Pivot!!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

We’ve all heard the word, whether it be in a work/change related aspect or the classic Friends episode involving Ross’ new sofa (yes – self-confessed Friends geek here).

But what does it really mean? I think COVID-19 has reinvigorated this term and given it a new lease of life, where people have had to do more than simply be agile, or flexible, or adaptable…

Originally, a pivot was a “a central rod around which a mechanism turns”.

I have had the benefit of remaining really busy the last six months since the COVID19 way of life took hold but am now finding myself looking at ways to keep that momentum up because I know that the less busy, the less productive I can become. Sound familiar?

Personally, for me the need to pivot has provided a sense of renewed energy, vigour and purpose. Despite typing this at 3pm in the afternoon whilst trying to ignore the desire for chocolate or something as equally sweet and satisfying … I am remaining positive about the future and the opportunities that such dramatic change can offer.

In speaking to hiring managers over the past few weeks there is a common theme … that businesses / departments cannot survive for too long with limited resources. People will burn out to the point of a complete and utter imbalance to work and life, possibly leading to stress leave and the flow on impacts to ‘business as usual’ and delays to critical projects … and with working from home more common than not these days, the boundaries between work and life have blurred considerably. Thanks to this cycle, I see hope on the horizon for the economy to pivot and unique opportunities to surface.

Hang in there, we all need to draw upon our innermost resilience right now … and chocolate.

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

COVID-19 and the New Normal

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

No one fully foresaw the extent of the global COVID-19 pandemic. Business has been disrupted and the professional landscape as we know it has changed forever. Businesses are responding to these challenges by reassessing what they do, reconfiguring their structure and workforce to adapt to the disruption and prepare for the new normal.

When this crisis first hit, our first response was to react to the immediate challenges and threats, ensuring the health and safety of our staff by moving to remote based work, meeting the needs of our clients, making quick decisions and adjusting these on a daily basis as new information came to hand. Working in recruitment where client interaction forms much of the daily goings-on, has meant we have had to shift towards the use of virtual communication platforms such as Zoom and MS Teams so that we can conduct interviews, client meetings, candidate screening and generally everything that has been previously been done face to face – is now done largely from the desk at home.

We have had tools for this purpose for some time, however while I had widely used Skype with my public sector clients to interview candidates who were unable to attend in person, this type of digital platform generally had not previously had a high uptake, with clients preferring the face to face interaction. With the onset of the global pandemic we were left with no other choice but to quickly adapt to the use of these digital alternatives. There was no time for resistance to change. While many of us have struggled to adjust with the modifications and alteration to the status quo as we knew it, those that adapt survive!!

I get it – most businesses see face to face interaction as important and are familiar with operating within a physical office and this method of operation is certainly great for team building, collaboration and camaraderie. Navigating the nuances of communication, can be quite tricky in the absence of personal contact. But what we have now learnt is that these activities don’t need a physical office to be successful and can be effectively undertaken via these online mediums. Some senior officers are even opening their MS Teams meeting for a particular time slot and allowing their colleagues to “pop in” – it’s really just like your office. You can sit there, open up your MS Teams or Zoom meeting, put on mute and then wait for someone to pop in for a chat. It is informal and creates the opportunity for the casual connection you would have had while in the physical office.

I don’t know if this is a glimpse into our future workplace or whether our use of digital mediums will disappear as soon as the virus recedes (and yes, I am praying it will). But what I have learnt is that resilience is key when dealing with a crisis, and as we navigate our path forward, everyone’s resilience will be tested.

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 How To Guide for Online Interviewing Part One

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Chances are when you next interview for a career opportunity it will probably be conducted online. Over the past five months of COVID craziness the ERR team have been busy with online interviewing. In the past we would have screened around 40% of candidates online, lately that’s increased to 100%.  So how prepared or effective are you when it comes to conducting an online interview?

With all the interpersonal nuances and cues of in person interviews removed, online interviews are a different ballgame altogether and there are of course pros and cons. There are lot of funny stories of video meetings going wrong– naked partners in the background, trips to the toilet being captured on meeting audio, kids being kids, a boss turning themselves into a potato unable to switch back to human…..

So given online interviews may become the “new normal” I asked the ERR team (special thanks to Linda Parker and Susanne Flaherty) to share any tips, tricks or pitfalls. There are so many that I decided to create two parts to this, and even though some of these sound like a given, you would be surprised how many people didn’t do it.

From the outset:

  • Know the details and timing for the interview process and make sure you know how to use the technology.
  • If you are doing the interview while at work, double check about software permissions and make sure you download and test them ahead of time.
  • If using a separate meeting room make sure to download your user profile onto the computer you will be using before the interview.
  • If you are in a hotel or other accommodation make sure that if you are using the hotel WIFI it is strong enough for a virtual meeting and that there is enough data allocated to your room to go for the entire interview.
  • If you do not have multiple screens print out key documents such as the role description or notes on key headings or use another device to enable access to information. That does not mean have 10 websites open to the side.  it is just as important to be organised, to know what you want to say beforehand and not be dependent on prompts and new information.  You will still not have time to read and integrate new information just because the panel cannot see that you have websites open.
  • If your family members or others are in the room with you when you are on your interview make sure they do not walk in and out of the background and that they know that they can be heard by everyone.
  • If you would not do it at a face to face interview don’t do it at home; don’t eat, have a cup of tea, leave your phone on, answer kid’s questions, answer the front door or sign for packages.
  • Find a place at home that is not likely to be disturbed by people mowing, the kid across the street “playing” their saxophone, construction noise or furniture removals.
  • Digital backgrounds can be very disturbing if the person is pixelating in and out of the background
  • Use a stationary camera.
  • Make sure your background does not give away obvious details about your location, and know that people will look at the photos, paintings and artefacts behind you in your camera shot

Stay tuned for Part Two…..

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

How much disruption do you really want????

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

 

Back over recent years, when many of us were flirting with the idea of disruption and getting all excited about the endless possibilities of change, did we really know the fate we were tempting?

 

The COVID pandemic has been extremely disruptive and has me wondering if we really were up for the uncertainty, change and renewal that significant disruption brings? Navigating the new normal with the exciting renewal opportunities and at the same time addressing the angst and anxiety about whether it will really work out for the better. Leaping into that void, you wonder how long will it be until we know whether we are on the positive trajectory and not going down the gurgler?

 

I admit to relying on blind faith and lots of optimism, most days it has worked, the odd day it hasn’t been as effective.  I had fair amount of apathy in the very early days of the COVID outbreak but gradually my awareness grew to a point of uncertainty, bewilderment, concern and sometimes frustration.

 

Ten weeks on and with the Eden Ritchie team all still working from home, we are trying to make the most of it. We have the team cross skilling, sharing workloads from those flat out to those not as busy right now. The jobs are still coming in, the placements are still being made, it’s just that the numbers are lower.

 

What has really struck me is that during this very challenging and uncertain time, it is a test of many of your attributes. The usual ones like resilience, self-motivation, drive and discipline but the one stand out for me is – adaptability. Like in nature, only the strong survive and Mother Nature has a ruthless self-selection strategy where species must adapt to changing conditions or perish.

 

It’s like that for us now, in the business world, in our careers, the way we approach and manage our work, our relationships, our colleagues. You will be on the slippery slope if you think things are the same, that you can work the same way, that things will not change.

 

In order to survive and thrive we will all need to adapt, adjust and be open to change, it is not easy and there is not a lot of certainty. There is hope and with change comes renewal and growth and without that, life is pretty boring. Take care, keep smiling and be kind to yourself and all of those around you.

 

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

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.

 

 

 

Aging, Politics and Accountability

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

 

Maybe it’s the age I’m at but for the first time I have a few friends who have decided to run as candidates in the upcoming local government elections. I don’t remember ever knowing collectively as many candidates as I do running in this election. It’s like when you find yourself suddenly invited to 50th parties rather than 21st parties – you realise you have silently moved into different territory.

 

It’s interesting talking with these local government candidates about their motivations for running. Of course you get the range of reasons you expect, but overall it seems there is a greater collective sense of dissatisfaction, disillusion and anger towards the status quo and an overall expectation of local government working for the benefit of, rather than against the community and local businesses. Maybe the exposure of the activities of some local councils has added to this awareness?

 

Anger around red tape, bureaucracy getting in the way of creating and building business, arduous compliance and restrictions that don’t seem to make common sense and stifle entrepreneurialism. Perceived deals, back handers and funnelling of public funds with limited accountability or clear and defined outcomes or return on investment. Expectations and demands for better management of our not only financial but also our natural resources, as we see the bush fires have heightened that focus.

 

Personally I have never had political motivations or aspirations, but what I do know is that operating a business has certainly not got any easier and the reporting and compliance requirements of government have increased. We have to hold a license as a recruitment company. I don’t have any major issue with holding our industry to account, but to date there has not been any checks or confirmations by any third party to ensure we meet and uphold the standards expected. Kind of feels like revenue raising and box ticking to me.

 

Whatever the outcomes, let’s hope we all benefit? Through effective management, governance, measurement, accountability, services – we have to do it in business to remain competitive and viable, so why not also in government?

 

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

Christmas Celebrations – The ERR 2019 Contractor Christmas Party

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Yet again there was a great turnout for the famous Eden Ritchie Recruitment Contractors Christmas party. The weather was kind to us and the location of Bar Pacino overlooking the fabulous Story Bridge did not disappoint. Nor the cold beers, wine and plentiful food!

 

For us, our contingent of contractors represent us daily out in the field, and in an industry where you live or die by your reputation, our contractors are key to our ongoing success. It’s something we are so appreciative of, as a contractor you get to choose who you contract with and on the night I had many tell me how happy they are working with ERR.

 

It can be lonely as a contractor, whilst you have a degree of independence, you are not a permanent part of that organisation, you won’t always have training and development, sick or annual leave. You probably won’t attend the Christmas party and often many contracts end in the lead up to Christmas.

 

The ability to hit the ground running as a contractor, to even walk into an office where you don’t know anyone and make quick connections is a real skill. Someone said to me on the night “imagine the talent you have just in this room”, and although I knew that, it still made me reflect. Not only do you need to bring the strong technical skills you also need the right interpersonal traits to ensure you are suited to being a contractor.

 

So here’s to our elite team of ERR contractors and while I am at it, the ERR consulting, admin and finance team – you should be proud of your professionalism and you have worked really hard this year. We have kicked some major goals and personally I am looking forward to the new decade and 2020! Merry Christmas to you, stay safe and celebrate in style!

 

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

The Pivotal Point of Career Change Decision Making

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

As a recruitment consultant reviewing resumes and seeing people’s LinkedIn profiles, I often wonder what are the drivers which make people change careers?  Also what makes a person stay in the one job for a number of years?

I recently read a book by Jim Winner – Split Second Choice, The Power of Attitude.   This book explains the cycles each of us go through when we make a major change in our careers. If you can learn to recognise these cycles, you may be able to work through them instead of repeating past mistakes. It helps you realise how important your own attitudes can lead to a situation.

When you start a new role or join a new company you are in the first phase of “excitement” living the dream and commitment.  After a few learning challenges you may then experience “frustration” and move through emotions of – shock, denial, fear, anger, justification and acceptance.  When we reach this point, we start “looking.”  This is when we end up repeating the cycle.

Or the other option is realising our emotions and instead of “looking”.  We can reassess and “recommit” to the original dream and goal.  It’s about re-dreaming the dream, having short terms goals and a mentor to give you support or perspective on your goals.

STAGES ARE:

  1. Excitement
  2. Frustration – shock, denial, fear, anger, justification and acceptance
  3. Looking ….. OR ….. Recommitment

These stages identify significant patterns that influence every aspect of our lives. These patterns eventually become habits for us and often are followed with no conscious thought.  However, by being aware of these patterns, you can take control of the behaviour they cause, and find connections to the solutions that make these patterns work for you, instead of against you.

This simple framework encourages us to learn how to identify the decision point, make the right choice, and be successful in all our endeavours.

As John Maxwell says: Motivation determines what we will do, and Attitude determines how well we will do it.  Commitment determines when we will do it, and Recommitment determines whether we keep on doing it.

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance.

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 do you know when the time is right?

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Is this you?

You are comfortable and happy in your role but you have aspirations.

You see your dream opportunity advertised.

The timing isn’t quite right.

You weren’t prepared to change right now and thought you might have another 6-12 months to consolidate in your current role.

You feel that you still have a few key things you want to deliver on before you move to a new role.

 

Then keep this in mind…..

We don’t get to control when things happen, but we get to control how we respond.

You don’t want to have regrets or wonder what could have been.

There will always be things to do in your current role.

You will often think you don’t quite measure up right now, that you are not yet fully formed in relation to the demands of this new role.

What do you have to lose (apart from time) by applying?

 

I wasn’t ready at 27 to start my own business, I had very different plans to travel and work overseas for a few years. When the opportunity presented to launch Eden Ritchie Recruitment, I took it and it changed the course of where my life could have gone. I don’t have any regrets, it has never been an easy path and there have been, and continue to be, plenty of challenges and opportunities.

 

We have to remain open, flexible, responsive or we risk stagnation. When opportunities present, we need to take a calculated “risk” and put ourselves out there. This can sometimes mean failure or rejection and that is never easy. So, there may never be “the right time” but what you can ensure is that you are a worthy contender.

 

Put your best forward – write the best possible application that you can. Constantly seek out learning and development, professionally and personally. Leverage your mentors and constantly seek their advice. Make yourself relevant not redundant and be able to articulate your vision, your fit, your values, your achievements in relation to this new opportunity. Ultimately be brave and embrace any learnings that come your way and apply for any role aligned with your experience and capabilities, that genuinely takes your interest, that both scares and excites you.

Justine.

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

Love your Guts!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

The age old saying “I just had a gut feeling” … most of us have experienced it at some point in our lives, that urge to trust your gut when making a decision, whether it be as seemingly inconsequential as whether to go out this Saturday night, through to more significant life altering decisions.

There is a myriad of published articles on the science behind it, but how does it work when the decisions you are making need to be supported by evidence?

I am hearing more and more about the use of intuition in business, rather than just personal circumstances. Perhaps we have all become paralysed by over-analysis and are turning to other methods to support the decision-making process.

It is often said trust your gut; it won’t let you down.

My question is whether corporates or government departments can afford to take this risk in their decision-making process? What are the consequences when, for instance, an unsuccessful applicant is looking for constructive feedback on their interview?

I’m sorry Ms Smith, but the panel had a gut feeling that you would not be able to deal with the leadership challenges this role would bring.

Articles refer to cognitive biases when intuition is at play … in this instance it could mean that Ms Smith reminded the interview panel of someone known to them in their career that exhibited all the wrong behavioural traits and without consciously realising it, they made a decision based on something that they could not quite put their finger on.

I know when I have trusted my gut in the past (in personal decisions) that it has usually always been the right path … even if it is painful at the time. But how do we harness this for business in a way that can be justified?

To quote Author Valerie van Mulukom (Research Associate in Psychology, Coventry University) … do we simply see it for what it is: a fast, automatic, subconscious processing style that can provide us with very useful information that deliberate analysing can’t.

Perhaps the kombucha manufacturers are on to something!

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

 

Have you considered temp work?

By Jo Campbell, Recruitment Consultant, Eden Ritchie Recruitment 

Jo Campbell

Jo Campbell

Temporary and contracting roles can be an easy entry point into an organisation that you have been waiting to get into, the application process can be less complex and be so much FastERR!  In some cases, you can be talking with one of our recruiters one day and starting your assignment the next.

 

Here are a few great reasons to consider temp or contract work for your next career move.

 

  • Temporary work can allow you the flexibility to work around your planned holidays or time to follow your own personal pursuits, like study or family. You can control how much work you take on and when.  This can be an enticing benefit and something that keeps people temping for long spans of time.

 

  • A convenient way to fill a gap between permanent positions can be with a temporary role. It is easier to show a potential employer your willingness to take on a smaller assignment than to explain a break in employment.  In addition, a smaller contract can really be a great way to earn income while deciding on your next role.

 

  • Build your skills in areas that give you that competitive edge with temp work. It is a smart and focussed way to increase your set of experiences.  You can build your resume across multiple roles and you will have a bank of demonstratable achievements to take into your next job interview.  You will be able to show your next employer your initiative and drive and prove how adaptable and flexible you are.

 

  • While on your temp assignment you will have the ability to make connections in an organisation or industry that may otherwise be difficult to break into. You can establish friendships, share information and ideas, demonstrate your skills to colleagues and learn from others.  If you make an effort to interact and make contacts, while working in your temp assignment, you will open the door to more opportunities in the future.

 

  • Temp work can see you earning a competitive salary, as you are being compensated for missing out on benefits like sick leave and holiday pay. However, if you work smart and your skills are in demand you can really profit from the increased pay rate.

 

  • You get to try an industry, job or organisation before you lock in, making it easier to decide what your next career move may be. Successfully completing a temp assignment and leaving a good impression, will help you to be more easily placed on your next assignment and if you are a good fit for the organisation, your temp work may just turn into an offer of a permanent position.

 

Did you know that temporary roles or contracting work can cover everything from administrative work, to policy, project, accounting or IT?

 

If you are interested in becoming a contractor and taking on temporary work, the FastERR team at Eden Ritchie are here to help.  Send your resume to jobs@fastERR and you’ve made your first move toward a rewarding next step.

 

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

Failure is not an option….

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

An article in the AFR (Friday 10 May 2019) attributed to the Financial Times titled “What happens when it all goes wrong” got me thinking. The article, in essence, was about entrepreneurs and failure; mental health and how often when a venture “fails”, most are reluctant to talk about it.

 

In my opinion, it’s good to rip the lid off this and get real, to have more honest conversations about starting, running and maintaining a venture. In our heavily saturated FOMO social media world, and particularly from a business perspective, we hear a lot about the rapid growth-er’s, the big earners, the deal makers, the stars….

 

I personally don’t want to hear sordid details in the media about the rapid fall from grace of certain senior executives, often publicly shamed and forever associated (sometimes legitimately, sometimes not) for making poorly informed decisions. Whilst to an extent we can all learn from these “mistakes” it’s often a sensationalised, one sided story.

 

Back to the article. Statements such as – “it is all consuming”, “it takes over your life”, “people feel they have to put on a front” were only a few that resonated with me. Whether you are launching a business or building a career there will be constant challenges and setbacks, along with some degree of what you define as success.

 

Part of the role of a recruiter is to tell applicants they were unsuccessful in their application for a career opportunity. My experience in doing this has shown me that some take this feedback better than others. Some use it as a learning and development opportunity, some take it personally, I guess it can also depend a bit on context.

 

Being adaptable, dusting yourself off, surrounding yourself with the very best support and your ultimate motivation for what you are doing – aside from purely financial returns, were highlighted in this article as key factors to ensuring you keep punching. Taking a setback for just what it is – a moment in time, a learning opportunity, another chance to practice your resilience and a time to phone a friend for a pep talk. Keep punching.

Justine.

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

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.

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.

Happy 23rd Birthday ERR!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

23 years, who would have thought?! Not me that’s for sure. Back when we created ERR we intended to exit after 10 years. So, what happened? Possibly a combination of things? Life seems to fly past the older you get and between work and outside of work it gets a bit all consuming. Saying that I am a bit of a planner (read between that line – perfectionist!) so it hasn’t all been by chance.

Ironically, spending most of my days counselling others about making an optimally timed career change, I myself have been within the same industry, role and organisation for a very long time. As I have written before, running my own business has kept me challenged, and that’s one way of describing it – one big and constant challenge.  Likewise recruiting affords an opportunity to look into such a range of organisations and teams and even though functionally it is much the same, the people element always provides new insights, learnings and challenges.

Afforded with the opportunity to be both a business owner and recruiter has been a good combination for keeping me charged and interested. As I write this we celebrate 23 years in business and the central message for me is all about change. Never easy, change challenges us to be different, open our minds and take ourselves out of our comfort zone.

There are still many things I would love to change. Including but not limited to – the way we select and assess people for roles, the application process, the feedback process, the stock standard resume, the application letter, the lack of risk taking in selection and the perceived need for a direct match, such as needing prior industry experience. More hiring decisions factoring in values and behaviours, rather than just selecting for pure technical fit. Discounting people over a certain age. Paying people different amounts for doing the same work. The reactive nature of many organisations and the lack of real workforce planning. Thinking people have to be sitting at a desk to be productive, rather than measuring actual outcomes and effectiveness. The reliance on outdated industries for economic growth and the need for a greater emphasis on creativity and innovation. Over regulation, scapegoating and the lack of support from institutions for new and emerging local businesses. The great need for inspirational, brave and authentic leaders both in the corporate and political spheres.

In our 23rd year I predict more of the same, but also some change – in whatever form that might take. Because change drives opportunity and I am totally up for that!

Justine.

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

How to fit in with a close-knit team!

By Michele CameronMichele Cameron 0246 2

IT/ICT Senior Recruitment Consultant, Eden Ritchie Recruitment

It can feel like high school all over again when you step into a new job and you are part of a small team who knows each other very well on a personal level as well as operating like an efficient work machine bouncing ideas and working through processes quickly!  All you can do is smile and not feel insecure as you learn your role, procedures and find your place in the team.

As a manager, bringing in new faces and personalities into a team environment can be difficult when the group has an established dynamic. But don’t worry, there are things you can do to make sure all of your employees, new and old, feel at home when they come in to work.

Here are my top tips:

1.    Hire for fit – Bringing on someone new is easier by hiring for both skill and fit during the recruiting process. Keep your culture and the personalities of your team front of mind as you write job posts and ask questions during the interview process. Also consider panel interview sessions consisting of other leaders on your team. They can be big help when pinpointing candidates who are a great fit.

2.    Social side – As part of the final stage of selection invite the interviewee to meet a few members of the team for a coffee or after work drink. It’s an opportunity to meet in a less formal environment and hopefully you’ll see more of their personality in a relaxed environment.

3.    Make time for introductions – Make the new hired candidate welcomed by taking time at the start of the day to introduce new employees to each member of your staff individually. Give them enough time for people to match names with faces and possibly find a point of connection. This is a great gesture that can help set the tone when someone new comes on board.

4.    Assign a buddy – Paring new hires with more experienced employees can help a new hire navigate through the work environment. It can help a new employee feel valued, less isolated and to help them through the probation period.

Remember that it always takes time to integrate someone into the rhythms of a new workplace. But it never hurts to make the extra effort to help someone feel welcomed.

If you’re the new starter – here are a few self-care tips:

  • Be patient and kind to yourself, it takes time to develop relationships
  • Keep realistic expectations – remember you’re new, learning and you can’t know everything straight away
  • Work to add value to the team and show the right attributes that you’re a team player
  • Check in for constructive feedback from senior peers and your manager

I wish you all the best!

Contact us on (07) 3230 0033 to arrange a time to come in and meet us and discuss how we can be of assistance.

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 Career!

By Linda Parker, Executive Manager, Eden Ritchie Recruitment 

Linda Parker 0331 3

It’s that time of year when we think about making a significant change in our lives, whether it be eating habits, fitness goals, lifestyle changes or one of the biggest ones … changing jobs.

Whilst the thought of a new year, new start can be invigorating, there are important things to consider when changing jobs. One of the first go to points is your CV. What does it say about you? Have you thought about the ‘story’ of your CV and what the next best role logically looks like? If so great, get out there and start applying for roles. And to quote a previous blog by Director Justine Eden, ‘if it is a step up, be able to demonstrate why you are ready and the actions you have taken to build your capabilities. Be able to talk at the strategic level, be able to claim your achievements and contributions by talking in the “I” more than “we” – although throw in the occasional “we” otherwise you may not come across as a team player!’

If you are anticipating a change in career path, then you need to look beyond your CV. When you’re first considering a career change, it’s natural to use your CV or resume as a starting point. After all, the whole recruitment industry is set up on the basis of using your previous experience to guide your next steps. However, if you are serious about making a move out of your comfort zone, there are financial implications to consider, a major change can require a fairly major lifestyle overhaul.

Changing career isn’t easy, it may require re-training or taking a significant step back in position, title and salary in order to move forward. It is important to set yourself small and tangible goals to keep you on track, furthermore, ensure you are surrounded by supportive people who encourage this pursuit. With career change, thinking and action go hand in hand so take some time to think about what you want to do before you make the leap.

Once you feel more confident then talk to interesting people; try things out; and make sure your career change happens out in the real world, not just inside your head.

Change can be daunting, but career change can be a hell of an adventure. It requires you to try things you’d never dreamed of before, make requests of people you’ve never met, and discover options you didn’t realise existed. Most of all, it requires you to believe that having a career you love is possible. You have to be able to push aside your limiting beliefs, ignore the voices in your head telling you it can’t be done, and do it anyway.

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.

 

So ends another year!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden

Justine Eden

Silly season is here, the kids are finished school for the year, the streets and city cafes are quieter, the shops are busy. It’s amazing how time flies. Busy year for us here at ERR and whilst we are all keen for a well-deserved break at Christmas, we are also thankful for the ongoing support from our team of contractors representing us out in the field and the diverse range of organisations we assisted during the year.

At our recent Contractor Christmas party I had the opportunity to catch up with a number of people, and the common theme was how nice it was to have a Christmas party to attend. Being an “on hire” employee often means being left of out of the formal company Christmas celebrations.

It seems that 2019 will continue to be a busy year.  Based on current indications the demand for permanent recruitment assistance for those hard to find, hard to fill opportunities; as well as skilled contract resources for critical projects will continue. Leveraging technology and digital innovation is still a key business driver, whilst balancing limited budgets for such highly needed projects. The common theme of sustainability along with increased operating costs means we will all need to be much more innovative to survive.

Workplace flexibility is an expectation and much has been made of that theme this year, but in my opinion there has been limited discussion around how employers can be assured this will in fact deliver better outcomes for them in reality. Flexible workforces do have real benefits but require different, more sophisticated management practices from employers and a high level of self-sufficiency and reliability from employees – and that doesn’t suit everyone or every role. The question endures – how to be fair and equitable to everyone?

The “me-too” movement must have had many a HR Executive nervous this Christmas Party season, and with the workplace obligations on companies to ensure the safety of their employees during such events, as well as the extent of sexual harassment being unveiled across sectors you have to wonder if the work Christmas party is a dinosaur headed for extinction?!

Personally, I am looking forward to 2019, and working smarter, not harder. ERR turns 23 (can’t believe that!) and the journey continues. What amazes me is that it doesn’t get any easier running a business, some things change, some remain, and you live or die by your reputation and results. Keeps me on my toes. Merry Christmas to you and wishing you all the best for 2019!!

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

So Opportunistic!!

By Justine Eden, Director, Eden Ritchie Recruitment 

Justine Eden
Justine Eden

Based on responses to our recent Executive Insight Survey, it seems that most of us seize career progression opportunities as they are presented; overwhelmingly many respondents stated that they did not plan their career.

There is a Benjamin Franklin saying that goes “if you fail to plan, you are planning to fail” and yet here are a large number of individuals who have progressed to the executive ranks despite apparently not having a set plan.

I would argue that ambition is one foundation stone for a successful career, that those who rise through the ranks did plan to be a leader or an influencer of sorts – they just may not have had every step up the ladder laid out. This is probably a good thing as life is about changing and adapting and you can never be rigid or overly structured.

I do believe though, that you need a rationale, you need a compelling reason and you need to be able to articulate your vision. Often as recruiters we meet with applicants coming from a “bad day or week, or year” who have just been alerted to an opportunity that they are perfect for. This may well be the case, but it is critical to have done your research into the role and the organisation.

You need to be able to articulate why you are applying, (not just because you want out of where you currently are) and how this role/organisation links with the experience and capabilities you bring to it.  Do not state that you are applying just because of the $ either (yes, some people still do this).

If it is a step up, be able to demonstrate why you are ready and the actions you have taken to build your capabilities. Be able to talk at the strategic level, be able to claim your achievements and contributions by talking in the “I” more than “we” – although throw in the occasional “we” otherwise you may not come across as a team player!

Be able to play it forward, talk about building capability in others as well as your ability to network and building key working connections, internally and externally.  I’m not just referring to the interview either, all of this needs to be reflected in your application, your CV, your cover letter and any supporting conversations throughout the process.

Leveraging your network to indeed be in the right position to capitalize on career opportunities is also key, as well as proactively seeking out and making others aware that you are keen for learning and development opportunities.

So much for just good luck, does all of this sound like lots of hard work? Well I also believe “the harder you work the luckier you get”! Go for it.

You can contact Eden Ritchie Recruitment via our website and follow us on LinkedIn and Twitter.

 

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.

 

Interviews – Do we love or hate them?

By Helen Chard Helen Chard 0266 1

Recruitment Consultant, Eden Ritchie Recruitment

INTERVIEWS – either a punishment or a pleasure!  Whilst some people thrive and excel at interviews, many of us – including myself would rather just skip this process because we shy away or find it difficult to sell ourselves (much easier to sell ice to Eskimos!).

During my recruitment career I have spent many hours coaching candidates on interview techniques, and yet for some reason it can all fall out the window at the interview stage. Be it the answers fly away, getting tongue tied, our mouths running away or plain and simple – not being able to think of the answers or responses or not being prepared.  I would recommend knowing your CV inside and out and how you could apply your experience to any answer and researching some commonly asked interview questions such as:

1. Can you tell me a little about yourself?

This question seems simple but it’s crucial. Think about your career as a synopsis of how you would want someone to describe you in a positive way. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.

2. How did you hear about the position?

A perfect opportunity to stand out and show your passion for and connection to the company. Whatever way you found out about it, the company will want to know, it shows that their marketing team are actually doing their job.

3. What do you know about the company?

Any candidate can read and regurgitate the company’s home page. So, when interviewers ask this, they aren’t necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company’s goals, using a couple of key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this area because…” or “I really believe in this approach because…” and share a personal example or two.

4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and what your mission is, I would like the opportunity to be a part of this”).

5. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager.  This gives you the opportunity to sell yourself without pressure. Make sure your answers cover the following 3 factors:

  • Transferrable skills that enable you to do the role
  • That you can deliver great results – examples from previous roles will be required
  • Team and culture – previous experiences.

6. What are your professional strengths?

You will need to think about this prior to the interview. What would someone say about you in your previous roles? What and how did you do your job successfully which was memorable and relevant to the role you are being interviewed for – for example, instead of “people skills,” choose “persuasive communication” or “relationship building”. Then, follow up with an example of how you’ve demonstrated these traits in a professional setting.

7. What do you consider to be your weaknesses?

They are not looking at the weakness as a flaw in you and whether you are capable of succeeding in the role, rather it’s about gauging your self-awareness and honesty. The majority of us find it is easier to recognise our weaknesses rather than our strengths!  Turn the question around – recognise it and explain how you are working to turn this around for example: Public speaking – and that you have now volunteered to run meetings to “feeling the fear and doing it” or “turning the weakness into a strength”.

8. What is your greatest professional achievement?

I always tell my candidates to use the S-T-A-R method, this enables you to stay on track with the answer and not go off on a tangent.  REMEMBER we start to switch off after 3 minutes of listening to someone talking if they start to ramble. SHORT and SWEET is always best, the STAR method is easy to remember and use.

S = Situation

T= Task

A= Action

R = Result

For example: “In my last job as a junior analyst, it was my role to manage the invoicing process”) but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”

9. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.

In asking this interview question, “your interviewer wants to get a sense of how you will respond to conflict”. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and then there is conflict with a co-worker?  Utilise the  S-T-A-R method, this will help you focus on how you handled a past situation professionally and productively, rather than emotionally.

10. Do you have any questions for us?

Please don’t say no! They may have gone through the company’s profile and background, talked about the role and the expectations, but use this opportunity to ask about their plans, what are the opportunities to grow within the company, what are the milestones and how are they measured? There are many questions to ask to show that you are interested in the role, google is your friend when thinking of anything that may not be answered during the interview process and will give you a clear picture of whether this will be the right role for you. REMEMBER this interview can be a two-way process.  DON’T ask about Holidays, salary and benefits during this time.

To close the job and to get a clearer idea if they are interested in you for the position – questions can be:   “Is there anything that has or hasn’t been clear that would prevent me getting the role?” – this can put them on the spot, but if there is a question lingering after you have left you may have lost a great opportunity.

“What is the next process?” – they will then let you know what to expect and when to hear from them, this also shows that you are interested in the role and if you are, let them know.

These questions can keep going – however when you start to utilise the questions and get familiar with yourself and your career, the questions will be easier to answer. Remember, just don’t jump on every question and if you are unsure, you are able to ask them to repeat the question, or breath and process the question so the answer comes out clearly.

One thing I always take with me to start the interview off is to ensure to give a firm handshake and acknowledge each interviewer. Remember they could be your future employer and first impressions DO count.

All I can say is: Good Luck and do your best.

Helen

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!

 

 

 

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!

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!

I just don’t get it …

By Justine Eden

Getting older is an interesting thing, it gives you perspective and context and as youJustine mature, a greater level of self-perception, so that you no longer self doubt quite as much. On the down side you are less tolerant, more cynical and openly vocal when you don’t agree with something……

So I’m putting it out there – what’s with cocktails in jam jars?! Or de-constructed food with foam and pieces of bark? The other day I saw an article about a restaurant in Melbourne that hangs pieces of dehydrated food on a mini Hills Hoist – and charge you a fortune for the experience! And what’s all this fuss about Paleo??

And while I’m on it, what with the footpaths in Brisbane?! It almost compels me to go into local politics on the platform (get it?!) of fixing the pavements for all those (like me) breaking heels and tripping over cracks and holes in the footpaths.   Seriously, the pavements in Denpasar are in better condition!

Traffic jams – why can’t we have a staggered start time for work and schools so we are not all on the roads at the same time, fighting to get somewhere – aging while we sit in the traffic scowling at the person in the car next to us trying to get into our lane. And why do they do road works and close lanes in peak hour???

Ok – I’m on a roll, airlines. Why does it have to take so long to get on and off a plane? Why is the food SO BAD? Why is it such a surprise to get a flight attendant who is happy to help you. Why do I get selected for explosives testing every time I make it through the security check? And don’t get me started on people with carry on luggage and the lack of space for your things.

Call me old fashioned, but I hate self-serve checkouts, they never work and take longer. And why can’t we have drive through petrol stations or the ability to pay at the pump?? Why is petrol so expensive? Even when the Aussie $ was high we still didn’t get reduced petrol prices.

Saying that, I’m quite prepared to pay for service, and don’t you notice great service when you get it these days?! In fact, average service has become the norm. No wonder we are all thirsting for new, better, different – and when we find it we flock to it.

It’s the small things that make the difference, a smile, a hand written card, even a thank you. Maybe I am showing my age……

Remind me again – Why am I doing this?

JustineWritten by: By Justine Eden

 

Ever found yourself doing something and wondering why you wanted to do this in the first place?  Or perhaps you agreed to do something as a favor to someone you respect, but ended up regretting getting involved?  I have.

Unfortunately my forays into doing “community” based endeavors have not always played out as I imagined.  I went in really excited – feeling it was an opportunity to contribute back to a community that I had lived in as well as get involved in a different sector that interested me.

While these ventures have been wonderful as far as meeting new people and building new friendships what’s surprised me is how often dysfunctional these organisations are.  Boards are usually made up of strong personalities use to being the “captain at the helm, calling the shots”.

I believe that when you are responsible for public funds the need for transparency and governance is absolute and that’s something I take very seriously.  From the way cash is collected and controlled through to the way funds are spent and what it is spent on – there has to be a clear objective that everyone is aware of and the majority agrees on.

Many community-based organisations are run by volunteers who may or may not have a business background, but still bring a myriad of skills that are valuable in every respect.  Discussions seem to take longer to reach a resolution and often you don’t get a consensus but I don’t think that is a bad thing, just sometimes frustrating.

There’s no doubt that most people have the best intentions, but too often hidden agendas and power plays seem to get in the way of appropriate “corporate citizen” behavior.  Many have been immersed in the organization for considerable periods of time and therefore struggle with the new and emerging landscape, where to remain viable you have to change.

There’s a lot of good being done, of course, but like anything, it has to resonate with you.  There needs to be a fit and a connection where you feel like you are making a contribution to the greater good.  For me, its early days and I’m not saying that I am totally giving up, but I have been left wondering if it just not for me……..

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.

“Story telling in business”

SueTHow amazing and memorable are the stories that we heard and read as children, that even today as adults we can recall many of these. What was it about these stories that had us so engaged and wanting to know what happened next?

I will admit that I am an avid reader and love nothing more than a great story. However it wasn’t until recently that I realised stories aren’t just told in books but are used in everyday life.

I had the pleasure of meeting and listening to Joel Roberts (former prime time KABC radio talk host in the Los Angeles and now owns his own media and communications consulting firm) and Alex Mandossian (Online Marketing Expert/Teleseminar Expert/Internet Marketer/Speaker and Author) at a conference that I attended. When listening to these very impressive speakers, the message that I got out of it was, that to be a successful negotiator/influencer you had to know the art of storytelling.

Ever since hearing them speak, I have been more aware of what people say, how they say it and I have found myself more engaged when a story is being told.

What about you, are you more engaged when people tell you a story?

An article by Gabrielle Dolan on “How to tell your story” provides some helpful hints on how to become an effective storyteller like some of the best business people in the world.

Her 5 tips are

  • Make it personal
    • The real power in using stories as a leader is the ability to use a personal anecdote and attach it to a business message
  • One Message: one story
    • Your story can only address one message or one problem
  • Short and Sharp
    • In business your stories need to be short and sharp, so you don’t loose the audience
  • Start smart
    • The start of your story should be conversational and seem to be “off the cuff”
  • End smarter
    • The way you end the story will either make or break it.

Just remember that the more you practice your story telling the better you become and more effective you can be.

Are you a storyteller?  Tell us about your experiences and how successful or unsuccessful they were. Share with us some of the great storytellers that you know that have been successful in business.