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Barack Obama In Australia
Barack Obama visited Australia in March for a series of speaking engagements, and had some valuable nuggets of wisdom to share.
Barack Obama visited Australia in March for a series of speaking engagements, and had some valuable nuggets of wisdom to share.
This year has been an interesting one in the world of recruitment! View the top trends shaping the Australian job market in 2023
Change is a certainty in life. It’s inevitable. Read these tips on how to create a proactive, positive response to any changes as they arise.
Do you have a recruitment strategy? There are a few questions I ask my clients, especially when we are meeting for the first time. Two key questions are “How do you recruit new people into your business?” and “What recruitment challenges do you have?”. I find that most clients will have the same challenges no matter what industry they are in. We can’t seem to find people quickly enough. There is a shortage of skilled and experienced people. It’s costing us too much money to recruit people. I then ask what their recruitment strategy is. Most businesses will not have one. They will have a business plan, a plan for growth and a plan for expansion yet rarely a plan for recruitment. I cannot stress enough how important it is that you have a recruitment strategy in place. The methods of attracting the ‘right’ people to your business have changed exponentially in the past few years. People are not just looking for a job; they want a career with a company that they believe in. They want longevity (that’s at least 3-5 years nowadays!) and they want a work/life balance. It isn’t always about the salary (but they still want to be paid a competitive remuneration package). How do you put a recruitment strategy in place? If possible, do this with your HR manager or preferred recruiter. They do this on a daily basis and know the industry and, most importantly, they know your business. Research This is the first step in creating a successful recruitment strategy. Historical: Create a report of your current recruitment function including the cost and time associated with it. List the past ten hires (at least) – how long each recruitment process took, the calibre of the successful candidate, the total direct and indirect cost and what sourcing method(s) was/were used. From this review draw conclusions about what’s working and what’s not working as well as you would like? Talent pool: Who is in it? How large is it? Where is it? What are their motivators (money, work/life, new location, etc. …)? Attraction: What are you doing now? What’s working? What’s not working as well? What else can you do to attract employees? What is your retention rate? Are you an employer of choice? Do you have an Employee Value Proposition? Future planning Plan out where you want to be in a year. Is expansion on the cards? Include the following: Pipeline: Do you need to start mapping out potential new employees? Advertising: How are you going to attract these people? Internal: Do you have people internally that are trained and ready to move into these new roles? Competitors: What are they doing or what might they do to impact the market for the same candidates you are seeking to hire? Measurables Finally, you need to cost out this strategy and what benefits you expect to be delivered during this period. For example: The cost per hire. Are there savings you can make? How quickly do you wish to engage people? What size and type of talent you wish to see in your talent pools? Companies that are reactive rather than proactive will recruit in a hurry and frequently will employ the wrong person because they are desperate to just ‘fill the job’. I graciously refuse to work with clients who need a new employee ‘yesterday’. I will, however, work with them to map their talent pool and attract the right people into their business. If you want any success in your recruitment process, you must have a recruitment strategy in place. It will save you money and improve the quality of the people you employ, trust me. At Elite Executive, my team and I only work with a select number of clients so that we can truly understand each client’s business. This enables us to provide each client with honest feedback and be in the best position to endorse that business to future employees. If you, as an employer, are serious about putting a recruitment strategy in place, contact me today for a confidential conversation on how you should proceed. We look forward to speaking with you! Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
The Importance of Being Positive A person’s ability to deal with uncertainty is influenced by many factors. Those who are more mature or older may be able to deal with uncertainly better because they have experienced uncertainty in the past and have made it through and trust that things will turn out okay or perhaps the way they’re supposed to. Those who practice a faith or religion may also be comfortable in uncertain times because they have a higher power to look to. Putting all that aside, a person’s ability to deal with uncertainly depends not so much on external circumstances but on what they allow themselves to think about. Our thoughts create our experience of life – worried thoughts create worried feelings whilst hopeful or optimistic thoughts create hopeful feelings. Of course, there are circumstances out of our control that can cause worry and distress: natural disasters, unexpected death, financial security and at the moment; a pandemic. Yes, even though these events are out of our control, we DO have control over our reaction. Our reality equals our thoughts. I am a firm believer that attitude is everything. Maintaining a positive outlook is essential during times of crisis. For example, rather than focusing on things that ‘may happen’ have a look at the good things already in your life. Today. Be grateful for it. The benefits of staying positive through uncertainty are not just about feeling better – they will impact the outcome. You will be better able to seek support from others when you remain positive, as people tend to gravitate towards positive people. So, what can we do to stay strong and keep positive? Here are some ideas which may help: TAKE A MOMENTReflect on things that you are grateful for. This is a powerful tonic for your mood. Take the time to write down three things that you are grateful for at the end of each day. We all have at least three things to be grateful for – health, roof over our head, food on the table, good friends, etc. SURROUND YOURSELF WITH POSITIVE PEOPLEMoods are contagious. Turn off that TV, stop reading negative news stories and instead talk with people who know and love you and are ultimately positive people. Be with people who will make you feel good. TAKE CARE OF YOURSELF PHYSICALLYNo matter whether you enjoy walking, cycling, are a gym junkie or just hate any form of exercise, it is essential to do something. It is well documented that if you feed your body you will feed your mind. When we are tired and run down we are more vulnerable to lower-quality thinking. Eat well, sleep and exercise, trust me, it helps! Don’t get me wrong, we all have good days and we all have bad days, but it’s how you respond to the bad days that matter. Do you just give up, or just keep on pushing through? There are numerous examples out there of people who have fallen time and time again but kept trying to eventually become a success. Two that immediately come to mind are Walt Disney and Bill Gates. Gates was a Harvard dropout and Disney was fired from a newspaper because ‘he lacked imagination and had no good ideas.’ What??? Imagine the world without either of them? Remember you are the one who chooses how to respond to events outside your control. Recognise that in life and business, a fair number of surprises will cross your path, and some may come with immense challenges. When that happens, remember: Stop. Think. Decide. Only you can make a conscious decision to take a more effective course of action. Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
Putting your best foot forward As a recruiter in the engineering sector, we have noticed a misalignment of supply and demand. The civil infrastructure sector is booming, everyone is looking for an extra civil engineer for their growing number of projects. But if Civil Engineers are in such high demand, why is it so hard for some highly qualified engineers to get a job? As a candidate, there are some things you can do to increase your chances of landing that ideal role. With continuing investment from state and local government, we are seeing continued growth of construction projects across Australia which looks like continuing for the foreseeable future. These projects include new road developments, road upgrades and rehabilitation works, buildings, dams and other complex structures, all of which require experienced engineers to oversee the design and construction. We are also seeing a resurgence in the mining sector in Queensland and Western Australia, with mines restarting, expanding, and new mines being developed, again all of these requiring experienced civil and other engineers. Although this is fantastic for the economy, companies are struggling to find suitably qualified engineers. There is a nationwide shortage of civil engineers, with engineering job vacancies higher than any other employment market throughout the country with civil engineering positions dominating this landscape. At the same time, engineering companies are becoming more discerning with their hiring choices even though there is a current skills shortage. There is a big demand now for Australian engineers with ‘soft skills’ like communication, digital literacy and critical thinking. Additionally, engineering companies in remote and regional areas are increasingly focused on culture fit to ensure their current teams are not too disrupted. In Cairns especially, most engineering offices are fairly small (under 25 staff) and they need someone with a broad range of experience that can work on any project, as employing a number of specialists is not in the business budget. What can you do? If you are an engineer, looking for your next opportunity, you need to be focusing on developing your soft skills. Take a course to learn how to use the various programs used in engineering, broaden your areas of experience, develop your communication skills by attending a toastmaster’s session, exercise your brain in other areas to develop more critical thinking skills. We are finding that if you develop your soft skills you will put yourself in a much stronger position in the eyes of your next employer. We are interested in hearing your thoughts or experiences as a civil engineer looking for work. What have you done to secure an interview? Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
Going Regional to Advance Your Career As Recruitment Specialists, we are often discussing people’s career objectives and what is standing in their way of achieving them. Unsurprisingly, management level roles are high on the list of career aspirations. But what is the best way to get into a management position? Do you wait until your direct manager moves up (or out) and go for their position? Do you apply for management roles in other companies? We have interviewed countless senior engineers and designers who tell me they can’t seem to break into the next level of their career. Most of them don’t have opportunities in their current company. They could be waiting years for their manager to retire, and they’re still not guaranteed to move up into that role. But if they apply for management roles with another employer, they most likely won’t be considered as they don’t have any existing management experience. It’s a cycle that traps a lot of good people who could go on to become great managers if they had the chance. Most people who work in major capital cities don’t consider the opportunities that moving to a regional or remote area can provide them. Regional and remote engineering firms find it hard to get good staff with experience and can provide a great career boost for a mid-senior level professional to take that next step. It can also give you a much broader experience in your field by being able to work on a wide range of different projects. There are other benefits as well. It will broaden your view of the country, and you will experience a whole different culture. It’s not unusual for people in the major capital cities to not be aware of what’s going on in other parts of the country, especially in regional or remote locations. Outside of where they live, it can seem that everywhere else is just a tourist destination. Before I moved from Sydney to Cairns, I too thought the same. I saw Cairns as just a small tourist destination people went to see the Great Barrier Reef and the Daintree Rainforest and there was nothing else there. But after moving to Cairns, I can see that it is so much more. There is a booming commercial sector as well as the tourism, the locals are much friendlier and more approachable than people in Sydney, there is so much more to do as a family, and the commute times are far less, meaning there is more time to enjoy everything available here. Now I don’t think I could ever leave as I love it here so much more than I ever thought I would. Have you reached a plateau in your career progression? Have you ever considered moving to a regional area to advance your career? Even if it is only for a couple of years, get the management experience, then you can move back with better career opportunities available. Who knows, you might like it so much you’ll want to stay too! Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
Recruiters Can (And Do) Change Lives I often get asked why I got into recruitment and why I set up my own business. As most people in the industry would attest to, I ‘fell’ into the industry, purely by accident. However, after over a decade in the hospitality and tourism industry throughout the world and being very familiar with diverse cultures, languages and personalities, it was the perfect fit for me. Now into my 10th year in the Elite Executive business, I still jump out of bed every morning, excitement brewing in my stomach about whose life will I change today. When I decided to go it alone ten years ago, it was a combination of flexibility and the desire to be different. To shake things up and to ‘change the face of recruitment’. There are good and bad recruiters out there and I have heard many horror stories, in fact, I experienced a few myself before entering the industry. But there are also many amazing, passionate recruiters in the industry who truly believe in what they do and genuinely want to help. Many of us spend copious amounts of time researching industries, companies and people before we even engage with them. At Elite Executive, we’re all about relationship building and focus on the long-term benefits of working with our clients before we agree to partner with them. Being that extension of your business and knowing your future goals, internal fit and key skills are imperative in assisting us in finding that perfect candidate. Our candidates however, are absolute gold. They are the key to our success. In searching and through detailed interviewing, we really delve in deeply as to what their key motivators are, not only in their career but their lives in general. As we move people all over the country and in some cases, internationally, we take this very seriously. It takes a lot of work to uproot a family and move them somewhere else. We spend a lot of time ensuring firstly that as a family you are clear on what it takes to move away from your current home. We also assist in preparing them for the move, from researching your new town or city to finding the right schools and even assisting your partner in securing employment also. Each and every placement is not taken lightly and we put our heart and soul into each role we place. We only work exclusively with our clients so that we can give them 100% of our time. Don’t make the mistake of thinking that ‘spreading the love’ amongst recruiters will give you three or four times the number of qualified candidates, if recruiters know that they are up against three or four other companies, you will also only get that fraction of work from them. Then there are those that will race to the finish line to get resumes to you first, but at what cost? Have they been thoroughly vetted, or are they just wanting to get that resume to you before their competition? I learnt early on in business that the clients I work with will value what I do and the hard work and passion that goes into every single placement. I would rather work with less clients and deliver more quality than more clients and not be able to deliver what they need. So how does a business engage with a recruiter and how do you pick from over 7,000 agencies currently in Australia? I recommend that you work with a recruiter that sits well with your values as a business and take the time to grow a professional relationship with them. Be honest and keep communication as open and fluid as possible. Good recruiters will ensure confidentiality and knowing all aspects of your business, warts and all, will enable them to better access the right candidate for your business. Nothing gives me more pleasure than seeing a candidate contribute to the growth of a business and also their own career. In fact, today I am catching up with a valued candidate that I placed in a successful and growing business over three years ago. They have been promoted twice and absolutely love their job. This is why I do this and this is why I can and do change lives and I’m so very proud of that. Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
Professionalism. Professionalism. The Oxford English Dictionary says it means “The competence or skill expected of a professional: the key to quality and efficiency is professionalism” but what exactly is ‘expected’ in this context? I once made the mistake of ‘assuming’ a candidate knew what I meant by dressing professionally for an interview at a global (and very professional) business. When speaking with my client afterwards, they said this particular person gave a very bad first impression by turning up in casual pants and a polo shirt. Tidy, yes. Professional, no. Needless to say, they were not asked back for a second interview. However, to be professional can take on many forms, not only how you present yourself (your attire and your grooming) but also how you interact with others (attitude and competence). Are you reliable, respectful and competent? Do you perform your tasks with genuine intent and honesty? Do you maintain professional etiquette and ethics in the workplace? Depending on your workplace this can take on many different forms, however, there are and always will be a few common traits that make us valued and respected, that it helps to be aware of: Respect – Treat everyone with respect, all staff at all levels, vendors, clients and customers. When I worked on cruise ships, we had a 10 foot policy whereby we had to greet everyone we passed within a 10 foot radius with a ‘Good Morning/Afternoon/Evening’. I still do it sometimes to strangers on the street. Yes, they look at me funny! But it’s only good manners and isn’t it nice to get a greeting and a smile from a stranger? Competence – Know your role, your skills and what is required of you. Don’t just ‘talk the talk’, ‘walk the walk’. If you don’t know what’s expected of you, then ask a person who can tell you. Reliability – Be dependable, turn up to work, meetings and appointments on time. Honesty – Be honest, admit your mistakes and take responsibility for rectifying them. Support others – Be sure to include your team in on any accolades, share the spotlight. Be a team member. Be positive – Smile and see the good in everything! Stay work-focused – leave your personal life at home and do not use the company time for personal issues (unless there is an emergency of course) or to bog your colleagues down with negative energy from non-work matters. Project a positive business appearance – dress professionally and speak positively and confidently about your company and yourself. Integrity – This is one of my company (and personal) values. Do what you say you will do and you will become known as someone whose word can be trusted. It goes without saying (or does it?) that unprofessionalism includes gossiping, being negative, poor attendance or tardiness, unprofessional body language, presentation and disrespect. The more you practice ‘being professional’ the more chances you will have to create a positive reputation and image for yourself, this can ultimately translate into a better job, promotion and more chances at exciting projects or opportunities. But most importantly, you will benefit from feelings of increased self-worth and dignity and isn’t that the best reason of all? Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane
The Only Resume Advice You’ll Ever Need If you have ever been looking for a job I’m sure asked yourself: “What can I do to make my resume stand out and get an employer to seriously consider me for a job”? If you Googled the term “resume”, you know that there’s a dizzying array of information and advice out there about what works best in putting something together that presents you best. How do you make sense of it all? I’m going to make it easy for you – I have looked at well over 50,000 resumes and talk daily with Recruiters and HR Directors who are often the ones making the first pass at your resume. No matter your experience level or what kind of job you’re looking for, these are the most important “insider tips” you will need to know and do: The “one-size fits all” approach won’t cut it in a marketplace of increasingly specialized needs. So plan on having several versions of your resume adjusted for the different jobs you are applying for. Include ways you can make an immediate contribution to the organization that reflects the homework you should be doing about the organization you’re applying to. Make sure that you – and at least one other person you trust – carefully review your resume and adjust it to contain the “key words” that recruiters will be searching for. Don’t worry about an objective – employers will skip over this, or worse, will screen your resume out based on an objective that is not a perfect match for the job they are hiring for. Instead let your experience, skills and results-driven descriptions make the case for you. “Space equals importance”, so put the most critical information first and spend more time and space talking about the skills, experiences, and results that are directly related to the job you are applying for. Avoid all complicated fonts or design elements. To be considered an applicant, you will likely be uploading your resume to an applicant tracking system (ATS) on a company or third-party web site. These systems have a difficult time deciphering elaborate fonts or design elements and if your resume can’t be read easily, it won’t be read at all. Quantify whenever possible. We live in a metrics driven work culture and it’s no longer enough to state that you increased sales or productivity, you need to back it up with quantifiable data whenever possible. Check your resumes for errors of fact, typos, formatting woes or omissions. After you checked it and before you send it to an employer, let a trusted person in your network review it as well. One inaccuracy or misspelling could cost you a second look. Omit any unnecessary, or potentially controversial, information, including sexual orientation, religious or political affiliations. It’s illegal for employers to ask for this information and irrelevant to whether you are a strong candidate for the job. “Size matters” and no one has the time to spend a long time reviewing a resume. Keep the resume to one or two pages depending on your experience. If your resume is more than a page, be sure to include your name and email contact on subsequent pages and do your best early on to make sure the recruiter will want to read more!
The top 10 most common resume / CV Mistakes Resume readers tend to have very little patience, and will sooner reject your application than consider calling you for answers. Here’s a list of the most common resume writing and CV mistakes found on many applications. Resume is too long or too short – you won’t win any prizes for writing “War and Peace”, nor will you gain any extra points for trying to write your entire career history on a postage stamp. Too “fluffy” – “conscientious”, “dedicated” or “good communicator” are great words but most companies will expect you to substantiate your claims with skills and corresponding competencies to match. No value add – if your resume appears similar in skill set to that of 20 or 30 other applicants, there’s a good chance you’ll go on the “maybe pile” and never actually get a call. Your resume needs to scream out to the reader, offering something others simply don’t have. No focus – listing everything will cloud a resume. Is the employer looking for a “one glove fits all”, or do they want someone with focus? We can tell you now…it’s focus. Visually unappealing – how your resume looks is as important as the words it contains. That’s why you should be careful with the appearance of your resume. As many as a quarter of candidates with otherwise excellent resumes ruin their chances with bad layout. Grammar mistakes and typos – a rushed document can be spotted a mile away, and it’s even easier to spot a badly written resume when there’s a number of redlines under each word! Irrelevant data – we can all be proud of our extra curriculum activities, but sometimes these can work against you. Ensure that any additional activities have some direct relevance to your career, for example “trained in responsible serving of alcohol” isn’t so relevant if it was 20 years ago and you’re now looking for a CEO position! A picture can say a thousand words – these days it’s not always necessary to have your picture on your resume, however if one is required, ensure that it has a “professional image”. Password protection – if you feel it’s truly necessary to password protect your document, then only protect changes to the document, don’t leave them trying to guess how to open your resume in the first place. Web based resumes – employers like to collate all resumes before reading them and prefer to read from a standard format. Although on-line resumes are great interactive pieces of work, avoid using these forms of trial service unless you know the reader is expecting more than a word document, or make sure you have a Word version available for download. Thank you to itouch professional resumes for content on above article
How to Get that Interview “It’s not whether you get knocked down. It’s whether you get up.” Vince Lombardi When you apply for an advertised position, you are often one of many qualified applicants, especially in the current job market. A job interview is critical for advancing through the hiring process, positioning yourself as a strong candidate, and accepting a job offer. It is essential to create a strategy that best demonstrates your qualifications and elevates you above your competition. I would like to help you explore ways you can improve your ability to get an interview and secure a job offer. First of all, knowing that you are likely one of many applicants, how do you get “noticed”? There are a few steps that you can follow to greatly increase your odds of landing that interview. Here are my top 10 ways to get an interview: 10. Be Specific Develop a list of specific target companies that you can identify to those with whom you are networking. For example, if you say, “I want to work in engineering,” that doesn’t really get my brain working. However, if you say, ” I want to work for XYZ company in an engineering capacity, namely leading a team of hardware engineers,” that helps me to a) understand what you are looking for and b) start thinking about who I may know at XYZ company. 9. Know Your Strengths Knowing what you bring to the table and clearly articulating it sets you apart from the masses right away. Often, people are not clear on what they can do to specifically help a company. Companies want to know what you can do for them… it helps to answer that question well. 8. Reach Your Target Companies Know those companies that appeal to you and appear to be a great fit. If you don’t know about the company or if you don’t really want to work there, it typically shows in a conversation. If you are excited about the potential of working for the company and you have clearly done your research that will make you extremely appealing and different from the rest. 7. Develop A Resume That Stands Out From The Rest I have seen great resumes and terrible resumes. What makes a great resume? Clearly defining what problems you will solve for the company and adjusting the resume based on the job available are two important factors. Highlight your achievements rather than your responsibilities, this way you are showing what you have actually done in your last role instead of just copying and pasting your position description. 6. Write An Effective Cover Letter Since your cover letter serves as your first chance to make a good impression on the hiring team, customize this introductory note for the job listing. Be succinct, a cover letter should be short, sharp and to the point and should not copy what already is in your resume but purely an overview of your skills which should tie in with what the selection criteria outlined in the job advert or application pack. At the end of the cover letter, prompt the hiring manager to take the next step in the application process. For example, you can encourage the hiring manager to schedule an interview with you to discuss the job opening further. 5. Don’t Be Afraid To Call The Hiring Manager Be assertive. If you know who the hiring manager is, call him/her and briefly state that you have applied for the position. Take the opportunity to alert them to this and let them know that if they took ten minutes to meet with you, they would find you a viable candidate. The worst thing that can happen is that you get turned down. 4. Don’t Rely On Job Boards Not that you cannot find a job utilizing a job board but statistics show that 90% of jobs are never posted (which is why #2 is what it is) and those that are posted are swamped with job seekers taking the traditional, ineffective route. 3. Create Your Brand Utilizing Social Media Develop your brand as an industry expert using LinkedIn and, if you’re brave, Twitter. Post-professional, relevant articles that are pertinent to the type of jobs in which you are interested. Ensure that your personal social media profiles are market private and are only viewed by a select few. Trust me – ALL hiring managers and recruiters will search your social media profiles to see how you present yourself. 2. Network I can’t say this strongly enough. The best way to make it to the top of the resume pile is to network. Network within your own industry and community and tell people that you are searching for your next opportunity. Meet with recruiters that can help you and who work with companies in your industry. Then, most importantly – follow up! 1. Follow Up Networking and all the other steps are worthless without following up. Be persistent without being obnoxious. Ask your contact how best he/she likes to be communicated with and how often. Respect that they have their own priorities but don’t give up if they don’t respond immediately. While nothing can guarantee an interview, taking a proactive, professional approach will certainly increase your odds. Can we help you? We also offer Career Advice to job seekers where we will help you tailor your resume and LinkedIn profile, prepare for an interview and research companies before you apply. If you are interested in hearing more, please email us at recruitment@eliteexecutive.com.au
The Skills for Success when Job Hunting in 2022 There is no denying that 2020 and even 2021 has been challenging year for many, and COVID-19 has had a huge effect on everything we do in the world of work. We are now working differently, prioritising differently and even collaborating differently. If you are looking for work in the 2022 job market, it will require a strategic and determined effort to stand out from the crowd. You must think outside the square and you must be willing to spend the time on each and every application you submit. Here are my top tips to help you in your job search in 2022: Your Resume – you must ensure that your resume clearly sells your experience and skills. List your achievements in previous roles and express how your key strengths can add value to the job you are applying for. Include a brief cover letter and ask a trusted friend or family member to review before you send it. Your Applications – Don’t use the same resume/CV in every application. Every employer is different and will be looking for different skills and experience. Research the organisation and read the advert clearly. Ensure you have addressed the key criteria that they have outlined. Tailor both your resume and cover letter accordingly. Want to impress? Address the cover letter to the person accepting applications. If it is not listed on the application, call the company and ask who is managing the process. Your Interview – Preparing for your interview is key. Research the organisation, the team and, most importantly, the people interviewing you (most likely your future manager). Sell yourself. Don’t be afraid to expand on some of your key achievements. Lastly, have some questions of your own to ask at the end. It’s perfectly acceptable to walk into an interview with a notebook and refer to your notes/questions when you need to. 2020/2021 – Many people will have gaps during the past two years, and most people won’t go into much detail as to why they were not working that year as many others have been in the same situation. However, you may be asked how you spent your time or what you learnt from your experiences during the past year. Did you develop and upskill yourself, did you join an association, volunteer at a local charity or complete further education or a short course? Showing how you used your time productively demonstrates an impressive commitment to your field. Your LinkedIn Profile – Is it up to date? Have you grown your network in your proven field, followed relevant content/experts and contributed to content? If not, ensure that you have done so. Follow the companies that you are interested in working for, find out more about their employees and like or comment relevant content. Be Flexible – This goes for many aspects of a role, but be aware of what the salary that is on offer may be. This will change depending on the location, level of responsibility, etc. Do your due diligence – you can even call a trusted recruiter – but make sure you are aware of what the market value is for that position. Many companies have pre-set salary ranges for a given position and will offer within that range according to your experience. If you are working with a recruiter, let them know you are open to negotiation or if there are other benefits that you would like. Some people prefer more flexible working options and many companies are now offering working from home options for a few days per week. Remember, adaptability is key when job hunting. We wish you every success in your job search. Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane Eva has been working in the executive and professional recruitment industry for nearly 15 years. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world. What stands out as soon as you meet her is her passion for what she does. She is a proud Cairns local and solo parent to her son, Kai.
/*! elementor – v3.5.5 – 03-02-2022 */ .elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px} Recruitment – Expectations vs Reality /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-divider{–divider-border-style:none;–divider-border-width:1px;–divider-color:#2c2c2c;–divider-icon-size:20px;–divider-element-spacing:10px;–divider-pattern-height:24px;–divider-pattern-size:20px;–divider-pattern-url:none;–divider-pattern-repeat:repeat-x}.elementor-widget-divider .elementor-divider{display:-webkit-box;display:-ms-flexbox;display:flex}.elementor-widget-divider .elementor-divider__text{font-size:15px;line-height:1;max-width:95%}.elementor-widget-divider .elementor-divider__element{margin:0 var(–divider-element-spacing);-ms-flex-negative:0;flex-shrink:0}.elementor-widget-divider .elementor-icon{font-size:var(–divider-icon-size)}.elementor-widget-divider .elementor-divider-separator{display:-webkit-box;display:-ms-flexbox;display:flex;margin:0;direction:ltr}.elementor-widget-divider–view-line_icon .elementor-divider-separator,.elementor-widget-divider–view-line_text .elementor-divider-separator{-webkit-box-align:center;-ms-flex-align:center;align-items:center}.elementor-widget-divider–view-line_icon .elementor-divider-separator:after,.elementor-widget-divider–view-line_icon .elementor-divider-separator:before,.elementor-widget-divider–view-line_text .elementor-divider-separator:after,.elementor-widget-divider–view-line_text .elementor-divider-separator:before{display:block;content:””;border-bottom:0;-webkit-box-flex:1;-ms-flex-positive:1;flex-grow:1;border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–element-align-left .elementor-divider .elementor-divider-separator>.elementor-divider__svg:first-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-left .elementor-divider-separator:before{content:none}.elementor-widget-divider–element-align-left .elementor-divider__element{margin-left:0}.elementor-widget-divider–element-align-right .elementor-divider .elementor-divider-separator>.elementor-divider__svg:last-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-right .elementor-divider-separator:after{content:none}.elementor-widget-divider–element-align-right .elementor-divider__element{margin-right:0}.elementor-widget-divider:not(.elementor-widget-divider–view-line_text):not(.elementor-widget-divider–view-line_icon) .elementor-divider-separator{border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–separator-type-pattern{–divider-border-style:none}.elementor-widget-divider–separator-type-pattern.elementor-widget-divider–view-line .elementor-divider-separator,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:after,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:before,.elementor-widget-divider–separator-type-pattern:not([class*=elementor-widget-divider–view]) .elementor-divider-separator{width:100%;min-height:var(–divider-pattern-height);-webkit-mask-size:var(–divider-pattern-size) 100%;mask-size:var(–divider-pattern-size) 100%;-webkit-mask-repeat:var(–divider-pattern-repeat);mask-repeat:var(–divider-pattern-repeat);background-color:var(–divider-color);-webkit-mask-image:var(–divider-pattern-url);mask-image:var(–divider-pattern-url)}.elementor-widget-divider–no-spacing{–divider-pattern-size:auto}.elementor-widget-divider–bg-round{–divider-pattern-repeat:round}.rtl .elementor-widget-divider .elementor-divider__text{direction:rtl} /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=”.svg”]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} Keys to understanding and leveraging your relationship with recruiters You have most likely heard negative stories about recruiters who don’t return calls or “head-hunters” who pursue a candidate aggressively, only to disappear. If you listen to all the buzz, recruiting professionals seem to be more likely to lead people on and ghost them than a bad Tinder date. If you’ve ever been frustrated working with a recruiter or recruiting agency, there are two probable reasons for that. Either you were working with a bad recruiter, or you had false expectations about what working with a recruiter is really like. Here are five truths about recruiting that will help you learn what to expect from recruiters and get the most out of any future encounters: Expectation: I should only reach out to a recruiter when I’m actively looking for a new job. Reality: The best time to connect with a recruiter is while you are still in a job, but you want to stay open to other options. Recruiters are typically not a good last resort, but you’d be amazed at how many people come to agencies with comments like, “I’ve been looking for six months and I’m finally reaching out to a recruiter.” Except perhaps in temporary placements, this is the worst time to rely on a third party. When you’re feeling vulnerable, frustrated and maybe even desperate in your search, use as many resources as possible, because so much of the process is based on timing. You might be the greatest Payroll Specialist in the world, but if the recruiter you’re working with isn’t working on a payroll position at that time, they’ll be unlikely to provide help on the timeline you need. So, make sure you are clear on your expectations and timelines up front. Expectation: Every recruiter I meet will be well-versed on a variety of industries and career fields. Reality: Most recruiters are industry specialists or only work on specific types of positions. In fact, you want your recruiter to specialise in what you do! If your experience or interests don’t align with a recruiter’s specialty, they’re typically not as useful to your search because they won’t have the connections, relationships or experience to be a valued resource to either you or the employer in that area. We’re always a little surprised at how upset people can get around this subject, but if you think about it, we don’t expect a person selling real estate in Sydney to find us a house in Perth and we don’t expect a tax attorney to handle our divorce. Wouldn’t you rather work with a market expert rather than someone who does a little bit of everything? One easy way to get the most out of working with a recruiter is to exercise due diligence on a recruiter’s areas of expertise before connecting with them. Do your research and take the time to get to know your recruiter. If they are not living up to your expectations, then speak with another recruiter who will be genuinely interested in and capable of helping you. Expectation: Finding me a job is my recruiter’s top priority. Reality: Recruiters serve two masters: employers and job seekers. Although we are here to be a resource and an advocate for candidates, the placement fee paid to recruiters is always paid by the employer. Their job is to identify and engage great talent, and to keep the process flowing smoothly. Armed with a thorough knowledge of your skills and interests, a recruiter will present you for jobs that match both what you’ve told them you’re looking for and also our client’s needs. However, even if you are qualified, you may not be the most qualified candidate for the role. In these scenarios, the recruiter’s job is to satisfy the employer’s desires regarding what they think is best for the role rather than presenting a candidate who fulfills only the basic requirements. For example, if I was working with a creative agency, and they asked to see candidates who had worked in creative environments, I wouldn’t be a good partner to that client if I submitted a candidate coming out of a manufacturing environment, even if the title and job duties were the same, and even if the candidate really wanted to be in a creative field. Moreover, that candidate would have much more success applying for that role on their own, without a client considering an agency’s fees in addition to the candidate’s lack of industry experience. Additionally, recruiters are almost never the decision-makers determining whether you get an interview or job offer. We typically have limited input into the decision, although they are often the ones who deliver the good or bad news to the candidate. Your recruiter should be as honest and forthcoming as they can be with the feedback and information coming from the client. Expectation: Recruiters can help me define my expectations and hone my interests, and I can call them with frequent questions. Reality: Recruitment is a business, and like any other business, it has goals and targets to reach. Therefore, recruiters will try to spend their time in high-value ways, which means you should set communication expectations up front. Generally, we won’t call you just to chat — if we don’t have jobs that fit what you’ve said you would like to pursue or if you wouldn’t be a strong match for the role then we probably won’t be in touch. Sometimes, we’ll run multiple roles by you, but we may be working on jobs that aren’t in sync
/*! elementor – v3.5.5 – 03-02-2022 */ .elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px} Reference Mistakes to Avoid /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-divider{–divider-border-style:none;–divider-border-width:1px;–divider-color:#2c2c2c;–divider-icon-size:20px;–divider-element-spacing:10px;–divider-pattern-height:24px;–divider-pattern-size:20px;–divider-pattern-url:none;–divider-pattern-repeat:repeat-x}.elementor-widget-divider .elementor-divider{display:-webkit-box;display:-ms-flexbox;display:flex}.elementor-widget-divider .elementor-divider__text{font-size:15px;line-height:1;max-width:95%}.elementor-widget-divider .elementor-divider__element{margin:0 var(–divider-element-spacing);-ms-flex-negative:0;flex-shrink:0}.elementor-widget-divider .elementor-icon{font-size:var(–divider-icon-size)}.elementor-widget-divider .elementor-divider-separator{display:-webkit-box;display:-ms-flexbox;display:flex;margin:0;direction:ltr}.elementor-widget-divider–view-line_icon .elementor-divider-separator,.elementor-widget-divider–view-line_text .elementor-divider-separator{-webkit-box-align:center;-ms-flex-align:center;align-items:center}.elementor-widget-divider–view-line_icon .elementor-divider-separator:after,.elementor-widget-divider–view-line_icon .elementor-divider-separator:before,.elementor-widget-divider–view-line_text .elementor-divider-separator:after,.elementor-widget-divider–view-line_text .elementor-divider-separator:before{display:block;content:””;border-bottom:0;-webkit-box-flex:1;-ms-flex-positive:1;flex-grow:1;border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–element-align-left .elementor-divider .elementor-divider-separator>.elementor-divider__svg:first-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-left .elementor-divider-separator:before{content:none}.elementor-widget-divider–element-align-left .elementor-divider__element{margin-left:0}.elementor-widget-divider–element-align-right .elementor-divider .elementor-divider-separator>.elementor-divider__svg:last-of-type{-webkit-box-flex:0;-ms-flex-positive:0;flex-grow:0;-ms-flex-negative:100;flex-shrink:100}.elementor-widget-divider–element-align-right .elementor-divider-separator:after{content:none}.elementor-widget-divider–element-align-right .elementor-divider__element{margin-right:0}.elementor-widget-divider:not(.elementor-widget-divider–view-line_text):not(.elementor-widget-divider–view-line_icon) .elementor-divider-separator{border-top:var(–divider-border-width) var(–divider-border-style) var(–divider-color)}.elementor-widget-divider–separator-type-pattern{–divider-border-style:none}.elementor-widget-divider–separator-type-pattern.elementor-widget-divider–view-line .elementor-divider-separator,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:after,.elementor-widget-divider–separator-type-pattern:not(.elementor-widget-divider–view-line) .elementor-divider-separator:before,.elementor-widget-divider–separator-type-pattern:not([class*=elementor-widget-divider–view]) .elementor-divider-separator{width:100%;min-height:var(–divider-pattern-height);-webkit-mask-size:var(–divider-pattern-size) 100%;mask-size:var(–divider-pattern-size) 100%;-webkit-mask-repeat:var(–divider-pattern-repeat);mask-repeat:var(–divider-pattern-repeat);background-color:var(–divider-color);-webkit-mask-image:var(–divider-pattern-url);mask-image:var(–divider-pattern-url)}.elementor-widget-divider–no-spacing{–divider-pattern-size:auto}.elementor-widget-divider–bg-round{–divider-pattern-repeat:round}.rtl .elementor-widget-divider .elementor-divider__text{direction:rtl} /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=”.svg”]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} 5 Ways references can cost you a job Sometimes the best resume, smartest cover letter, or even the strongest interview skills are not enough to persuade an employer to hire you. To get a job, you also need people who can sing your praises and people who can attest that you are a star employee. Put simply: You need professional references. Unfortunately, in many cases references are often an afterthought for job seekers, which is a major mistake in your job search. For example, many years ago I was recruiting in Sydney (it was Christmas time so I will never forget this!) and I was just about to make a very senior placement with a key client. The job seeker sent me his references and I proceeded to call them. The first one was average, which made me a little nervous, but the second reference was horrendous. The person had nothing good to say about the applicant and the comments were not nasty, just brutally honest. I could not ignore this, and I spoke with the applicant about both references. One of his first mistakes was not advising either referee (even though I asked him to) that they had been used as a reference. His second and most critical mistake was failing to confirm that they could provide a positive yet balanced review of his work. They couldn’t, and needless to say this person was not offered the job. To ensure your references present you in the best possible light, make sure you do the following. Ask the person for permission to list them as a reference Think about whether you are asking the right people to be your reference Prepare your references List someone who will give you a fair but positive review Say thank you Step # 1: Ask the person for permission to list them as a reference Asking if someone will be a reference for you might sound like a basic step, but you would be surprised at how many job seekers forget to do it. Many people just assume that a person is happy to provide a reference, but you should never assume. Always ask, then touch base to advise them that they will be called. It’s simply common courtesy. Step # 2: Think about whether you are asking the right people to be your reference No doubt your mum thinks you’re a superstar and your BFF would have your back no matter what, but alas, you can’t use friends and family members as references. After all, you’re looking for people who can speak to not only your personality, but also to your career skills, achievements and work ethic. You will need to provide the name of someone who you worked for directly and who can give a good overview of your skills and experience. Giving the name of someone you worked with or someone who worked for you is not enough, as they would not have been privy to your detailed KPIs and many possible achievements in your role. If you’re going to use a previous boss as a reference, though, first check to see whether the person is allowed to talk about your job performance. Some companies have policies that only let managers confirm a past employee’s job title and dates of employment, so be sure to double check this when you speak with them. Step # 3: Prepare your references Many recruiters and hiring managers will let you know in advance when they are going to contact your references. So, if possible, you should give your references a heads-up to let them know who will be contacting them and to supply them with an updated copy of your resume. Pro tip: Share the job description with your references, so they can gain a good sense of the position you’re applying for. Depending on how long it’s been since you held the job, you may have to refresh the person’s memory about specific projects you worked on or results you delivered that can be used as talking points. Also, consider asking your references to speak to certain skills, such as leadership, reliability, critical thinking, communication, and teamwork. Many employers care more about these particular ‘soft skills’ than they do technical abilities like reading comprehension or mathematics. Step # 4: List someone who will give you a fair but positive review This relates to my personal experience above. Even though you think you were a great employee, your past manager may not feel the same way. Therefore, if you are even the slightest bit unsure of where you stand, ask your references ahead of time what they will say about you. If they don’t plan on flattering you, take them off your references list and move on to the next person. Step # 5: Say thank you Your references are doing you a big favour. They’re not only investing their time for you, but they’re also putting their own reputation on the line, so take the time to send a quick text or email of gratitude. It is a small gesture but it will go a long way. Eva Grabner Managing Director Elite Executive Pty Ltd www.eliteexecutive.com.au Cairns | Brisbane Eva has been working in the executive and professional recruitment industry for nearly 15 years. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world. What stands out as soon as you meet her is her passion for what she does.
/*! elementor – v3.5.5 – 03-02-2022 */ .elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px} What Does a Recruiter Do? /*! elementor – v3.5.5 – 03-02-2022 */ .elementor-widget-image{text-align:center}.elementor-widget-image a{display:inline-block}.elementor-widget-image a img[src$=”.svg”]{width:48px}.elementor-widget-image img{vertical-align:middle;display:inline-block} An inside look at how recruitment actually works. The definition of a recruiter is “An individual who works to fill job openings in businesses or organisations. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter’s job includes reviewing a candidate’s job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.” A recruiter does more than find people for jobs. They also help people prepare for interviews, assist with resumes and cover letters, manage salary negotiations, advise clients on employment issues, stay up to date with labour laws, and share market and industry knowledge. They may work for a staffing/recruitment agency, they may work for an agency which is placed internally with a client, or they may do corporate recruitment. They might work on commission or retainer. They may be a head-hunter (search consultant) or have people coming to them looking for a role. Recruiters can work in a number of different areas, but how they work is fairly similar in any role. Who does a recruiter work for, and how do they get paid? A recruiter is primarily working for their client, the employer. This can be hard for some people to understand as recruiters need to look out for the best interests of both their clients and candidates. But at the end of the day, their client is the one with a position to fill, and a recruiter will be looking for the best person that fits their criteria. As recruiters are working for a company, the company is the one who will be paying their fee. Fees differ between agencies, industries, and types of roles. Fees are calculated as a dollar value or a percentage of a candidate’s first-year salary. A recruiter only gets paid if they find the perfect person for the role; and remember, the client always makes the final decision on who they hire. What is important to note is that a candidate’s salary should never be affected by that fee. A salary range for a position is set based on a company’s salary structure for that role. While a recruiter’s fee may be determined by a candidate’s salary, it is a completely separate entity. What process does a recruiter follow? Though each recruiter and recruitment agency will operate slightly differently, generally they all follow a very similar process. 1. Open position The first step of this process occurs when a client calls with an open position that they need help filling. Recruiters will then get all the details they need to start working on the role. This involves more than just getting a job description! They will do a deep dive on the position’s salary range, interview questions, benefits to the role or company, leave and other company perks, and the reason the position is open. They will also research the team, management styles, soft and hard skills needed, start date, and even advancement opportunities. 2. Posting a job Recruiters post all open jobs to their company website and relevant job boards, and positions may also be advertised on social media. Recruiters also reach out to their network to find out if any great candidates are looking for work at that time. This will include exploring their existing database and other platforms such as LinkedIn. 3. Finding great candidates The average job posting can receive as many as 250 applications, and those applications can start coming in within 5 minutes of the position having been posted online! A recruiter needs to review all of these resumes to identify the candidates that have the hard and soft skills their clients are looking for. Once they do, they will reach out for telephone or in-person interviews, or a combination of both. These interviews are critical because presenting an underqualified candidate to a client could potentially cause a recruiter to lose that client. A good interview also provides an opportunity for a recruiter to find out all those things that aren’t on a resume. It is these hidden skills and personality traits that are so important to prospective employers and that make the difference between a candidate that is hired, and one that is passed over. Once the recruiter has determined that a candidate matches the experience and personality their client is looking for, AND that the candidate is still interested in the position, they will present that candidate to the client. 4. Presenting candidates Recruiters don’t just email resumes to clients and hope that something sticks. They will talk to their clients about each candidate and “bring them to life” off the paper through discussing their work experiences, career aspirations, and why they will be a match with the client’s needs. Recruiters know that employers hire for both hard and soft skills and will make sure to express both to their clients. Most recruiters will have worked with the clients before and will have a good idea as to who would fit within that particular business. 5. Client interview stage Clients are busy people, often managing large teams, and their schedules fill up quickly. A great recruiter knows this and schedules interview slots in advance to match the schedules for all involved. This helps keep the hiring process as short and succinct as possible. No client wants to miss out on an exceptional candidate because they couldn’t be interviewed for another month. After the interview, the recruiter will collect feedback from both the candidate and client. Recruiters want to make sure they can give their candidates as much feedback as possible – the good, the bad or the ugly – so they know where they stand. 6. Job offer When a job offer is extended to a candidate, a recruiter will often be there as a sounding board for both
Why you need to recruit staff that align with company values Focusing on those ‘soft skills’ There is so much that goes into hiring the right candidate for a job, and there is a lot of pressure on HR and department heads to make sure that they get it right. It costs a ton of money and time to hire and onboard an employee, and employee turnover costs even more. The hiring process therefore cannot be a flimsy trial and error guessing-game, nor can it be based on a “gut feeling”. It needs to be calculated and ironclad. One of the most important elements to consider when hiring is whether the potential candidate aligns with the values of the company. Why? Because when people are passionate about what they do and they connect with a mission, they are more likely to stay at the company and thrive. The state of employee engagement around the globe Supposedly, a whopping 38 percent* of people around the world do not believe that their personal values align with the core values of the company. That is a significant number, and it is not without repercussions. When an employee doesn’t connect with a company’s mission, they risk becoming disengaged. What is employee disengagement? Disengaged employees are currently costing Australia alone more than $50 billion dollars a year. At some level, your company is a contributor to that massive number. When employees are disengaged, there’s a downward spiral that risks: Employees losing interest in their role Staff not working as hard Unhappy customers The company suffering The employee losing their job Money being spent on recruitment and onboarding of a new employee It is the manager’s job to keep employees engaged by ensuring that they give regular and meaningful feedback, offer constant recognition and create a positive workplace environment for their team. But the job of a recruiter, first and foremost, is to make sure that the new hire is strongly aligned to the cultural fit of the organisation. When employees are a mismatch for their role and organisation, they often struggle to succeed or become bored and restless. Their days — even their careers — can feel wasted, along with their sense of purpose. They need to be sure that the employee’s personal core values align with the company’s core values. For small businesses, 46 percent of hires will be gone after 18 months, and an enormous 89 percent of these cases are due to a poor fit with the company’s organisational culture. That is no small number. More shocking statistics on company alignment in today’s workplace Just to give you some insight into the ongoing issue surrounding company alignment, we have compiled these statistics: 22% of employees either don’t understand their company’s values or simply don’t know what they are. 33% of employees don’t feel that they are reminded of their mission often enough. 38% of employees don’t believe their company’s core values align with their personal values. These numbers reveal that there is a lack of clarity and communication surrounding company values. And even worse, most Executives believe that a clearly defined organisational culture is vital to workplace success. So where is the point of contention? It is so important for companies to know their mission and to share it loud and clear. Ingrain it in the thought process of each employee and give them something bigger than themselves to work for and towards. This offers them a collective purpose beyond a paycheck. The cost of employee turnover Employee turnover costs a company up to 34% percent of the employee’s salary. This cost includes: Cost of hiring Cost of onboarding Loss of engagement and productivity Customer service and errors Cost of training Cultural impact What can HR and Recruitment do to fix the problem before it begins? It’s important for recruiters to ask the right questions to evaluate cultural fit. Nowadays so many interviews are happening via video that it’s harder to evaluate someone. However, if you ask the right questions and are observant of body language, social etiquette, presentation, mannerisms, energy and more, you will get a strong idea of whether this person is a good fit for your organisation. Here are some helpful questions you can ask candidates to determine culture fit: What do you think causes failure? Give me an example of a time when you helped a coworker when there was no direct benefit for you. How do you define success and failure? Describe one world leader that you admire and why. What character from a popular TV show do you identify with? What is more important to you: money or job satisfaction? Why? Describe the type of company you would like to work for and why. The mission of our company is ______ and we believe in _____. How do you connect with this mission? What interests outside of work do you have that you think connect with the core values of the company? Do you know your company values? Do they align with who you are? But more importantly, does your team know what your values are, and do they live and breathe them? If they are just a set of words that everyone has learnt off by heart without really understanding their meaning, then you need to review them. Put something in place that resonates with people and that will also resonate with future employees. At Elite Executive we recently updated our values to better reflect who we are. What do you think? Love what you’re doing. Be passionate about life and what you do. We deliver WOW. We think differently. We challenge the status quo and don’t follow the herd. We go above & beyond. We push boundaries. Play it straight. We are transparent and honest, and we care. We always do what is right and fair. We say it as it is. One team. We collaborate, we support, and we share with each other. We seek to understand. We don’t assume. We ask
Job hunting is a sport: practice hard and play by the rules Latest headlines tell us that Australia is facing the beginning of the “Great Resignation” and we are definitely noticing a turn towards a more candidate-driven market, which makes it the perfect time to start looking for that new role. However, before you start applying for jobs, there are a few key essentials you must follow before you do so. When job hunting, it is best to treat it like a game: take it seriously, practice hard, play by the rules but remember, when you lose, there is always next time. If you’re heading on the job market field, here are our suggestions to help you maximise the chance that you win the game: Is your resume up to date? Most high-level professionals don’t have a current resume and tend to ‘throw something together when job hunting. If you are not up to date on resume formats, cover letters, etc., then get a professional to update yours for you. It’s worth it. If you don’t have a LinkedIn account, set one up immediately. Most businesses will check your background via LinkedIn. Again, get a professional to help if you are unsure how to do this. One option for those who have been in the same industry is to look outside the square. See my blog ‘Are you thinking of changing industries.’ Network, network, network! Get out and about within your local business community. Join local chambers, networking groups, etc. It’s the best way to make new business contacts. Be prepared! Make sure you research the company before you apply. If applying via a job site, have you addressed the key criteria in your cover letter? Follow up on applications. Yes, do. Following up will make you stand out. Reach out via a phone call a few days after you have sent your application to ensure it was received by HR. Don’t overdo it, though; there is a fine line between a class act and being needy or desperate, but it may help to draw attention to your application. Have a personal business card made up for your job search. Have accurate and current information and a link to your LinkedIn page. Consider temp or contract work or even volunteering. The experience will help you gain exposure, and sometimes permanent job offers come from contracting. Acquire new skills. Learn new software or update/expand on your skills. Perhaps start that degree you always wanted to. Finally, are you prepared for an interview? Do you know how to present yourself? Here are some quick tips that may help; otherwise, don’t hesitate to contact our team for any assistance with your job search. Good luck with the game of job seeking! Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane Eva has been working in the executive and professional recruitment industry for nearly 15 years. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world. What stands out as soon as you meet her is her passion for what she does. She is a proud Cairns local and solo parent to her son, Kai.
What to do when an employee resigns We’ve all been there. You have an employee whose attitude suddenly ‘changes’, they don’t seem to care about their work, take long lunch breaks, and have gone ‘cold’. Then one day, you see them approach your office looking nervous, clutching an envelope, or in some cases, you receive an email or text out of the blue a resignation. It’s a relief for some employers, but mostly it’s a shock. Initially, we tend to take it personally: “How could he/she do this?”; “How can they let the business down”; “How am I going to explain this to clients” etc. But really, it’s not personal, it’s business, and primarily if you operate a small business or a small team, it can be hard to accept. Abrupt departures especially are challenging on the psyche. If you have grown to rely on that person, you may feel that they are deserting you. However, here are some tips to help make the transition as smooth and amicable as possible: 1. Know the Protocol It’s vital to understand your company’s HR procedures for handling resignations. In some larger organisations, policy dictates that the moment a person resigns, you cut up their key card, pack their desk, and escort them out of the building. In other organisations, employees will have to work their notice period as stipulated in their contract or award. 2. Gauge the situation The way employees approach their notice period will vary. Some will be unproductive and sour, and others will keep up their stellar work until the very last day, professional to the end. So, I recommend you pay close attention to your employee’s general attitude when they give their resignation. Are they concerned about wrapping up their remaining work, or are they bitter, resentful, and openly complaining about the workplace/situation/colleagues/managers? Paying attention will help in a couple of ways, firstly it will help you decide how to best announce the departure to the team and clients and whether you need to call a quick meeting to set the tone first or leave it up to them to tell the team. A discussion on how they handle their remaining time with the company is essential, and you need to set clear guidelines from the outset. 3. Develop a Transition Plan The next step is to sit down with the employee and develop a plan, as their idea may differ from yours. It would be best if you work collaboratively, make a list of all their regular duties, current projects, and clients. Make this list as comprehensive as possible as you will need to decide who will take over these responsibilities. It would also help determine who will contact the clients, vendors, and colleagues to inform them about the transition and ensure their professional service will continue. Meet with the employee on their final day to ensure the transition was successful. 4. Transfer of Knowledge Do you know what they know? Before they walk out that door, taking essential information with them, it is best to sit down and evaluate what they know. It may be something as crucial as knowing an old software system that they support some clients with or the level of service they give a particular client. It’s essential to do this as there is nothing worse than finding this out a few weeks after leaving. Passing on knowledge is especially important with staff that has been with you for a long time. 5. Replace them Before you jump the gun and start putting adverts everywhere or calling your favourite recruiter, be sure to evaluate the need for a replacement. Once you have done your knowledge transfer, you will know in detail what this employee does, and you will need to compare this with your team’s current priorities, tasks, and workload. Then you can determine if and when you need to hire a replacement. For instance, you may realise that their workload is so daunting you will need a temp immediately, or in some cases, you may be able to distribute some of the work to other team members until you find a new candidate. Perhaps, you may realise that now is the time to restructure the position.In any case, it’s a good idea to commence the hiring process sooner rather than later. Within days of receiving the resignation, update the job description, notify your recruiter or HR manager and get ready to start resume reading! In the end, remember that losing this employee is just business and no matter the circumstances, make sure you both leave on good terms. Always remain professional, don’t emote (especially when you initially hear about their resignation), and wish them well in their new position. Offer to be a referee and encourage them to keep in touch.Even if their performance wasn’t the best before or during their notice period, there is no need to burn that bridge; you never know when you may cross paths again. Eva GrabnerManaging DirectorElite Executive Pty Ltdwww.eliteexecutive.com.auCairns | Brisbane Eva has been working in the executive and professional recruitment industry for nearly 15 years. She is a highly professional and driven Managing Director and Principal Recruiter with a wealth of recruitment experience across a multitude of industries. Her previous experience includes executive leadership and senior management-level operational roles throughout the world. What stands out as soon as you meet her is her passion for what she does. She is a proud Cairns local and solo parent to her son, Kai.