Aster HR

Posting a job and hoping for the best isn’t a hiring strategy—it’s a gamble. Great candidates don’t just appear. You need a strategy to find them, engage them, and bring them on board. A lot of businesses still rely on the “post & pray” method—putting a job ad out there and waiting for the right candidate to apply. Finding the perfect hire isn’t just about writing a great job ad—it’s about timing, visibility, and outreach. 🚨 What are the chances that the right person is job-hunting at the exact moment you post? 🚨 That they’re searching on the exact platform you choose to advertise on? 🚨 And that they even see your posting among hundreds of others? It’s a big ask—which is why a proactive hiring strategy works better. ✅ We don’t just wait for candidates—we actively source top talent. ✅ We use data, screening tools, and industry insights to ensure a strong fit. ✅ We refine your hiring process so you’re not just filling a role—you’re finding the right person for it. The best hires aren’t made by chance—they’re made with the right approach. Let’s build your team with intention. 📩 DM me to talk about your hiring needs or click here to schedule us to chat at a time that suits you https://loom.ly/kjmFKlM

📢 What is HR? | Work Wonders Rewind HR—two little letters that can mean very different things depending on who you ask. Is it just hiring and firing? Compliance and policies? Or something more? In our very first episode of Work Wonders (almost 3 years ago!) we explored the role of HR in modern workplaces. Whether you're a business owner, manager, or HR professional, understanding the impact of HR on company culture, employee experience, and business success is key. We covered: 🔹 What HR really is (and isn’t!) 🔹 The evolving role of HR in today’s workplace 🔹 Why HR is critical for both employees and business leaders 🎧 Listen here: https://lnkd.in/grCVW6TR #HR #HumanResources #WorkWondersPodcast #BusinessSuccess

Still waiting for the perfect candidate? You might be overlooking the right one. Too many hiring managers get stuck searching for that candidate that ticks all the boxes — when what they really need is the right person who fits their team. It’s easy to focus on a checklist of must-haves, but in reality the best hires aren’t always the most obvious ones. Some of the best employees start with: 💡 Transferable skills instead of direct experience 💡 A strong learning mindset instead of checking every technical box 💡 A great attitude 💡 Alignment with your culture and values - your why Instead of asking, “Do they meet every requirement?” ask: ✅ “Can they learn and grow in this role?” ✅ “Do they bring fresh ideas or a different perspective?” ✅ “Will they thrive in our culture and contribute to our team?” ✅ “What must they bring to the role and what can be tought?" Expanding your hiring mindset doesn’t mean lowering the bar—it means finding the right people in places you may not have looked before. Have you ever hired someone who didn’t match the ‘requirements’ but turned out to be a great fit?

Interviews are supposed to help us find the right person… so why do they often feel like a guessing game? You can’t truly know someone simply from a 60-minute conversation - but you can ask better questions to get closer. Leaders we've spoken to say they use the same interview questions they've used before. But does this actually help make better hiring decisions or feel like you are just going through the motions? The best interviews aren’t just about rating candidates upon who gave the most articulated answers - they’re about understanding how someone thinks, works, and how they will fit into your team. Too often, interviews focus on: ❌ Rehearsed answers – “What’s your greatest weakness?” (They’ve prepared for this.) ❌ Past experience only – “Tell me about your last job.” (You've seen this on their resume.) ❌ Predictable responses – “Where do you see yourself in five years?” (They’ll say what you want to hear.) When we stop looking for perfectly polished answers and start looking for real insights, we make stronger, more confident hiring decisions. Which type of interview question do you think is most valuable in assessing a candidate? 🔘 Situational questions (“How would you handle X?”) 🔘 Behavioral questions (“Tell me about a time you did X.”) 🔘 Strengths & motivation (“What energizes you at work?”) 🔘 Company & culture fit (“What kind of work environment helps you thrive?”) Drop your vote and let’s discuss—what’s the best (or worst!) interview question you’ve ever been asked? 👇

One great hire can change everything. New energy, fresh ideas, stronger teams—when you hire right, the impact is immediate. A great hire isn’t just someone who fills a role. They: ✨ Elevate your team by bringing new skills and perspectives. ✨ Drive results faster because they’re the right fit from day one. ✨ Stay and grow with your company, reducing turnover and training costs. But finding that person? That’s the hard part—unless you have the right hiring strategy. ✅ We don’t just look at resumes - we look at fit, culture, and long term potential. ✅ We bring you top candidates, not just available ones. ✅ We make sure your next hire is the right hire - using proven sourcing and screening methods we've perfected over decades of experience Your next game-changing employee is out there. Let’s find them together. 📩 DM me to talk about your hiring needs or click here to schedule us to chat at a time that suits you https://loom.ly/kjmFKlM

Hiring great people shouldn’t feel this hard… but sometimes, it does. In today’s job market, great candidates have lots of options. Businesses are competing for the same top talent, and the best candidates aren’t waiting around. 🚨 If your hiring process is slow, they will accept another offer 🚨 If your job ad is too vague, they move on to one that excites them 🚨 If your employer brand isn’t visible, they don’t even know why they should choose you The good news? Small changes can make a big difference. ✅ Move quickly – Top talent won’t wait forever. A smooth, efficient process shows them that you value top talent. ✅ Communicate often – Even a quick update keeps candidates engaged and reassured. Engaged candidates are more likely to choose your company over a competitor. ✅ Be upfront – A clear, honest job description helps set expectations (and avoids costly hiring mistakes). ✅ Make your job offer compelling – Salary matters, but so does growth, flexibility, and purpose. People aren’t just applying for a job—they’re choosing to join a purpose they believe in. What’s the biggest hiring challenge your company is facing right now?

Think only big companies with huge budgets can attract top talent? Think again. Small businesses and nonprofits have something powerful that many big corporations don’t: meaningful work, flexibility, and personal impact. If you’re struggling to compete with larger organisations on salary, here are three ways to stand out: ✅ Tell your story. Candidates want to know what makes your company special. Share your mission, values, and the impact employees can make. ✅ Offer growth, not just a job. Many people leave big corporations because they feel like a number. Show how your company invests in employees' careers. ✅ Create a great experience. From the first interaction to the final offer, make every step of the hiring process engaging, clear, and human. It’s not always about paying the highest salary. The right people will choose a workplace where they feel valued and inspired. You don’t need a huge budget to attract great people—you just need the right approach. Want help strengthening your hiring strategy? Let’s connect!

For many businesses we speak to, recruitment isn’t a quick process. It can take: 🕒 Up to 8 weeks or more to fill a role (from advertisement to start date) 🔍 Countless hours reviewing applications and conducting interviews ⏳ Even longer if you have to advertise again because there was no candidates And while you're caught up in hiring, what’s happening? 🚨 Productivity takes a hit while you have a vacant position and you're time is spent recruiting 🚨 Your team is stretched thin as they cover the gaps 🚨 Business growth slows down But here’s the thing—recruitment doesn’t have to drain your time and energy. That’s where we come in. ✅ We streamline the process—so you only meet the best candidates and fast ✅ We save you time—so you can focus on running your business ✅ We help you make the right hire—so you're happy with your new team member Hiring doesn’t have to be overwhelming. Let’s make it easier. 📩 Schedule a free call here https://loom.ly/kjmFKlM Let’s find your next great hire

You found the perfect candidate. They seemed excited. And then… they turn down your offer. It’s frustrating, but it’s also a chance to learn what really makes candidates say ‘yes.’ A rejected offer isn’t always about salary. In fact, research shows that: 📌 50% of candidates reject offers due to lack of clarity about company culture 📌 3 out of 5 say a poor interview experience made them rethink the job 📌 Many turn down roles because of unclear career growth opportunities So, what can you do? ✨ Be transparent – Candidates want to know what it’s really like to work with you ✨ Sell the vision, not just the role – Show them how they can grow within your company ✨ Make the process smooth – The recruitment process will be the beginning of the working relationship for one of them! People don’t just choose a job—they choose the people, purpose, and path that comes with it. If you’ve ever turned down a job offer, what was the biggest reason?

Ever brought someone on board who seemed like a perfect fit, only to realise later it wasn't working out? A bad hire doesn't just underperform; they can misalign with company culture, disrupt workflows, and even create a negative work environment. According to a Forbes Australia article (https://loom.ly/39iJGAs), a bad hire can cost you up to 30% of what you would pay them in their first year. It doesn't just cost money, it affects: 🚨Team Morale: Other employees may feel increased stress or frustration, leading to disengagement. 🚨Productivity: Projects can stall as teams compensate for the underperformance. 🚨Reputation: Customer relationships might suffer due to inconsistent service or communication. A few simple shifts can prevent costly hiring mistakes: ✔️ Slow down—hire intentionally, not reactively. ✔️ Look beyond the resume—values and mindset matter. ✔️ Set clear expectations from day one. Making the right hire is crucial—not just for performance, but for the health and harmony of your entire organisation. What’s one lesson you’ve learned from a hiring mistake?