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The proof is in the pudding!

In setting up Lotus, Sinead and I spent a huge amount of time soul searching on the values of our business, the image we wanted to project to clients and the experience we wanted our candidates and clients to have. We knew what our intrinsic values were, but wanted to find a way to communicate that to market. So many businesses these days use tag lines as part of their branding and on their website to communicate their message to potential business partners, and there is a plethora of buzz words out there that modern businesses are using to entice new customers. Nowadays it is all about ‘accountability’, ‘integrity’, ‘respect’, ‘journey’ and ‘partnerships’. These values are so overused in business pitches, tag lines and service driven industries they seem to have lost all meaning. But yet, there is nothing to currently replace them…or is there?


If you check out our website lotuspeople.com.au, you’ll see none of the usual jargon that comes hand in hand with recruitment agencies. Sinead and I decided that we would project our image to clients and candidates by fully investing in actually making those tag words a reality. We spend every working moment in collaboration to ensure our clients and candidates are up to date and looked after, that our recruitment process is simple, supportive and efficient and that each and every one of the people who deal with us, walk away wanting to work with us again. That is our investment to our business.



With an industry as competitive as ours, it is imperative that every interaction is meaningful, memorable, and worth a referral. 50% of our business generated so far has been from customer referrals, or from customers who have worked with us in the past. 50% of our current candidate pool comes from a friend referral. If any recruitment business can tell me that they generate the same amount from website reviews, or social media campaigns, I will eat my hat (or compendium).


We don’t have a large marketing team who are working away on our social media, marketing strategy and message to market; we simply utilise our networks to generate a brand.


We don’t use taglines on our website; we build genuine relationships with our clients to ensure our business is successful for the long run.


The one document in our business that makes promises is the standards we have set as a team, and to each other. That holds us to account, and keeps us remembering how best to deliver, without having to spell the message out.


If you are struggling to communicate your message to market, stop thinking so hard about it, and start acting on it- the proof is always in the pudding.

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20 Mar, 2024
The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!
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