How to set a career goal for the New Year!

Tiffany Kamo 0060 2By Tiffany Kamo, IT Recruitment Resourcer

Eden Ritchie Recruitment

Well, the end of the year is near and a new one is right around the corner! Here are some top tips on how to set a career goal moving into 2019.

Evaluation of the past, present and future

Evaluate where you have been, what you most want to do and think about where you can do it.

What were your goals in 2018? How close did you come to meeting them? If you met them, do you think there was any specific method that assisted to meet this goal? If not – how close did you come, and what would you change?

The more carefully you think through where you’ve been, the easier it is to identify obstacles and opportunities to assist in moving forward.

SMART Goal Setting method

When setting your career goal for 2019, use the SMART criteria to assist in making measurable career goals. A SMART goal is one that is:

  • Specific – Goal objectives should address the five W’s… who, what, when, where, and why. It should be precise, simplistically-written and easy to understand.
  • Measurable – The success toward meeting the goal can be measured – how will you know when you have met this goal?
  • Achievable – The goal should challenge you slightly but still be reachable with consideration to your skills and abilities.
  • Relevant – Align the goal with your current tasks. Give yourself the chance to succeed by setting goals you have the ability to accomplish.
  • Time based – Goal objectives should identify a definite target date for completion and/or frequencies for specific action steps that are important for achieving the goal.

What next?

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance to help you achieve your career goals in 2019!

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter, or call on +61 7 3230 0033.

Effective Recruitment & Selection

Kate copyBy Kate Broadley, Executive Manager Employee Selection Panel Assistance, Eden Ritchie Recruitment

 

Your employees are your most valuable asset, they are also your greatest cost, so it’s important to hire the right people. So why then do employers have so many difficulties recruiting staff. Employing the wrong person for a role is not only time consuming but will affect morale and productivity and is a costly mistake to make.

Before determining who to attract and select for the role, it is essential that you have a clear idea about what the job requires and the attributes of the person needed. Some people look for the ‘best fit’, the individual who will aspire to the culture of that organisation and one who will understand the needs of the business. Traditionally, job descriptions have been devised to enable the organisation to effectively decide what skills are needed to fill the position. By doing this, the candidate has some knowledge of the type of role they will undertake and from this will enhance job performance as clear ground rules have been set from the beginning. Conversely, the lack of a competent job description will in effect, attract the wrong candidates.

Some tips to adhere to when recruiting include:

  • Develop and design a proper job description, listing the actual skills needed.
  • Design an advertisement that outlines what you are looking for and what the job will entail. You get much better results, if you advertise specific criteria that are relevant to the job. Include all necessary skills, and a list of desired skills that are not necessary but that would enhance the candidate’s chances of success. If you fail to do this, you might end up with a low-quality pool of candidates and limited choices to fill the position.
  • Select the interview panel carefully – make sure they understand the role, their responsibilities and are provided with the skills to participate fully. In my opinion further training should be provided to panel members to ensure this.
  • Fully prepare for the interview, as it provides a vital opportunity to focus on what candidates can offer your organisation. The interview process is an opportunity to express your vision, goals and needs and it is vital that the interview elicits responses from applicants that can be measured against your expectations for the position. If you don’t use the interview to effectively eliminate applicants who don’t fit into your culture, you might find yourself dealing with turnover, confusion and disgruntled employees.
  • When you choose, a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, you will land the best fit for the position. Base your decisions upon specific evidence rather than any gut instincts. If you hire people who can do the job instead of people you merely like, you will have higher productivity and quality in your products or services.

When you effectively recruit, and select the right employee, there is a domino effect. Your new hire will do their job well, employees will see that you make wise decisions. You will gain respect from your workforce, which in turn results in higher productivity. Seems to be a win win from where I stand !

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter, or call on +61 7 3230 0033.

So Opportunistic!!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden
Justine Eden

Based on responses to our recent Executive Insight Survey, it seems that most of us seize career progression opportunities as they are presented; overwhelmingly many respondents stated that they did not plan their career.

There is a Benjamin Franklin saying that goes “if you fail to plan, you are planning to fail” and yet here are a large number of individuals who have progressed to the executive ranks despite apparently not having a set plan.

I would argue that ambition is one foundation stone for a successful career, that those who rise through the ranks did plan to be a leader or an influencer of sorts – they just may not have had every step up the ladder laid out. This is probably a good thing as life is about changing and adapting and you can never be rigid or overly structured.

I do believe though, that you need a rationale, you need a compelling reason and you need to be able to articulate your vision. Often as recruiters we meet with applicants coming from a “bad day or week, or year” who have just been alerted to an opportunity that they are perfect for. This may well be the case, but it is critical to have done your research into the role and the organisation.

You need to be able to articulate why you are applying, (not just because you want out of where you currently are) and how this role/organisation links with the experience and capabilities you bring to it.  Do not state that you are applying just because of the $ either (yes, some people still do this).

If it is a step up, be able to demonstrate why you are ready and the actions you have taken to build your capabilities. Be able to talk at the strategic level, be able to claim your achievements and contributions by talking in the “I” more than “we” – although throw in the occasional “we” otherwise you may not come across as a team player!

Be able to play it forward, talk about building capability in others as well as your ability to network and building key working connections, internally and externally.  I’m not just referring to the interview either, all of this needs to be reflected in your application, your CV, your cover letter and any supporting conversations throughout the process.

Leveraging your network to indeed be in the right position to capitalize on career opportunities is also key, as well as proactively seeking out and making others aware that you are keen for learning and development opportunities.

So much for just good luck, does all of this sound like lots of hard work? Well I also believe “the harder you work the luckier you get”! Go for it.

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

The importance of adaptability and resilience!

By Satia MarshSatia Marsh

Recruitment Consultant, Eden Ritchie Recruitment

When I look back over my 12-year career I think it is comprised of three significant stages:

  • Leaving university and entering the job market.
  • Progressing in my career and starting to understand what I really want from my career.
  • Starting a young family and how to balance sometimes conflicting priorities.

Speaking to other people, it was interesting to discover a lot of people share very similar experiences.

From the time of finishing my Business and Marketing Bachelor’s degree and entering the workforce (which is a huge learning curve in itself) I have come to realise that in each of my roles (even if based on a similar foundation to the previous), I found that I needed to develop a slightly different set of skills. Whilst each role gave me great insight into the different sectors I realised the importance of having a broad skill set that is required to function effectively in any role. In addition to experience and academic training I believe that some key personal attributes are just as important if you want to succeed in any job. Some of the most important attributes are:

  • Effective oral and written communication – to internal and external stakeholders at all levels throughout an organisation.
  • Tenacity and building your resilience – Never giving up when you are faced with a challenging situation, regardless of what that might be. Examples are multiple demands and priorities, challenging tasks, overcoming sales objections, stressful situations or conflict of any sort.
  • Flexibility – Hit the ground running in new sectors or new job roles e.g. the ability to adapt quickly and effectively to different working cultures and environments e.g. type and size of business, management and team structures.

The skills I have learnt have helped me to progress into the third stage of my working life. Becoming a recruiter in the past 12 months was the next critical change in my career. Thanks to a previous employer and mentor, I had a great introduction into the recruitment industry.

It has been an interesting journey so far and it is exciting to find out that I can follow a career where I am able to do the three things I am most passionate about – Human resource management, client relationship management and business. That said, I get the most satisfaction when I can matchmake businesses with candidates. The ultimate thing for me is to help people achieve their personal and business goals.

In summary, the critical factors are the importance of being adaptable and resilient. As the world continues to change due to technology evolution, economic factors and personal/life commitments the key to survival in the job market is your ability to adapt to change.

Satia

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter, or call on +61 7 3230 0033.

 

Why Should I Choose You?

Kate copy

By Kate Broadley, Executive Manager Employee Selection Panel Assistance, Eden Ritchie Recruitment

So why should I choose you? It’s a fine line selling yourself and not grovelling because that certainly is not a good look and it most certainly won’t get you the job. Even if you are not asked this in so many words, you should have an answer prepared and be looking for ways to communicate this throughout the interview.

My job, is to hire the best person for the job and let’s face it, most of the candidates shortlisted to interview are well qualified for the job. The successful candidate must be more than qualified, especially in a competitive job market and leave me with a lasting impression. In reality every appointment is a risk, your interviewer is taking a personal career risk in recommending a particular candidate to fill the role. So if the successful candidate performs well, we all look brilliant and get a pat on the back. The downside is, if the candidate turns out to be a dud, we all look like dummies and our professional reputation suffers.

So as a candidate, you do have to persuade me, why I should employ you. I call this your elevator pitch – remember I am looking for smart and capable individuals. Fundamentally you must be able to do the work, deliver exceptional results, and fit in beautifully with the team. No one wants someone who is going to be hard work (we have enough of them right). So note to self, you must possess a combination of skills and experience that make you stand out from the crowd and if I hire you, it must make me look good and make life easier for the client.

Like everything there is a happy medium, so don’t overdo it, 60 seconds is all you have. This is an opportunity to highlight your strengths tailored to the job description. I recommend including a combination of industry experience, technical skills, soft skills, evidence of key accomplishments and your educational qualifications. So next time wow me for all the right reasons and you WILL get that job!!

Interviews – Do we love or hate them?

By Helen Chard Helen Chard 0266 1

Recruitment Consultant, Eden Ritchie Recruitment

INTERVIEWS – either a punishment or a pleasure!  Whilst some people thrive and excel at interviews, many of us – including myself would rather just skip this process because we shy away or find it difficult to sell ourselves (much easier to sell ice to Eskimos!).

During my recruitment career I have spent many hours coaching candidates on interview techniques, and yet for some reason it can all fall out the window at the interview stage. Be it the answers fly away, getting tongue tied, our mouths running away or plain and simple – not being able to think of the answers or responses or not being prepared.  I would recommend knowing your CV inside and out and how you could apply your experience to any answer and researching some commonly asked interview questions such as:

1. Can you tell me a little about yourself?

This question seems simple but it’s crucial. Think about your career as a synopsis of how you would want someone to describe you in a positive way. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.

2. How did you hear about the position?

A perfect opportunity to stand out and show your passion for and connection to the company. Whatever way you found out about it, the company will want to know, it shows that their marketing team are actually doing their job.

3. What do you know about the company?

Any candidate can read and regurgitate the company’s home page. So, when interviewers ask this, they aren’t necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company’s goals, using a couple of key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this area because…” or “I really believe in this approach because…” and share a personal example or two.

4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and what your mission is, I would like the opportunity to be a part of this”).

5. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager.  This gives you the opportunity to sell yourself without pressure. Make sure your answers cover the following 3 factors:

  • Transferrable skills that enable you to do the role
  • That you can deliver great results – examples from previous roles will be required
  • Team and culture – previous experiences.

6. What are your professional strengths?

You will need to think about this prior to the interview. What would someone say about you in your previous roles? What and how did you do your job successfully which was memorable and relevant to the role you are being interviewed for – for example, instead of “people skills,” choose “persuasive communication” or “relationship building”. Then, follow up with an example of how you’ve demonstrated these traits in a professional setting.

7. What do you consider to be your weaknesses?

They are not looking at the weakness as a flaw in you and whether you are capable of succeeding in the role, rather it’s about gauging your self-awareness and honesty. The majority of us find it is easier to recognise our weaknesses rather than our strengths!  Turn the question around – recognise it and explain how you are working to turn this around for example: Public speaking – and that you have now volunteered to run meetings to “feeling the fear and doing it” or “turning the weakness into a strength”.

8. What is your greatest professional achievement?

I always tell my candidates to use the S-T-A-R method, this enables you to stay on track with the answer and not go off on a tangent.  REMEMBER we start to switch off after 3 minutes of listening to someone talking if they start to ramble. SHORT and SWEET is always best, the STAR method is easy to remember and use.

S = Situation

T= Task

A= Action

R = Result

For example: “In my last job as a junior analyst, it was my role to manage the invoicing process”) but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”

9. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.

In asking this interview question, “your interviewer wants to get a sense of how you will respond to conflict”. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and then there is conflict with a co-worker?  Utilise the  S-T-A-R method, this will help you focus on how you handled a past situation professionally and productively, rather than emotionally.

10. Do you have any questions for us?

Please don’t say no! They may have gone through the company’s profile and background, talked about the role and the expectations, but use this opportunity to ask about their plans, what are the opportunities to grow within the company, what are the milestones and how are they measured? There are many questions to ask to show that you are interested in the role, google is your friend when thinking of anything that may not be answered during the interview process and will give you a clear picture of whether this will be the right role for you. REMEMBER this interview can be a two-way process.  DON’T ask about Holidays, salary and benefits during this time.

To close the job and to get a clearer idea if they are interested in you for the position – questions can be:   “Is there anything that has or hasn’t been clear that would prevent me getting the role?” – this can put them on the spot, but if there is a question lingering after you have left you may have lost a great opportunity.

“What is the next process?” – they will then let you know what to expect and when to hear from them, this also shows that you are interested in the role and if you are, let them know.

These questions can keep going – however when you start to utilise the questions and get familiar with yourself and your career, the questions will be easier to answer. Remember, just don’t jump on every question and if you are unsure, you are able to ask them to repeat the question, or breath and process the question so the answer comes out clearly.

One thing I always take with me to start the interview off is to ensure to give a firm handshake and acknowledge each interviewer. Remember they could be your future employer and first impressions DO count.

All I can say is: Good Luck and do your best.

Helen

You can contact Eden Ritchie Recruitment via our website and follow our team on LinkedIn and Twitter, or call on +61 7 3230 0033.