How to set a career goal for the New Year!

Tiffany Kamo 0060 2By Tiffany Kamo, IT Recruitment Resourcer

Eden Ritchie Recruitment

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

Evaluation of the past, present and future

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

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

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

SMART Goal Setting method

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

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

What next?

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

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

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.

 

Can I find you??

By Jane Harvey, Executive Search Specialist

Eden Ritchie Recruitment Jane Harvey 0181 2

Having worked in the white-collar/professional and Executive recruitment space for over 22 years I have seen a great deal of change within the industry in this time. I have seen many attempts for the ‘recruiter’ to be replaced by technology and I must say, I think that the job will continue to evolve, but I don’t think the recruiter (the person) will ever be completely superseded. While technology has the ability to store and sift through resumes based on desired skills, they alone cannot make final judgment calls about candidates.

One big change I have noticed, even championed, has been the shift from the old ‘post and pray’ methodology (where a role comes in, it is advertised and then we wait with fingers crossed for the perfect person to apply) to a more refined and much more precise method of going out and looking for the perfect candidate for a particular role …. matching actual skills and experience to a client’s needs … tapping into a completely passive audience as well as the more active job seekers. And I have seen this work … well!

BUT how easily can you be found?? Are you the perfect candidate?? Are you highly visible or invisible??

It is therefore important for a passive or active job seeker to understand some of the other ways recruiters search and how you can be ‘found’ for your perfect job without the slightest need to apply for an advertised position or trawl through countless job sites!

Along came professional networking sites such as LinkedIn which become your evolving electronic employment profile and assists Recruiters to find candidates who would otherwise be near impossible to find because they aren’t actively looking to change jobs.

So, make sure your networking profiles accurately represent what you’re looking for, what you have done, your achievements and even what people have to say about you. Make sure you have key words in your CV or profile that will draw the right people to ‘find’ YOU.  Update your profile – even if you are not looking for a job right now, as it is a great tool for keeping in touch and growing your professional networks — and there is always a chance that you will ‘be found’ for your perfect role… your perfect next step – and you may not even realise you were looking for it!

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

 

Stuck in the Middle

By Nigel Baker, Group Manager, Business Development

Eden Ritchie Recruitment

Nigel Baker 0117 2

My role is essentially that of the ‘middle man’. It is a role that I genuinely enjoy and a skill which is becoming more desirable across many industries, in many organisations.  When a new recruitment process starts we are looking for the skills that are not in the position description that will make the successful candidate stand out from the crowd, more often than not we hear phrases such as “strong stakeholder management/engagement”, “ability to translate technical requirements for the business”, “ability to manage change”, “build a roadmap and take people on the journey”…. You get the idea.

Managing the disparity and frustrations between the client and the candidate is the most difficult and often most enjoyable aspect of my role. Here are five of the most common themes we deal with on a day-to-day basis:

  1. Rates of pay
    1. Employers will often come with a budget that is not realistic for the level of skills and experience they are looking for.
    2. Candidates will have an expectation/salary level that is absolutely right for their level of experience, however they are probably over qualified for the role on offer. Yes, you may be better than the person they employ but the employer has to be commercial.
  2. Permanent vs Contract
    1. The general belief in candidates is that there is less and less differentiation between the two and, less value is placed on the traditional ‘benefits’ of sick pay, holiday pay, long service leave etc.
    2. Employers often do not think that they are competing for talent with the contracting market. For the above reasons they are….the two markets are merging.
  3. Competing timeframes
    1. Interview processes taking too long.
    2. Candidates are taking alternative offers.
    3. Notice periods are too long.
    4. Probity checks adding 2-6 weeks onto the recruitment process.
  4. Wish list position descriptions
    1. Employers often have position descriptions that cover multiple roles, therefore they list everything that needs to be covered in all the roles.
    2. Position descriptions often focus on skills/qualifications rather than deliverables.
  5. The interview was for a different role than advertised
    1. Candidates often complain that the interview was not relevant for the role that was originally advertised, and clients will often decide that a candidate is no longer suitable because their expectations changed mid-way through the process.
    2. Clients do allow the interview process to define the final role and responsibilities based on the people they meet and expect candidates to be flexible.

Often it is not black or white, there is no right or wrong, we are dealing with people and emotions. Decisions are sometimes made on pure speculation about something that is very subjective. This is why recruitment and the recruitment process is one of the most frustrating and satisfying challenges, often at the same time, no matter if you are the employer, candidate or recruiter.

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

 

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!

Having quality performance conversations

Angela Anderson

Angela Anderson

Performance feedback is vital for employees as it provides information on what they are doing well and where they can improve. For new hires, it can assess their progress and ‘fit’ to the team and company culture, while for existing staff it can have a strong motivational effect and help to retain them in the organisation. Managers are responsible for providing feedback about an employee’s performance in accordance with organisational policy and frameworks, however often these conversations don’t go as planned or produce the desired results.

In some ways this is understandable, as these discussions might cover negative aspects, however feedback involving unfavourable information can be positive, if given tactfully and constructively. Its important that during these conversations feedback should also flow in the opposite direction – from employee to manager – so managers should be prepared for some surprises about themselves, whether it be in relation to workload, leadership style, or problems in the workplace.

A useful framework for having quality performance conversations is Perceptual Positions, a neuro-linguistic programming notion originally formulated by Grinder and DeLozier. These positions represent mental reference points from which you perceive things, collect and test information, and relate to what you experience. They can positively influence your ability to understand others and communicate effectively, particularly in feedback situations.

perceptual-positions

Whether manager or employee, you need to be able to act and use all three positions depending on the situation – which often means stepping beyond your comfort zone. Start with noticing the perceptual positions you’re already using and build your confidence to deliberately apply them further, as well as move between them in giving and receiving feedback. Recognise the importance of practice, and you’ll be well-placed to enhance your performance conversations and achieve the outcomes you’re seeking in the future.

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

Christmas Holidays and the Self-Fulfilling Prophecy

Linkedin Photo

Nigel Baker

If you are a looking for a new role in Brisbane at this time of year you have no doubt had it drummed into you that “Queensland slows down from Melbourne Cup until Australia day”…..”You may as well take 2 months off and not worry about your job search”….”Enjoy the time off with your kids over the school holidays”…..blah, blah, blah. This is true if you allow it to happen. Let me explain how I see the market at this time of year.

In my experience this is a great time to be looking for your next opportunity, as there is a real urgency around roles that are available, here are a few reasons why;

  • A desire to complete the process before Christmas to allow for a January start
  • If a role is advertised at this time of year it is often a reaction to a business critical driver e.g. timeframes slipping on a project, additional funding etc.
  • Many of your competitors will have decided to ‘down tools’ and wait until the new year
  • Projects will have completed reviews/forecasting
  • Business will have completed reviews/forecasting

Networking

Now is the perfect time to renew those networks that may have slipped throughout the year;

  • Reconnect via LinkedIn
  • Invite someone for a drink
  • Attend a networking function
  • Attend an awards evening

Meet January Head On

I once read an article by one of the most successful ever Olympians…He said that he used to train hardest on Christmas Day because he knew everyone else would be taking it easy. Make yourself busy in December and January and take advantage of the head start;

  • Book meetings for January now – diaries are mostly empty
  • Review job alerts and make sure they are still relevant
  • Update your LinkedIn profile
  • Review your resume
  • Renew/update your professional memberships and qualifications

Take advantage of this time of year and have a fantastic 2017!!!!!

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