Heidi Gillingham Recruitment Training Officer INTERACTION INSPIRATION EDUCATION

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Heidi Gillingham – Recruitment & Training Officer INTERACTION - INSPIRATION EDUCATION 2019 Young. TEC

Heidi Gillingham – Recruitment & Training Officer INTERACTION - INSPIRATION EDUCATION 2019 Young. TEC PROFESSIONAL DEVELOPEMNT PROGRAMME

Ever since 1988, we’ve been in the business of fuelling people with courage &

Ever since 1988, we’ve been in the business of fuelling people with courage & adrenaline. AJ Hackett Bungy NZ is synonymous with innovation, at the cutting edge of adventure tourism & the world industry leader in gravity related challenges. We're a proudly Kiwi organisation, with innovation, life experience & fun at the core of what we do. With over 3 decades under our belt, we've expanded our resume to more than 'just' Bungy & now operate at 5 sites across Queenstown & Auckland. With over 220 Crew on our books & 11 unique products on offer, we're well & truly holding our place at the cutting edge of global adventure tourism. INTERACTION - INSPIRATION EDUCATION Bungy who?

After taking an unconventional path into the HR profession - travelling the world, working

After taking an unconventional path into the HR profession - travelling the world, working in various roles within the Recreation, Leisure, Hospitality & Tourism industries - I joined the AJHBNZ team in January 2018 & was tasked with overcoming a number of challenges for the company; increasing our talent pool, increasing domestic hire rates, improving retention & putting us one step ahead of the competition. Early this year, I won the HR NZ Emerging Practitioner of the Year Award & now I’m presenting to Tourism professionals nationwide; I’m living proof that hard work, enthusiasm & patience pays off! INTERACTION - INSPIRATION EDUCATION Who I am & what I do

One of my main goals, in this role, has been to promote to the

One of my main goals, in this role, has been to promote to the largest & most diverse audience possible, that we offer a wide range of employment opportunities for everyone. Some of the initiatives I’ve put into place over the past 12 months include: • Creation of an Employer Prospectus for prospective employees • Initiation of monthly EDM contact with 700+ schools & tertiary education institutes nationwide & 11+ disability, accessibility & inclusivity recruitment organizations; informing them of our career pathways, vacancies & educational group visit information • Attendance at Careers Expos & Recruitment Fairs nationwide • Partnership with regional Tourism career platforms • Regular Guest Speaker sessions at education sites across the South Island • Implementation of an annual Careers Open Day, at our Kawarau Bridge site • Increasing social media presence & awareness of our Employer Brand, separate to our Customer Brand • Creating a visible presence & voice for AJHBNZ in the QT HR community • Initiating an internal Referral Reward Program • Increasing internship placement numbers • Implementing a Queenstown Work Experience Program My fundamental objective is to: “standardize HR procedures company-wide, ensure consistency & best practice & innovate new ways to attract & retain talent” INTERACTION - INSPIRATION EDUCATION Key Achievements (to date)

The best place to start is with a basic Health Check, so you can

The best place to start is with a basic Health Check, so you can assess where you’re able to bring consistency, add value, ensure best practice & improve results across the organisation. The pre-hire experience is vital; it’s about outlining your brand & ensuring every aspect of your recruitment messaging & interaction is consistent. • Staffing Assessment: now & tomorrow • Advertising: where, how, who to, when, cost; what works for you • Screening: online, CV, cover letter, phone, reference check, medical, practical skills test • Interviewing: who, how many, where, legalities • Offer: verbal, paper/electronic, contractual legalities • Responses: email, phone – just make sure everyone gets one • On-boarding: welcome, induction, first day, time frame, check ins. Attachment is key • Off boarding: goodbye, exit interview, payroll. Complete the Employee Life Cycle INTERACTION - INSPIRATION EDUCATION Recruitment ‘need to knows’

A few things to consider to increase retention: • EAP: financial, psychological, physical, medical,

A few things to consider to increase retention: • EAP: financial, psychological, physical, medical, social • Long Service Policy: cash bonuses, additional holiday, additional sick leave • Perks: local discounts, freebies, contra, discounts for family / friends • Benefits: insurance, transport, fuel, child care • Health & Safety: reassurance, compliance, training • Wellbeing: nutrition, exercise, mindfulness, relaxation • CPD: education, training, practical qualifications / certifications • Social Club: activities, parties, equipment, events • Culture: inside & outside of work INTERACTION - INSPIRATION EDUCATION Retention ‘tips & tricks’

L&D options to consider: • Internal / external training • Qualifications / certification •

L&D options to consider: • Internal / external training • Qualifications / certification • Regulation compliance • Hard skills • Non-technical skills / soft skills • Must haves / nice to haves • Best practice • Self-driven learning / instructor led • Individual & personalised • Group & mass roll out; departmental / company-wide INTERACTION - INSPIRATION EDUCATION Training & CPD ‘ideas’

Setting these out clearly from the very start (Recruitment), will only help you to

Setting these out clearly from the very start (Recruitment), will only help you to get buy in & keep (Retention) staff who are keen to develop their careers (Training & CPD) Every new Crew member we take on, it’s with the intention that one day, they could run the company. We’re always looking to develop & promote Crew & we’ve got a wealth of CPD programmes & advancement incentives to keep them moving forward. Without constantly developing the best staff, we wouldn’t be able to maintain our positon as a world leader in challenge & adventure. Our Senior Management team are prime examples of that mentality; our Auckland GM started his life in our QT Jump Operations team, our Transport & Activity Operations Managers did the same, our Assistant QT GM & Kawarau Bridge Site Manager started her life in Frontline Sales & Service & our current H&S and HR Manager began life in the Raft. As we keep expanding, more roles we’d never considered before are becoming core to our business & our international links mean oversees experiences are a reality. INTERACTION - INSPIRATION EDUCATION Pathways & Opportunities

"We hold a special position in the NZ tourism industry & we take our

"We hold a special position in the NZ tourism industry & we take our responsibilities in this role very seriously. “ • Health check your HR practices: specifically recruitment, retention & training • Start small & only aim big, once the basics are nailed • Ask for help (& thou shalt receive) • Treat your employees & future employees, the way you’d like to be treated • Do your best to ensure best practice INTERACTION - INSPIRATION EDUCATION Takeaways

I’m more than happy to answer any queries or questions you might have, share

I’m more than happy to answer any queries or questions you might have, share any information you’d like to hear or just catch up & say hello. Flick me an email at [email protected] co. nz & I’ll do my best to get back to you as soon as possible INTERACTION - INSPIRATION EDUCATION Hit me up