Christmas Celebrations – The ERR 2019 Contractor Christmas Party

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Yet again there was a great turnout for the famous Eden Ritchie Recruitment Contractors Christmas party. The weather was kind to us and the location of Bar Pacino overlooking the fabulous Story Bridge did not disappoint. Nor the cold beers, wine and plentiful food!

 

For us, our contingent of contractors represent us daily out in the field, and in an industry where you live or die by your reputation, our contractors are key to our ongoing success. It’s something we are so appreciative of, as a contractor you get to choose who you contract with and on the night I had many tell me how happy they are working with ERR.

 

It can be lonely as a contractor, whilst you have a degree of independence, you are not a permanent part of that organisation, you won’t always have training and development, sick or annual leave. You probably won’t attend the Christmas party and often many contracts end in the lead up to Christmas.

 

The ability to hit the ground running as a contractor, to even walk into an office where you don’t know anyone and make quick connections is a real skill. Someone said to me on the night “imagine the talent you have just in this room”, and although I knew that, it still made me reflect. Not only do you need to bring the strong technical skills you also need the right interpersonal traits to ensure you are suited to being a contractor.

 

So here’s to our elite team of ERR contractors and while I am at it, the ERR consulting, admin and finance team – you should be proud of your professionalism and you have worked really hard this year. We have kicked some major goals and personally I am looking forward to the new decade and 2020! Merry Christmas to you, stay safe and celebrate in style!

 

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

40 isn’t the new 30, 50 isn’t the new 40.. (and why that is a great thing!)

By Jane Harvey, Executive Search Specialist, Eden Ritchie RecruitmentJane Harvey

I just passed around the earth once more and whilst the build-up to a birthday isn’t what it used to be, it did get me thinking about the age I am and the way I feel. I said to someone in the office yesterday “how did I become this age?? I don’t feel like I am this number!!”.. they laughed and kindly told me that I certainly don’t act this number! I decided to take that as a compliment!

Anyway, it got me thinking.. this year the youngest of Gen X (1965-1979) are turning 40 (the upper end are well into their 50’s) and Gen Y or Millennials (1980-1994) are well into their 20’s and 30’s! So this begs the question, is 50 the new 40? Is 40 the new 30? We are working longer and harder than we ever have.. I see this every day in my job. We want more…seem to need more and  it appears we are developing more of a conscience when it comes to social injustice and our planet for example..

The hard fact of the matter is that many of us are not 30 anymore. In fact, the upper end of Gen X are ‘middle aged’ BUT we are not finished with work and with our careers… many are just hitting their straps! SO how does this translate if you are searching for work, as many are, well into their 50’s and 60’s? It shouldn’t matter right??

No matter how smart you are, when you’re young, you’re a little silly. You haven’t lived and learned yet.. you lack the depth of experience, often compensating with confidence and energy as well as a great deal of enthusiasm. Or in the words of Benjamin Franklin, “At 20 years of age the will reigns; at 30, the wit; and at 40, the judgment.”

With four or five or six decades behind us, we start having the perspective necessary to begin serious thinking, as well as the skills and experience to do great work and to add not only to an organisation, but to the generations coming up behind us. We can offer perspective and life experience and, well, let’s be honest.. we still have a great deal to do, to prove and to accomplish…

SO get out there, get amongst it! Stop telling yourself that you are aging yourself out of the workforce!… and do what you do.. don’t be afraid of a younger generation.. perception is changing, maturity and experience is being embraced.. you just need to work with the people who value and embrace it.. and why would you honestly want it any other way!

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

Does a looming Election weigh on your mind…?

By Jane Harvey, Executive Search Specialist, Eden Ritchie RecruitmentJane Harvey

Don’t let fear of Election fallout stop you from making important decisions. It’s that time again in Australia and another Federal Election is looming.

If previous experience is anything to go by, we can’t help but fear the societal upheaval that can come, in a variety of ways, from such an event.

Many of us may have been considering making some life changing decisions.

New Job?  Decisions on who to hire or fire? New House?

These types of large decisions have been scientifically proven as being some of the most stressful experiences in life – actually ranking right up there with the death of a loved one.

Throw in a looming election, and the possible economic instability that can follow, and suddenly we might find ourselves a lot more wary about moving forward in making those decisions. Despite any previous feelings we might have had, that these choices could be a good idea.

Why? Because when it comes to elections, we are conditioned to know that this is a time of instability for our country.

We can see Reserve Bank interest rates rise and increased debt for our country, while countless amounts of money are wasted on advertising that show our politicians fighting like kindergarten children and backstabbing each other.

None of it provokes feelings of comfort and trust for us as citizens of Australia, in the people who are running our country

What can we do about this?

Is it really a good idea to hold off on our decision making, or to second guess a decision already made, simply because we are feeling nervous about what the future holds as a result of the election?

The answer is NO.

We need to keep moving forward with our lives. Despite what fears we may have about who will be running our country and what mistakes they might make while doing that.

Why?

Because despite the image projected by society that something like a Federal Election, and the results thereof, will have a massive impact on our lives, it’s not strictly accurate. When it comes right down to it, the main person you need to focus on, who has the greatest impact on your life, is YOU.

Forget the election and any impact it may have on the decision at hand, because it all starts and ends with you.

If you are considering a career change, a job change, you need to hire – or even fire an employee, the problem that is there … will still be there when the uncertainty is a distant memory. When it comes to decision making, stress and anger on any level are not going to assist you in making a good decision.

Whether the stress and fear about making your decision is coming from the concept of an upcoming election, or you desire to change jobs because you have a boss or workmate that you simply can not get along with, you must release it all in order to make a good decision.

If you make the decision to move jobs from the standpoint that you don’t like your current boss or a work colleague, you will likely find that even if you change jobs you will encounter the same problem in the next job.

So what is the answer, the key to all of it?

Do anything and everything you can to relax and feel good.

Then… stick with the decision, don’t second guess yourself, or worry that you have made the wrong choice. Stand by the decision you have made.

Know that no matter what comes, whether you agree with the government or not, everything will work out. If history is anything to go by, it will all change again in no time… and we will all go about our lives.

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

The Importance of Reference Checking!

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

Reference checking can be viewed as a mere formality, after all, the logic goes: Any references supplied by a candidate likely will give only glowing reviews. Wrong, reference checking is a vital part of the recruitment process that is designed to safeguard prospective employers from the risk of appointing a “bad egg”.  In my experience reference checks are a critical part of a quality recruitment process and should not be viewed as a tedious administrative function.  Bottom line – wrong hires can cost time, effort and money.

The reference check provides an opportunity to validate the client’s rationale to hire a candidate and check the validity of the claim’s the candidate has made as part of the selection process. In my experience this can be all about asking the referee the right questions – for example ensuring you ask questions aligned to the role description and/or selection criteria will help determine if the candidate will be a good fit with organisation and validate their technical suitability to the role.

Recently I have had a number of experiences while working with my clients, where the reference check has been instrumental in isolating issues that had not been identified in either the application, CV or interview process. Adopting a robust approach is the only way to ensure the skills and experience expressed by a candidate are legitimate.

References can also value add in terms of providing insights in relation to the candidate’s strengths and weakness, which can help clients with the on-boarding and professional development of new recruits, or even assist in determining the composition of the overall team, through matching different personalities and skill sets.

No one wants to be responsible for the wrong hire, so don’t shortcut your recruitment process, make sure a variety of recruitment tools have been utilised, with the final validation being a robust reference check.

Best wishes, Kate

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 ends another year!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Silly season is here, the kids are finished school for the year, the streets and city cafes are quieter, the shops are busy. It’s amazing how time flies. Busy year for us here at ERR and whilst we are all keen for a well-deserved break at Christmas, we are also thankful for the ongoing support from our team of contractors representing us out in the field and the diverse range of organisations we assisted during the year.

At our recent Contractor Christmas party I had the opportunity to catch up with a number of people, and the common theme was how nice it was to have a Christmas party to attend. Being an “on hire” employee often means being left of out of the formal company Christmas celebrations.

It seems that 2019 will continue to be a busy year.  Based on current indications the demand for permanent recruitment assistance for those hard to find, hard to fill opportunities; as well as skilled contract resources for critical projects will continue. Leveraging technology and digital innovation is still a key business driver, whilst balancing limited budgets for such highly needed projects. The common theme of sustainability along with increased operating costs means we will all need to be much more innovative to survive.

Workplace flexibility is an expectation and much has been made of that theme this year, but in my opinion there has been limited discussion around how employers can be assured this will in fact deliver better outcomes for them in reality. Flexible workforces do have real benefits but require different, more sophisticated management practices from employers and a high level of self-sufficiency and reliability from employees – and that doesn’t suit everyone or every role. The question endures – how to be fair and equitable to everyone?

The “me-too” movement must have had many a HR Executive nervous this Christmas Party season, and with the workplace obligations on companies to ensure the safety of their employees during such events, as well as the extent of sexual harassment being unveiled across sectors you have to wonder if the work Christmas party is a dinosaur headed for extinction?!

Personally, I am looking forward to 2019, and working smarter, not harder. ERR turns 23 (can’t believe that!) and the journey continues. What amazes me is that it doesn’t get any easier running a business, some things change, some remain, and you live or die by your reputation and results. Keeps me on my toes. Merry Christmas to you and wishing you all the best for 2019!!

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

Make the best first impression with the right resume…

Alana Hunter 0023 2

Alana Hunter

As recruiters, we get all kinds of resumes sent to us – long ones, short ones, fancy ones and some not-so-good ones.

I’m sure most of us have tried to make our resume as slick and shiny as we can to show off our design layout capabilities and have them stand out from the rest. BUT unless you’re applying for a graphic design role then I would give any tricky designs the flick and stick to the good old fashion simple resume!

“Why?”, you ask…to tell you the truth no one is interested in looking at pretty tables and pictures on your resume. Your resume needs to tell your professional story – we just want to clearly see your experience and skillset, as this is what will determine whether or not your resume is selected over another potential candidate.

This doesn’t mean that your resume needs to be boring or unattractive – it is just more effective to make yourself stand out with your experience and achievements, rather than copious amounts of pictures and graphics! Remember, it’s a professional resume not a marketing flyer.

Keep in mind when you’re preparing your resume, try and adapt it to suit that particular role with appropriate phrasing like “managed” instead of “in charge of” etc. Also, advertise your well-rounded experience, like personal passions, work ethic etc.

Make every word count! Square footage is at an all time high, treat every word on your resume like it’s expensive Sydney real estate.

Our team at Eden Ritchie Recruitment is are able to assist you with career coaching, resume development, interview preparation and more.  If you are interested, please call us now to find out more about this service.

Act Now towards the Future of Work!

Angela NG - IMG_6323 - USE THIS ONE

Angela Ng

This year marks the beginning of my motherhood to a little 7-month-old girl that has brought immense joy, timeless memories and increasing parental responsibilities. Recently, I’m already thinking and planning about her future, particularly in twenty years time, (year 2038) what will the workforce be like in terms of jobs and skillsets that will be in need so that in the ‘now’, I can help guide her education, mindset and pathway to best equip and enable her to be effectively skilled, sustainably marketable and resourceful in society.

Today, we are living through a fundamental transformation in the way we work. Automation and ‘thinking machines’ are replacing human tasks and jobs, and changing the skills that organisations are looking for in their people. These momentous changes raise huge organisational, talent and HR challenges – at a time when business leaders are already wrestling with unprecedented risks, disruption and political and societal upheaval. The pace of change is accelerating. Competition for the right talent is fierce. And ‘talent’ no longer means the same as ten years ago; many of the roles, skills and job titles of tomorrow, and the next twenty years are unknown to us today. What jobs and skills will be in need? How can organisations prepare for a future that few of us can define? How will your talent needs change? How can you attract, keep and motivate the people you need? And what does all this mean for recruitment, attraction and retention? This isn’t a time to sit back and wait for events to unfold, we need to be many steps ahead of the game.

I have this question posed to me in my field of work everyday – Will robots eventually replace us all at work? Or will we create a new world where people and machines work alongside each other? It’s the most fundamental – and difficult – question we must ask of the future of work. As more individual tasks become automatable through Artificial Intelligence (AI) and sophisticated algorithms, jobs are being redefined and re-categorised. A third of people worldwide are now worried about losing their job to automation. It’s clear that automation will result in a massive reclassification and rebalancing of work. Some sectors and roles, even entire sections of the workforce will lose out but others will be created. Automation will not only alter the types of jobs available but their number and perceived value. By replacing workers doing routine, methodical tasks, machines can amplify the comparative advantage of those workers with problemsolving, leadership, EQ (Emotional Intelligence), empathy and creativity skills. Those workers performing tasks which automation can’t yet crack, become more pivotal – and this means creativity, innovation, imagination, and design skills will be prioritised by employers.

“So what should we tell our children? That to stay ahead, you need to focus on your ability to continuously adapt, engage with others in that process, and most importantly retain your core sense of identity and values. For students, it’s not just about acquiring knowledge, but about how to learn. For the rest of us, we should remember that intellectual complacency is not our friend and that learning – not just new things but new ways of thinking – is a life-long endeavour.”

The messages for leaders, act now! This isn’t about some ‘far future’ of work – change is already happening, and accelerating. No regrets and bets. The future isn’t a fixed destination. Plan for a dynamic rather than a static future. You’ll need to recognise multiple and evolving scenarios. Make ‘no regrets’ moves that work with most scenarios – but you’ll need to make some ‘bets’ too. Make a bigger leap. Don’t be constrained by your starting point. You might need a more radical change than just a small step away from where you are today. Own the automation debate. Automation and AI will affect every level of the business and its people. It’s too important an issue to leave to IT (or HR) alone. A depth of understanding and keen insight into the changing technology landscape is a must. People not jobs. Organisations can’t protect jobs which are made redundant by technology – but they do have a responsibility to their people. Protect people not jobs. Nurture agility, adaptability and re-skilling. Build a clear narrative. A third of workers are anxious about the future and their job due to automation – an anxiety that kills confidence and the willingness to innovate. How your employees feel affects the business today – so start a mature conversation about the future.