Why is applying for a job so painful?

By Michele Cameron, Michele Cameron 0246 2Manager, Business Development, Eden Ritchie Recruitment

 

It’s that time of the year where candidates are looking for a change.  Most recently I’ve personally helped three friends too!  For whatever reason, you’ll find yourself at a crossroad and think if I’m not going to stay here, then now comes the painful part, you ask “where do I belong next?”

 

Job hunting should be easy with technology, right?  WRONG!  Technology allows job opportunities to be advertised through multiple job platforms and social media sites.  It’s easy to click “Apply now” button and send your resume through but it has also created higher online competition for roles.  Some social sites will show you how many candidates have already applied and you might be already a number 30-50 after only a few hours of the job being posted!  I know it’s stressful especially knowing that these days you don’t get a phone call and sometimes not even an email rejection.

 

What goes wrong in our job hunting search:

  • Job hunting is reactive – you don’t actually know what you want.
  • Mass applications – you might apply for everything and roles not at the right level.
  • Frustration – letting emotions get the best of you
  • Impatience – finding the right opportunity takes time than jumping to the first offer

 

How to make job search less painful:

  1. Do some self-reflection – what do you want in your next role, what do you like in your previous jobs and target your search on this criteria
  2. Be proactive and do research – what companies or industries interest you. Apply direct with company websites as they may not externally advertise.
  3. Network – grow your professional circle of experts and seek advice. Go to industry events.  It’s a great way to uncover other opportunities that aren’t advertised, through recommendations.
  4. Find reputable recruitment agents with experience and contacts to leverage. You’ll have more eyes and ears in the market to think of suitable roles for you.
  5. Review and edit your resume – take time to think of your achievements/ projects and know the transferrable value/skills you can bring to the next role.
  6. Social media profile like LinkedIn/ job platforms are current so potential employers/ recruiters can find you and reach out also.

 

Job searching does take time and it’s full of rejection which no one wants to experience.   Do remember everyone has a place in the workforce. It’s an uncomfortable process but you might be pleasantly surprised about the different opportunities which may present themselves and the experience is truly valued by the next employer crying out for those skills.

 

Quote – “Don’t be afraid to take a risk.  You can’t lose whether you succeed or fail.  You’ll grow either way, but what you’ll regret is not trying.” By Helene Lemer

 

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.

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.

Tear up the resume application process!

By Michele CameronMichele Cameron 0246 2

IT/ICT Recruitment Consultant, Eden Ritchie Recruitment

I’ve been reading articles saying that the resume will be dead in a few years. Hooray you cheer!!  There’s nothing more frustrating than having to keep re-writing or adapting your work experience every time you change roles or seek a new change.

The Future

1.   Video resumes – this is becoming a popular tool clients are slowly trialing or currently using. When you look at a traditional resume, there’s a clear disconnect between the job seeker and recruiter/reviewer. There’s no relationship that develops from a resume, no personality to consider and no obvious communication skills. It’s not until applicants reach the phone interview stage that the recruiter has an opportunity to truly get to know them and learn more about their qualifications. After all, some resumes can be vague.

2.   One page infographic – in the visual world of marketing an infographic makes it eye catching, with easily digestible key information. After all a recruiter/ reviewer will spend less than a minute scanning your application. It keeps it simple, punchy and highlights the key details without the fluff. But on the flip side, the information lacks the details and current recruitment systems prefer word documents to scan and search key words when job matching candidates.

3.   Online profiles (digital & personal brand profiling) – Clients and recruiters will search your online profiles, research your articles and written blogs, and compare your network/ connection reach. The best talent will be creating their brand value and attracting opportunities based on their perceived reputation.

4.   Data job matching – new forms of technology from social media, big data, and analytics are building and profiling candidate’s information and becoming better sophisticated matching/ sending job alerts to candidates. After all, would you prefer to apply for less roles which matched better to your skill set. The downside is you become stereotyped based on your experience and doesn’t work if you want a change of industry or career.

5.   Creating talent pools through social media – this is an interesting article about companies attracting new talent pools and making the candidate experience fun again through social media.  Here are two takeaway tips clients can implement: https://www.forbes.com/sites/jeannemeister/2012/07/23/the-death-of-the-resume-five-ways-to-re-imagine-recruiting/#4eb19c0978a9

a.   Make it fair for all to apply – let candidates share ideas and contributions rather than the standard, one-dimensional credentials presented on a resume as it reveals aptitude rather than education or experience.

b.   Give candidates a business challenge – bring ideas to solve a problem, create value through innovation.

As a recruiter, I hear too often the candidate’s pains of applying and your resume is sent to the big dark internet of abyss and then nothing. Technology is constantly evolving and we all need to be adapting, embracing and developing our digital brand value to attract the next opportunity. Ensure your professional LinkedIn profile, website or video sales pitch is attached to your resume to help personalize it. Don’t be stuck just relying on job boards and a standard resume as there’s a good chance it’ll be in the “no” pile.

All the best!

 

 

 

Cause you gotta have friends – keeping up your networks in busy times

By Angela Anderson

Angela Anderson

Angela Anderson

Maybe its just this time of year, with the festive season approaching and all the end-of-year deadlines, but I have been thinking about my networks, which in some cases are also my friendships. I think I’ve had mixed results in 2017, following through on some of my intentions to maintain these, but I’ve definitely neglected other areas.

There’s no doubting how busy we are in work and family life, and we know the reasons why – globalisation, technology, urbanisation, the environment and demographic change, to name a few – but its no excuse really. We are ‘human’ beings, and nothing can replace actually sitting down and interacting with someone we can relate to on a professional and personal basis.

I’ve always liked Margaret Wheatley, the American writer and management consultant who focuses on organisational behaviour and the theory of change, leadership and chaos. As a HR practitioner, I’ve applied some of her work in learning and development settings, both as a deliverer and participant. She has decades of experience and many memorable quotes such as “In organizations, real power and energy is generated through relationships. The patterns of relationships and the capacities to form them are more important than tasks, functions, roles, and positions.” She also suggests “All of us need better skills in listening, conversing, and respecting one another’s uniqueness, because these are essential for strong relationships”.

So put some time in your diary before Xmas to nurture your relationships, whether it be attending a networking event, or scheduling in drinks with clients or colleagues you haven’t had a decent chat to in ages. It’s a great opportunity to have a few laughs, reflect on things, and just enjoy the moment!

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.

Resumes, I Have Seen It All!

By Kate Broadley

I’ve sent lots of resumes over my career and I’ve personally reviewed thousands.

Kate Broadley

Kate Broadley

Some are fantastic, most are just ok, and many are just dreadful, sorry I know that hurts. The worst part is, I continue to see the same mistakes made over and over by candidates, who are then shortlisted out and eliminated from consideration for a job. What’s most depressing is that I can tell from the resumes that many of these individuals are really good and would offer much to the prospective employer. But in this fiercely competitive labor market (yes fiercely competitive is what I said) employers don’t need to compromise or even wonder if you might have the right skill set. All it takes is one small mistake and your resume will be rejected, there are many other well written resumes to consider.

I know this is well-worn ground, but I promise you, more than half of you have at least one of these mistakes on your resume. And I’d much rather see you win jobs than get passed over.

Typos. This one seems obvious, but it happens again and again. So please read your resume from bottom to top: reversing the normal order helps you focus on each line in isolation. Or have someone else proofread it for you.

Length. Some people believe that resumes should be one page. Some say two pages. Some say three. Many candidates for positions are frightened that if they don’t comply with some arbitrary length limit, their resume won’t get read. This is all nonsense as there are no so-called “rules”. You should provide sufficient detail so that employers and recruitment consultants realise that you understand the impact of your role, that you go about your work using a well-reasoned thought process, and you have the judgment, knowledge and other skills needed for the types of roles for which you are applying. The issue is not how long the resume is. It’s about whether it conveys enough information to differentiate you from the competition and gets you to that first interview. Once you’re in the room, the resume doesn’t matter much. So cut back your resume. It’s too long.

Formatting. Unless you’re applying for a job such as a designer, your focus should be on making your resume clean and legible. At least ten point font, white paper, black ink and a reasonable margin on both sides of the page. Consistent spacing between lines, columns aligned with your name and contact information on every page. Your head shot, no matter how good you look in it, is unnecessary… your LinkedIn profile will usually suffice for employers who are interested in you (and if you don’t have your photo on LinkedIn, refer to my previous blog “How to build your professional brand”).

Of course, I shouldn’t have to mention it, but please, please don’t lie… you will get busted, its just a matter of time.

The good news is that if you can avoid these mistakes, you will be halfway there. In a future blog, I’ll talk about what you can do to make your resume stand out, other than the things to avoid!! Go on, review your resume and see if you can eliminate some of these mistakes.

Need help with your resume or want to know more? Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.

How to Build Your Professional Brand

How to Build Your Professional Brand

By Kate Broadley

This is all very new to me, but is probably old hat to many of you in the commercial world!!

Kate Broadley

Kate Broadley

So I am going to start with the basics!!! LinkedIn is your friend, so create a LinkedIn profile and start connecting. I know there is not always time, but make time to ask and answer LinkedIn questions to increase your visibility. Please, please put a photo on your LinkedIn Profile, how can you brand yourself, if others can’t see you?…and yes it should be a professional corporate image, not one of your favourite holiday happy snaps!

Those of you who are sensitive about what others can see about you on LinkedIn need to take a breath and relax. You should check your settings and make sure your personal information is only visible to those you chose to make it visible to. Even I have learnt that you do really want people to read your profile, so the more visible it is the better!!

Why you ask?!! Well I did ask…and now I do understand. Your LinkedIn profile is your opportunity to showcase your talents for potential employers, clients or the like. So many companies have used LinkedIn to recruit candidates for employment. Recruitment specialists like Eden Ritchie often use LinkedIn to identify passive candidates. You might just be the passive candidate these companies are looking for, if only you had a personal brand.

To have a personal brand people need to know about you and what you do. Comment on other people’s blogs, write some articles, go to events, and network with your contacts. Be sure that all your endeavours are focused and relevant to both your skills and your career goals. Writing a well-written blog focused on your area of expertise is another good addition to your professional branding package.

Personal branding is about knowing people in your industry, so while I would love to toil away hidden in the office, I have learnt that you do need to make the time to meet with people, either online or in-person. Send them an email or a message, I can’t believe how many great people I have met, many of them because I sent them a quick email introducing myself or vice versa.

Building your brand isn’t a one shot wonder. It takes time to build a solid presence and should be an ongoing activity, built into your daily program. Keep your LinkedIn profile up-to-date, stay in touch with your contacts, build and maintain your network, and work on your branding on a regular basis. What’s that saying…nothing in life worth having is easy…. Or is it you get out what you put in!?!

Need help with your LinkedIn profile, contact Eden Ritchie via our website and following our team on LinkedIn and Twitter

Post and Pray vs. Passive Candidates

So what does “Post and Pray” mean? This is where you place a job advertisement and hope that great candidates with the right qualifications apply. As recruiting experts, we tend to disagree. I would much prefer to have control, which is why I am so interested in passive candidates in the market place.

Kate Broadley

Kate Broadley

So what is a passive candidate? A passive candidate isn’t necessarily looking for work, but they may be interested if the right job comes along. Employers often actively seek passive candidates, especially when they looking for people with very specific skills and experience.

When employers proactively recruit candidates, it’s called candidate sourcing and companies may look for candidates via LinkedIn and social networking sites, as well as working with recruiters to find qualified applicants.

Naturally many employers still choose to use the “post and pray” approach. More fool you in my opinion, but even I would have to concede that if used correctly this can play a role in helping you find the right person for that job. To ensure you get a better match of applicants to your post, make sure you use strategic keywords, keep the job description relevant and brief, and set the right expectations from the start. This can mean the difference between sorting through hundreds of unsuitable resumes to receiving a steady flow of qualified talent.

Recently I shortlisted for an administration role which had been advertised as “post and pray” through an external source, and there were over 250 applications…from which I struggled to find 10 suitable candidates to interview. Surely there is something wrong here, so forget the “post and pray” and start marketing your jobs in a way that influences the calibre of candidates you get.

Remember to visit our newly launched website for all your career information – www.edenritchie.com.au and follow us on LinkedIn and Twitter

G20 Summit – Hello Brisbane!

By Justine Eden

Justine

With the G20 Summit set to roll into Brisbane this week, we thought it would be perfect timing to reflect on what this means for you and for Brisbane.

For starters, if you work in the Brisbane local government area, this Friday the 14th November is a public holiday. With the amazing weather we are currently experiencing and from all media reports on how busy the Brisbane area will be, it may be the best time to get out of Brisbane and enjoy what it is to live in the ‘sunshine state’!

Things to do, so many things to do! The Summit also means there is a range of activities that you can attend including the Global Café. The Global Café will see 75 international experts discuss issues critical to our future at Brisbane City Hall. Check out these links to find out what else is on:

What does it mean for Brisbane and in turn Queensland? As a Brisbane based business, focused on the success and growth of Queensland for over 18 years, we think it shines a light on the growing economy and international reputation of our state and capital. Letting the world know that major events and opportunities have a perfect destination right here in Brisbane. This will no doubt continue to encourage economic development and future ideas for the state of Queensland.

However you look at it, the G20 Summit is arriving this week and there are many ways to we can make the best out of the opportunity. And, of course, our team will be working up until Thursday, so feel free to contact us with any of your recruitment questions.

Don’t forget to follow Eden Ritchie Recruitment on Linkedin and Twitter to stay in touch with all that is happening in the Eden Ritchie world!

Happy 18th Birthday Eden Ritchie Recruitment!!

JustineBy Justine Eden

Hard to believe that our business is 18!  It only seems like yesterday that Kim and I decided to leave our jobs, put everything on the line and start our own business.  It was a big risk but I believe that had we not have taken that path neither of us would still be in the industry.  Recruitment is a rewarding and relentless profession, and sometimes not overly professional!  With two sets of customers, it is often impossible to meet everyone’s expectations.

When we started electronic job boards, social media and electronic networking did not exist.  I was never convinced that these new developments would mean the death knell for recruiters, as many in the business community predicted.  In business you have to adapt and reinvent yourself and leverage new developments to maximize your opportunities, and technology has given recruitment that.

I believe that to remain relevant you have to have your foundation – which to me are my values.  These include (but are not limited) to quality, responsiveness, empathy, professionalism and trust.  Back in 1996, Kim and I felt like our industry just wasn’t offering much of that, and that we could address that by starting our own business.  To a large extent we have succeeded and stayed true to our values, even when sometimes that drove people working for us crazy as we are not prepared to compromise.  You can’t keep everyone happy.

Kim and I have always been accused of not stopping to “smell the roses”, and over the 18 years I have learnt that relying on what you had last week is dangerous.  Two of the best decisions we have made in business was to leverage relationships and move into different recruitment specialisations.  The other was to not heavily gear ourselves and be beholden to the banks.  Growing organically is a more conservative way to go, but with low debt you can sleep at night.

Ultimately I think anyone who is in recruitment for the long term sticks at it because of the people.  I have been fortunate to meet a huge number of people working in all sorts of organisations and in every profession.  I love hearing their stories (sure some are more interesting than others) – but the relationships you build over time are precious.   It means a lot to me when I get a referral and I love the fact that many of our foundation customers still do business with us.

So thanks to the candidates, the employers and our team, because your support and encouragement fuels our fire.

Mobile Recruitment

Kylene ReynoldsIf you as an employer have any doubts about the importance of social media for a job search, career development and networking, you could be potentially missing out great employees.  Recruitment using social media has become in the last few years, arguably the most effective way to research, screen and hire potential employees.

The question is – are your social media applications ready to be viewed by job seekers, your current employer or a prospective employer?  Statistics show that 37% of employers use social networks to screen potential candidates, 65% said they utilize to get more information about the candidates and 45% want to verify their qualifications.

Equally for job hunters, if you are not social network and mobile app savvy, in addition to meeting companies, regardless of your age or generation, you are potentially missing out on many more job and career opportunities.

In today’s society, managers aren’t just screening your social media profiles to dig up dirt; they’re also looking for information that could possibly give you an advantage, which is very interesting.  In a recent survey, 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job.

For companies and job seekers alike, social networks are going to be a primary way to network, get noticed, find qualified candidates and potential job opportunities and should be embraced with open arms.

Social media is the way forward and has been embraced by myself since commencing at Eden Ritchie Recruitment and I am enjoying using these tools to find the “perfect candidate for our clients”.

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Are you Linked In?

Linda ParkerThe power of an on line job board has changed dramatically over the past few years.

Whilst we in the recruitment industry have used the major job boards since their inception, in recent times they have simply become a supporting tool for recruiters. For me, job boards are certainly not a proactive tool or the most effective tool to source key talent across a range of disciplines.

Now, without wanting to sound like I’m on their payroll (because I’m most definitely not!), LinkedIn has become an effective and powerful head hunting tool, and all you as the job seeker has to do, is keep your profile current and active, at no cost other than your time.  LinkedIn also has a job search area, and you may even discover that the most amazing and newsworthy opportunities can be found here – such as this unique role posted a couple of days ago (and has subsequently been filled)…

pope-linked-in

Seriously though… a client reminded me just this week how effective LinkedIn can be after she was approached by a CFO within her network to take on a senior finance position. No formal selection process was carried out, just a couple of casual phone conversations and assurance from key references that she was the right candidate for the role.

In a market where a large number of candidates are applying for roles through job boards, how are you making yourself visible and standing out from the crowd?

MOBILE WORKFORCE – IS THE ERA OF THE 9 TO 5 JOB OVER?

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Kim Ritchie

With the ever-changing technology in the market and the easy access to laptops, tablets and smartphones the face of the traditional workforce has changed dramatically in the last few years.

With traffic and parking becoming an ever increasing problem in most cities, the expectation to commute to the office and back home again only to repeat the journey again the next day and then the idea of sitting at your desk day in and day out is not only unappealing to many in the workforce but also becoming a thing of the past for many progressive organisations.

If like me, you work in a services based organisation you are often dealing with CEO’s, Directors and Managers who themselves work part time or remotely and are working from their home office whilst juggling kids and other business interests.  With the wide availability of wireless and internet enabled products, you are able to conduct client meetings, present pitches and proposals and take phone calls in any location, basically your office can be where you want it to be.

Kims Photo blog

Whilst this is giving organisations and staff unlimited flexibility – a recent Mobile Workforce Report conducted by iPass Inc., found that 60 percent of “mobile employees” are reported to work 50 plus hours per week also including weekend days (which is the most popular time to work remotely).  This report also demonstrates the resourcefulness of these employees in doing whatever it takes to get connected and get the job done often working late into the night.  The downside is longer hours can potentially lead to a different kind of stress.

Does giving staff flexibility and mobility work?  At Eden Ritchie we have put this to the test several times in the last few years with excellent results.  We have a core group of staff who work from home providing services to our client base with minimal fuss, this is mixed with a couple of days in the office to work with the rest of the team and keep a handle on what is going on in the rest of the business.  This way of thinking and the changes to our traditional business model have given us access to a broader range of skills and potential staff when we are in the market recruiting.  As this has proven so successful for us, we are often advising organisations to think about this approach in their own business – but as most things that are regarded as “radical” or “out of the box” it is viewed with skepticism and negativity – with the same old comments “that wouldn’t work in our business”.

With the ongoing battle to attract and retain A1 staff to organsiations, we often hear from employers that they offer flexibility and work/life balance – but do they offer what the employees really want?  It is time for the broader business community to WALK THE WALK not just TALK THE TALK when it comes to developing a mobile workforce.

The Future of Social Media for Business in 2013

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The telltale signs of another year drawing to a close are here – there’s glittering mountains of tinsel draped around the office, your co-workers are not-so-subtly pressing you for hints about Secret Santa gift ideas and retail workers have the first signs of a slow descent into madness in their eyes, brought on by Michael Bublé’s Christmas album being played steadily on repeat.

XmasI haven’t slept in 72 hours because I can’t get the words to ‘Santa Claus Is Coming to Town’ out of my head! Awesome!’

So what does next year hold for business in terms of social media? It’s been fascinating to watch it develop over the past year, and it continues to expand and evolve exponentially in short periods of time. Wishes and predictions included, here is just a tiny portion of the developments we can expect next year –

MS Outlook 2013 Will Offer One-Click LinkedIn and Facebook Integration

The new version of Microsoft Outlook, slated for release to the general public in the first quarter of 2013, will include a revamped LinkedIn and Facebook Social Connector which will allow the user to simply sign in once using their login details, with no additional download required for Outlook to sync with LinkedIn or Facebook. New features and previous ones include:

  • When a contact card is displayed, it will include information extracted from LinkedIn and FB (subject to the individuals privacy settings).
  • An add button displayed next to any email sender which allows you to easily invite them to connect with you on LinkedIn.
  • The latest activity of anyone who emails you and is a connection will be displayed at the bottom of their emails to you.

Emails are Becoming Obsolete

As social media continues to grow, it continues to change the way we approach interaction with each other – this is also true in a business capacity, rendering emails a backdated form of communication. So in order to keep up with these changing dynamics, companies may be inclined to follow Atos CEO Thierry Breton’s 2011 idea of making email obsolete by issuing a memorandum that discouraged the sending and receiving of internal emails. With an abundance of different ways to converse (Twitter, Sharepoint2013, LinkedIn) and share information (Dropbox, Wikis) available at the moment, there’s no better time to test what works best for you and your company.

What are you looking forward to in 2013?