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Workplace bullying in Australia reduces productivity, increases staff turnover and erodes profits. Prevent & manage the fallout from bullying. Contact us now!

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Workplace bullying in Australia is on the rise and it appears no workplace is immune. Apart from the obvious impact on the individuals concerned, The Productivity Commission estimates that workplace bullying is costing the Australian economy between $6 billion and $36 billion every year.

The Australian Workplace Barometer (AWB), an evidence-based, science-driven project commissioned by Safe Work Australia (SWA), which monitors Australian work conditions shows that Australia has the sixth-highest rate of workplace bullying when compared with 34 European countries. According to SWA, the national average rate of workplace bullying has increased by 40%. This is supported by independent research conducted by the mental health charity, beyondblue, who suggest that almost 50% of all working Australians will experience bullying at some time in their work life.

Given that research shows that workplace bullying has an even greater impact on employees than sexual harassment, it's clear that this is an area where Australian organisations need to clean up their act.

The cost of workplace bullying to Australian organisations and employees

Workplace bullying leads to increased absenteeism, increased rates of depression and anxiety and increased costs for employers, both in lost time and productivity. And that's before you count the cost of work cover claims, recruitment activity to replace people who have resigned because of bullying and lost corporate knowledge and employer reputation.

The health effects of workplace bullying in Australian organisations is well-documented and includes (though is not necessarily limited to):

The knock-on effect of these health impacts vary, but are never good for the business. Disrupted sleeping patterns can lead to poor focus on the job, for example. Stress, anxiety and high blood pressure can lead to anger and a toxic workplace environment.

Collected together, the negative impact on employees who are being bullied include:

Lower productivity

An inability or hesitancy to make decisions

Time wasted in avoiding the bully, defending themselves, or finding ways to deal with the situation

Networking for support (creating a "grapevine effect" of criticism and complaint across the organisation)

All of this is before the employee eventually quits in distress and leaves a very negative review on Glassdoor about their experience at your workplace, often making it harder for you to find the best talent, or in the most extreme cases, take legal action against your organisation.
Watch out for the warning signs of workplace bullying
So, the big question is... Is there a risk that bullying may be happening in your workplace? Do you know how to recognize it when you see it? Do you know what to do when you see apparently normal behaviour in an escalating staff member into something else?

Some signs that there might be bullying behaviour going on in your workplace include:

A staff member is being ignored or excluded, both socially and within their work teams Minimisation, where one person on the team always seems to have their ideas ignored, or they're assigned the worst or simplest tasks

There's outright hostility between team members. An isolated argument is nothing to worry about, but if it becomes a pattern, there's something to it

One person on the team always seems to be the target of criticism

There is evidence that one person on the team is taking credit for the work of another person

There is outright lying and deception going on in the organisation

There's someone on the team that seems to be getting blocked from promotion, having responsibilities removed from them, and otherwise having their job changed without cause.

If you observe any of these warning signs, you really need to take it up with your employees to determine if there is some bullying of that person going on. Or you need to get an expert to do it for you.

Protecting yourself from a bullying claim or investigating one that has been made by an employee can be a very distressing experience for employers. It is made even more stressful when you are navigating a minefield that is unfamiliar to you.

We can minimize the stress for you. Our workshops and confidential coaching programs will help you understand what workplace bullying is, how to prevent it and how to appropriately and sensitively investigate any complaints that are made.

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Workplace Bullying in Australia | What can employers do? | HRM Resolutions

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Workplace bullying in Australia is on the rise and it appears no workplace is immune. Apart from the obvious impact on the individuals concerned, The Productivity Commission estimates that workplace bullying is costing the Australian economy between $6 billion and $36 billion every year.

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Make better hiring decisions!Our reliable Online Assessment Test – JobFit - gives insight into how well someone will fit your company culture. Call Now!

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Matching candidate skills and experience to a job is just the beginning. Reference checks are very helpful. But it's those 'soft' skills and personality attributes that really determine if someone is a good fit for the job or not. Our quality online assessment test can give you the other information you need to make the best hiring decision.

The normal recruitment process relies heavily on information provided by candidates in their resumes. Things like qualifications, work experience, skills and attributes. A lot of this information can be easily verified. Formal qualifications can be checked with the issuing institution. Work experience and specific technical skills can be checked by doing quality reference checks with the right people.

But when it comes to skills and attributes, candidates can list whatever they like. For example, "I have a strong work ethic". By who's standard? What does he/she mean by "strong"? Do they even understand what "work ethic" means? These are the elements of a candidate's application that have to be 'tested' in a more objective way. This where a face to face interview and an online assessment test for jobs can give you the information you need.

But most Hiring Managers aren't psychologists and even the most experienced interviewer often falls foul of unconscious bias, where we make assumptions and decisions based on deep-seated, subconscious stereotypes. The four big psychological traps of interviewing can mean we don't get the person we thought we were getting. This is where a scientifically validated psychological online assessment test is critical - not only will you get the person with the right skills and experience, you will get the person with the right values, attitude and behaviours for your business.

This is where our JobFit Assessments can give you the edge you need. The only online assessment test for jobs built specifically to accurately assess behavioural traits and reasoning skills, JobFit's reliability and validity are the highest in the industry.

Reliability is the degree to which an assessment tool produces stable and consistent results. JobFit has been evaluated as 95% reliable.

Validity refers to a test's ability to measure what it is supposed to measure. JobFit's validity has been evaluated at a staggering 0.82, the highest score for tests of this kind.

And now you can access this scientifically proven online assessment test for jobs right here at HRM Resolutions.

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Online Assessment Test for Jobs | Improving hiring outcomes | HRM Resolutions

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Matching candidate skills and experience to a job is just the beginning. Reference checks are very helpful. But it's those 'soft' skills and personality attributes that really determine if someone is a good fit for the job or not. Our quality online assessment test can give you the other information you need to make the best hiring decision.

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HR Consultants in Sydney with over 20 years experience working with SMEs. Our qualified team delivers tailor-made HR advice, HR strategies and HR support.

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HR Consultants in Sydney offer a variety of services. But few are able to support you from the beginning of your journey right through to the end. They just don't have the breadth and depth of skill. At HRM, our qualified team will work with you to help you decide exactly what skills, people and support you need, then make sure you get them, keep them and maximise their potential to make your business the best it can be. And all the while making sure you aren't breaching any laws.

We are SME specialists, Our clients tap into us for all sorts of help and advice. And many have engaged us as their outsourced HR Manager. They have their own Consultant working as an extension of their management team without the expense of employing an HR Manager.

Skills Analysis - understand what skills and experience your team members actually need to achieve your business goals

Development of Job Descriptions and KPIs - - clearly understand what each person is hired to do and what performance is expected

Remuneration Advice - understand what the market is paying for the skills and experience you need, so you can be sustainable competitive

Recruitment - attract the best talent available as quickly as possible

JobFit and Personality Testing - take that extra step to better understand your candidates when hiring or your team once they've been hired

Induction and Onboarding - how you perform in the first four hours, the first four days and the first four weeks of your new hires' experience are the most reliable predictors of how successful that person will be and how long they will stay with you. Make sure your Onboarding process is working for you and not against you.

Performance Management - it doesn't matter what skills and experience you have in your team if you're not managing it to the business goals you've set.

Learning and Development make sure you are delivering learning and development opportunities that are actually working for you!

Harmonious Teams - harmonious teams are the most productive. We can help you build them and keep them.

Compliance - understand what the legislation means for you and make sure you are compliant, both in process and practice.

HRM is one of the few HR Consultants in Sydney that can offer you a full suite of services to enable you to focus on working ON your business rather than IN it.

Ask us how our team of HR Consultants in Sydney can help your business realise its potential faster and resources you need right through to ensuring the exit of those resources , attract and secure those resources.

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HR Consultants Sydney | Outsourced HR | SME Experts | HRM Resolutions

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HR Consultants in Sydney offer a variety of services. But few are able to support you from the beginning of your journey right through to the end. They just don't have the breadth and depth of skill.

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Hire the right person by testing for integrity and honesty. Our integrity assessment test provides reliable information about a candidate’s values and work ethic. Contact us today!

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According to the dictionary, honesty is "truthfulness, sincerity, or frankness; freedom from deceit or fraud." Meanwhile, integrity is the "adherence to moral and ethical principles; soundness of moral character; honesty." You can have honesty without integrity, but you cannot have integrity without honesty. But is there a personality based integrity test (and therefore honesty) that you can use when hiring someone?

Behavioural and scenario-based interview questions are the beginning when testing for integrity. The trick is using "open questions". Open questions are those that require a conversational response, and don't allow the person being interviewed to fall back to a "yes" or "no" response. A quality recruiter will make good use of these open questions throughout the interview, specifically with the goal of testing for honesty and integrity.

These questions are often nothing to do with the skills and experience required for the job. They are questions designed specifically to understand what type of person someone is. A type of integrity test or honesty test, if you like. Questions like "have you ever found a wallet on the street? What did you do with it?" and "have you ever overheard something you shouldn't have? What did you do?" and "you know that one of your colleagues is taking the credit for someone else's work. What do you do about that?". Professional recruiters know hundreds of questions such as these to ask, and how to turn them into the integrity assessment test that they're looking for.

A second way to test for integrity and honesty is to check with referees. But again, if you don't know how to ask the right questions of a referee, a referee won't give you the answers you're looking for.
The proven solution for testing for integrity
Asking the right questions can work in skilled hands, but there's a third and more scientifically proven way. A unique and reliable assessment test for integrity and honesty. Our easy to administer, online JobFit Assessments are designed to test integrity and test honesty with a reliability and validity that is the highest in the industry.

Reliability is the degree to which an assessment tool produces stable and consistent results. JobFit has been evaluated as 95% reliable.

Validity refers to a test's ability to measure what it is supposed to measure. JobFit's validity has been evaluated at a staggering 0.82, the highest score for tests of this kind.

Imagine the comfort that you will have knowing that your preferred candidate has been properly interviewed, properly reference checked and tested for integrity and honesty using the best assessment available.

Reach out to us to learn how you can easily access this scientifically proven online assessment test for integrity and honesty.

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Testing for Integrity, Testing Honesty for better hiring | HRM Resolutions

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According to the dictionary, honesty is "truthfulness, sincerity, or frankness; freedom from deceit or fraud." Meanwhile, integrity is the "adherence to moral and ethical principles; soundness of moral character; honesty." You can have honesty without integrity, but you cannot have integrity without honesty.