On The Ball Personnel

On The Ball Personnel Changing lives - both the job seekers, the lives of companies and their people

www.ontheballpersonnel.com.au

11/09/2026

“I always end up talking too much during interviews. I feel like I need to fill every quiet moment. How do I get the candidate talking more?”

My answer: Prepare more.

Before the interview, properly read their resume and prepare questions around their experience in each role.

Once you have enough information, decide whether they have the experience you need.

If they do, move into your character-based questions.

Good questions give candidates more room to talk.

And yes... the homework is yours!

I know this sounds backwards, but newer is not always better.Back in history the revolving door was supposed to replace ...
10/09/2026

I know this sounds backwards, but newer is not always better.

Back in history the revolving door was supposed to replace hotel doormen.

Why pay someone to open a door when a machine can do it?

Except hotels soon discovered something.

Their doormen also carried luggage, hailed taxis, helped lost guests, remembered regulars, and welcomed people warmly.

The machine replaced the task, not the experience.

Eventually, the doormen returned.

There’s a lesson here as businesses adopt AI.

Before replacing a person because technology can complete their tasks, look at everything else they bring to the role.

Efficiency has value.

So does the human experience.

Before the exit interview, explain why you’re asking.Acknowledge that your company has blind spots.Reassure them the con...
09/09/2026

Before the exit interview, explain why you’re asking.

Acknowledge that your company has blind spots.

Reassure them the conversation is confidential and their honesty will never be used against them.

Most importantly, be sincere about it.

Want the good, the bad, and the ugly?

Build enough trust for people to tell you.

I received a message from Sean.“My culture is in disarray. People are working from home ad hoc, leaving early, and every...
08/09/2026

I received a message from Sean.

“My culture is in disarray. People are working from home ad hoc, leaving early, and everyone seems to be doing their own thing. How do I turn this around?”

The thing is…

When you don’t set standards, your employees will create their own.

And everyone has different standards.

One person thinks leaving early is fine. Another works from home whenever it suits. Someone else has a completely different idea of good performance.

Before long, you’ve got chaos.

Start by defining how things are done in your company.

➡️ How should people work?
➡️ What behaviours do you expect?
➡️ What quality will you never compromise on?
➡️ How should your team show up for each other and your clients?

Then involve your leadership team, roll those standards out, and revisit them regularly.

You can even nominate someone each month to lead a conversation around one standard.

If your culture has lost its flow, this may be a good place to start.

Let me hold your hand when I say this: Candidates remember broken promisesFill the Trust Bucket consistently and the imp...
07/09/2026

Let me hold your hand when I say this:
Candidates remember broken promises

Fill the Trust Bucket consistently and the impact compounds.

Committed talent.
More referrals.
Stronger relationships.
Great reviews.

Never underestimate the small things.

They can build a very full Trust Bucket.

02/09/2026

You might want to dig deeper into why they left their last job

It’s one interview question worth digging into.

Their answer tells you what’s important to them.

It can also reveal potential deal breakers for either side and give you a better understanding of the person you may be hiring.

You’re not asking to judge why they left.

You’re finding out whether what they need and what your company can offer fit together.

01/09/2026

Do you keep losing competent employees?

There are 2 places worth looking at.

1.) Your own leadership.

You might be a generous and supportive business owner, but are you giving your team what they need?

There’s a big difference between what you “believe” they need and what they actually do.

2.) Look closely at your managers.

A supportive owner will not completely offset a manager who plays favourites, shuts down initiative, scrutinises good employees, or makes them feel micromanaged.

There may be things happening that you simply do not see.

When competent employees keep walking away, it’s good to think about:

➡️ What do they need that your workplace is not giving them?
➡️ What does your workplace have that keeps pushing them out?

31/08/2026

A strong resume can only tell you so much.

It can impress you.

But you still need to meet the person behind it.

The interview shows their preparation, professionalism, and how they present themselves.

28/08/2026

Want to know how they handle missed targets? Ask this.

Their response can give you valuable insight into how they deal with performance when things don’t go to plan.

20/08/2026

There’s a reason why we always say, “communication is key.”

Communication is a two-way thing.

It’s never only about your POV.

It doesn’t hurt to hear about how your team receives your point.

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Suite 103/1 Queens Road
Melbourne, VIC
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