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.

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.

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.

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.

 

Permanent -v- Contract roles?

Andrea James copyBy Andrea James, Recruitment Consultant, FastERR team, Eden Ritchie Recruitment

As we progress through our career, we begin to understand it’s all about the opportunities that present themselves and the decisions we make along the way.  A common choice I see people having to make is the cross-road of “Permanent -v- Contract roles” … and I am asked which is better?

Ultimately the decision is what is better for you and what you are comfortable with. Some people prefer permanent roles as they feel they have more security and the other benefits such as annual, personal and long service leave whilst having a role you feel is “yours”.

As for contracting, well on a personal note, I was engaged as a contractor for over seven years and it was a great experience. I was often asked along the way “why don’t you just look for a permanent role?“  Whilst to most people this question would make sense, for me and at that period of my life contracting was perfect for me, and if I had not made the decision to contract I would not have the experience I now have across so many departments and roles.

Here is what I found when contracting:

  • You are in charge of your opportunities – as a contractor you get to decide what roles you wish to take and can have more control in the path your career takes.
  • The higher rate of pay – As a contractor you do not accumulate leave or have the permanency, however you are on a higher rate to compensate this and in most instances this rate is higher than if you factored in the same role with permanent pay and spread your salary across when you took leave.
  • Contracting is about being adaptable to your environment – As you are placed in different contracts, each environment is different. You need to be adaptable to your environment including different team sizes, personalities and drivers within that department and role. Within those departments there is also different policies and procedures and it is expected you have an understanding of these or know where to find them so you can align to them.
  • Open opportunities while you are on your contract – So many opportunities can arise while you are on a contract if you make a positive impact including permanent opportunities, extensions to your contract or being offered another contract within a different department. This can be of great benefit as long you honour your commitments to build the trust factor.
  • Adding to your experience – As a contractor, you will experience something different in each role. Different processes, systems, duties and through this you are also broadening your experience within each role. Be a sponge and soak it up.
  • You have more flexibility in your life – Would you like to take a month off to focus on the family or study? Would you prefer to work three days a week instead of five?  With contract roles you are able to tailor your life to the roles you accept bringing more flexibility to your life.

With these benefits, you may want to consider if contracting will work for you and your lifestyle. The only thing I will say is that as with anything, reputation builds trust so make sure you follow through with your assignments and give great customer service and build a reputable personal brand with employers.

If you are interested in contracting, then contact Eden Ritchie Recruitment on 07 3230 0033 or visit our website, LinkedIn and Twitter.

But I ….

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

Selling yourself to the employer is the name of the game right?

Obviously the point of applying for roles and going to interviews is to sell yourself, your skills and background to the employer. Similarly employers are wanting to sell their business, their opportunities and the benefits of employment with them to the right candidate.  From an employer’s perspective it is frustrating how frequently the right employer and the right candidate are not face to face in the same discussion.

Interviews with candidates with the wrong skills sets and background for the role at hand are pretty horrendous places to be. Candidates in the wrong seat at the wrong table typically are not able to answer the questions and the employer is not able to get the information they need to make an informed decision.

These are my current tips for applying for any role:

  • Apply for roles that are consistent with your skill set and background. If you are looking for a career change, plan it; do some study, look for entry level roles or roles that combine your existing skill set and new ones you are looking to develop. Look for opportunities to cross over into new fields taking some of your skills and hard work with you.
  • Always research the company, ask around and see if anyone in your network has experience with them. Search up the role title too, this can bring up ideas about the things you might need to consider when applying.
  • Always try to speak to a contact person. This is pretty tricky sometimes, but do your best. Plan your questions ahead of time and make sure you are not asking for information you should have read from the job posting or the career page of the website. Practice your phone call out loud to yourself beforehand or better, practice with a friend.
  • Be selective – this is really important. It wastes your time and the employers time if you are trying to sell something that they are not buying. There may be a role you are interested in and it’s a stretch for your skills and background. Approach asking about these roles from a developmental perspective, try to speak to someone about it, ask them what they would see as the ideal candidate and skill set.

It does happen that employers will be so impressed at interview that they offer the job to someone who has a totally different skill set from the one they set out to find. Realistically though, this is more likely to happen in the movies or to the friend of a friend of a friend. When it’s you, think through and plan your approach, remember the employer’s time is valuable and so is yours. People land amazing jobs, including the job of their dreams every day. Plan your approach, think about what you are selling, research options and don’t just wait for job ads.

Eden Ritchie Recruitment can help with roles in a number of amazing fields including IT and Government. Sharpen up your CV, plan your approach and find the right buyer.

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.

 

The Importance of Managing Up

By Justine EdenJustine Eden, Director

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

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

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

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

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

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

BBB (Best Business Books)

Compiled by Jade Mortlock

Many of the industries that we work in have specific mandatory training and Continuing Professional Development (CPD) requirements. While these are imperative to continuously improve specialist knowledge, skills and abilities a personal commitment to broader professional learning and development is equally important. The team at Eden Ritchie Recruitment, who work across a number of industries, recently had a discussion about the best business books that we have ever read (and why) and we came up with the below list that we’d like to share with you. We would also love to hear the name and title of YOUR favourite business book.

Justine Eden – Director (https://au.linkedin.com/in/justineeden) The Rise by Sarah Lewis. I saw Sarah speak at a conference and bought her book, the connections she makes between business, sport and the arts resonated with me. As a bit of a “controlling perfectionist” myself reflecting on “failure” and “mastery” made so much sense in a hyper critical and connected world where we are too quickly judged.

Kim Ritchie – Director (https://au.linkedin.com/in/kimritchie) Feminist Fight Club by Jessica Bennett. I initially looked at this book due to the title but what pulled me in was the funny and dry humour she uses to give a warts and all view of woman in the male dominated corporate world and the tools (and stories) successful woman have used to try and become equals at the table.

Angela Anderson – Recruitment Consultant (https://au.linkedin.com/in/angelaanderson3) The Truth About Leadership by James M Kouzes and Barry Z Posner. This book presents theories and insights based on the authors’ decades of research and experience working with leaders, yet is very focused and readable and has some engaging stories. It highlights fundamental truths and values, and makes a great guide for leaders in any sector at any point on their leadership journey. I have also previously used their Leadership Practices Inventory with a management cohort in another organisation and found it was very effective and well-received.

Linda Parker – Executive Manager (https://au.linkedin.com/in/lindaparker1) Rich Dad Poor Dad by Robert Kiyosaki and Sharon Lechter. Rich Dad world’s goal is to increase your financial IQ, and bring you a world of possibilities, a world of learning, a world of understanding. A take charge world, where you’ll be equipped to take command of your finances and live a Rich life. I read this book during a personal/professional development course, and it was enlightening. I also read ‘Don’t Sweat the Small Stuff at Work’ – this was extremely useful for prioritising my work and refocusing on what really matters.

Angela Ng – FastERR Recruitment Consultant (https://au.linkedin.com/in/angconsultant) Good to Great by Jim Collins.

Elizabeth Duncan – Administrator Body Language: How to read others’ thoughts by their gestures by Allan Pease. This very amusing but insightful book details how what people say is often very different to what they feel.  It helps to identify subconscious cues and read body language in context.  As well as body language it includes speech patterns, image and appearance, dress, questioning techniques, interview strategies and TV marketing through body language. It is useful in the context of reading other people’s body language and also being conscious of your own.

Jade Mortlock – Senior Healthcare Recruiter (https://au.linkedin.com/in/jademortlock) First Things First by Stephen R. Covey. The principle-centred approach for prioritising gives you the confidence to make changes and sacrifices needed in order to obtain ‘happiness’. A series of user friendly, clear and concise graphics deliver the philosophy in effective manner while retaining the core message of time management and happiness.

Rebecca Ward – Chief Operating Officer (https://au.linkedin.com/in/berekaward) Blink – The Power of Thinking Without Thinking by Malcolm Gladwell. This great book discusses how we think without thinking – it’s about the decisions we make in the blink of an eye. Malcolm gives examples on reliable predictors for marriages that will and won’t last AND antiques that can be deemed as fakes just by looking at them! Some people have perfected the art of ‘thin-slicing’. Highly recommended!

Carmina Catahan – FastERR Recruitment Consultant (https://au.linkedin.com/in/carmina-catahan-847a433a) How to Win Friends and Influence People by Dale Carnegie. Another classic best seller, I read this book ages ago but decided to read it again since starting with ERR. It’s such an amazing book as a reminder of the simple but very effective things that we tend to forget when trying to influence people and create long lasting relationships. There are a lot of facts and statistics too in this book about human behaviour, how people generally think, which explains some of the underlying reasons on why people do what they do. A lot of examples from people in history, their successes and how they became some of the most influential people known in history.

Ben Wright – IT Recruitment Consultant (https://au.linkedin.com/in/ben-wright-b8117318) Who Moved My Cheese by Dr Spencer Johnson. A motivational business fable. The book describes change in one’s work and personal life, and four typical reactions to those changes by two mice (Sniff and Scurry) and two little people (Hem and Haw), during their hunt for cheese.

Nicki McCaskill – Business Development Coordinator (https://au.linkedin.com/in/nickimccaskill) Speaking persuasively; Making the most of your presentations by Patsy McCarthy. Using real examples, Speaking Persuasively shows you how to hone your speaking skills in business and politics, in the classroom and in the community. It explains how to order your material, attract the audience’s attention (and keep it), control your voice and adapt your techniques for different situations. It also includes practical advice on making a successful business pitch, communicating across cultures and handling the media. Speaking Persuasively is for anyone who wants to become a more persuasive and more impressive public speaker.

Kate Broadley – Executive Manager (https://au.linkedin.com/in/katebroadley) The Seven Habits of Highly Effective People by Stephen R Covey. An oldie but a goodie. Written by an internationally respected authority on leadership back in 2004, Stephen Covey’s first groundbreaking novel implies true success is founded on personal and professional development habits like prioritisation, empathy and self-renewal. I always go back to this book when I am feeling a bit stale and need a bit of a boost in terms being the best you can be.

Please get in touch with your ER recruiter either via email or their LinkedIn address (above) and let them know what your favourite is. We look forward to hearing from you!