Eden Ritchie Recruitment Directors attend World Business Forum Event in Sydney

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden
Justine Eden

Last week Kim and I attended the 2018 World Business Forum, held in Sydney. We have attended this event for the past few years to hear a variety of leading business, academic, entertainment and sporting leaders share their views.

Sir Ken Robinson, author of “The Element” (recommend you read this), spoke on creativity. Sir Ken has a focus on innovation and creativity and regularly challenges established structures such as those in business and education. In his words, “Committees are where great ideas go to die” (couldn’t agree more). Sir Ken does a large amount of work in the education sector and noted that traditional education structures such as conformity and corralling kids based on age kills creativity and innovation, apparently Finland has the right approach. As a parent, this was of great interest to me and particularly as my own learning experience both at school and university was (in my opinion) largely focused on rote learning and exam based assessments. Recommend you watch the upcoming documentary in which Sir Ken features “In Search of Greatness” which is out soon and features outstanding sporting talents – I will be watching it with my daughters.  [View the YouTube Video of Sir Ken Robinson at WOBI 2018]

Shara Evans a futurist spoke about technology. She described our New World as VUCA which stands for Volatile, Uncertain, Complex, Ambiguous. Shara outlined a range of technological initiatives such as the Hyper Loop set to revolutionise passenger and freight transport (please can we have one between Sunshine Coast and Byron Bay?). An interesting concept was that in Shara’s opinion organisations need to be more comfortable with failure and that they need to learn Fast rather than fail fast. She states that Australia suffers from being too conservative and risk adverse. Shara listed some interesting jobs of the future that included Regenerative Medical Technician, Brain Interface Technologist and Genetic 3D Designer. Guess that’s great news for those with kids that are medically/scientifically aligned? [View the YouTube Video of Shara Evans at WOBI 2018]

Stew Friedman author of “Leading the life you want” spoke on leadership in an a highly practical session had us analysing the personal and professional intersections of our lives. The tools he took us through had us understanding the consequence of our choices and developing ideas to better align what is important with every day actions to improve personal satisfaction and performance. He noted that big change is an accumulation of small wins – personally this is something that resonated with me. Stew also encouraged us to think more about creating harmony than conflict, and also to be more curious and optimistic about creating change. [View the YouTube Video of Stew Friedman at WOBI 2018]

Mark Webber, F1 Aussie legend spoke about drive (no pun intended) and performance, his discussion was really interesting and he outlined life lessons learnt from his career, although retirement for him at 42 does not seem to be sitting well with him, being so naturally competitive and high achieving. It got a bit awkward when Mark was asked why so few women are in F1 and his observations of the differing inclination towards risk he believes exist between the sexes, proved there is still a long way to go to challenge the power structures and misbeliefs within some sports.

Chip Conley strategic advisor to Airbnb comes from a considerable background in hospitality in the US, he spoke about new management. He outlined the three forms of intelligence we all need – EQ/IQ/DQ (digital intelligence). He stated that the organisations that are at risk are those that have grown complacent, lost touch and didn’t imagine a new set of customers, didn’t take competitors seriously and didn’t understand the true essence of their offering.  He stated that at the most basic level, companies meet customers’ expectations (this is survival mode), the next level is where companies create commitment but by being able to read customers unrecognized needs is where you are in essence reading your customers minds to deliver services or products they were unaware they wanted or needed. He outlined that companies need to be able to read their customers unrecognised needs by finding a tool for deeply understanding customers’ needs and changing tastes, essentially this is the psychographics of your core customers’, as well as to create a feedback loop to help create constant improvement in your service. [View the YouTube Video of Chip Conley at WOBI 2018]

Lots to take away and consider, great to have time away to think and explore, looking forward to implementing some of this!!

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

WOBI 2018

Happy Birthday! ERR turns 22 years old …

By Justine EdenJustine Eden

This week Eden Ritchie Recruitment celebrates 22 years in operation. Reflecting back on the journey – we and the business have changed and experienced so much. It’s a great time to be in recruitment right now, we can’t keep up with demand, and that is business wide across all of our divisions.

Recruitment is one of the leading economic indicators – it rises and sinks and can turn with rapid momentum. At the moment we enjoy the up-swing; how long will that last? You would need a crystal ball to predict, but all the indicators are good for the moment. Personally, I can’t believe it’s been 22 years, and that I am still doing this. It is the variety of what I do that keeps me engaged.

I am extremely grateful for the support I have from my Eden Ritchie Family. We are blessed with a number of really talented individuals who care about what we do and totally get what we are trying to achieve as a business and service provider. I talk with many business owners and more often than not it is the staff aspects that undo you; that sometimes make you really question the fabric of what it is you or your business represents.

We have had our fair share – without doubt. But outweighing that are the bloody legends on our team who drag themselves in, even if not feeling the best, who always have a smile in the face of adversity and will never tell me that they aren’t able to do something for me or a client. I hope they know how proud I am to have them on our team, I know I probably don’t tell them enough.

It’s also an honour to work with the candidates and employers that we have the opportunity to assist. For me it is a chance to make a small difference, to guide a good decision, to challenge perceptions, to get some lateral thinking happening and help to build businesses and careers. Their trust, encouragement and continued support (we still have our foundation client that gave us our first order!) mean the world to me.

I am passionate about Queensland, I am passionate about maximising opportunities, and I am excited by the future – there is so much potential.

You can contact Eden Ritchie Recruitment via our website and follow our team 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.

The Importance of Effective Recruitment & Selection

By Kate Broadley

Kate Broadley

Kate Broadley

Your employees are your most valuable asset, they’re 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.

Finding your happy place

Michele Cameron 0246 2By Michele Cameron

Have you ever reached that point in your career where you hit a wall and you’re unhappy? I knew I had come to a cross road and had to make a change. It has been a few weeks since I’ve started with Eden Ritchie Recruitment, and I know I made the right move. I’m very happy! It has taken a few months to find the right company and a great team that aligns to my expectations. Overall both parties want the “right team fit” match.

How do you find this?

Lots of research! Here are my tips when you’re looking at a new opportunity.

  1. Learn about the company – How are they performing and profitable? What do they offer? What are the values, and do you agree with them? This information you’ll find through their company website, news media links and their financial report.
  2. What is their reputation? Do you have connections who work there you could ask or someone who worked their previously? What does the current staff say? Ones who’ve left? What do the client’s say in the testimonials? This information you’ll find through LinkedIn or Glassdoor.
  3. Who are the Managers/ team you’re part of? You might find this on the company site, LinkedIn or social sites. How long have they been part of the business? Do they have years experience or are they new? How is the team structured? Will you be mentored and supported? What’s the average tenure in the business?
  4. Does the opportunity excite you? Will the new role give you challenges? Improve your skills and future employability? How will the company provide you training in your first few weeks? What will be their expectations for you to deliver in this role short term and long term.
  5. Does it align to what you truly want? Don’t forget what is most important to you which makes you happy at work.

 Trust your instincts

Armed with all of this information, it’s important to go through the interview process with an open mind.  Look, listen and ask. There will be clues you see and feel around you: What is the office vibe? Does the staff look happy? How does the Manager speak and engage you? Ask lots of questions in the interview. After all, an interview process is a two-way street! Candidates don’t forget this!

I wanted to find a company with a good brand, strong reputation and consultative, customer service approach. There’s a lot of recruitment agencies who promise great, customer service but actually don’t. Luckily, I saved myself from jumping from one frying pan to another.  

 Making the decision to accept?

 Maybe all of this information might overwhelm you in making a decision? At the end of the day, you need to weigh up the pros and cons, and sometimes take other’s opinions with a grain of salt. Ultimately, it’s your career path you are building for yourself.  In the first month you’ll know if you made the right choice. In any on-boarding process the first week is critical for a new starter. If you’ve made the wrong decision, you have the option to voice your concerns with your Manager or start the job process again. I hope you don’t wait too long being unhappy in a role.

 Happy work days

When you’ve made the right choice – work becomes the easy part! I found strong leadership, great clients who value our service, candidates who continue to return to us and a collaborative team with strong expertise. I feel energized knowing I belong.

The Importance of Managing Up

By Justine EdenJustine Eden, Director

Having been in the recruitment industry for a few years now (not specifying how many because it makes me feel old!) I have been able to sit back and watch many people progress up the leadership ladder. Some more successfully than others. There can be many factors impacting on success of course, but in many instances I have seen the inability to recognize the need to manage up, lead to failure.

Managing up can sometimes bring connotations of having to “kiss arse” – excuse the language, and I would argue that if this is what you interpret as managing up you are missing a key opportunity. Many leaders can be overly consumed with managing down and depending on the profile of your team sometimes this is necessary – but you need to ensure this isn’t a long-term strategy.

You need to focus attention on managing yourself – your career, your education, your professional portfolio to ensure you remain relevant and challenged. You of course will have an element of managing down through delegation and KPI’s to ensure deliverables are met.

But – how to manage up? Be clear on who above you this could include and then determine how often and how you will need to feedback to each person. In person communication is an effective way to build rapport and trust followed by putting things in writing to protect each other.

A good executive should adopt a no surprises approach in order to have the back of the people they report to and should also be able to determine what is communicated and what is not to prevent information overload. No Board wants hundreds of pages to read through, so your ability to grasp and communicate the key issues and expand if needed, is critical.

By managing up you increase your visibility and intel because you should be privy to strategic issues and be on the front foot to ask for the opportunity to work on key projects. You will better anticipate future challenges and therefore be able to better position your team to respond. Knowledge and networks are the power base of any ambitious executive but like anything require constant work and attention!

The Digital Workplace

By Ben Wright, Recruitment Consultant – Eden Ritchie Recruitmen

Ben Wright

I’m hearing the words “Digital Workplace” thrown around more than ever, and the uncertainty of what it is, and what to expect.  Gone are the days where the workplace was a physical space, occupied during business hours with allocated seating and computers for staff. The Digital Workplace is an environment that is always connected, allowing employees to communicate and collaborate in new and effective ways across an organisation regardless of whether they are in the office or over the other side of the world.

 A Digital Workplace breaks down communication barriers, encouraging a more efficient work environment allowing organisations to scale up more rapidly and provide a more flexible environment for staff.

A recent study conducted by Deloitte points out the benefits to adopting a digital workforce when it comes to the following:

  • Recruitment: 64% of employees would choose a lower paying job if it offered more flexibility and the ability to work from home.
  • Communication: the majority of workers prefer newer communication tools specifically instant messaging as compared to “traditional” tools like e-mail or team workspaces.
  • Productivity: Organisations with strong online social networks are 7% more productive compared to organisations without.
  • Satisfaction: Organisations that rolled out and installed social media tools internally found that there was a 20% increase in employee satisfaction.
  • Retention: When employee engagement goes up, there is a corresponding increase in employee retention of up to 78%.

 As employee demographics continue to shift, organisations are finding it challenging to support the needs of a multi-generational workforce. The businesses that will show the most growth in future will be those who break down the divide between people, technologies and the workplace, empowering employees to be productive regardless of their location.

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