We would like to start the year with some observations from 2015;

Lately we’ve noticed a change in the way some tertiary colleges and larger corporate organisations provide training.  Always a very competitive market, training is moving away from collective or group sessions towards meeting the access needs of the individual. By providing different options for potential students, tertiary providers are looking at ways of attracting new students or retaining existing students who require the flexibility to study when it best suits them.  The different learning platforms now available include e-learning, blended-learning and digital-literacy all of which aim to help improve flexibility and engagement.  Instead of starting your desired programme of study at the start of the semester and attending lectures on campus, you are now able to start when you want and attend lectures either on-line or in person, as well as having lectures offered at various times and on different days so that you can study when it suits.  There also appears to be a greater emphasis on the use of e-textbooks thereby decreasing the cost of having to buy expensive text.  This all leads to greater flexibility for staff wanting to up-skill without having to leave full time employment.

Interestingly, we’ve notice that an increasing number of candidates who apply for roles no longer have a landline. Further investigation suggests this is a growing trend as people forego their home and business landline in preference of mobile applications and VOIP  such as WhatsApp, Viber and Skype. Apart from the financial advantages, these technologies give more flexibility to be able to take calls from anyone, anywhere at anytime.  These applications also have the added benefit of free instant messaging.

It’s getting harder to find experienced candidates with solid New Zealand experience across all parts of the market, even though there may be a lot of candidates applying for each role.  This is making experienced recruitment consultants worth their weight in gold by saving busy clients lots of time and headaches.

We’d be interested in gaining feedback as to your thoughts on exit interviews. Whether you are an employee or an employer we would like to hear about your experiences and  perspective.  Are exit interviews common practice?

From an employers point of view, how much weight do you put on such feedback and do you initiate follow up action in response?

From an employee’s perspective, are you open and honest when providing feedback at an exit interview?

Exit interviews should be a very valuable tool for obtaining a really good understanding of how the company, management and culture are perceived by those leaving the fold. However, the tool is only effective if the departing employee is open and honest and those left behind are committed enough to put a plan into action to rectify any commonly identified threads – often easier said than done.