HRM Contracting and Consulting

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HRM Contracting and Consulting HRM is a Sunshine Coast business, that has been in operation for 20 years.

HRM Contracting & Consulting is a privately owned local business and have been in operation for 10yrs+.

"Did I handle that the right way?"We hear this a lot, usually from a business owner who's been replaying a conversation ...
21/10/2026

"Did I handle that the right way?"

We hear this a lot, usually from a business owner who's been replaying a conversation in their head all evening. Maybe a chat with an employee got heated, a complaint landed on your desk out of nowhere, or you finally addressed a performance issue and you're not sure it went well.

If that's you, you're not alone, and the fact that you're asking shows you care about getting it right.

Here are a few questions we'd ask you over a coffee:
◆ Did your employee know what the concern was, and did they get a genuine chance to share their side?
◆ Would you have handled it the same way with anyone else in your team?
◆ Did you jot down what was said, and when? Even brief notes make a big difference later.
◆ Have you checked the Modern Award, their contract and your own policies?
◆ What happens next? A follow-up chat or a quick check-in can go a long way.

If something's still sitting with you, give us a call. We're happy to talk it through, help you work out where things stand and plan the next step together.

📞 07 5430 7750 or [email protected]

This week, we did our HRM team meeting a little differently.Instead of sitting around our usual meeting table, we took a...
21/10/2026

This week, we did our HRM team meeting a little differently.

Instead of sitting around our usual meeting table, we took a walk to a local coffee shop (and no, not the one right downstairs!).

We called it Brew & Review – an opportunity to catch up, reflect, share a few thoughts and enjoy a coffee together.

Sometimes, the best conversations happen outside the office. It was also lovely to chat informally with some colleagues along the way.

It doesn’t have to be complicated. Sometimes, a change of scenery, a good coffee and a conversation are all you need.

A little fresh air, a little caffeine and a little connection.

Someone just handed in their notice. Before you ask “why?”, ask a better question: could we have kept them? 🤔Not every r...
14/10/2026

Someone just handed in their notice. Before you ask “why?”, ask a better question: could we have kept them? 🤔

Not every resignation is a warning sign. People relocate, change careers or step back to care for family, and that’s out of your hands.

But some exits are very much in your hands. The ones that tend to be avoidable:

- A strained relationship with their manager
- A role that doesn’t match what they were told at interview
- No visible path to learn or grow
- Pay that has drifted out of step with the market

Sorting each departure into “preventable” or “not preventable” shows you where to focus. If the same avoidable reasons keep appearing, the fix usually isn’t another recruitment round.

When someone leaves your business, what reasons come up most often? How many of those exits do you think could have been prevented? And if you could change one thing to help good people stay longer, what would it be?

Interview coming up? From the hiring side of the table, a few habits stand out every time.- Research beyond the About pa...
07/10/2026

Interview coming up? From the hiring side of the table, a few habits stand out every time.

- Research beyond the About page. Read recent news, projects and values, then mention one thing that genuinely interests you. It shows you've done more than skim the website.

- Match your examples to the role. Pick two or three real examples that line up with the job description, and be ready to explain what you did and what changed because of it.

- Practise out loud. Rehearse the common questions, including "tell me about yourself", until your answers sound clear and natural rather than scripted.

- Bring smart questions. Ask about the team, the culture, or what success looks like in the first few months. Good questions show you're thinking about how you'd contribute.

- Sort the logistics early. Plan your arrival (10 to 15 minutes early is ideal), test your tech if it's a video interview, and bring a copy of your resume and a notepad.

Nerves are normal. Preparation is what turns them into confidence.

More applications don’t necessarily mean a better shortlist.When application volumes climb, it’s tempting to think more ...
02/10/2026

More applications don’t necessarily mean a better shortlist.

When application volumes climb, it’s tempting to think more resumes means more chances of finding the right person.

Often, it just means more noise to work through, while strong candidates are buried in the pile, or never apply because they’re not actively looking.

A few things that actually make a difference:

🔹 Write the ad for the person you want to hire. Skip the generic list of duties. Specific, honest job ads attract more relevant applicants.

🔹 Don’t rely on one channel. The right person may not be job hunting at all. An ad only reaches people who are looking. Sometimes, you need to go and find them.

🔹 Screen for fit as well as skills. Someone can tick every technical box and still not be the right fit for how your business operates day to day.

🔹 Move quickly when you find the right person. Good candidates don’t tend to stay available for long, particularly in a competitive market.

Because the cost of getting a hire wrong goes well beyond the recruitment fee.

It’s the time, disruption and impact on your team, followed by having to start the process all over again.

If you’re tired of sorting through applications that don’t stack up, HRM’s recruitment process goes beyond the job ad, including targeted talent search to help you reach candidates who are a genuine fit.

Need help finding the right person? Get in touch.

Over 20 years doing this and I still get excited about placing a candidate with a client.I received a couple of lovely t...
28/09/2026

Over 20 years doing this and I still get excited about placing a candidate with a client.

I received a couple of lovely thank you messages over the last week – one from a client and one from a candidate – and they honestly made my day.

There’s something pretty special about knowing you’ve helped connect the right person with the right opportunity.

Recruitment has changed a LOT over the past 20+ years. The technology, the platforms, the way we advertise and search for people… all very different.

But the best part hasn’t changed - It’s still about people.

I still love the call to a candidate to tell them they’ve been successful, or hearing from a client that they’ve found the person they were looking for.

Maybe after 20+ years, I should be used to it… but I’m glad I’m not.

Pay changes are underway for Australia's health workforce. From 1 October 2026, new pay rates take effect under the Heal...
25/09/2026

Pay changes are underway for Australia's health workforce. From 1 October 2026, new pay rates take effect under the Health Services Award (MA000027), as part of the Fair Work Commission's ongoing gender-based undervaluation review.

What's changing:
🔹Health professional employees, including allied health roles such as physiotherapists, dietitians and pharmacists, move onto a new classification structure based on qualification level and experience, with the first of several scheduled increases running through to 2030.

🔹Support services employees under the same award, including dental assistants and pathology collectors, are also covered, with their own staged increases already underway across 2026 and 2027.

For employers, this is more than a simple rate update. Affected staff need to be correctly reclassified under the new structure before you can work out what they're owed, and getting that wrong risks underpayment across every future pay cycle.

If your business employs staff under the Health Services Award, now is the time to check classifications and payroll settings ahead of the change.

Not sure if this applies to your business? Get in touch with us and we'll help you check your award coverage and classifications.

Plenty of business owners hit the same wall as their team grows. Everyone is working hard, but somehow "urgent" means di...
23/09/2026

Plenty of business owners hit the same wall as their team grows. Everyone is working hard, but somehow "urgent" means different things to different people, feedback isn't landing, and small misunderstandings keep turning into real friction.

The pattern is almost always the same: it's not a skills problem, it's a communication problem. And it's fixable, whether you're six months into building a team or twenty years in.

A few things we see make the biggest difference:
🔹Set clear expectations. Employees can't meet a standard they were never actually told. Spell out responsibilities, priorities and deadlines rather than assuming they're obvious.

🔹Create real opportunities for feedback. A safe space to ask questions or raise concerns only works if people can see you act on what you hear.

🔹Listen to understand, not to respond. Managers who pause before jumping to conclusions catch small issues before they become grievances.

🔹Match the method to the message. Not every conversation needs an email trail. Sometimes five minutes face to face heads off a much bigger misunderstanding.

🔹Keep the team in the loop. Regular, simple updates do more for morale than people expect, and reduce the guesswork that breeds rumours.

🔹Address issues early. A communication gap left alone for months is a far harder conversation than the same issue caught in week one.

Strong workplace communication isn't about talking more. It's about talking clearly, consistently and respectfully, and building the habits that make that easy.

What's made the biggest difference in your workplace? Drop it in the comments, we'd love to hear what's worked.

Here's a stat worth sitting with: 65% of Australian workers now rate work life balance above a bigger pay packet (SEEK, ...
18/09/2026

Here's a stat worth sitting with: 65% of Australian workers now rate work life balance above a bigger pay packet (SEEK, 2026 hiring trends). Salary still matters, but it's no longer the whole conversation.

Today's candidates are weighing up the complete employee experience before they say yes to a role. The businesses winning the best talent aren't always the ones offering the most money, they're the ones where people can picture themselves actually succeeding.

A few things that make the difference:
🔷 Being upfront about salary, expectations and what the recruitment process will actually involve
🔷 Showing real workplace culture and genuine opportunities to grow, not just a line in the job ad
🔷 Communicating promptly and keeping candidates in the loop from application through to offer

We see this play out with businesses across the Sunshine Coast all the time. Candidates remember how they were treated in the process just as much as the number on the offer letter.

What do you think candidates value most when choosing an employer today?

Drop a comment below, or give our team a call on 07 5430 7750 if you'd like a hand sharpening up your hiring process.

Employee engagement doesn't start with a bigger budget. It starts with making people feel valued. 👏Higher salaries, slic...
16/09/2026

Employee engagement doesn't start with a bigger budget. It starts with making people feel valued. 👏

Higher salaries, slick perks and big team-building days have their place, but they're not what keeps people engaged day to day. That comes from the small, consistent things.

Here are 5 simple ways to build real engagement in your workplace:

1. Recognise good work
Don't save it for the annual review. A genuine "thank you" in the moment means more than most people realise.

2. Ask for their input
Give employees a real say. Ask for ideas, listen to feedback and act on it where you can.

3. Invest in their development
Show your people you're backing their future, not just their current job description.

4. Celebrate the wins
Big or small, milestones and successes deserve a moment. It builds momentum and morale.

5. Make time for your people
Regular, genuine check-ins tell employees they're supported and seen, not just managed.

Strong workplace cultures aren't built on perks. They're built on consistent, everyday actions that add up over time.

What's one thing your business does to make employees feel valued? Tell us below. 👇

Address

Tower 1, Level 2, Suite 201 Kon-Tiki 55 Plaza Parade
Maroochydore, QLD
4558

Opening Hours

Monday 8:30am - 5pm
Tuesday 8:30am - 5pm
Wednesday 8:30am - 5pm
Thursday 8:30am - 5pm
Friday 8:30am - 4:30pm

Telephone

+61754307750

Website

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