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.

How to set a career goal for the New Year!

Tiffany Kamo 0060 2By Tiffany Kamo, IT Recruitment Resourcer

Eden Ritchie Recruitment

Well, the end of the year is near and a new one is right around the corner! Here are some top tips on how to set a career goal moving into 2019.

Evaluation of the past, present and future

Evaluate where you have been, what you most want to do and think about where you can do it.

What were your goals in 2018? How close did you come to meeting them? If you met them, do you think there was any specific method that assisted to meet this goal? If not – how close did you come, and what would you change?

The more carefully you think through where you’ve been, the easier it is to identify obstacles and opportunities to assist in moving forward.

SMART Goal Setting method

When setting your career goal for 2019, use the SMART criteria to assist in making measurable career goals. A SMART goal is one that is:

  • Specific – Goal objectives should address the five W’s… who, what, when, where, and why. It should be precise, simplistically-written and easy to understand.
  • Measurable – The success toward meeting the goal can be measured – how will you know when you have met this goal?
  • Achievable – The goal should challenge you slightly but still be reachable with consideration to your skills and abilities.
  • Relevant – Align the goal with your current tasks. Give yourself the chance to succeed by setting goals you have the ability to accomplish.
  • Time based – Goal objectives should identify a definite target date for completion and/or frequencies for specific action steps that are important for achieving the goal.

What next?

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance to help you achieve your career goals in 2019!

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

Effective Recruitment & Selection

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

 

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

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

Some tips to adhere to when recruiting include:

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

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

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

The importance of adaptability and resilience!

By Satia MarshSatia Marsh

Recruitment Consultant, Eden Ritchie Recruitment

When I look back over my 12-year career I think it is comprised of three significant stages:

  • Leaving university and entering the job market.
  • Progressing in my career and starting to understand what I really want from my career.
  • Starting a young family and how to balance sometimes conflicting priorities.

Speaking to other people, it was interesting to discover a lot of people share very similar experiences.

From the time of finishing my Business and Marketing Bachelor’s degree and entering the workforce (which is a huge learning curve in itself) I have come to realise that in each of my roles (even if based on a similar foundation to the previous), I found that I needed to develop a slightly different set of skills. Whilst each role gave me great insight into the different sectors I realised the importance of having a broad skill set that is required to function effectively in any role. In addition to experience and academic training I believe that some key personal attributes are just as important if you want to succeed in any job. Some of the most important attributes are:

  • Effective oral and written communication – to internal and external stakeholders at all levels throughout an organisation.
  • Tenacity and building your resilience – Never giving up when you are faced with a challenging situation, regardless of what that might be. Examples are multiple demands and priorities, challenging tasks, overcoming sales objections, stressful situations or conflict of any sort.
  • Flexibility – Hit the ground running in new sectors or new job roles e.g. the ability to adapt quickly and effectively to different working cultures and environments e.g. type and size of business, management and team structures.

The skills I have learnt have helped me to progress into the third stage of my working life. Becoming a recruiter in the past 12 months was the next critical change in my career. Thanks to a previous employer and mentor, I had a great introduction into the recruitment industry.

It has been an interesting journey so far and it is exciting to find out that I can follow a career where I am able to do the three things I am most passionate about – Human resource management, client relationship management and business. That said, I get the most satisfaction when I can matchmake businesses with candidates. The ultimate thing for me is to help people achieve their personal and business goals.

In summary, the critical factors are the importance of being adaptable and resilient. As the world continues to change due to technology evolution, economic factors and personal/life commitments the key to survival in the job market is your ability to adapt to change.

Satia

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

 

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!

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.