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What’s the Difference between using Recruitment and Advertising through Equine Staff? Advertising your job on Equine Staff’s web page will allow jobseekers to view and apply for your position online, these job seekers will contact you directly to apply for your job. You the employer will then select, interview and hire the job seeker yourself. Recruitment is the process of identifying and hiring the best-qualified candidates (Job seekers) for a Job vacancy, in a most timely manner- this is where Equine Staff’s team look after your position, they will write your job ad, advertise it on Equine Staff’s web page, have all job seekers contacting us to apply for the position- this keeping your business confidential. Then we will pre-screen and selecting the best applicants to send to you- once we have discussed these applicants with us, we will phone them and set up interviews at suitable times for you and a start date for the successful person. If you don’t have time to interview them, we can conduct a phone interview with the applicants with your chosen interview questions. We will also reference check each applicant on request. Equine Staff has two types of recruitment packages- one is full recruitment where all the above process is offered or part recruitment where we will write your ad, have applicants contact us directly and pre screen them for you to interview, set up interviews/ start dates and reference check yourself. Remember if you want to advertise your position outside of Equine Staff’s web page, we can set this up for you and still handle the applicants, just choose your place of advertising, set it up and pay, tell them the job ad will be sent through by Equine Staff and then give us a call so we can organise it.
What wages should I pay?
Other country information coming soon.
AUSTRALIA Fair Work Online (http://www.fairwork.gov.au) the place to find information and advice about Australia’s new national workplace relations system from the Fair Work Ombudsman. As you can see the award wage for a Stablehand employer starts from $14.31 per hour gross before tax for part or full time staff plus extra for casual or overtime and a Stable foreman or head groom position starts from $16.02 for adult employers over 21 years old. But to give you an indication on what employers pay their staff- per hour gross before tax. Some employers take rental, Agistment, car, mobile etc out of these wages. Please not these are only suggestions of the maximum what other employers pay their staff members based 45 hrs per week.
Trainee Stablehand $12.75 Stablehand/ Grooms/ Stud hands- up to $17.18 Yearling Staff up to $19.20 Track Riders up to $17.50 Bloodstock Assistants/ Administration up to $21.65 Stallion Handlers up to $18.25 Foal Watchers up to $18 Riding Instructors Qualified up to $25 Trainee Instructors up to $20 Managers up to $31.25 Horse Breakers up to $23.50 per hr
As a suggestion if you are unsure put “discussed on application” and ask the applicant what they expect to get paid.
Other work conditions, Superannuation etc?
AUSTRALIA Fringe benefit is a 'payment' to an employee, but in a different form to salary or wages. According to the fringe benefits tax (FBT) legislation, a fringe benefit is a benefit provided in respect of employment. This effectively means a benefit provided to somebody because they are an employee. The 'employee' may even be a former or future employee. These could include.
Other horse job type benefits could be:
Superannuation- Coming soon
Writing the Job ad? Just as a resume can play a critical role in securing a job interview, a well-written job advertisement can make a huge difference in attracting great candidates. Every Week, new jobs are being posted on Equine Staff, and it is easy to differentiate the job advertisements that will be successful or not. The national skills shortage is providing skilled job seekers with many job opportunities so it is important to make sure that every job you advertise is a sales pitch for your business. To get the ball rolling, you need to be clear on the role you want to fill:
Once you are clear on the scope of the role, you are then able to start writing your job advertisement. Your job advertisement should ideally contain the following components (not necessarily in this order):
Dealing with to many applicants, who do I choose? Appointing staff to a position is a complex process for any job. The cost of failing to select the best person can be high so careful preparation needs to be done. This can be done by identifying a selection criteria based on the characteristics of the job description. E.g if you have a Stud Manager position is one of the preferences for people to be able to create rosters? In this case check the applicants resume and application letter for this experience. Once you have chosen a few suitable applicants set up the interview. The interview? Next, interview the selected candidates. Make sure you prepare fully for each interview, so don't just "wing it". For every interview, you should:
Don't be afraid to take notes during the interview. You will find that if you're interviewing more than 3 candidates, you will need to rely on the interview notes heavily when progressing to the next stage. Depending on the type of role you're recruiting for, you may also want to formally test your candidates. Here are 10 ways that you can test candidates to determine their suitability against the Job Description:
Based on the interview and test results, the next step is to select the right person for the job. If you have a number of people that you can't decide between, then here are your options:
What do I put in a letter of offer? Coming soon.
Policies and Procedures handbook and other information? This is information given to your employees about the policies and procedures of your business. Information could include the following;
You may also wish to have a staff information book which could include these things:
Some employers also have “A guide to your job roles” which explains step by step of each of your roles- this backing up if you don’t have someone to teach new staff 24/7.
Trial work period? Also called probationary period. This is normally explained in your letter of offer and is only applicable for permanent positions of part or full time.
Employee Reviews? Reviewing all of your employees, at from Stablehand to management, is critical for success. First, your employees need to know where they stand in the company. They need to know how they are performing compared to expectations and they should have future goals and milestones laid out in front of them. In addition, your employees should have the opportunity to provide feedback on their work, their supervisors and your company. The reviewing process should be structured and part of your company policy. Companies typically review on an annual or semi-annual basis. Obviously, the more you review your employees the more up to speed they will be. Depending upon your operation, semi-annual reviews may be cumbersome. Choose the best review structure for your company, but make sure that you are consistent and that reviews are unavoidable. Offering two-way reviews can be extremely informative as well. Two-way reviews include the employee writing a review about their immediate supervisor. You should not be apprehensive about potential hard feelings; these feelings are better brought to the forefront rather than left to boil over at some later date. During the reviews of your employees, the immediate supervisor as well as an additional senior manager should be involved. The written review is usually compiled by the immediate supervisor. A face to face with the supervisor, employee and senior manager should take place to discuss the written review. During the review, honest feedback should be given to the employee with thoroughness. No stone should be left unturned. You should try to incorporate both positives and negatives into the review. The employee should have a chance to justify their actions, but they should not feel like they are being attacked. During the review process goals should be laid out for the employee for the upcoming period. At the next review, these goals should be compared versus the employee's actual performance. The reviewing process can be a nerve-wrecking time for certain employees. As a result, the reviewing process needs to be handled carefully and completed confidentially. Just because you have a reviewing process in place, does not mean that feedback should be limited to those review sessions. Your employees should have a good sense of where they stand when they begin the reviewing process. The reviews are far less stressful if there are no surprises. In order to achieve this level of understanding, your supervisors should be giving their employees constant feedback on a weekly if not daily basis. While this feedback may not be formal, supervisors should offer positive and negative feedback as it arises. How well you review your employees is directly related to how well your employees will perform in the future. If you do not review your employees or are not honest during review sessions, problems are likely to repeat and improvement is less likely to occur. Termination/ Separation?
A notice period is the amount of notice an employer must give an employee if they plan to terminate the employee’s employment. If an employer terminates the employment of a permanent employee they must provide at least the following notice: (Please not this is for Australian- other countries info coming soon)
Notice period
Not more than 1 year
1 week
More than 1 year, but not more than 3 years
2 weeks
More than 3 years, but not more than 5 years
3 weeks
More than 5 years
4 weeks
The relevant notice period increases by 1 week if the employee is over 45 years old and has completed at least 2 years’ continuous service with the employer.
Have another question? Please email us the question or ask for advice at info@equinestaff.com.au
