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I think that the job will continue to evolve, but I don’t think the recruiter (the person) will ever be completely superseded.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

 

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.

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.

 

 

 

 

 

 

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.

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.