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say, I think that the job will continue to evolve, but I don’t think the recruiter (the person) will ever be completely superseded.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.

The Importance of Effective Recruitment & Selection

By Kate Broadley

Kate Broadley

Kate Broadley

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

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

Some tips to adhere to when recruiting include:

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

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

Finding your happy place

Michele Cameron 0246 2By Michele Cameron

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

How do you find this?

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

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

 Trust your instincts

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

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

 Making the decision to accept?

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

 Happy work days

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

The 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.

My Pet Hate – The Unedited CV!

By Helen Chard

When asked to write this blog – I started to wonder what was worthy of writing – the answer, what takes up most of my time when searching for the ideal candidate.

Over the past 7 years I have spent thousands of hours poring over CV’s. From CEO’s and professionals with Masters and Doctorates – many being from the most prestigious universities (I spent time in Cambridge!) to the unemployed.

It amazes me that someone can produce a tidy Facebook page but when it comes to a CV, it can be a jumbled mess – a complete enigma that we recruitment consultants continually decipher.

There are no two ways about it – condensing all your skills and experience into one slick document can be challenging. You’re not born knowing how to write a great CV, so it’s up to you to find out for yourself how to get the basics right. From font size and format to photos and filling in the gaps, there is a certain etiquette that should rarely be broken. Recruiters and employers receive constant streams of applications don’t let a basic mistake send yours straight to the bottom of the pack.

How long should a CV be?
When it comes to length, try to think of your CV as a tasty appetiser that will get people coming back for more. It should be around 2 pages long to ensure that you get your message across quickly, without dragging on like an old encyclopedia, boring employers and recruiters.

If you feel your experience is as good as gold (and listing it all will make you a shoe-in for the job), don’t worry too much about going over. Just be sure to keep it at 3 pages or less.

What do employers look for in a CV?
They want someone who has the right skills and knowledge to do the job at hand, so this need to come across in your CV. If you have the exact experience they are looking for, make sure it is clear – don’t make them read between the lines or join the dots. Spell everything out for them. If you don’t have the perfect profile for the role but know you can do it, highlight your transferrable skills. It’s always important to research your target roles beforehand to find out exactly what they are looking for in an applicant.

What font should I use in my CV?
The saying ‘keep it simple stupid’ exists for a reason and is a principle that applies here. Forget cursive text that makes your CV look like a Disney picture, and best you steer clear of colour altogether. Nice symbols, though. Use a simple font that looks professional and is easy for recruiters and employers to read. Size matters too – you can’t go wrong if you stick around the 10/12pt mark.

Should I include a photo on my CV?
Your best selfie needn’t grace its presence on your CV. There is no need to include one on your CV. It will take up space that could be better used with text that demonstrates the value of hiring you. Show them how you’re so much more than just a pretty face.

Do I include all my experience on my CV?
You should include all your experience on your CV for transparency, but older or irrelevant roles can be shortened down to brief summaries. All your previous roles were NOT created equal. It is important to bring out the most relevant points and let other bits take the backseat.

Should I include my date of birth on my CV?
Age is only a number, right? Employers should not make recruitment decisions based on a candidate’s age, so there’s no need to include your date of birth.

Should I hide employment gaps on my CV?
Take the guesswork out of your CV. You don’t want recruiters or employers scratching their heads trying to fill the gaps themselves, so if you have long periods of unemployment you should be up front and explain them. Keep this short and sweet, after all, it’s just to let them know what was keeping you occupied during that time. Ideally use constructive reasons such as personal projects, study or travelling.

Do I need a cover letter?
Typing a personalised cover letter shows you are serious about your career and the opportunity.  It should paint a clear picture of who you are and what you are looking for, and why you want to engage in further conversation.

Should I include references in my CV?
Employers shouldn’t contact references until they have intentions of potentially offering you the job – it has however been known to happen. You don’t need to list them on your CV, instead a one-liner like ‘references available upon request’ will do the trick.

And if in doubt – GOOGLE – there are templates, job specifications and information at the touch of a button. So, if you can use Facebook you can certainly compose a CV which is legible and flowing.