU THE RIGHT CANDIDATE If you're recruiting at the moment and want to delve deeper into what makes us different and how we've consistently and repeatedly sourced the best talent for our clients - drop me a message, or call me on 07725188469 Kirstin James Jasmin Daena Pat Zainab Tarryn Sara LINDSAY

A few years ago I was interviewing for multiple jobs & was given multiple assignments. In particular the following scenarios still stick with me… One job I was asked to draft an entire event plan for an upcoming annual event. Another job I was asked to not only draft a marketing plan but to design/create collateral for ads. I spent 10-12 hours per assignment (if not more) on top of the research I already completed on the company in preparation for applying and my three rounds of interviews for both positions. (Oh yeah, and I had a full time job at the time so that was on top of my regular day-to-day.) I wasn’t offered either job. (I actually withdrew my application from one because they were unwilling to budge on salary yet the roles & responsibilities justified my requested salary.) But they had my work. While I aim to remain positive that my work was not used without my consent, I have no way of knowing. These are just 2 examples in the slew of interview experiences that required work above and beyond a resume, cover letter and portfolio. (And let’s start including salary range in positions while we’re at it 😉.) Yes, applying for jobs is a competitive process, but the process has got to change. It shouldn’t be easy, but you shouldn’t be doing the job before you’ve even got the job.

Getting a job in 2019: Apply, get an interview, receive an offer, negotiate salary, start the job. Getting a job in 2024: Send a personalized gift basket to the team, complete an unpaid project, meet the hiring manager’s neighbor’s dog walker to gauge your cultural fit, compose a catchy company anthem and make it trend, find a job that requires a master's degree but pays entry-level wages, participate in a virtual escape room challenge, take a 3-hour aptitude test, write and produce a short film about your career journey, connect with current employees on LinkedIn and ask for a referral, apologize for any perceived mistakes in your application, hope your efforts outshine other candidates, begin the interview process (consisting of 20 stages). Did I forget anything?

With recruitment becoming more exhausting, I would like to ask those recruiters dragging candidates through multiple stages for entry level jobs- would you be happy with such recruitment process , if you were looking for work? Let's make recruitment easy for both: candidates and employers!

Aptitude tests are essential tools used by employers to assess a candidate's potential for specific job roles. These evaluations often measure cognitive abilities, problem-solving skills, and critical thinking. For job seekers, familiarizing themselves with various aptitude tests can significantly enhance their chances of success in the recruitment process. Engaging with practice materials can help candidates recognize the types of questions commonly asked and develop effective strategies for answering them. For an in-depth understanding, please visit https://buff.ly/3DhAqAI . @[Social-Hire.com](urn:li:organization:5053966)

Innovative Ideas for Hiring Customer Service Staff. Many organizations strive to find a #CultureFit , yet often fall short. The main challenge is that hiring managers may not invest the necessary time, or recruiters may lack the empowerment to use creativity. Here is any innovative hiring idea for your service staff: 👉 In an Airline Recruitment, to find customer-friendly cabin crew, one airline hosted career fairs with a simple yet revealing test. At a long table with coffee pots and cups, a one-way mirror allowed recruiters to observe candidates. Those who poured a coffee and offered it to someone else before helping themselves were identified as naturally inclined to help others—ideal for customer service roles. #Nudgeable Insight: It's much easier to hire someone with empathy and a service mindset than to instill these qualities later. Do you have any innovative recruitment practices to find a true culture fit for your organization? #WorkplaceScience #Recruitment *** To learn more about using #BehavioralScience at the workplace, check out: www.nudgeable.ai 

Getting a job in 2019: Apply, get an interview, receive an offer, negotiate salary, start the job. Getting a job in 2024: Send a personalized gift basket to the team, complete an unpaid project, meet the hiring manager’s neighbor’s dog walker to gauge your cultural fit, compose a catchy company anthem and make it trend, find a job that requires a master's degree but pays entry-level wages, participate in a virtual escape room challenge, take a 3-hour aptitude test, write and produce a short film about your career journey, connect with current employees on LinkedIn and ask for a referral, apologize for any perceived mistakes in your application, hope your efforts outshine other candidates, begin the interview process (consisting of 20 stages). Did I forget anything?

2019: apply and interview to no more than 3 companies and get hired within 2-4 weeks since starting your job search. 2024: apply to hundreds of jobs, interview at only a dozen, get rejected by AI, ghosted by humans, do 6-8 interviews over a 3 month process for each job that has actually contacted you, redo your resume weekly just to keep up with what the "experts" say, finally get a job for thousands less a year after starting your job search. Repeat because the place is toxic, unorganized, understaffed, and miserable to work at.