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.

 

 

 

Is the office becoming obsolete in the 21st century working world?

Siobhan QuinnBy Siobhan Quinn, Government Selection Panel Consultant, Eden Ritchie Recruitment

 

Gone are the days of the traditional 9 to 5, Monday to Friday in the office; with more and more employees demanding flexible working options, businesses have responded by offering work from home opportunities, amongst other initiatives. It begs the question – is the office becoming obsolete?

 

Often when thinking of flexible work arrangements, the likes of tech giants such as Google come to mind; but it may surprise you to know, several key players such as Yahoo and IBM have reversed their flexible work policies. In 2013 Yahoo CEO Marissa Mayer banned telecommuting, reasoning that while people can be more productive at home; they are more collaborative and innovative in the office. Collaboration needs a place to happen. When employees work remotely, it becomes more difficult for them to interact and share ideas. While there are some great tools to facilitate remote collaboration, it doesn’t quite replace a face-to-face conversation. Also, being in the same room as colleagues is crucial in developing social connections and building the culture of an organisation. Employees can virtually work together in an effective manner, but it’s definitely harder to build a rapport with someone over email, compared to someone you physically work next to. Working from home can sometimes be lonely, and most remote workers will want to come in and work from an office at least some of the time. This helps the individual to feel connected their peers, and as well to the business.

 

For those who enjoy the privilege of working from home, there is a level of trust placed in them to do the right thing. Of course, there are a small minority of individuals who will take advantage of the opportunity and not deliver the expected outcomes. But for the vast majority, remote employees are more productive. With many people commuting for over an hour each day, particularly those who work in the CBD; that’s at least 5 hours a week that could be better spent elsewhere. Generally, employees are more willing to put in extra time where required, but especially when they can do so from home. The same goes for sick leave; those who work from home are usually able to accomplish at least some work, in what would otherwise be a lost day. It can also be cheaper for the business to have employees working from home, for example in growing organisations where desk space is at a premium in the office. For managers who worry about reduced visibility over productivity, technology makes it easy to track output, for example programs which monitor screen activity. Many jobs have performance metrics that can show how productive someone is, and this is particularly so for task-based roles with tangible outputs.

 

In summing up, there are many jobs that can easily be performed remotely or from home. Employees have been shown to be more productive at home rather than in the office, and in many cases, work can be done more efficiently and for a lower cost. Conversely, staff can be more collaborative and innovative in an office environment. Not everyone wants to work from home, many people like the separation of work life and personal life. Working from home also won’t suit every employee or role, and it won’t work for every organisation. So, the office will likely never be obsolete but it’s important to recognise the benefits and changes technology has introduced to the way in which people can, and do, work.

 

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

It’s a matter of asking the right person the right questions.

Susanne FlahertyBy Susanne Flaherty, Government Selection Panel Consultant, Eden Ritchie Recruitment

Rather like how party goers ask a doctor at a Sunday BBQ for advice on a sore knee or chronic hiccups, the questions recruiters get at these events are about CVs that miss far more frequently than they hit and hints for the top 5 interview questions.

 

My top five responses always include that the staff on our Fasterr and IT desks are great at providing insights into the things they are looking for from CVs, and key experience and skills they are seeking from potential candidates. I overheard a conversation today where one of our awesome recruiters Jo, was talking to a candidate about the skills and experience to highlight in preparing an application for a role she was working. Similarly, Ben and Tiffany on the IT desk know exactly what they are seeking for their employer clients and how candidates can best present skills and experience to make it clear in a succinct and professional way. Working with a recruiter helps you get in front of employers and gets you insights into how to sell what you can do.

 

The other thing that I always say is that each employer is different and each role is different too, even if it is the same job advertised 12 months later. I recently worked with a panel who, due to unforeseen circumstances, were filling the same role we had worked on together to fill only 6 months earlier; same role description, completely different employment context with the team 6 months further into a major organisational change.

 

The key is to ask questions of the contact person or if there is no contact person ask around and look on the net for the organisations wider priorities, the statements and commitments they make their customers and clients and the language they use to describe their environmental and social context.

 

Don’t turn up at the interview without knowing the type of person being sought for the role or what the priorities for the first three months will be. Make sure you try your best to know that before you start typing.  Tailor your application to that role and make sure you reference what you found out. I read a lot of awesome lists of great stuff people have done but few awesome written applications that describe the great stuff the applicant is going to do for the potential employer.

 

Eden Ritchie Recruitment can help you many ways from getting great candidates in front of terrific employers to working with you one to one on your interview style and approach to writing your CV and your application.

 

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.