Glossary

What is yield ratio?

alicia.edwards@airswift.com (Alicia Edwards) — Wed, 10 Dec 2025 11:02:03 GMT

If you’ve ever wondered what is yield ratio?, it’s a recruitment metric that measures the percentage of candidates who move from one stage of the hiring process to the next. In simple terms, it shows how effective your sourcing and screening efforts are. For example, if 100 candidates apply and 20 are shortlisted, the yield ratio is 20%.

What are Key Performance Indicators (KPIs)?

alicia.edwards@airswift.com (Alicia Edwards) — Thu, 04 Dec 2025 15:43:51 GMT

If you’ve ever asked "what are key performance indicators (KPIs)?", they are measurable values that show how effectively an individual, team, or organisation is achieving specific objectives. KPIs act as a compass, guiding businesses towards their goals by tracking progress in a clear and structured way.

What is a mock interview?

alicia.edwards@airswift.com (Alicia Edwards) — Mon, 01 Dec 2025 16:27:21 GMT

What are mock interviews in a nutshell?

Mock interviews are structured sessions that mimic the format of a real interview. They allow you to practise answering common questions, refine your body language, and get feedback on your performance. These sessions are useful for anyone entering the job market, changing careers, or preparing for high-stakes roles.

What is boolean search?

alicia.edwards@airswift.com (Alicia Edwards) — Fri, 28 Nov 2025 11:04:32 GMT

If you’ve ever asked what is boolean search?, it’s a method of using operators like AND, OR, and NOT to refine online searches. Boolean logic helps you combine keywords in a way that narrows or broadens results, making it easier to find exactly what you need. This technique is widely used in recruitment, research, and even everyday internet searches.

What is FIFO Work? Fly-In Fly-Out Jobs | Airswift

alicia.edwards@airswift.com (Alicia Edwards) — Wed, 19 Nov 2025 14:52:24 GMT

If you’ve ever wondered what is FIFO work?, you’re not alone. FIFO stands for “fly-in fly-out”, a work arrangement commonly used in industries like mining, oil and gas, and construction. It means employees travel to a remote site for a set roster period, then fly back home for their time off. This system is popular in Australia and other regions where worksites are far from major cities.

How does FIFO work?

Fly in fly out jobs operate on a rotation basis. For example, you might work on-site for 1 month, then return home for a break. Rosters vary, but common patterns include two weeks on and one week off, or longer stints for offshore roles. Accommodation and meals are usually provided at the site, and flights are organised by the employer.

What is a FIFO worker and what type of work do they do?

A FIFO worker is someone employed under this arrangement. They often work in physically demanding roles such as drilling, engineering, or catering on remote sites. The lifestyle suits people who can handle being away from home for extended periods and enjoy structured time off.

How to get into FIFO work

If you’re asking how do I get into FIFO work? Or how to start FIFO work, the first step is understanding the requirements. Most roles need relevant qualifications or trade experience. For example:

Mining jobs may require certificates in heavy machinery operation.
Offshore positions often need safety training like BOSIET.
Hospitality roles might only require basic experience.

Networking and applying through specialist recruitment agencies can also help.

Working FIFO offshore and abroad

If you’re curious about how to work FIFO offshore or how to work in FIFO, offshore roles often involve oil rigs or marine projects. These jobs require additional safety certifications and sometimes survival training.

For those wondering what is FIFO work in Australia or can Americans work FIFO in Australia, yes, foreigners can work FIFO in Australia if they have the right visa and qualifications. Can you work FIFO on a working holiday visa? It’s possible for some entry-level roles, but most positions require longer-term work rights.

What is the FIFO work lifestyle like?

It’s a unique lifestyle. You’ll spend long periods away from family, but the pay is often higher than similar city-based roles. Camps usually have gyms, recreation areas, and internet access, but isolation can be tough. Mental health support is increasingly available for workers.

How old do you have to be to work FIFO?

Most companies require you to be at least 18 due to safety regulations. There’s no upper age limit as long as you meet fitness and medical standards.

If you're ready to explore FIFO opportunities or want help navigating your next move, sign up to our candidate portal below.

What is Onboarding? Recruitment Process | Airswift

alicia.edwards@airswift.com (Alicia Edwards) — Mon, 10 Nov 2025 15:00:09 GMT

If you've ever started a new job and felt overwhelmed by the sheer amount of information, forms, and introductions, you're not alone. That initial experience is part of a process known as onboarding. But what is onboarding, really? And why does it matter so much to both employers and employees?

In this article, we’ll break down what the meaning of onboarding is, why it’s important, and how businesses can do it better. Whether you're an HR Manager, a Team Leader, or someone about to start a new role, understanding onboarding can make a big difference.

What is the onboarding process?

Onboarding is the structured process of integrating a new employee into an organisation. It goes beyond signing contracts and handing out laptops. It’s about helping someone feel welcome, informed, and ready to contribute.

The onboarding process typically includes:

Introducing the company culture, values, and mission
Explaining job responsibilities and expectations
Setting up tools, systems, and access
Providing training and support
Connecting the new hire with colleagues and teams

It’s not a one-day event. Good onboarding can last weeks or even months, depending on the role and the organisation.

Why is onboarding important?

A strong onboarding experience can have a lasting impact. It sets the tone for how an employee feels about their new workplace and can influence their performance, engagement, and retention.

Here’s why onboarding is worth investing in:

Faster productivity: Employees who understand their role and tools get up to speed quicker
Higher retention: People who feel supported are more likely to stay long-term
Better engagement: Onboarding helps employees feel connected and valued
Fewer mistakes: Clear guidance reduces confusion and errors

In contrast, poor onboarding can lead to frustration, disengagement, and even early resignations.

What are the different types of onboarding?

There are different approaches to onboarding, depending on the company and the role. Some common types include:

Formal onboarding: Structured programmes with schedules, training modules, and checklists
Informal onboarding: More casual, relying on team interactions and organic learning
Remote onboarding/digital onboarding: Tailored for employees working from home, often using video calls and digital platforms
Social onboarding: Focused on building relationships and integrating into the team culture

Many organisations use a mix of these, adapting to the needs of each new hire.

How long does onboarding take?

There’s no one-size-fits-all answer. Some companies wrap up onboarding in a week, while others extend it over several months. A good rule of thumb is to continue onboarding until the employee feels confident and independent in their role.

For example:

Week 1: Introductions, basic training, and setup
Weeks 2–4: Deeper role-specific training and feedback
Months 2–3: Performance reviews, goal setting, and continued support

Regular check-ins and feedback are key throughout the process.

Tips for effective onboarding

If you’re responsible for onboarding new employees, here is an onboarding checklist to make the process smoother and avoid making mistakes:

Prepare in advance: Have equipment, accounts, and schedules ready before Day One
Personalise the experience: Tailor onboarding to the individual’s role and background
Communicate clearly: Explain expectations, timelines, and who to contact for help
Encourage questions: Create a safe space for new hires to ask and learn
Follow up: Check in regularly to see how things are going and offer support

Final thoughts

So, what is onboarding? It’s the bridge between hiring and thriving. Done well, it helps new employees feel confident, connected, and ready to succeed. For businesses, it’s an investment in people and one that pays off in performance, loyalty, and culture.

Get in touch with us today to learn more about how we can assist on onboarding and other HR related services.

What is imposter syndrome?

alicia.edwards@airswift.com (Alicia Edwards) — Mon, 29 Sep 2025 16:08:27 GMT

What actually is imposter syndrome?

If you’ve ever felt like a fraud at work, doubting your achievements despite clear evidence of success, you’re not alone. This blog breaks down the concept, why it matters, and what you can do about it.

What is networking?

alicia.edwards@airswift.com (Alicia Edwards) — Mon, 18 Aug 2025 16:00:21 GMT

What is networking at its core?

Networking is one of the most valuable tools in both personal and professional development. But what is networking, exactly? At its core, networking is the process of building and nurturing relationships that can offer mutual support, information, and opportunities. Whether you're looking for a new job, trying to grow your business, or simply seeking advice, networking can open doors that might otherwise remain closed.

In today’s interconnected world, networking is no longer limited to formal events or business lunches. It happens online, in shared workspaces, at industry conferences, and even through casual conversations. The key is to approach it with authenticity and a genuine interest in connecting with others.

Why does networking matter?

Networking is more than just exchanging business cards or adding contacts on LinkedIn. It’s about creating meaningful connections that can lead to collaboration, mentorship, and career growth. Here are a few reasons why networking is so important:

Access to opportunities: Many job openings and business deals are never advertised publicly. Networking gives you access to the hidden market.
Knowledge sharing: Through conversations with others, you can gain insights, learn about industry trends, and discover new ways of thinking.
Career development: Networking can help you find mentors, get referrals, and receive advice that accelerates your professional journey.
Confidence building: Engaging with others and sharing your story helps build communication skills and self-assurance.

Are there other types of networking?

Understanding what networking is also means recognising its different forms. Not all networking looks the same, and each type serves a unique purpose:

Professional networking: This involves connecting with colleagues, industry peers, and potential employers. It’s often focused on career advancement and business growth.
Social networking: Platforms like LinkedIn, Twitter, and even Instagram allow people to build relationships online. These connections can be just as valuable as face-to-face ones.
Strategic networking: This is more targeted and intentional. It involves identifying key individuals who can help you achieve specific goals and building relationships with them.
Casual networking: Sometimes, the best connections come from informal settings like coffee chats, community events, or shared hobbies.

How to network effectively

If you’re wondering how to get started with networking, the good news is that it doesn’t require a special skill set - just a willingness to engage. Here are some practical tips:

Be genuine: People respond well to authenticity. Focus on building real relationships rather than just collecting contacts.
Listen actively: Networking is a two-way street. Show interest in others by asking questions and listening carefully.
Follow up: After meeting someone, send a message or connect online. A simple follow-up can turn a brief interaction into a lasting relationship.
Offer value: Think about how you can help others. Sharing resources, making introductions, or offering support builds trust and goodwill.
Stay consistent: Networking is not a one-time activity. Keep in touch with your contacts and continue to nurture those relationships over time.

What are some common networking mistakes to avoid?

While networking can be incredibly rewarding, there are a few pitfalls to avoid. Understanding what networking is also means knowing what it isn’t:

Being overly transactional: If you only reach out when you need something, people may be less inclined to help.
Neglecting follow-up: Failing to stay in touch can make your efforts feel insincere.
Talking too much about yourself: Balance is key. Make sure the conversation is mutual and engaging.
Ignoring online platforms: In today’s digital age, online networking is just as important as in-person connections.

Networking in different stages of your career

Networking looks different depending on where you are in your professional journey. For students and recent graduates, it’s about building a foundation and exploring opportunities. For mid-career professionals, it’s often focused on growth, leadership, and strategic partnerships. For senior leaders, networking can be about influence, mentorship, and legacy.

No matter your stage, understanding what networking is and how to approach it can make a significant difference in your career trajectory.

Final thoughts

So, what is networking? It’s the art of building relationships that support personal and professional growth. It’s not just about who you know, but how you engage with them. Whether you’re attending a conference, joining an online community, or simply having a chat with a colleague, every interaction is a chance to connect.

Want to build stronger professional connections?

Connect with Airswift to access expert networking support and talent solutions that help your business grow through meaningful relationships and strategic hires.

What is a unicorn candidate?

alicia.edwards@airswift.com (Alicia Edwards) — Mon, 18 Aug 2025 13:00:21 GMT

What exactly is a unicorn candidate?

In the world of recruitment, the term “unicorn candidate” has become something of a buzzword. But what is a unicorn candidate, really? It’s not just a trendy phrase - it represents a very specific type of job seeker who is highly sought after but incredibly rare. Much like the mythical creature it’s named after, a unicorn candidate is someone who seems almost too good to be true.

What is the anatomy of a unicorn candidate? How can you spot them?

So, what makes someone a unicorn candidate? While the specifics can vary depending on the industry and role, there are a few common characteristics that tend to define these exceptional individuals:

Multi-skilled: They often have a diverse skill set that spans across disciplines. For example, a marketing unicorn might be fluent in SEO, content strategy, data analytics, and graphic design.
Highly experienced: Unicorns usually come with years of relevant experience, often in top-tier companies or high-impact roles.
Culturally aligned: They don’t just fit the job requirements. They also align with the company’s culture, values, mission, and working style.
Adaptable and proactive: These candidates are quick learners, self-starters, and thrive in fast-paced environments.
Strong communicators: Whether it’s presenting ideas, collaborating with teams, or managing stakeholders, unicorns know how to communicate effectively.

Why do companies chase unicorn candidates?

The appeal of unicorn candidates is obvious. Hiring someone who can wear multiple hats, hit the ground running, and elevate the team is a dream scenario. Especially in startups or lean organisations, where resources are limited, having one person who can do the job of three is incredibly valuable.

In larger companies, unicorns are often seen as future leaders. People who can innovate, inspire, and drive change. Their ability to bridge gaps between departments or bring fresh perspectives to old problems makes them indispensable.

What are the downsides of this?

While the idea of hiring a unicorn candidate is enticing, it’s not always practical. In fact, the pursuit of perfection can sometimes hinder the hiring process. Here’s why:

Unrealistic expectations: Job descriptions that aim for unicorns can become bloated with requirements, deterring qualified candidates who don’t meet every single criterion.
Longer hiring cycles: Waiting for the “perfect” candidate can delay projects and put strain on existing teams.
Missed opportunities: By focusing too narrowly on unicorns, companies might overlook talented individuals who could grow into the role with the right support.

It’s important for hiring managers to balance ambition with realism. While it’s great to aim high, being flexible and open-minded can lead to better outcomes in the long run.

How to attract unicorn candidates

If you’re wondering how to attract unicorn candidates to your organisation, the answer lies in your employer brand and recruitment strategy. Here are a few tips:

Craft compelling job ads: Focus on what makes the role exciting and impactful, rather than listing endless requirements.
Highlight growth opportunities: Unicorns are often driven by learning and development. Show them how they can evolve within your company.
Offer flexibility: Whether it’s remote work, flexible hours, or autonomy in decision-making, these perks can be very appealing.
Build a strong culture: A positive, inclusive, and purpose-driven culture can be a major draw for top talent.
Network strategically: Attend industry events, engage on LinkedIn, and tap into niche communities where unicorns might be hiding.

So, should you always hire unicorns?

Not necessarily. While unicorn candidates can be game-chaners, they’re not the only path to success. Sometimes, hiring someone with potential and investing in their growth can yield even better results. It’s also worth noting that unicorns, due to their high demand, may come with higher salary expectations and be more likely to move on quickly if they’re not challenged.

Instead of chasing unicorns exclusively, consider building a team with complementary strengths. A well-rounded group of specialists can often outperform a single generalist, especially when collaboration is strong.

Final thoughts

By understanding what makes a unicorn candidate and adjusting your hiring strategy accordingly, you can make smarter, more inclusive decisions that benefit your team in the long term. Whether you’re a recruiter, hiring manager, or job seeker, keeping the unicorn concept in mind can help you set realistic goals and recognise true potential when you see it.

Looking to hire exceptional talent?

Connect with Airswift to access exceptional candidates who bring rare skills, cultural alignment, and lasting impact to your organisation.

What is a Vendor Management System (VMS)?

alicia.edwards@airswift.com (Alicia Edwards) — Fri, 08 Aug 2025 15:26:06 GMT

What is a VMS?

A vendor management system (VMS) is a software platform that businesses use to manage their relationships with external suppliers, contractors, and vendors. It centralises vendor information, streamlines procurement processes, and ensures compliance with relevant regulations. A VMS is particularly useful for managing contingent workers, service providers, and other external workforce members, allowing organisations to efficiently track performance, manage contracts, and optimise their vendor relationships.