2019 Young TEC PROFESSIONAL DEVELOPEMNT PROGRAMME

1. 2019 YoungTECPROFESSIONAL DEVELOPEMNT PROGRAMME INTERACTION - INSPIRATION - EDUCATION Heidi Gillingham – Recruitment & Training Officer

2. Bungy who? Ever since 1988, we’ve been in the business of fuelling people with courage & adrenaline. AJ Hackett Bungy NZ is synonymous with innovation, at the cutting edge of adventure tourism & the world industry leader in gravity related challenges. We're a proudly Kiwi organisation, with innovation, life experience & fun at the core of what we do. With over 3 decades under our belt, we've expanded our resume to more than 'just' Bungy & now operate at 5 sites across Queenstown & Auckland. With over 220 Crew on our books & 11 unique products on offer, we're well & truly holding our place at the cutting edge of global adventure tourism. INTERACTION - INSPIRATION - EDUCATION

3. Who I am & what I do After taking an unconventional path into the HR profession - travelling the world, working in various roles within the Recreation, Leisure, Hospitality & Tourism industries - I joined the AJHBNZ team in January 2018 & was tasked with overcoming a number of challenges for the company; increasing our talent pool, increasing domestic hire rates, improving retention & putting us one step ahead of the competition. Early this year, I won the HR NZ Emerging Practitioner of the Year Award & now I’m presenting to Tourism professionals nationwide; I’m living proof that hard work, enthusiasm & patience pays off! INTERACTION - INSPIRATION - EDUCATION

4. Key Achievements (to date) INTERACTION - INSPIRATION - EDUCATION One of my main goals, in this role, has been to promote to the largest & most diverse audience possible, that we offer a wide range of employment opportunities for everyone. Some of the initiatives I’ve put into place over the past 12 months include: • Creation of an Employer Prospectus for prospective employees • Initiation of monthly EDM contact with 700+ schools & tertiary education institutes nationwide & 11+ disability, accessibility & inclusivity recruitment organizations; informing them of our career pathways, vacancies & educational group visit information • Attendance at Careers Expos & Recruitment Fairs nationwide • Partnership with regional Tourism career platforms • Regular Guest Speaker sessions at education sites across the South Island • Implementation of an annual Careers Open Day, at our Kawarau Bridge site • Increasing social media presence & awareness of our Employer Brand, separate to our Customer Brand • Creating a visible presence & voice for AJHBNZ in the QT HR community • Initiating an internal Referral Reward Program • Increasing internship placement numbers • Implementing a Queenstown Work Experience Program My fundamental objective is to: “standardize HR procedures company-wide, ensure consistency & best practice & innovate new ways to attract & retain talent”

5. Recruitment ‘need to knows’ INTERACTION - INSPIRATION - EDUCATION The best place to start is with a basic Health Check, so you can assess where you’re able to bring consistency, add value, ensure best practice & improve results across the organisation. The pre-hire experience is vital; it’s about outlining your brand & ensuring every aspect of your recruitment messaging & interaction is consistent. • Staffing Assessment: now & tomorrow • Advertising: where, how, who to, when, cost; what works for you • Screening: online, CV, cover letter, phone, reference check, medical, practical skills test • Interviewing: who, how many, where, legalities • Offer: verbal, paper/electronic, contractual legalities • Responses: email, phone – just make sure everyone gets one • On-boarding: welcome, induction, first day, time frame, check ins. Attachment is key • Off boarding: goodbye, exit interview, payroll. Complete the Employee Life Cycle

6. Retention ‘tips & tricks’ INTERACTION - INSPIRATION - EDUCATION A few things to consider to increase retention: • EAP: financial, psychological, physical, medical, social • Long Service Policy: cash bonuses, additional holiday, additional sick leave • Perks: local discounts, freebies, contra, discounts for family / friends • Benefits: insurance, transport, fuel, child care • Health& Safety: reassurance, compliance, training • Wellbeing: nutrition, exercise, mindfulness, relaxation • CPD: education, training, practical qualifications / certifications • Social Club: activities, parties, equipment, events • Culture: inside & outside of work

7. Training & CPD ‘ideas’ L&D options to consider: • Internal / external training • Qualifications / certification • Regulation compliance • Hard skills • Non-technical skills / soft skills • Must haves / nice to haves • Best practice • Self-driven learning / instructor led • Individual & personalised • Group & mass roll out; departmental / company-wide INTERACTION - INSPIRATION - EDUCATION

8. Pathways & Opportunities INTERACTION - INSPIRATION - EDUCATION Setting these out clearly from the very start (Recruitment), will only help you to get buy in & keep (Retention) staff who are keen to develop their careers (Training & CPD) Every new Crew member we take on, it’s with the intention that one day, they could run the company. We’re always looking to develop & promote Crew & we’ve got a wealth of CPD programmes & advancement incentives to keep them moving forward. Without constantly developing the best staff, we wouldn’t be able to maintain our positon as a world leader in challenge & adventure. Our Senior Management team are prime examples of that mentality; our Auckland GM started his life in our QT Jump Operations team, our Transport & Activity Operations Managers did the same, our Assistant QT GM & Kawarau Bridge Site Manager started her life in Frontline Sales & Service & our current H&S and HR Manager began life in the Raft. As we keep expanding, more roles we’d never considered before are becoming core to our business & our international links mean oversees experiences are a reality.

9. Takeaways INTERACTION - INSPIRATION - EDUCATION "We hold a special position in the NZ tourism industry & we take our responsibilities in this role very seriously.“ • Health check your HR practices: specifically recruitment, retention & training • Start small & only aim big, once the basics are nailed • Ask for help (& thou shalt receive) • Treat your employees & future employees, the way you’d like to be treated • Do your best to ensure best practice

10. Hit me up INTERACTION - INSPIRATION - EDUCATION I’m more than happy to answer any queries or questions you might have, share any information you’d like to hear or just catch up & say hello. Flick me an email at heidi@bungy.co.nz & I’ll do my best to get back to you as soon as possible