Pivot!!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

We’ve all heard the word, whether it be in a work/change related aspect or the classic Friends episode involving Ross’ new sofa (yes – self-confessed Friends geek here).

But what does it really mean? I think COVID-19 has reinvigorated this term and given it a new lease of life, where people have had to do more than simply be agile, or flexible, or adaptable…

Originally, a pivot was a “a central rod around which a mechanism turns”.

I have had the benefit of remaining really busy the last six months since the COVID19 way of life took hold but am now finding myself looking at ways to keep that momentum up because I know that the less busy, the less productive I can become. Sound familiar?

Personally, for me the need to pivot has provided a sense of renewed energy, vigour and purpose. Despite typing this at 3pm in the afternoon whilst trying to ignore the desire for chocolate or something as equally sweet and satisfying … I am remaining positive about the future and the opportunities that such dramatic change can offer.

In speaking to hiring managers over the past few weeks there is a common theme … that businesses / departments cannot survive for too long with limited resources. People will burn out to the point of a complete and utter imbalance to work and life, possibly leading to stress leave and the flow on impacts to ‘business as usual’ and delays to critical projects … and with working from home more common than not these days, the boundaries between work and life have blurred considerably. Thanks to this cycle, I see hope on the horizon for the economy to pivot and unique opportunities to surface.

Hang in there, we all need to draw upon our innermost resilience right now … and chocolate.

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

COVID-19 and the New Normal

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

No one fully foresaw the extent of the global COVID-19 pandemic. Business has been disrupted and the professional landscape as we know it has changed forever. Businesses are responding to these challenges by reassessing what they do, reconfiguring their structure and workforce to adapt to the disruption and prepare for the new normal.

When this crisis first hit, our first response was to react to the immediate challenges and threats, ensuring the health and safety of our staff by moving to remote based work, meeting the needs of our clients, making quick decisions and adjusting these on a daily basis as new information came to hand. Working in recruitment where client interaction forms much of the daily goings-on, has meant we have had to shift towards the use of virtual communication platforms such as Zoom and MS Teams so that we can conduct interviews, client meetings, candidate screening and generally everything that has been previously been done face to face – is now done largely from the desk at home.

We have had tools for this purpose for some time, however while I had widely used Skype with my public sector clients to interview candidates who were unable to attend in person, this type of digital platform generally had not previously had a high uptake, with clients preferring the face to face interaction. With the onset of the global pandemic we were left with no other choice but to quickly adapt to the use of these digital alternatives. There was no time for resistance to change. While many of us have struggled to adjust with the modifications and alteration to the status quo as we knew it, those that adapt survive!!

I get it – most businesses see face to face interaction as important and are familiar with operating within a physical office and this method of operation is certainly great for team building, collaboration and camaraderie. Navigating the nuances of communication, can be quite tricky in the absence of personal contact. But what we have now learnt is that these activities don’t need a physical office to be successful and can be effectively undertaken via these online mediums. Some senior officers are even opening their MS Teams meeting for a particular time slot and allowing their colleagues to “pop in” – it’s really just like your office. You can sit there, open up your MS Teams or Zoom meeting, put on mute and then wait for someone to pop in for a chat. It is informal and creates the opportunity for the casual connection you would have had while in the physical office.

I don’t know if this is a glimpse into our future workplace or whether our use of digital mediums will disappear as soon as the virus recedes (and yes, I am praying it will). But what I have learnt is that resilience is key when dealing with a crisis, and as we navigate our path forward, everyone’s resilience will be tested.

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 How To Guide for Online Interviewing Part One

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Chances are when you next interview for a career opportunity it will probably be conducted online. Over the past five months of COVID craziness the ERR team have been busy with online interviewing. In the past we would have screened around 40% of candidates online, lately that’s increased to 100%.  So how prepared or effective are you when it comes to conducting an online interview?

With all the interpersonal nuances and cues of in person interviews removed, online interviews are a different ballgame altogether and there are of course pros and cons. There are lot of funny stories of video meetings going wrong– naked partners in the background, trips to the toilet being captured on meeting audio, kids being kids, a boss turning themselves into a potato unable to switch back to human…..

So given online interviews may become the “new normal” I asked the ERR team (special thanks to Linda Parker and Susanne Flaherty) to share any tips, tricks or pitfalls. There are so many that I decided to create two parts to this, and even though some of these sound like a given, you would be surprised how many people didn’t do it.

From the outset:

  • Know the details and timing for the interview process and make sure you know how to use the technology.
  • If you are doing the interview while at work, double check about software permissions and make sure you download and test them ahead of time.
  • If using a separate meeting room make sure to download your user profile onto the computer you will be using before the interview.
  • If you are in a hotel or other accommodation make sure that if you are using the hotel WIFI it is strong enough for a virtual meeting and that there is enough data allocated to your room to go for the entire interview.
  • If you do not have multiple screens print out key documents such as the role description or notes on key headings or use another device to enable access to information. That does not mean have 10 websites open to the side.  it is just as important to be organised, to know what you want to say beforehand and not be dependent on prompts and new information.  You will still not have time to read and integrate new information just because the panel cannot see that you have websites open.
  • If your family members or others are in the room with you when you are on your interview make sure they do not walk in and out of the background and that they know that they can be heard by everyone.
  • If you would not do it at a face to face interview don’t do it at home; don’t eat, have a cup of tea, leave your phone on, answer kid’s questions, answer the front door or sign for packages.
  • Find a place at home that is not likely to be disturbed by people mowing, the kid across the street “playing” their saxophone, construction noise or furniture removals.
  • Digital backgrounds can be very disturbing if the person is pixelating in and out of the background
  • Use a stationary camera.
  • Make sure your background does not give away obvious details about your location, and know that people will look at the photos, paintings and artefacts behind you in your camera shot

Stay tuned for Part Two…..

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

How much disruption do you really want????

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

 

Back over recent years, when many of us were flirting with the idea of disruption and getting all excited about the endless possibilities of change, did we really know the fate we were tempting?

 

The COVID pandemic has been extremely disruptive and has me wondering if we really were up for the uncertainty, change and renewal that significant disruption brings? Navigating the new normal with the exciting renewal opportunities and at the same time addressing the angst and anxiety about whether it will really work out for the better. Leaping into that void, you wonder how long will it be until we know whether we are on the positive trajectory and not going down the gurgler?

 

I admit to relying on blind faith and lots of optimism, most days it has worked, the odd day it hasn’t been as effective.  I had fair amount of apathy in the very early days of the COVID outbreak but gradually my awareness grew to a point of uncertainty, bewilderment, concern and sometimes frustration.

 

Ten weeks on and with the Eden Ritchie team all still working from home, we are trying to make the most of it. We have the team cross skilling, sharing workloads from those flat out to those not as busy right now. The jobs are still coming in, the placements are still being made, it’s just that the numbers are lower.

 

What has really struck me is that during this very challenging and uncertain time, it is a test of many of your attributes. The usual ones like resilience, self-motivation, drive and discipline but the one stand out for me is – adaptability. Like in nature, only the strong survive and Mother Nature has a ruthless self-selection strategy where species must adapt to changing conditions or perish.

 

It’s like that for us now, in the business world, in our careers, the way we approach and manage our work, our relationships, our colleagues. You will be on the slippery slope if you think things are the same, that you can work the same way, that things will not change.

 

In order to survive and thrive we will all need to adapt, adjust and be open to change, it is not easy and there is not a lot of certainty. There is hope and with change comes renewal and growth and without that, life is pretty boring. Take care, keep smiling and be kind to yourself and all of those around you.

 

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

 

Why is applying for a job so painful?

By Michele Cameron, Michele Cameron 0246 2Manager, Business Development, Eden Ritchie Recruitment

 

It’s that time of the year where candidates are looking for a change.  Most recently I’ve personally helped three friends too!  For whatever reason, you’ll find yourself at a crossroad and think if I’m not going to stay here, then now comes the painful part, you ask “where do I belong next?”

 

Job hunting should be easy with technology, right?  WRONG!  Technology allows job opportunities to be advertised through multiple job platforms and social media sites.  It’s easy to click “Apply now” button and send your resume through but it has also created higher online competition for roles.  Some social sites will show you how many candidates have already applied and you might be already a number 30-50 after only a few hours of the job being posted!  I know it’s stressful especially knowing that these days you don’t get a phone call and sometimes not even an email rejection.

 

What goes wrong in our job hunting search:

  • Job hunting is reactive – you don’t actually know what you want.
  • Mass applications – you might apply for everything and roles not at the right level.
  • Frustration – letting emotions get the best of you
  • Impatience – finding the right opportunity takes time than jumping to the first offer

 

How to make job search less painful:

  1. Do some self-reflection – what do you want in your next role, what do you like in your previous jobs and target your search on this criteria
  2. Be proactive and do research – what companies or industries interest you. Apply direct with company websites as they may not externally advertise.
  3. Network – grow your professional circle of experts and seek advice. Go to industry events.  It’s a great way to uncover other opportunities that aren’t advertised, through recommendations.
  4. Find reputable recruitment agents with experience and contacts to leverage. You’ll have more eyes and ears in the market to think of suitable roles for you.
  5. Review and edit your resume – take time to think of your achievements/ projects and know the transferrable value/skills you can bring to the next role.
  6. Social media profile like LinkedIn/ job platforms are current so potential employers/ recruiters can find you and reach out also.

 

Job searching does take time and it’s full of rejection which no one wants to experience.   Do remember everyone has a place in the workforce. It’s an uncomfortable process but you might be pleasantly surprised about the different opportunities which may present themselves and the experience is truly valued by the next employer crying out for those skills.

 

Quote – “Don’t be afraid to take a risk.  You can’t lose whether you succeed or fail.  You’ll grow either way, but what you’ll regret is not trying.” By Helene Lemer

 

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

 

 

 

Aging, Politics and Accountability

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

 

Maybe it’s the age I’m at but for the first time I have a few friends who have decided to run as candidates in the upcoming local government elections. I don’t remember ever knowing collectively as many candidates as I do running in this election. It’s like when you find yourself suddenly invited to 50th parties rather than 21st parties – you realise you have silently moved into different territory.

 

It’s interesting talking with these local government candidates about their motivations for running. Of course you get the range of reasons you expect, but overall it seems there is a greater collective sense of dissatisfaction, disillusion and anger towards the status quo and an overall expectation of local government working for the benefit of, rather than against the community and local businesses. Maybe the exposure of the activities of some local councils has added to this awareness?

 

Anger around red tape, bureaucracy getting in the way of creating and building business, arduous compliance and restrictions that don’t seem to make common sense and stifle entrepreneurialism. Perceived deals, back handers and funnelling of public funds with limited accountability or clear and defined outcomes or return on investment. Expectations and demands for better management of our not only financial but also our natural resources, as we see the bush fires have heightened that focus.

 

Personally I have never had political motivations or aspirations, but what I do know is that operating a business has certainly not got any easier and the reporting and compliance requirements of government have increased. We have to hold a license as a recruitment company. I don’t have any major issue with holding our industry to account, but to date there has not been any checks or confirmations by any third party to ensure we meet and uphold the standards expected. Kind of feels like revenue raising and box ticking to me.

 

Whatever the outcomes, let’s hope we all benefit? Through effective management, governance, measurement, accountability, services – we have to do it in business to remain competitive and viable, so why not also in government?

 

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

 

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.

The Pivotal Point of Career Change Decision Making

By Michele Cameron, Michele Cameron 0246 2Manager, Business Development, Eden Ritchie Recruitment

As a recruitment consultant reviewing resumes and seeing people’s LinkedIn profiles, I often wonder what are the drivers which make people change careers?  Also what makes a person stay in the one job for a number of years?

I recently read a book by Jim Winner – Split Second Choice, The Power of Attitude.   This book explains the cycles each of us go through when we make a major change in our careers. If you can learn to recognise these cycles, you may be able to work through them instead of repeating past mistakes. It helps you realise how important your own attitudes can lead to a situation.

When you start a new role or join a new company you are in the first phase of “excitement” living the dream and commitment.  After a few learning challenges you may then experience “frustration” and move through emotions of – shock, denial, fear, anger, justification and acceptance.  When we reach this point, we start “looking.”  This is when we end up repeating the cycle.

Or the other option is realising our emotions and instead of “looking”.  We can reassess and “recommit” to the original dream and goal.  It’s about re-dreaming the dream, having short terms goals and a mentor to give you support or perspective on your goals.

STAGES ARE:

  1. Excitement
  2. Frustration – shock, denial, fear, anger, justification and acceptance
  3. Looking ….. OR ….. Recommitment

These stages identify significant patterns that influence every aspect of our lives. These patterns eventually become habits for us and often are followed with no conscious thought.  However, by being aware of these patterns, you can take control of the behaviour they cause, and find connections to the solutions that make these patterns work for you, instead of against you.

This simple framework encourages us to learn how to identify the decision point, make the right choice, and be successful in all our endeavours.

As John Maxwell says: Motivation determines what we will do, and Attitude determines how well we will do it.  Commitment determines when we will do it, and Recommitment determines whether we keep on doing it.

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance.

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

 

 

 

Will your LinkedIn profile make or break finding that next role?

Tiffany Kamo 0060 2By Tiffany Kamo, IT Recruitment Resourcer

Eden Ritchie Recruitment

At Eden Ritchie Recruitment, we utilise LinkedIn every day to source high quality candidates that are either already looking, considering making a move, or are suddenly captured by an attractive opportunity. Below are some tips to help put you on our radar:

Profile Pictures – Yes… LinkedIn is Social Media, however, it is a Professional Platform that both Recruitment Agencies and Clients alike utilise. It is important to present yourself as professional as possible, ideally as you would to an interview. If you have had the opportunity to have headshots professionally taken, use them!

Add a Professional Summary – Much like within your resume, the purpose of a professional summary is to summarise your most relevant skills and best achievements. Provide an overview of your career to-date, key achievements and an overall summary of your personal attributes.

Ensure role titles and dates align with your resume – It is a real red flag when we compare resumes to LinkedIn and see an inconsistency with either role titles or dates of employment. Ensure your “headline” is up-to-date with your current position title and that all previous employer names, position titles and employment dates are accurate.

Keyword search Algorithm – When we search LinkedIn for specific skillsets, we rely on LinkedIn’s algorithm to show the most relevant profiles. To increase your effective SEO for your LinkedIn profile, ensure there are role specific keywords within each position, words that you often see across position descriptions and include your relevant technical skills.

Availability – let us know! If you are nearing the end of your contract, or currently available – list it! This is easy to do via profile editing under “Headline” and can assist us with ensuring we contact you when we have suitable roles available.

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.

How do you know when the time is right?

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Is this you?

You are comfortable and happy in your role but you have aspirations.

You see your dream opportunity advertised.

The timing isn’t quite right.

You weren’t prepared to change right now and thought you might have another 6-12 months to consolidate in your current role.

You feel that you still have a few key things you want to deliver on before you move to a new role.

 

Then keep this in mind…..

We don’t get to control when things happen, but we get to control how we respond.

You don’t want to have regrets or wonder what could have been.

There will always be things to do in your current role.

You will often think you don’t quite measure up right now, that you are not yet fully formed in relation to the demands of this new role.

What do you have to lose (apart from time) by applying?

 

I wasn’t ready at 27 to start my own business, I had very different plans to travel and work overseas for a few years. When the opportunity presented to launch Eden Ritchie Recruitment, I took it and it changed the course of where my life could have gone. I don’t have any regrets, it has never been an easy path and there have been, and continue to be, plenty of challenges and opportunities.

 

We have to remain open, flexible, responsive or we risk stagnation. When opportunities present, we need to take a calculated “risk” and put ourselves out there. This can sometimes mean failure or rejection and that is never easy. So, there may never be “the right time” but what you can ensure is that you are a worthy contender.

 

Put your best forward – write the best possible application that you can. Constantly seek out learning and development, professionally and personally. Leverage your mentors and constantly seek their advice. Make yourself relevant not redundant and be able to articulate your vision, your fit, your values, your achievements in relation to this new opportunity. Ultimately be brave and embrace any learnings that come your way and apply for any role aligned with your experience and capabilities, that genuinely takes your interest, that both scares and excites you.

Justine.

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

 

Love your Guts!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

The age old saying “I just had a gut feeling” … most of us have experienced it at some point in our lives, that urge to trust your gut when making a decision, whether it be as seemingly inconsequential as whether to go out this Saturday night, through to more significant life altering decisions.

There is a myriad of published articles on the science behind it, but how does it work when the decisions you are making need to be supported by evidence?

I am hearing more and more about the use of intuition in business, rather than just personal circumstances. Perhaps we have all become paralysed by over-analysis and are turning to other methods to support the decision-making process.

It is often said trust your gut; it won’t let you down.

My question is whether corporates or government departments can afford to take this risk in their decision-making process? What are the consequences when, for instance, an unsuccessful applicant is looking for constructive feedback on their interview?

I’m sorry Ms Smith, but the panel had a gut feeling that you would not be able to deal with the leadership challenges this role would bring.

Articles refer to cognitive biases when intuition is at play … in this instance it could mean that Ms Smith reminded the interview panel of someone known to them in their career that exhibited all the wrong behavioural traits and without consciously realising it, they made a decision based on something that they could not quite put their finger on.

I know when I have trusted my gut in the past (in personal decisions) that it has usually always been the right path … even if it is painful at the time. But how do we harness this for business in a way that can be justified?

To quote Author Valerie van Mulukom (Research Associate in Psychology, Coventry University) … do we simply see it for what it is: a fast, automatic, subconscious processing style that can provide us with very useful information that deliberate analysing can’t.

Perhaps the kombucha manufacturers are on to something!

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

 

Have you considered temp work?

By Jo Campbell, Recruitment Consultant, Eden Ritchie Recruitment 

Jo Campbell

Jo Campbell

Temporary and contracting roles can be an easy entry point into an organisation that you have been waiting to get into, the application process can be less complex and be so much FastERR!  In some cases, you can be talking with one of our recruiters one day and starting your assignment the next.

 

Here are a few great reasons to consider temp or contract work for your next career move.

 

  • Temporary work can allow you the flexibility to work around your planned holidays or time to follow your own personal pursuits, like study or family. You can control how much work you take on and when.  This can be an enticing benefit and something that keeps people temping for long spans of time.

 

  • A convenient way to fill a gap between permanent positions can be with a temporary role. It is easier to show a potential employer your willingness to take on a smaller assignment than to explain a break in employment.  In addition, a smaller contract can really be a great way to earn income while deciding on your next role.

 

  • Build your skills in areas that give you that competitive edge with temp work. It is a smart and focussed way to increase your set of experiences.  You can build your resume across multiple roles and you will have a bank of demonstratable achievements to take into your next job interview.  You will be able to show your next employer your initiative and drive and prove how adaptable and flexible you are.

 

  • While on your temp assignment you will have the ability to make connections in an organisation or industry that may otherwise be difficult to break into. You can establish friendships, share information and ideas, demonstrate your skills to colleagues and learn from others.  If you make an effort to interact and make contacts, while working in your temp assignment, you will open the door to more opportunities in the future.

 

  • Temp work can see you earning a competitive salary, as you are being compensated for missing out on benefits like sick leave and holiday pay. However, if you work smart and your skills are in demand you can really profit from the increased pay rate.

 

  • You get to try an industry, job or organisation before you lock in, making it easier to decide what your next career move may be. Successfully completing a temp assignment and leaving a good impression, will help you to be more easily placed on your next assignment and if you are a good fit for the organisation, your temp work may just turn into an offer of a permanent position.

 

Did you know that temporary roles or contracting work can cover everything from administrative work, to policy, project, accounting or IT?

 

If you are interested in becoming a contractor and taking on temporary work, the FastERR team at Eden Ritchie are here to help.  Send your resume to jobs@fastERR and you’ve made your first move toward a rewarding next step.

 

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

 

Failure is not an option….

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

An article in the AFR (Friday 10 May 2019) attributed to the Financial Times titled “What happens when it all goes wrong” got me thinking. The article, in essence, was about entrepreneurs and failure; mental health and how often when a venture “fails”, most are reluctant to talk about it.

 

In my opinion, it’s good to rip the lid off this and get real, to have more honest conversations about starting, running and maintaining a venture. In our heavily saturated FOMO social media world, and particularly from a business perspective, we hear a lot about the rapid growth-er’s, the big earners, the deal makers, the stars….

 

I personally don’t want to hear sordid details in the media about the rapid fall from grace of certain senior executives, often publicly shamed and forever associated (sometimes legitimately, sometimes not) for making poorly informed decisions. Whilst to an extent we can all learn from these “mistakes” it’s often a sensationalised, one sided story.

 

Back to the article. Statements such as – “it is all consuming”, “it takes over your life”, “people feel they have to put on a front” were only a few that resonated with me. Whether you are launching a business or building a career there will be constant challenges and setbacks, along with some degree of what you define as success.

 

Part of the role of a recruiter is to tell applicants they were unsuccessful in their application for a career opportunity. My experience in doing this has shown me that some take this feedback better than others. Some use it as a learning and development opportunity, some take it personally, I guess it can also depend a bit on context.

 

Being adaptable, dusting yourself off, surrounding yourself with the very best support and your ultimate motivation for what you are doing – aside from purely financial returns, were highlighted in this article as key factors to ensuring you keep punching. Taking a setback for just what it is – a moment in time, a learning opportunity, another chance to practice your resilience and a time to phone a friend for a pep talk. Keep punching.

Justine.

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

 

A Quick Reference Guide to Project Management

By Ben Wright, IT Senior Recruitment Consultant, Eden Ritchie Recruitment

Eden Riochie0081

Working in IT, we are exposed to a number of Project Management methodologies, which at times can be a little daunting understanding the difference. There are so many methodologies in the industry today, each with their own set of rules and processes. So, which one should you choose?

Below are the Top 5 methodologies, we see used by our clients today:

  • Agile – a methodology used in software development, using short cycles of work that allow for rapid production and constant revisions if required. This encourages both developers and business people to work together throughout the entire project.
  • Waterfall – a methodology made up of cascading steps, hence the name. Waterfall is made up of 6 different processes; requirements, analysis, design, coding, testing and operations.  This methodology allows for early design changes and is suited to a milestone focused development environment.
  • Prince2 –  an acronym which stands for PRojects IN Controlled Environments. This framework requires projects to have an organised start, middle and end. This allows for better control of resources and better business and project risk management.
  • PMBOK – deals with the project management lifecycle from start to finish. It describes 47 processes that managers would typically undertake when tackling a project and organises them into 5 groups of processes; project initiation, project planning process, project execution process, project control process and project closure process.
  • Scrum – one of the most popular agile frameworks in use today. Scrum refers to brief meetings where team members come together to talk about their successes and what the next steps are. Scrum follows a “do, check and adapt” principle.

In addition to the above methodologies, we are starting to see an increase in the following:

  • Kanban – in Japanese, the word “Kan” means “visual” and “ban” means “card”. This visual system manages work as it moves through a process. Kanban follows a set of principles and practices for managing and improving the flow of work. It promotes gradual improvements to an organisations processes.
  • Scrumban – a hybrid of Scrum and Kanban, Scrumban provides the structure of Scrum with the flexibility and visualisation of Kanban, which makes this methodology a highly versatile approach to workflow management.
  • Lean – a popular approach to streamlining both manufacturing and services processes through eliminating waste while delivering value to customers. A lean culture is based on continuous improvement.
  • XP – another agile project management frameworks used in software development. XP advocates frequent releases, iterative development and a high level of customer involvement. XP is very similar to Scrum, but with an added layer of coding best practices.

One thing to keep in mind, while there are a number of methodologies to choose from, there is no such thing as the “right” one.  Different projects benefit from different elements of each and quite often a hybrid of multiple methodologies are used to manage a Project.

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 Basic Art of a Good Resume

By Rachael Peters, Recruitment Consultant, Eden Ritchie RecruitmentRachael Peters

It didn’t seem that long ago when I decided to change career paths and it came time to update my resume. I spent so much time on the layout – the font, the font size, bold, underline – the list goes on … It took days to get it just right. Unfortunately for me, although it looked great, it was so generic, and it didn’t really specify any of my skills or stand out in a crowd!!

Being a newbie to the recruitment industry, I now understand that most employers and recruiters are looking for specific skills to fill a role, and often receive hundreds of applications for one job. We all have our strengths and capabilities but how you put that down on paper is imperative on how you will succeed. When applying for your dream job, you don’t want your resume to be lost in a sea of applications because it is too long, too short or just boring.

Try to keep your resume to two to three pages and focus on your key selling points – it’s a career marketing tool, not an autobiography. Because we live in a fast-paced world with tight deadlines,  hiring managers and recruiters may give your resume a 6 second glance before making the decision of whether or not you go on the maybe pile. Your short story should capture attention and leave the reader wanting more! (That being said, a more substantial resume would be expected for senior level positions or those from technical or academic backgrounds)

The first page should always be a career summary section, to define you as a professional and cover areas most relevant to your career level and job target. A career summary should provide a brief, but detailed version of your qualifications, experience and what you can bring to the table with the use of keywords and skills to help categorise you as a stronger candidate.

Your resume should be visually appealing, uncluttered, and have substance. Use of bullet points is a great way to add emphasis, but limit them in some areas to increase impact, and make your position descriptions results-based rather than task based. This means write down what you achieved rather than what you did.

And finally – there is no need to include your home address, marital status, age or gender anymore, but always have a phone number and relevant email address. If you have an old email address that may look unprofessional, it may be time to set up a new one while job hunting!

Remember your resume is a marketing tool – First impressions begin with your resume, not at the interview door. A well written and presented resume can get you that interview, which could be the beginning of a brilliant new chapter …

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.

Social Media and Social Screening

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

Social media is a term for the online platforms that people use to connect with others, share media content, and form social networks. Some of the most popular platforms include Skype, Pinterest, Instagram, Tumblr, WhatsApp, Twitter, Facebook, YouTube, WhatsApp, YouTube, Viber, Snapchat, and Reddit. Social screening of these online platforms is now an increasingly crucial part of the recruitment and selection process, although data in relation to its actual use is almost nonexistent and it is certainly not something formally recognized, as part of organisational recruitment policy or procedures. But what we do know, is that what you post online stays there forever and is accessible by everyone.

So how can you ensure you have an appropriate social media footprint?

Firstly, do a Google search of your name and see if there is anything inappropriate associated with you. I decided to practice what I preach and did a Google search of my name – fortunately I have nothing inappropriate to report on – rather boring in fact. Apart from my LinkedIn and Facebook accounts which I expected, what I did find, were some articles about me as the mother of my son Jack Kibble, who was Runner Up on Junior Master Chef some 8 years ago, and a presentation I co-delivered at a conference some years ago, which I had forgotten about and most certainly don’t have a copy of – but I now know a copy is accessible on Google.  I then did a Google search of both my sons who are part of the (“Generation Y and The Millennial Generation”) who have a strong social media footprint, and while again there is nothing inappropriate (thank goodness) – there is a complete history of what they have achieved to date. In their cases, this social media presence may in fact be important and advantageous for their careers, however they still need to closely oversee the content of this wherever possible.

My boys have blocked me for years on their social media, so I have no idea what they post, but of course like any parent, as they were growing up, I have warned them about loading inappropriate content like embarrassing or provocative photos or videos of themselves on social media. Bottom line – if you don’t want your boss, work colleague or prospective employer to see it, don’t post it in the first place or if its already in the social media realm – remove it – it’s just that simple.

You can also change your privacy settings on your social media accounts and make sure it is personal to you and your friends and not the masses, something I would recommend doing, if you have not already done so. Remember your friends can still tag and copy photos that you thought were private and post to the public realm. Of course, there are privacy laws which cover the unauthorised publication of private material. Even so, once the information is posted, your reputation might not be recoverable, so be careful and think twice before sharing anything in the digital sphere. Bottom line, if you wouldn’t share it face to face don’t share it digitally.

So, the message is simple, be careful what you post, manage who has access to your posts and review your social media history and make sure it is representing the person you want to be portrayed as in the public realm. Remember social media can enhance your status in the market but equally it can be “an albatross around one’s neck”.

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.

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.

Happy 23rd Birthday ERR!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

23 years, who would have thought?! Not me that’s for sure. Back when we created ERR we intended to exit after 10 years. So, what happened? Possibly a combination of things? Life seems to fly past the older you get and between work and outside of work it gets a bit all consuming. Saying that I am a bit of a planner (read between that line – perfectionist!) so it hasn’t all been by chance.

Ironically, spending most of my days counselling others about making an optimally timed career change, I myself have been within the same industry, role and organisation for a very long time. As I have written before, running my own business has kept me challenged, and that’s one way of describing it – one big and constant challenge.  Likewise recruiting affords an opportunity to look into such a range of organisations and teams and even though functionally it is much the same, the people element always provides new insights, learnings and challenges.

Afforded with the opportunity to be both a business owner and recruiter has been a good combination for keeping me charged and interested. As I write this we celebrate 23 years in business and the central message for me is all about change. Never easy, change challenges us to be different, open our minds and take ourselves out of our comfort zone.

There are still many things I would love to change. Including but not limited to – the way we select and assess people for roles, the application process, the feedback process, the stock standard resume, the application letter, the lack of risk taking in selection and the perceived need for a direct match, such as needing prior industry experience. More hiring decisions factoring in values and behaviours, rather than just selecting for pure technical fit. Discounting people over a certain age. Paying people different amounts for doing the same work. The reactive nature of many organisations and the lack of real workforce planning. Thinking people have to be sitting at a desk to be productive, rather than measuring actual outcomes and effectiveness. The reliance on outdated industries for economic growth and the need for a greater emphasis on creativity and innovation. Over regulation, scapegoating and the lack of support from institutions for new and emerging local businesses. The great need for inspirational, brave and authentic leaders both in the corporate and political spheres.

In our 23rd year I predict more of the same, but also some change – in whatever form that might take. Because change drives opportunity and I am totally up for that!

Justine.

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

 

New Year New Start? How to source your next role!

By Nigel Baker, Group Manager, Business Development

Eden Ritchie Recruitment

Nigel Baker 0117 2

At this time of year many people are reassessing their current roles and organisations, many of you will make the decision to look for other opportunities.  The job market in Brisbane is buoyant so why not? Whilst a lot of commentary in January is around how to assess what you have and what you are looking for, I thought I would try to explain what I see as the two main approaches to securing your next role and some pros and cons.

Traditional Job Ads

You will find these in abundance on LinkedIn, Seek, Facebook and company websites etc. and they are undoubtedly a great source of information and very specific which is great. However, the issue is that everyone else who is looking for a new role also has easy access to the information and this is where the major issues start. It is not unusual for a job ad to attract 100+ applications. In general people are optimistic and positive and if they see a role they like the sound of they will convince themselves that it is the perfect fit. My experience is that people will apply for a role if they meet 60% of the criteria, it is also my experience that you will only be successful in gaining an interview if you meet at least 85% of the criteria. Don’t forget you could be up against 100 other applicants.

Traditional job ads are also a great way to see which organisations are growing or investing in projects. If this is the case and you do not see a role suited to you, reach out to people you may be connected to in the organisation and see if their growth plans include your area of expertise.  Which brings me to…..

Networking

I know this is a confronting term to a lot of people and to the majority of us, not something that comes naturally. However, some of the less daunting things I would put under this category are; renew connections with ex colleagues, utilise LinkedIn, meet with a few recruiters, speak to friends and family and approach companies directly.

The major advantages to this approach are that you will be in the minority of people prepared to put themselves out there, you will uncover roles that are not yet advertised, you will be speaking to people in person and not relying on your resume, you will be speaking about deliverables and not a wish list from a position description, and most importantly you will not be in a tick box exercise with 100+ other applicants.  The main difficulty with this approach is that it is time consuming and more difficult than simply looking through a job board but the rewards far outweigh the effort.

Realistically your search will probably comprise of a mixture of both approaches however, be mindful of what you are spending most of your time on and what is most likely to reap rewards.  Maybe analyse your career and write down how you gained each role (I have done this below) and see what has been successful in the past.  Good Luck

  • 1st Recruitment role out of University – Networking – Friend of a Friend
  • CarlsbergTetley Brewing – Networking – Recruitment Consultant
  • United Biscuits – Networking – Friend I played Cricket with recommended me
  • Sniper Solutions – Networking – Friend I knew from the UK
  • Mercuri Urval – Networking – A friend worked there
  • Arete – Networking – A professional contact recommended me
  • Eden Ritchie – Traditional Job Ad – Seek

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

 

How to fit in with a close-knit team!

By Michele CameronMichele Cameron 0246 2

IT/ICT Senior Recruitment Consultant, Eden Ritchie Recruitment

It can feel like high school all over again when you step into a new job and you are part of a small team who knows each other very well on a personal level as well as operating like an efficient work machine bouncing ideas and working through processes quickly!  All you can do is smile and not feel insecure as you learn your role, procedures and find your place in the team.

As a manager, bringing in new faces and personalities into a team environment can be difficult when the group has an established dynamic. But don’t worry, there are things you can do to make sure all of your employees, new and old, feel at home when they come in to work.

Here are my top tips:

1.    Hire for fit – Bringing on someone new is easier by hiring for both skill and fit during the recruiting process. Keep your culture and the personalities of your team front of mind as you write job posts and ask questions during the interview process. Also consider panel interview sessions consisting of other leaders on your team. They can be big help when pinpointing candidates who are a great fit.

2.    Social side – As part of the final stage of selection invite the interviewee to meet a few members of the team for a coffee or after work drink. It’s an opportunity to meet in a less formal environment and hopefully you’ll see more of their personality in a relaxed environment.

3.    Make time for introductions – Make the new hired candidate welcomed by taking time at the start of the day to introduce new employees to each member of your staff individually. Give them enough time for people to match names with faces and possibly find a point of connection. This is a great gesture that can help set the tone when someone new comes on board.

4.    Assign a buddy – Paring new hires with more experienced employees can help a new hire navigate through the work environment. It can help a new employee feel valued, less isolated and to help them through the probation period.

Remember that it always takes time to integrate someone into the rhythms of a new workplace. But it never hurts to make the extra effort to help someone feel welcomed.

If you’re the new starter – here are a few self-care tips:

  • Be patient and kind to yourself, it takes time to develop relationships
  • Keep realistic expectations – remember you’re new, learning and you can’t know everything straight away
  • Work to add value to the team and show the right attributes that you’re a team player
  • Check in for constructive feedback from senior peers and your manager

I wish you all the best!

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance.

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

 

 

 

New Year New Career!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

It’s that time of year when we think about making a significant change in our lives, whether it be eating habits, fitness goals, lifestyle changes or one of the biggest ones … changing jobs.

Whilst the thought of a new year, new start can be invigorating, there are important things to consider when changing jobs. One of the first go to points is your CV. What does it say about you? Have you thought about the ‘story’ of your CV and what the next best role logically looks like? If so great, get out there and start applying for roles. And to quote a previous blog by Director Justine Eden, ‘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!’

If you are anticipating a change in career path, then you need to look beyond your CV. When you’re first considering a career change, it’s natural to use your CV or resume as a starting point. After all, the whole recruitment industry is set up on the basis of using your previous experience to guide your next steps. However, if you are serious about making a move out of your comfort zone, there are financial implications to consider, a major change can require a fairly major lifestyle overhaul.

Changing career isn’t easy, it may require re-training or taking a significant step back in position, title and salary in order to move forward. It is important to set yourself small and tangible goals to keep you on track, furthermore, ensure you are surrounded by supportive people who encourage this pursuit. With career change, thinking and action go hand in hand so take some time to think about what you want to do before you make the leap.

Once you feel more confident then talk to interesting people; try things out; and make sure your career change happens out in the real world, not just inside your head.

Change can be daunting, but career change can be a hell of an adventure. It requires you to try things you’d never dreamed of before, make requests of people you’ve never met, and discover options you didn’t realise existed. Most of all, it requires you to believe that having a career you love is possible. You have to be able to push aside your limiting beliefs, ignore the voices in your head telling you it can’t be done, and do it anyway.

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.

 

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.

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.

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.

 

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.

Tear up the resume application process!

By Michele CameronMichele Cameron 0246 2

IT/ICT Recruitment Consultant, Eden Ritchie Recruitment

I’ve been reading articles saying that the resume will be dead in a few years. Hooray you cheer!!  There’s nothing more frustrating than having to keep re-writing or adapting your work experience every time you change roles or seek a new change.

The Future

1.   Video resumes – this is becoming a popular tool clients are slowly trialing or currently using. When you look at a traditional resume, there’s a clear disconnect between the job seeker and recruiter/reviewer. There’s no relationship that develops from a resume, no personality to consider and no obvious communication skills. It’s not until applicants reach the phone interview stage that the recruiter has an opportunity to truly get to know them and learn more about their qualifications. After all, some resumes can be vague.

2.   One page infographic – in the visual world of marketing an infographic makes it eye catching, with easily digestible key information. After all a recruiter/ reviewer will spend less than a minute scanning your application. It keeps it simple, punchy and highlights the key details without the fluff. But on the flip side, the information lacks the details and current recruitment systems prefer word documents to scan and search key words when job matching candidates.

3.   Online profiles (digital & personal brand profiling) – Clients and recruiters will search your online profiles, research your articles and written blogs, and compare your network/ connection reach. The best talent will be creating their brand value and attracting opportunities based on their perceived reputation.

4.   Data job matching – new forms of technology from social media, big data, and analytics are building and profiling candidate’s information and becoming better sophisticated matching/ sending job alerts to candidates. After all, would you prefer to apply for less roles which matched better to your skill set. The downside is you become stereotyped based on your experience and doesn’t work if you want a change of industry or career.

5.   Creating talent pools through social media – this is an interesting article about companies attracting new talent pools and making the candidate experience fun again through social media.  Here are two takeaway tips clients can implement: https://www.forbes.com/sites/jeannemeister/2012/07/23/the-death-of-the-resume-five-ways-to-re-imagine-recruiting/#4eb19c0978a9

a.   Make it fair for all to apply – let candidates share ideas and contributions rather than the standard, one-dimensional credentials presented on a resume as it reveals aptitude rather than education or experience.

b.   Give candidates a business challenge – bring ideas to solve a problem, create value through innovation.

As a recruiter, I hear too often the candidate’s pains of applying and your resume is sent to the big dark internet of abyss and then nothing. Technology is constantly evolving and we all need to be adapting, embracing and developing our digital brand value to attract the next opportunity. Ensure your professional LinkedIn profile, website or video sales pitch is attached to your resume to help personalize it. Don’t be stuck just relying on job boards and a standard resume as there’s a good chance it’ll be in the “no” pile.

All the best!

 

 

 

Can I find you??

By Jane Harvey, Executive Search Specialist

Eden Ritchie Recruitment Jane Harvey 0181 2

Having worked in the white-collar/professional and Executive recruitment space for over 22 years I have seen a great deal of change within the industry in this time. I have seen many attempts for the ‘recruiter’ to be replaced by technology and I must say, I think that the job will continue to evolve, but I don’t think the recruiter (the person) will ever be completely superseded. While technology has the ability to store and sift through resumes based on desired skills, they alone cannot make final judgment calls about candidates.

One big change I have noticed, even championed, has been the shift from the old ‘post and pray’ methodology (where a role comes in, it is advertised and then we wait with fingers crossed for the perfect person to apply) to a more refined and much more precise method of going out and looking for the perfect candidate for a particular role …. matching actual skills and experience to a client’s needs … tapping into a completely passive audience as well as the more active job seekers. And I have seen this work … well!

BUT how easily can you be found?? Are you the perfect candidate?? Are you highly visible or invisible??

It is therefore important for a passive or active job seeker to understand some of the other ways recruiters search and how you can be ‘found’ for your perfect job without the slightest need to apply for an advertised position or trawl through countless job sites!

Along came professional networking sites such as LinkedIn which become your evolving electronic employment profile and assists Recruiters to find candidates who would otherwise be near impossible to find because they aren’t actively looking to change jobs.

So, make sure your networking profiles accurately represent what you’re looking for, what you have done, your achievements and even what people have to say about you. Make sure you have key words in your CV or profile that will draw the right people to ‘find’ YOU.  Update your profile – even if you are not looking for a job right now, as it is a great tool for keeping in touch and growing your professional networks — and there is always a chance that you will ‘be found’ for your perfect role… your perfect next step – and you may not even realise you were looking for it!

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

 

Stuck in the Middle

By Nigel Baker, Group Manager, Business Development

Eden Ritchie Recruitment

Nigel Baker 0117 2

My role is essentially that of the ‘middle man’. It is a role that I genuinely enjoy and a skill which is becoming more desirable across many industries, in many organisations.  When a new recruitment process starts we are looking for the skills that are not in the position description that will make the successful candidate stand out from the crowd, more often than not we hear phrases such as “strong stakeholder management/engagement”, “ability to translate technical requirements for the business”, “ability to manage change”, “build a roadmap and take people on the journey”…. You get the idea.

Managing the disparity and frustrations between the client and the candidate is the most difficult and often most enjoyable aspect of my role. Here are five of the most common themes we deal with on a day-to-day basis:

  1. Rates of pay
    1. Employers will often come with a budget that is not realistic for the level of skills and experience they are looking for.
    2. Candidates will have an expectation/salary level that is absolutely right for their level of experience, however they are probably over qualified for the role on offer. Yes, you may be better than the person they employ but the employer has to be commercial.
  2. Permanent vs Contract
    1. The general belief in candidates is that there is less and less differentiation between the two and, less value is placed on the traditional ‘benefits’ of sick pay, holiday pay, long service leave etc.
    2. Employers often do not think that they are competing for talent with the contracting market. For the above reasons they are….the two markets are merging.
  3. Competing timeframes
    1. Interview processes taking too long.
    2. Candidates are taking alternative offers.
    3. Notice periods are too long.
    4. Probity checks adding 2-6 weeks onto the recruitment process.
  4. Wish list position descriptions
    1. Employers often have position descriptions that cover multiple roles, therefore they list everything that needs to be covered in all the roles.
    2. Position descriptions often focus on skills/qualifications rather than deliverables.
  5. The interview was for a different role than advertised
    1. Candidates often complain that the interview was not relevant for the role that was originally advertised, and clients will often decide that a candidate is no longer suitable because their expectations changed mid-way through the process.
    2. Clients do allow the interview process to define the final role and responsibilities based on the people they meet and expect candidates to be flexible.

Often it is not black or white, there is no right or wrong, we are dealing with people and emotions. Decisions are sometimes made on pure speculation about something that is very subjective. This is why recruitment and the recruitment process is one of the most frustrating and satisfying challenges, often at the same time, no matter if you are the employer, candidate or recruiter.

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.

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.

Black Tuesday – Takes Me Back…

Justine Eden, DirectorBy Justine Eden

The recent Black Tuesday articles got me thinking back to 30 years when I was working in the dealing room for a share broking firm on that day that the market crashed. It was chaos and very apparent that things were going to change.

Having just left school I spent 2 years of working in finance, one year as a chalkie at the stock exchange and one in share broking. For me the ‘87 crash crystalized my plan to go to university full time. I could tell my job would no longer be there in a few months. Now of course the chalkie is also a relic of the past!

The recent Weinstein revelations also got me thinking. Sexual harassment was rife back in the day in share broking and I had my fair share of unsolicited advances from married men more than double my age, particularly when their wife was out of town. Did I want to come over tonight and have a hit of tennis? Did I need a lift home in the flash euro sports car? No thanks.

I remember sending out statements for shares purchased days, or just hours before the October 87 crash hit, for highly inflated shares now worth less than 5% of what was owing. People now desperate to sell and losing their homes because they had speculated on shares with money they could not afford to wager.

I had forgotten a lot of all of this and now it seems like a life time ago, but those insights back then cemented in my mind a kind of determination and clarity. That was to get an education, to build a career, to invest in shares with money that did not cost me the family home if they failed. To be independent and create my own business and to be able to stand up to anyone that made me feel uncomfortable or compromised in any way.

The power to choose, the ability for independence is something I have always valued greatly and it is what I hope my own daughters will experience. Cause let’s face it power is and always will be an aphrodisiac and independence is a great liberator.

As Abraham Lincoln said “..if you want to test a man’s character give him power”.

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.

The final tick of approval – Are your referees up to scratch?

By Tiffany Kamotiffany

Think you have put in a good application, and nailed the interview? Congratulations on getting this far, but remember, it’s not in the bag!

References are not just a matter of process, they are a valued contributor to the overall assessment piece. You are not always the only one to progress to interview in a position, they could very well be used as a deciding factor so you want to ensure you are giving yourself the best possible chance at being the successful candidate.

I cannot stress the importance of preparing referees enough!

Always ensure you give your referees a quick call to advise not only they will be hearing from someone, but who it will be, and why. Provide them with a brief run down on the role you are going for so they can reply to questions asked with role appropriate scenarios. I see it time and time again where the referee has not been adequately prepared, and comes across disinterested, lacking any ability to provide detailed responses, and therefore it reads as a lack-lustre reference where it is potentially no real indication of how you performed within your position.

Is your referee related to this position directly? Just as you tailor a cover sheet, a resume or undertake selection criteria, make sure you also tailor your referees to your specific job application to reflect the position you are applying for.

And remember at the end of the day, your referee has taken time out of their day to help you secure your next position, ensure you follow up with a quick ‘Thank you’ so they know you appreciate their time and to keep the line open for them to provide you with future references.

Why don’t you call me no more?

By Justine Eden, Director – Eden Ritchie RecruitmentJustine Eden

As coined in the lyrics of one of the great Prince songs, the Master of Music (RIP Legend) laments the fact that the one person he wants to hear from can’t even pick up the phone.

Likewise, I am amazed by the number of executives who, when applying for roles, simply hit submit. Why don’t they want to talk?

Wouldn’t they want to get behind the position description (that is so often outdated – a story for another blog) and better understand the key aspects of this role and organisation? Wouldn’t this intel better inform their application and allow them to nail what it is that the hiring manager is looking for?

I agree that often the person listed on the ad is not always the most informed or helpful – but persevere. Make sure you have a few relevant questions to ask when you do connect with someone able to share key information with you. Use this as a key opportunity to connect and build rapport.

I get to work across a great number of organisations and with leaders from every technical specialisation. I can attest to the many number of times when people recall a phone conversation with an interested applicant and want to meet them in person.

It’s all you need – that foot in the door. The interview – isn’t that what the application is all about? Blindly applying for your next career role and winging an interview is not an effective tactic. I don’t understand how an applicant can sit in an interview and stress how enthusiastic they are about the opportunity when they haven’t done their research up front.

Also, the stock standard application is not effective. If you are serious about your career and your search, you have to invest the time into it. Tailor your letter to the specifics of this role and organisation. Pick out the key words in the ad and the position description and aim to include them (ensure relevance) in your resume.

And please check your work! Incorrect names, spelling errors, leaving the details on a letter relating to a different role/organisation – yes, sadly I see this a lot. I look forward to hearing from you.

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

You get what you pay for…

 

Linda Parker

If only I had paid dues to that old adage today … on a walk uptown in the scorching heat in my 5 inch high heels I soon realised I may not be able to make it back to the office in one piece trying to balance on the uneven pavements whilst dodging heavy foot traffic and scaffolding. Brainwave, I’ll buy a cheap pair of ‘flip flops’ to walk back to the office in, I wouldn’t need to spend too much as it was only a couple of blocks. Boy was I wrong, that cheap thinking mindset has left me in more pain than if I had remained in my stilts.

So where I am going with this you are no doubt wondering?  Well in recent times there has been increased pressure on businesses to offer goods and services at seemingly unrealistic prices, with everyone out to grab a bargain, but at what cost? In the professional services industry we have been front and centre in facing squeezed margins and unrealistic expectations. Tendering for a preferred supplier arrangement was once a non-negotiable must do for the business but has now become a real risk to profitability.

It goes without saying that in general, consumer’s beliefs and expectations are that if they go for the cheapest options they are compromising on quality. It is a risk many are willing to take. The flow on effect of compromising on quality of service in order save money can end up costing companies so much more than they bargained for. In the recruitment industry such risks could be a bad hire with considerable consequences to the organisation.

I’m not saying there aren’t decent operators out there who provide a cost effective and good level of service, however I question the value that is placed on quality over price these days.

My feet are still reminding me of that right now.

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

 

 

 

 

 

 

Christmas Holidays and the Self-Fulfilling Prophecy

Linkedin Photo

Nigel Baker

If you are a looking for a new role in Brisbane at this time of year you have no doubt had it drummed into you that “Queensland slows down from Melbourne Cup until Australia day”…..”You may as well take 2 months off and not worry about your job search”….”Enjoy the time off with your kids over the school holidays”…..blah, blah, blah. This is true if you allow it to happen. Let me explain how I see the market at this time of year.

In my experience this is a great time to be looking for your next opportunity, as there is a real urgency around roles that are available, here are a few reasons why;

  • A desire to complete the process before Christmas to allow for a January start
  • If a role is advertised at this time of year it is often a reaction to a business critical driver e.g. timeframes slipping on a project, additional funding etc.
  • Many of your competitors will have decided to ‘down tools’ and wait until the new year
  • Projects will have completed reviews/forecasting
  • Business will have completed reviews/forecasting

Networking

Now is the perfect time to renew those networks that may have slipped throughout the year;

  • Reconnect via LinkedIn
  • Invite someone for a drink
  • Attend a networking function
  • Attend an awards evening

Meet January Head On

I once read an article by one of the most successful ever Olympians…He said that he used to train hardest on Christmas Day because he knew everyone else would be taking it easy. Make yourself busy in December and January and take advantage of the head start;

  • Book meetings for January now – diaries are mostly empty
  • Review job alerts and make sure they are still relevant
  • Update your LinkedIn profile
  • Review your resume
  • Renew/update your professional memberships and qualifications

Take advantage of this time of year and have a fantastic 2017!!!!!

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

EMPLOYEE PROFILING – Are we all cut from the same cloth?

Ben Wright

I’m asked quite regularly my opinion on the viability of an assessment methodology known as ’employee profiling’, which is quite commonly used to assist organisations in making sound hiring decisions.

 These methods are neither correct nor incorrect and it’s difficult to provide a definitive answer to this question, but rather their degree of effectiveness and relevance depends entirely on the individual circumstance.

 To assist you in making the right decision for your organisation I will outline below both the pros and cons to profiling and how it can be used effectively.

How profiling assessments methodologies are conducted?

  • A selection of an organisations high-performing employees are chosen and given the opportunity to take an assessment that is designed to measure a number of characteristics related to performance. Regardless of the role, the content is usually the same. The score patterns then serve as a benchmark for hiring.
  • During the hiring process, candidates are required to sit the same test and the results are then benchmarked against the current high performers. Those applicants who most closely match the ideal profile are viewed as having the best chance of success and are recommended for hire in an effort to “clone” high performers.

Logically, applicants scoring the same as ‘high performers’ have more in common indicating that they too have what it takes to be a high performer.

What are Pros and Cons of this Methodology?

Let’s start with the pros:

  • Intuitive: The idea behind profiling makes sense.  Look at your best performers and develop a profile that can be used to make sure you hire staff who model success. SIMPLE?!
  • Fast: While many assessment methods are timely to implement, profiling can usually be implemented relatively quickly and reused across multiple opportunities.

In the IT space I have seen this work really well when a profile assessment has been specifically created for role, like Project Managers.

One of the downsides to using a strict Profile Assessment Methodology is that across different roles i.e. Business Analysts, Project Managers, Web Developers, and Solution Architects, they all share different characteristics, that in their own right make them high performers in their specific field. I’ve touched base on a few other cons below:

  • Deficiency: When only one assessment is used for all situations, organisations may find that the content of this assessment will not fully capture all of the things required for performing the specific role.
  • Failure to account for change: This is a big downside as it does not account for the fact that the top performers surveyed may have had a different job profile at the time of hire.
  • In many cases, job performance and on-the-job training may allow an individual to learn and develop in many positive ways. Thus, the profile provided may be an unrealistic one for staff who have not performed the job in question.
  • Over-reliance on “the profile”: as this may create unrealistic standards that can lead to an over-reliance on some attributes and under-reliance on others. Hiring decisions should be the result of balanced information of many types, and the best hiring systems are designed to provide key decision-makers with a variety of information.

The above criticisms can apply to other assessment methods. However, they are worth considering when evaluating the relevance of profiling methods for an organisation’s needs.

Below I have mentioned a few situations where profiling is an ideal methodology for a company to use;

  • An off-the-shelf assessment is needed quickly: Profiling is one of the fastest and easiest assessment methods to implement.
  • The role is mainstream and doesn’t have any specific requirements: Most profiling uses one set of content for all jobs means that the profiling assessment content will be relevant.
  • The organisation is too small or there are too few incumbents to do a proper validation study: Validation research requires relatively large numbers of incumbents to produce a more accurate result.

From my experience the decision regarding the relevance of profiling for a company’s needs comes down to speed vs. accuracy. In such situations, speed and financial expense are often the key decision criteria and a reduction in accuracy is accepted as a result.

In these cases, profiling is a legitimate option and one that will still provide more accuracy than using no assessment or simply using an unstructured interview.

I hope this is helpful, and gives you a better understanding of the pros and cons that need to be considered when choosing the right assessment tool for your recruitment process.

For further information or to discuss please contact me on ben@edenritchie.com.au or 07 3230 0037 

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

Why Should I Hire You?

 

Kate Broadley

Kate Broadley

So why should I choose you? It’s a fine line selling yourself and not groveling 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!!

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

The world we live in has changed …

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           Jane Harvey

Job seekers need to be more savvy and careful than ever when it comes to social media. Gone are the days of turning up for an interview in your Sunday best, providing details of a couple of referees who would be sure to sing your praises and then turning up to your new job the following Monday!

Social media can both advance and hinder your career depending on how you use it. As the Internet and social media grow increasingly important, particularly in business, most future employers and recruiters explore candidate’s social media profiles including Facebook before making hiring decisions.

 And this is the very reason you need to be extra careful with how you use social media, how you portray yourself in this medium and how you set up your privacy. After all, it probably wouldn’t be the best idea to provide an unflattering social media image to future employers.

So, before you apply for your next job, take a good look at your online presence in some of the following ways:

Google yourself

Yes, this is the first thing anyone will do to see if you are who you say you are! Search your name and see what comes up? If there is something there that you would not be comfortable with a future employer seeing … take it down or get in touch with whoever published it and request that they remove it. This is not always possible and some things will remain for a very long time … so think before you post!

Check your privacy settings

Most people think that their privacy settings are sufficient and only their chosen ‘friends’ can see what they post… but in actual fact most people allow friends of friends to view certain content and it just goes on from there. If you go into Facebook and in your profile click “view as public” you will get a better understanding of what anyone in the world can see – including a future employer. If you can see too much … change your settings and get rid of anything that may cause damage to your professional image.

Keep your LinkedIn profile up to date

LinkedIn is one of the most important tools you can utilise as a job seeker or even as an employer. Often referred to as a professional Facebook, LinkedIn is your opportunity to get noticed and to stand out from the crowd, so make it work! Make sure your content is accurate and informative and that you include a snippet from your past few roles on the cover page. Make sure you keep it up to date and most importantly, include a professional and current photo, not one of you and your children or partner or best friend on a park bench or in a pub. Keep it up to date! If you don’t have it, then get it! If you are going for an interview, look at the profiles of the people interviewing you, it will show you are interested and doing research into them and their business.

 In all honesty, prevention is better than trying to fix social media disasters. Everybody has a life outside of work but photos of partying hard, can and will tarnish your professional image. If you must post, make sure your pictures are private. Future employers and recruiters do not need to see them.

Lastly, limit your work related comments on social media such as Facebook, particularly anything that may be seen as derogatory, and limit your social related comments on mediums such as LinkedIn – they are very different and you need to draw a very distinctive line between them. Open your LinkedIn profile so that almost anyone can access it, and your Facebook, Twitter etc. so that almost no-one can, and you should be on your way to that great new role without the worry of skeletons in the closet!

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

I’m Engaged!

Jade Mortlock

Hold the bubbles!

While I am sure my mum and dad can’t wait for this call I am not talking about a sparkly ring and white dress, I am talking about being an ‘engaged’ employee.

An “engaged employee” is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organisation’s reputation and interests.[1]

How would your staff respond to the following 3 questions?

  1. Would you recommend this organisations service to your friends and family?
  2. Would you recommend this organisation as somewhere to work?
  3. Do you see yourself working here in a year’s time?

I attended the most recent Brisbane ACHSM Breakfast forum where guest speaker Ms Michelle Russell, Solution Manager, GE Healthcare Performance Solutions explored employee engagement as a key driver of organisational performance. She believes, and I agree, the above 3 questions will quickly tell you if you have engaged staff.

Regardless of your industry, research shows that organisations with engaged staff deliver better patient/consumer experience, fewer errors, stronger financial management, higher staff morale and motivation, less absenteeism and stress and specific to healthcare; lower infection and mortality rates.

10’s of thousands of articles and papers talk about ‘how to engage employees’. Although written specifically for the NHS ‘Staff engagement’ identifies six building blocks for harnessing the creativity and enthusiasm of staff, which can be applied to any organisation.

7-great-benefits-of-engaging-your-staff-3-638

  1. Develop a compelling, shared strategic direction – inspire your staff with a persuasive narrative about what your organisation is seeking to achieve and how staff can contribute.
  2. Build collective and distributed leadership – move away from top-down leadership and share authority, responsibility and accountability with staff.
  3. Adopt supportive and inclusive leadership styles – encourage leaders throughout your organisation to develop a broader range of styles, with less reliance on directive leadership and a greater focus on consensus-building, coaching and supporting staff.
  4. Give staff the tools to lead service transformation – give staff the training and support to improve their services for themselves, creating learning organisations, rather than parachuting in external experts.
  5. Establish a culture based on integrity and trust – develop a clear sense of your organisation’s values and live by them, including maintaining the highest standards of integrity and fairness, even when things go wrong.
  6. Place staff engagement firmly on the board agenda – start making time for regular board discussions of how to improve levels of engagement.What is your organisation doing to ensure the staff are engaged?

[1] en.wikipedia.org/wiki/Employee_engagement

Is the Cover Letter dead??

AngelaNg

By Angela Ng

Some think that in the new transactional world, where shortlists are formed by keyword searches, that the cover letter is dead, but I have news for them. The cover letter remains a key tool for the candidate to differentiate themselves from the crowd, to personalise their application for the role, and to get the recruiter’s/hiring manager’s attention sufficiently to make them want to turn over and review the CV.

A good cover letter has the following:

1. PROOF THAT YOU’VE DONE YOUR HOMEWORK

Recruiters and hiring managers want to see that you know what you’re getting yourself into. It’s important in the early sections of your cover letter that you refer to the job, its title and the company in some form.

Bonus points if you can impress your potential future boss with an acknowledgement of a major company success. Triple points if that success relates to the team you’d be joining.

2. AN EXPLANATION OF HOW YOUR SKILLS RELATE

Your cover letter is also the written explanation of your resume as it relates to the job at hand. So it’s important you explain in the letter what exactly it is you can do for this company and this role based on your previous experience.

You could use, what’s called a “T-Letter” to effectively present this section. This is a letter with a two-sentence intro followed by two columns—one on the left headed, “Your Requirements” and one on the right headed, “My Experience.” Bye-bye big, boring blocks of text.

Using the job description, pull out sentences that express what they are looking for and place those in the “Your Requirements” column. Then add a sentence for each to the “My Experience” column that explains how your skills match those.

It’s an aggressive, bold approach—but one that could set you apart from the rest.

3. YOUR EXCITEMENT ABOUT THE POSITION

Here’s an exercise: Think about yourself in the job you’re applying for. What do you feel? You’re probably pretty pumped, huh? Now harness some of that excitement and put it down on paper.

For example, if you were applying to a web design or UX job, you could write, “For as long as I can remember, I’ve been interested in how the digital world works and how users interact with websites. Website design is not only my career, it’s my passion, which is why I hope you’ll consider me for this great role on your team.”

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

8 Tips To Making A Good Impression At Interview

 By Ben Wright

So you’ve put in all the hard work of getting your CV up to scratch, you’ve applied for roles and have managed to secure an interview.

How well do you think you’ll perform at interview?

It’s a difficult process for anyone at any level, and I’ll try my best to guide you through some of the likely questions and situations you might find yourself having to deal with.

  1. First impressions

The obvious one – first impressions do count! You have no idea how true this is. You need to smile and make the right amount of eye contact, so keep your gaze just a few seconds longer than usual, without looking like a bit of a weirdo.

  1. Questions and answers

Let the interview panel lead the interview but remember that you don’t have to wait until the end of the interview to ask questions. While they’re telling you all about the job and the company, questions from you at this point will emphasise your interest in the position. They may start with the question “Tell us about yourself and your experience, and why you think you would be the best candidate for the job”. This is where it helps to have your pitch handy as a brief introduction to who you are and what you can do.

  1. Preparation

Before the interview you should consider how you handle situations like interviews. How will you answer a question like “What are your salary expectations”? A difficult one if you don’t know whether you are over or under selling yourself. Figure out what your strengths and weaknesses are – you need to be able to say what you’re good at with confidence.

  1. Your reasons for wanting the job

Ask yourself why you want this job because you’ll likely be asked this on the day. Only you know the answer and you need to make it a good one. Just because you need a job isn’t a good enough reason for someone to hire you. Ask yourself what you actually know about the company. Are you interested in a long-term career or is this simply a stopgap for you? They might ask you where you see yourself in 6 months or 5 years’ time – how will you answer this. Easy if you see yourself long-term with the company, but not so easy to answer if you don’t.

  1. Dress Code

I can’t stress this enough – make sure that you dress professionally. Casual is not good and gives the wrong impression. Of course, this will entirely depend on what type of job you are applying for, but for a professional career position, get it right and rock that killer suit.

  1. Be enthusiastic!

You’ve been invited for interview because they believe you can do the job. It’s just down to you on the day to show that you can do it better than anyone else. Even if you don’t tick all the boxes for the job criteria, I’ll bet you have something just as good or even better to offer. The interview panel don’t know this yet, so you have to tell them. Don’t be negative about a past (or present) employer, working conditions etc., as this will give a really bad impression. Try to show that you are flexible and willing to take on responsibility.

  1. Timing is critical

Whatever happens don’t be late!  Arrive 10 minutes prior – and if you’re too early then take a walk around the block.  Just don’t leave it until 5 minutes before the interview is due to start, because the interview room might be some distance away from the reception area you have reported to.

  1. The evening before the interview

I’m not going to say try to relax the evening before because you won’t, but get some sleep! If you really want the job you’ll be pretty nervous… that’s natural – and that’s the best advice anyone can give, to just be natural and be yourself. That’s the person they’re looking for. Good Luck!

Digital disruption – Who do you trust more with your personal data, the Government or Facebook?

Linkedin Photo.jpg Written by Nigel Baker

Richard Suhr from EY was the key speaker at a breakfast meeting I recently attended and he posed the above question. I am a sucker for a conspiracy theory and his question really resonated with me.

The talk was at a health industry function and it was fascinating to hear his take on the subject in relation to the challenges and opportunities in the sector. As with most, if not all industry sectors digital disruption has/will target the peripheral services that are the most profitable. The core business functions of health such as heart surgery will probably not come under the control of Uber but why wouldn’t the supply chain?

Much has already changed in this sector and there is much more to come. Who has a family GP nowadays? People travel overseas for surgical procedures.  Where is the first place you go to if you have a health query (my wife would say google)? Do you have a watch that measures your heart rate, steps, sleep patterns, distances covered, it might even tell the time? Do you have an app that measures your calorie intake for the day as well as your weight loss/gain? Do you do your weekly food shop online? Do you have an app that tells you how to workout? etc. etc. etc.

As an individual how will all this information that is held in the public cloud affect you in the future? (It could be much more important than keeping that embarrassing photo from going viral.) Will your future life insurance premium be set by how much you weigh, exercise and consume and where will this information come from? Facebook probably! Will you be charged more by your health fund if you eat too much or do too little exercise?

A major challenge for the health sector moving forward is deciding how they are going to be connected to patients. There is a growing need for all areas of business to offer what the user wants and a growing expectation to move away from purely informing to assisting. Historically the health sector has been very good at informing, are they as good at assisting? Will your doctor or surgeon be available 24/7 on social media? How will regulation and governance evolve? What will a hospital of the future look like? Will they share/sell on your information like other organisations do?

Which all brings us back to the original question……..Who will be your trusted advisor to hold your confidential medical records, facebook or the Government? I think maybe facebook, or more probably an organisation that we haven’t even heard of yet.

 

 

 

You will probably wonder WHY I am posting this …

WHY

One of my favourite quotes is by Simon Sinek, best known for popularising the “start with why” concept, when he says “people don’t buy what you do, they buy why you do it”.

I am often asked WHY I work in the recruitment industry and most people, even some of my friends and family, think my job is just selling – you may even be one of them.

Since joining Eden Ritchie, and indeed over my career in the recruitment industry, the number one thing that has inspired me everyday, my WHY, is seeing great candidates acquire even greater jobs. Making the countless reference checks, 1000’s of application reviews, and a non-stop flurry of emails all worthwhile 🙂

The reward of working one on one with candidates through the whole recruitment process and seeing them get the role they really wanted is my WHY. In order to assist my candidates to get ‘that role’ I work with them, as clinicians often find it difficult selling themselves, to fine-tune their applications and bring to life the great things they do, and have done in their career.

So, I have created a short overview “How is your application shortlisted” on the points I tell my candidates everyday to help improve the content included in their CV and supporting statement. These steps, I am confident, will see an application move that one step closer to short list and in turn interview.

Since joining Eden Ritchie, I have successfully managed the recruitment process for many senior and executive roles such as Executive Director Allied Health, Executive Director Nursing and Midwifery, Director Medical Services, Orthopaedic Surgeons, Principal Dentist (to list a few) and have received the below from candidates who are happy to provide a public testimony. Proof that my WHY is working.

If you ever have any questions on how to fine-tune your CV or application for a role, I am more than happy to help. Click here to contact me directly.

Jade Mortlock

Testimonials

I am emailing to thank you both for the excellent service you provided to me in the recent recruitment to the Executive role in the Darling Downs. Your timeliness and professionalism when responding to email and phone call queries and questions, the advice you provided in terms of both the application and interview process, and the consideration you showed in the follow up period post interview were nothing short of exceptional.   I would have no hesitation in recommending your services to colleagues and I will also have no hesitation myself in procuring your services in the future when recruiting high quality, experienced and capable employees.
Annette Scott, Executive Director Allied Health, Darling Downs Hospital and Health Service
It is with great pleasure that I can provide a gleaming testimonial for Jade Mortlock, Eden Ritchie. From first point of contact I found her to be personable, professional and able to answer all queries relating to the position I was applying for.  She has a genuine enthusiasm and passion for her role and was able to translate that to an efficient and stress-free process for me. I was very impressed that Jade always kept me informed of progress every step of the way, provided supportive guidance and was knowledgeable in all areas pertaining to my prospective position. Jade has been outstandingly helpful and I am truly thankful for her hard work and positive attitude. I would not hesitate to refer to or use her services again, I believe she has done a fantastic job.
Mark Dohlad, Principal Dentist, South West Hospital and Health Service.

Don’t forget to follow Eden Ritchie on LinkedIn as well as connecting with me here.

First impressions last…and last…

With all the avenues available to job-hunters to look for work, make connections, and market themselves, you can now make a ‘first’ impression multiple times. A hiring manager or recruitment consultant might view your LinkedIn profile or social media posts, read your resume, speak to people in your networks, or call, text, or email you, all before they meet you in person. In doing so they start to form a view of your personal attributes and style, as well as how you operate, and what you have to offer their company. Representing yourself consistently across all of these forums is important, so that prospective employers see you as genuine, professional, and job-ready.

Recently I needed to contact a candidate who’d made a positive ‘first’ impression with a great resume that outlined, amongst other things, their well-developed communication and engagement skills. However, these skills did not extend very far when it came to setting up an interview for a role. Getting in touch proved difficult, despite my repeated follow-ups via phone and email. To make matters worse, when we finally did connect, the person’s telephone manner and tone was abrupt and disinterested, which left a very different impression, and had me reconsidering whether to put their CV forward at all.

I’ve also met candidates with excellent LinkedIn profiles highlighting their strong writing and research skills, and organisational and time management capabilities. Unfortunately some of these candidates have not been able to translate these abilities to a successful interview. Research and writing skills should help you to easily get background information on the organisation you’re applying to, either through websites, media articles, or industry information. From there you can work up useful prompts for your interview responses, as well as a few brief but relevant questions to ask about the job itself. Hiring managers or panels will spot inadequate preparation or a disorganised approach every time – it’s that obvious. On another note, if you’ve written a great resume but your LinkedIn profile is a bit bare, you can simply cut and paste sections of it across to add more detail to your profile, making your online and hard copy profiles more uniform.

We’re all pressed for time but it really is worth the effort to regularly review the various tools and profiles you use to promote yourself in the job market, and keep them updated and consistent. In today’s competitive environment, you need to make it as easy as possible for employers to get the right ‘first’ impression of you – every time!

Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.

Application Overload!

The employment market is an ever changing machine, and at times a horrific ordeal for some. Within the FastERR division of Eden Ritchie Recruitment we appear to be spoilt for choice with an abundance of quality candidates available for work across a variety of disciplines.

Whether it is administration work, project management, accounting support for financial year-end, procurement and contracts specialists or HR expertise required, there is work out there for those ready, willing and able to take it, but the competition is fierce!

While it is safe to say that it is an employer’s market, by no means does that make it easy for the employer, in fact more often than not it creates more work, which is why the engagement of recruitment agencies has not decreased. When seeking an administrator, whether it is permanent or temporary appointments, the average number of applications can be in the 100’s. This means more work for decision makers, more reading and more hours spent away from the demanding requirements and responsibilities of their day-to-day job to work on recruitment processes.

There are a number of theories out there as to why the current market is candidate rich, but one in particular is becoming more apparent…many of those whom received voluntary redundancy packages in 2012 are now eager to gain employment within State Government again, and are able to do so without any penalties now that the required allocation of time has passed. Of course some tax-payers would question whether this is merited given that it was deemed so necessary to reduce the number of public servants to claw back some of the state’s debt. There are also plenty that argue if public sector bosses had greater ability to hire and fire then the workforce wouldn’t increase to a level that required such drastic measures to rectify.

It is fair to say that some critical key talent left the public service during the Newman Government’s ‘cull’, some of who were able to move on to satisfying careers outside of the public service, and others who simply took some time out to enjoy life, free of the daily grind.

Whatever the case, we are happy to be reconnecting with familiar faces and representing high-quality talent who are enthusiastic and eager to work, and we are equally enthusiastic about taking the pain out of the often-stressful process of recruiting for both public and private sector employers.

Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.

The Perfect Resume

By Kate Broadley

Kate Broadley

Kate Broadley

I usually spend less than 5 minutes reviewing a resume, and research suggests that recruiters spend an average of six seconds reviewing a resume before they make the initial decision on candidates. That means you have to win them over fast. So what makes a perfect resume? There is no perfect resume format, but some are closer to perfect than others. At the end of the day, your skillset and qualifications will get you the job. However a great resume will be the key to getting that job interview. So here are a few key points to consider.

A new idea of mine, given the growth of social media, is to make sure your resume includes a URL to your professional online profile. Employers and recruiters look up a candidate’s online profile, so why not just include your URL along with your contact information in your resume.

Don’t include an objective statement, it is so yesterday. There’s no point in including a generic objective about “a professional looking for opportunities that will allow me to leverage my skills”. It’s not helpful, it’s distracting, so just ditch it. Replace it with an executive summary, which should be similar to a “30-second elevator pitch” explaining who you are and what you’re looking for. In approximately three to five sentences, explain what you’re great at, most interested in, and how you can provide value to a prospective employer.

Use reverse chronological order. This means anyone reading your resume is able to see what you’ve been doing in recent years immediately. More space should be allocated to the more recent positions, since this is where your most important achievements are usually found.

Identify keywords consistent with the job advertisement or role description and incorporate them into your resume (assuming you have those skills).

Ensure you describe your past experience, skills and achievements. This should be changed for every job you apply for to ensure prospective employers understand why you are perfect for the job. Include your achievements, as it is not sufficient to simply state the roles and responsibilities that you have held. It is vital to illustrate and even quantify the outcomes you delivered. This is a testament to how you have added value to an organisation, and can include the money you saved or brought in for your employer, deals closed, and projects delivered on time or under budget.

As I said in one of my previous blogs, “you get out what you put in”, so be prepared to spend some time on your resume and refine it a number of times until it is right. It is part of your toolkit, to nailing that next job.

Need help with your resume or want to know more? Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.

Resumes, I Have Seen It All!

By Kate Broadley

I’ve sent lots of resumes over my career and I’ve personally reviewed thousands.

Kate Broadley

Kate Broadley

Some are fantastic, most are just ok, and many are just dreadful, sorry I know that hurts. The worst part is, I continue to see the same mistakes made over and over by candidates, who are then shortlisted out and eliminated from consideration for a job. What’s most depressing is that I can tell from the resumes that many of these individuals are really good and would offer much to the prospective employer. But in this fiercely competitive labor market (yes fiercely competitive is what I said) employers don’t need to compromise or even wonder if you might have the right skill set. All it takes is one small mistake and your resume will be rejected, there are many other well written resumes to consider.

I know this is well-worn ground, but I promise you, more than half of you have at least one of these mistakes on your resume. And I’d much rather see you win jobs than get passed over.

Typos. This one seems obvious, but it happens again and again. So please read your resume from bottom to top: reversing the normal order helps you focus on each line in isolation. Or have someone else proofread it for you.

Length. Some people believe that resumes should be one page. Some say two pages. Some say three. Many candidates for positions are frightened that if they don’t comply with some arbitrary length limit, their resume won’t get read. This is all nonsense as there are no so-called “rules”. You should provide sufficient detail so that employers and recruitment consultants realise that you understand the impact of your role, that you go about your work using a well-reasoned thought process, and you have the judgment, knowledge and other skills needed for the types of roles for which you are applying. The issue is not how long the resume is. It’s about whether it conveys enough information to differentiate you from the competition and gets you to that first interview. Once you’re in the room, the resume doesn’t matter much. So cut back your resume. It’s too long.

Formatting. Unless you’re applying for a job such as a designer, your focus should be on making your resume clean and legible. At least ten point font, white paper, black ink and a reasonable margin on both sides of the page. Consistent spacing between lines, columns aligned with your name and contact information on every page. Your head shot, no matter how good you look in it, is unnecessary… your LinkedIn profile will usually suffice for employers who are interested in you (and if you don’t have your photo on LinkedIn, refer to my previous blog “How to build your professional brand”).

Of course, I shouldn’t have to mention it, but please, please don’t lie… you will get busted, its just a matter of time.

The good news is that if you can avoid these mistakes, you will be halfway there. In a future blog, I’ll talk about what you can do to make your resume stand out, other than the things to avoid!! Go on, review your resume and see if you can eliminate some of these mistakes.

Need help with your resume or want to know more? Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.