A warm welcome to our new graduate recruitment consultant, Abelardo Blanco!
Abelardo joins our Corporate and Government team and will be recruiting for all local, state and federal government roles.
Welcome to Allstaff Australia Abelardo!
You can reach Abelardo on (02) 9734 7006.
Three ways to support employee mental health at Christmas
Christmas is often thought of as a time of joy when people get together, eat lots of food and make special memories. But for some it can also be a stressful, hard and lonely time. Financial stress, family tension and pressure to attend events can put a major toll on people.
So here’s 3 ways to support your employees’ mental health this Christmas:
1. Switch off – encourage staff to switch off and relax. This can include reminding staff to put out of office reminders on and explaining the processes you have in place to support any business that arises over the Christmas period.
2. Support – remind staff about any mental health support that is available such as Employee Assistance Programs.
3. Recognise – thank staff for their achievements and effort this year. Help them to feel valuable at work, and to know that they will have a place that recognises them to come back to at the end of the Christmas and New Year period.
International Day of People with Disability
Today is International Day of People with Disability – a day that helps to increase awareness of the benefits of including people with disability in every aspect of political, social, economic and cultural life.
Here at Allstaff Australia we are passionate about disability accessible and aware recruitment processes and practices that tap into the many benefits employees with a disability can bring to their employers. Did you know that of all Australians, approximately 1 in 5 live with some form of disability and a large proportion (2.1 million) are of working age.
Below are three tips on creating a disability aware recruitment process:
- Review your position descriptions and advertisements to ensure that there are no unnecessary barriers to people with a disability and you are using language that is open and welcoming to peoples of all backgrounds, including those with a disability. For example, ““We encourage people with disabilities and from other diverse backgrounds to apply. We do not discriminate based on disability.”
- Ask all candidates if they have any specific requirements at each stage of the interview process and try to accommodate their requests as much as reasonably possible.
- Ensure your interview room and materials are accessible for wheelchair users, mobility related impairments and people with visual impairments.
For more information on what you can do to support people with a disability visit: International Day of People with Disability (idpwd.com.au).
If you are looking to support disability employment or are yourself seeking a new role, please reach out to us