Back to Work After a Baby

So you’ve decided you’re ready to head back to work after having a bub….you may have had 6 months or 6 years off – either way, it’s important to plan for this and to be realistic.

I believe a good job search starts with a well thought out plan or brief…so the first thing you need to lock in is childcare. It’s really important you do this BEFORE the job search – as we need you to be ready and available to work when you start interviewing. Having done this dance myself I know that childcare can take weeks and in some cases months to find, so I encourage you to start this process early. I’d also recommend that you choose care closest to home and be open to the days of the week – the more flexible you can be the faster it will be for you to secure care.

Once you’ve secured a spot you can start the search, however, I highly recommend that you don’t start working the same week as your little one/s start childcare. Give you and your family at least 3 weeks to get settled (if you can financially) before starting your new job.

The search

Be realistic with the days/hours you can manage now that you’re a parent – seek advice from industry recruiters as to how feasible it will be to secure such a role. Get an idea of the time it will take for the search and determine how long you can afford to be paying for childcare without working. Take the time to plan for this and it will ease the pressure both financially and emotionally.

When interviewing ask your future employers to tell you how they provide a family friendly workplace. Ask about how other employees work reduced hours or days around family commitments. Ask lots of questions to ensure they are the right company for you.

Getting good at the juggle

The first week of childcare can be toughest on Mum and Dad…while the second week your little one may catch on that this is the new “norm” and decide to be quite unsettled that week (so no need to add the pressure of your first week into the mix). Once the little one is settled be prepared for the dreaded childcare bugs…so you may have to rely if you can on a nanny agency, friends or relatives a little, so have a think about your support network and get them ‘prepared’.

Get a freezer full of quick go-to meals sorted in advance – as by doing this you minimise not only your need to cook but shop too….as that stop to Woollies between work and childcare pick up may just not be doable…or at least with a toddler/baby in tow can be quite the thing to test your level of patience.

Be kind to yourself and know that it will take you all at least 6 weeks to get into the flow. Be open and honest with your employer. Ask for support from friends and family.

And most importantly believe in yourself – quite often a few months away from the workplace can leave parents wondering if “they’ve still got what it takes” and I assure you that you do. Some of my best hires internally here at iknowho have been working parents – they’re committed, grateful and super organised…and have a level of resilience that wasn’t their pre-kids (sleep deprivation will do that).

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Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.