Change Fatigue – What is it?

Change Fatigue – What is it?

By Kate Broadley

Kate Broadley

Kate Broadley

Is there such a thing as “change fatigue”? In my opinion, there most certainly is!!! It’s that sense of dread that comes when another change is just around the corner.

I understand change is an important part of organisational growth. But I don’t understand why it is continually managed so poorly, with such negative impacts on both staff and the business. The purpose of change is to ensure currency and competitiveness in the market, reduce costs, improve efficiencies and increase revenue, it is not to create stressed, burnt out and overwhelmed employees.

Leaders sometimes unfairly equate change fatigue to resistance to change. Not true. People like stability (we are human right… not robots), but we can quickly adapt to change, if it is introduced properly. Resistance is the push back often experienced because of the uncertainty the change may have, which can create unfounded fear. Successful change management and staff engagement can usually help, however unfortunately, many leaders fail to address this… jeopardizing organisational success. A stressed and unhappy workforce leads to lost productivity, lack of competiveness in the market, and ultimately a drop in the bottom line.

Change fatigue is the product of poor leadership. Leaders often fear they are missing some essential strategy, positioning or concept, often driving the implementation of change so that they don’t get left behind in the competitive world we operate in. While I understand the need for change, too much change can result in confusion, disorganisation and lack of competence. People become frustrated with the constant loss of productivity, the expense and effort of packing, moving, ordering new telephones or changing numbers, inducting and orientating new bosses, losing team members, gaining team members and living in a state of continual confusion.

I accept that change is constant, but I don’t accept that it cannot be managed better. This is the one of the key challenges for leaders, who must operate in a world of constant change. Our ability to respond to change, ultimately determines our success or otherwise, in a highly competitive market place. So it pays to take the time to get it right!!!

Are you feeling the change fatigue or want to know more about this space? Contact Eden Ritchie via our website and following our team on LinkedIn and Twitter.

The Perfect Resume

By Kate Broadley

Kate Broadley

Kate Broadley

I usually spend less than 5 minutes reviewing a resume, and research suggests that recruiters spend an average of six seconds reviewing a resume before they make the initial decision on candidates. That means you have to win them over fast. So what makes a perfect resume? There is no perfect resume format, but some are closer to perfect than others. At the end of the day, your skillset and qualifications will get you the job. However a great resume will be the key to getting that job interview. So here are a few key points to consider.

A new idea of mine, given the growth of social media, is to make sure your resume includes a URL to your professional online profile. Employers and recruiters look up a candidate’s online profile, so why not just include your URL along with your contact information in your resume.

Don’t include an objective statement, it is so yesterday. There’s no point in including a generic objective about “a professional looking for opportunities that will allow me to leverage my skills”. It’s not helpful, it’s distracting, so just ditch it. Replace it with an executive summary, which should be similar to a “30-second elevator pitch” explaining who you are and what you’re looking for. In approximately three to five sentences, explain what you’re great at, most interested in, and how you can provide value to a prospective employer.

Use reverse chronological order. This means anyone reading your resume is able to see what you’ve been doing in recent years immediately. More space should be allocated to the more recent positions, since this is where your most important achievements are usually found.

Identify keywords consistent with the job advertisement or role description and incorporate them into your resume (assuming you have those skills).

Ensure you describe your past experience, skills and achievements. This should be changed for every job you apply for to ensure prospective employers understand why you are perfect for the job. Include your achievements, as it is not sufficient to simply state the roles and responsibilities that you have held. It is vital to illustrate and even quantify the outcomes you delivered. This is a testament to how you have added value to an organisation, and can include the money you saved or brought in for your employer, deals closed, and projects delivered on time or under budget.

As I said in one of my previous blogs, “you get out what you put in”, so be prepared to spend some time on your resume and refine it a number of times until it is right. It is part of your toolkit, to nailing that next job.

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

Resumes, I Have Seen It All!

By Kate Broadley

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

Kate Broadley

Kate Broadley

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

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

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

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

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

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

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

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

Post and Pray vs. Passive Candidates

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

Kate Broadley

Kate Broadley

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

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

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

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

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

The Queensland Election is Looming …

1D6A0555 Written by Kate Broadley

… And with this brings the impact of the caretaker conventions.

The Queensland Premier, Campbell Newman is yet to announce the date for the State election, but what we do know is that it will be sometime soon. By convention, the government will then enter caretaker mode until the result of the election is known and, if there is a change of government, until the new government is appointed. Of course the normal business of government will continue during the caretaker period, however major approvals and decision are normally deferred.

Eden Ritchie Executive Scribing and Report Writing Services offer independence from an external third party, transparency, reliability of the interview process and fast turnaround of recruitment and selection documentation to the highest standards. Given the election will be called soon… now is the time to act and finalise those outstanding selection processes!!!

Our services include:

  • Screening applicants
  • Shortlisting of applications
  • Scribing for interviews, shortlisting meetings and panel deliberations
  • Providing immediate professional advice where difficult issues arise
  • Development of selection tools including effective interview questions, benchmarks or work tests
  • Reference checks
  • Criminal history and medical checks

For more information, contact Kate Broadley on 3230 0018 or 0448 858 178 or email kate@edenritchie.com.au.

Remember to visit our website and follow Eden Ritchie on LinkedIn to stay up to date with more industry news, careers and Eden Ritchie events.

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!

Health Industry Experts Discuss Outsourcing & Contestibility

By Justine Eden Director, Eden Ritchie Recruitment

On Tuesday night over 60 Health Executives gathered at an photoevent co hosted by Eden Ritchie Recruitment and Minter Ellison to discuss the outsourcing journey, “the good, the bad, the ugly”.

Centered on the Queensland Governments “Blue Print for Better Health Care”, released in February 2013, the 90 minute IMG_1024discussion explored opportunities to improve efficiency and improve front line service delivery and access to health services for the broader community.

In a “Q&A” styled format, the high profile panel was moderated by Glenn Poole Qld’s Auditor General 2004-2011, with panel members including Dr John O’Donnell, CEO Mater IMG_1042Health Services, Lesley Dwyer, CEO West Moreton HHS, Simon James, CEO Greater Metro South Brisbane Medicare Local, Hugh Marshall, Business Development Director, Asia Pacific, Serco and Brett Frampton, FM Project Manager Sunshine Coast University Hospital, Spotless Group.

The audience had the opportunity to explore a raft of issues IMG_1040relating to the hot topic of outsourcing and contestability – where the various options of service provision, partnering arrangements and the broader imperatives of health service delivery and quality were discussed.

With audience members from the aged care, public and private health, mental health sectors, the discussion ranged across partnering models, ensuring accountability, whether to IMG_1022outsource partial or entire services as well as IR related impacts.

Photos from the night accompany this article, and a video of the presentation will be available shortly.  Should you be interested in this or attending future events please contact info@edenritchie.com.au.

JE and Glenn Poole  IMG_1025IMG_1027

IT Market Update

Tom PeardWhile things may seem to be tenuous in Queensland’s ICT industry, at least it’s never boring.

As a review of circumstances leading to QLD Health’s payroll debacle continues, IBM has been vigorously scrutinised over its role in the scandal, as well as the procurement process and surrounding decisions that led to IBM becoming the prime contractor in the payroll project.

As the inquiry is ongoing, the only solid message that seems to have been taken from this is that the failed project will be taken into account as a cautionary tale when planning for new ICT initiatives in QLD Government.

The federal election is looming, and as it does, the bottleneck of new ICT projects that seems to happen around this particular time grows. Whispers of changes in Government and policies have had there effect on new ventures across many sectors, as people wait to see what the future holds and what impact it will have on the decisions they make. This may result in an influx of new projects and increased hiring following the election, scheduled for September 7th.

Change will be forthcoming very shortly, but as always, it will be tempered by the past.

Innovation in Healthcare

Last week our Health Recruitment team at Eden Ritchie Recruitment successfully planned and launched our first ever round table event for healthcare professionals. Held in conjunction with Medical Journal Australia (MJA) Jobs, who recently launched their new careers page, we could not be more happy with the outcomes and the environment we helped create to allow like-minded healthcare professionals share ideas and network with their peers.

Our clients and the continual range of questions and conversations we heard across all the industries we work with drove this event and led us to the theme of ‘How to deliver safe and quality healthcare in the current financial climate with a health system focus.’

There has been much media lately in regards to the commercialisation of government assets as well as the move to a national health system structure that it seemed logical to include this topic, and we thought correct with 3 of the 4 tables focusing on this broad topic.

A further challenge for the healthcare industry has and will continue to be is the issue of workforce, which includes recruitment and retention especially in remote and regional locations and in a changing workforce landscape. This became our second topic and proved to reveal some of the most interesting insights and innovations of the night (i.e. Nurse wants a farmer).

Eden Ritchie Recruitments Health division and MJA Jobs team invited over 100 people and at final count on the night we had 35 people attend. Proving that even with the challenge of national budget night we still managed to draw quite a crowd, Again this made us realize the topic and concept to connect the health industry together to bounce ideas and generate discussion in a facilitated open forum is the right direction.

We really need to thank our facilitators for their passion and commitment on the night to guide each of the groups. Firstly for working with the tables to think up creative ideas, before working them towards a unique or innovative approach to the problem of ‘commercialisation and workforce in the current financial climate with a health system focus’.

All of our clients who attended on the night have spoken fantastically about the night and are looking forward to both the follow up report that will detail the ideas and table summaries as well as our next event to build on these ideas and connections further.

SueTTo find out more follow us on LinkedIn and look for our Health Innovation group in LinkedIn as well.

The Healthy, Happy Workplace

After coming back from a client visit to Toowoomba this week, where it is always noticeably cooler than Brisbane, it dawned on me that summer was truly over and that winter is just around the corner. Now for me, and probably most people who work in an office, this tends to mean more hours inside, less exercise and a greater consumption of the bad things that aren’t good for me! SueT

Add in the fact that we also spend most of our waking hours at work and travelling to and from work (not to mention the amount of time we spend thinking about it), our workplace health and wellbeing should be our number one concern.

For me the above is oh so true and even though I have worked in the health industry for over 10 years and ‘know better’, I have to honestly say that work/life balance has not always come first.

As I mentioned before, I am fairly sure most of us are in the same mindset. We want to be successful at work, we want to do what’s right for our team, yet what I think plagues most businesses and industries, is that the average person is stressed and doesn’t make the time to exercise or eat right. This inevitably reflects on the performance and attitudes of people at work.

When speaking with my colleagues and friends about this topic, I found that we all try different ways to keep ourselves healthy and happy in our personal lives. However when asked the additional question of “what do we do about our professional lives to keep us happy and healthy?” the point of view was very different.

I have seen many articles stating that wellbeing contributes to a healthy, happy, motivated and engaged workforce. In turn this positive wellbeing in the workplace has been shown to lower employee absence, keeps stress levels down and arguably helps to retain employees.

In the current financial climate, there are many low-cost and innovative ways to help your workforce in staying and getting healthy and happy. It could be as simple as having fresh fruit available, providing the opportunity to have an extra hour for lunch to go to the gym, contributing towards a gym membership, flexible working hours so that you can exercise in the mornings before work or leave early to exercise after work, group fitness sessions (group walks or activities) and access to information on how to keep healthy and happy.

There is literally an endless range of unique and low cost ideas you could offer your team to inspire them to being healthy and happy. So what does your organisation do, to encourage and support you in being healthy and happy at work?

Don’t forget to check out our homepage and follow us on LinkedIn from here – http://www.edenritchie.com.au/

2013 in Queensland – a positive outlook or more of the same?

Dan2012 was a tough year for many Queenslander’s with the employment market suffering from a lack of Government spending on projects and infrastructure. The large number of redundancies across the Government sector as well as the reduced confidence of the large mining and resources companies all contributed to a significant reduction in the hiring of both contract and permanent staff across most industries in Queensland throughout 2012.

With 2013 now in full swing, what is the outlook for the remainder of the year? We have seen a steady increase in the number of contract and permanent opportunities throughout the first couple of months of year which is certainly a welcome change from the last quarter of 2012. After a strict spending freeze since the election in March last year, the State Government appears to slowly be ramping up its spending on new projects which has created the increased need for contractors with specialist skills to help deliver key initiatives.

The lowering of interest rates by the RBA over the past six months has increased confidence in the Australian economy and has seen many commercial sector organisations increase their recruitment to help meet deadlines and drive growth. We have seen a significant increase in the number of permanent roles in Queensland compared to the past 6 months.

Overall, the increase in Government spending combined with the increase in confidence in the Australian economy certainly bodes well for the year ahead. With the Government’s need to deliver critical services across the state, we should see a substantial increase in the amount spent on projects for the remainder of the year. For anyone looking for a new role, this should have a positive impact as the number of both permanent and contract opportunities rapidly increases to meet the demand of employers.

Making the Move from Government to Commercial

Linda ParkerHave you recently taken a redundancy from the State Government and considering the move into a commercial organisation?

You are not alone.

In the current market more and more candidates are attempting the transition from the public sector to the private sector.

Unfortunately there is a ‘public servant’ myth, which can hinder your ability to even get an interview. So how do you convince the hiring manager of a successful blue chip organisation that you have what it takes to work in a fast paced environment?

Tips to bear in mind when presenting your application to a commercial organisation, or through a recruitment agency, is to highlight the ‘commercial’ aspects of your previous roles and have a clear plan in mind.

Do your research!! Going into an interview without any prior knowledge of the company and its operations or strategic vision is a sure fire way to not get the job!

In recent years, Government organisations have been recruiting candidates with commercial experience in order to change the culture and drive greater efficiencies and performance. This argument can be used to flip the public servant perception on its head.

Private sector employers who fail to recruit the most talented employees, and prejudice themselves against people with different career backgrounds are unintentionally exposing their own management weaknesses. Their inability to recognise that public sector workers have an enormous amount to offer suggests a lack of foresight on their part and can potentially make them appear narrow minded.

There are so many strengths that you can bring to a role in the private sector including your ability to manage change and varying levels of bureaucracy, not to mention multi-million dollar budgets!

Take the time to think about what you can offer, and sell it!

If you’re currently preparing your CV, or would just like to enhance your current one, this article from Business Insider offers some great advice on what to avoid putting in your resume.

Outplacement Services – A Good Investment or Money Wasted?

Recently I have been providing outplacement services to Queensland Government executives as part of the Queensland Government employee assistance program. For many years government jobs were considered untouchable, but government is no longer immune to the constricting economy, and they too have to make efficiencies while at the same time maintaining the services the community expects.

By the time many of us get to Executive level positions in government, we feel that we are institutionalised and are too proud to think that outplacement services will be of any benefit.

Well, let me be the first to tell you, those of us who have been employed in government for long periods of time (me included), have lost our mojo in terms of what the private sector market is looking for in a prospective employee.

My experience working with executives as part of the outplacement services has highlighted the barriers that they face, not only in terms of the outdated tools used to promote themselves in the employment market, their lack of personal self worth, but also their limited knowledge of the market.

You would be well advised to seek independent advice and support to help you transition into this market. As you could very well spend a lot of time barking up the wrong tree, especially if you use the resume you have always used in government. You could waste a lot of time and energy being upset with not getting that call, when you know you have all the right skills and experience. Not only will you get upset but it is also a blow to your already fragile self-esteem.

Outplacement services can assist you to to build your confidence and ability to sell yourself to prospective employers.

So take advantage of coaching and support outplacement services. Yes there may be a cost, but ask yourself the question – Are you and your career are worth the expense? It is these very services that will help you prepare yourself for the market and find those opportunities.

LinkedIn – what is this?  It’s a business tool to promote your qualifications, skills and experience. Many employers no longer advertise in the traditional newspaper or even on Seek. They are using LinkedIn – Recruiters are looking for candidates through this medium too. So get on board, or you may be missing valuable opportunities.  In this job market, opportunities are not to be missed.

Preparation is key.  Evaluate your options, identify your best opportunities, create an outstanding resume, use social media and learn to interview effectively.  This takes time, planning, commitment and effort on your part.

We are here to help you navigate your way through this new world of opportunity. Contact us to discuss career transition, psychological testing, career coaching, creating a red hot resume, using social media to find employment opportunities and tips for preparing for that dreaded interview.

Redundancy – The Worst Thing Ever or The Opportunity of a Life Time

Recently we have been subject to the headlines of significant job reductions being the focus of Queensland Government. More and more people are finding themselves faced with uncertainty and possibilities of redundancy.

Tempting as the money is, and your dream to go on a long vacation, away from the trials and tribulations of the work environment, reality is, the money only lasts for so long.  The commitment to a mortgage, school fees and ongoing costs means that most of us must continue to work.

So how do you make that transition from working in government or working in an organization that you have known forever to the world of the great unknown?

As frightening as this may be, a career transition can sometimes be a blessing in disguise and an opportunity to make positive change to your career. It all depends on how you approach it. Of course you can fight and resist change, and most of us do this for a period of time.  But how about working through this resistance and then allowing yourself to explore the open door ahead of you.

Take advantage of this moment in your life and honestly ask yourself, do I love what I do?  Whether you answer yes or no, it doesn’t matter as you have just been given a huge opportunity to make what might be the biggest change in your life. It is important to remember the skills you have gained within your career can be used anywhere, and that there are opportunities for the future.

It isn’t so much about the job but more about leaving what feels comfortable and what you know.  Taking you out of your comfort zone. It is exploring the unknown, which can make us hesitate when making a decision.

Why not take advantage of coaching and support outplacement services. Yes there may be a cost, but aren’t you worth it. It is these very services that will help you see this moment as an opportunity to review your career and take on new challenges. Lets face it, most of us would have been reluctant to embark upon this journey, while employed under the safety net of permanent employment.

Preparation is the key.  Evaluate your options, identify your best opportunities, create an outstanding resume, use social media and learn to interview effectively.  This takes time, planning, commitment and effort on your part. You cannot expect that this transition will occur without speed bumps on the way.

We are here to help you navigate your way through this new world of opportunity, contact us to discuss career transition psychological testing, career coaching, creating a red hot resume, using social media to find employment opportunities and tips for preparing for that dreaded interview.