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.

Eden Ritchie’s 18th Birthday Celebration

Gallery

This gallery contains 15 photos.

On Wednesday night Eden Ritchie Recruitment celebrated a successful 18 years of business … we would like to take this opportunity to share some photos from the evening and say a very big thank you to everyone who took the time of their … Continue reading

Core Values

Do you know what your employer’s core values are?

Linda ParkerIn society today so much emphasis is placed on customer service, value for money, teamwork, professionalism, quality etc. My question is, how many interviews have you attended where a company’s core values have even been brought up in discussion, either directly or indirectly?

When coming to my interview here at Eden Ritchie many years ago I had searched the company website and wrote down (it’s nearly impossible to memorise when interview nerves kick in) the core values and mission statement, as I realised that surely these must be a significant part of the key criteria in them choosing a new team member.

As a business owner or hiring manager it can be a really simple tool to use in the interview process, as surely you will want staff to align with the organisation’s core values in order for them to fit, and for your company to fit their own personal values and goals.  It really doesn’t matter what the core values are, you can design questions around them to test and assess.

Likewise, as a candidate going for a job interview it really doesn’t take much time or effort to go to a company website and search out this information.

Sometimes going back to basics can bring the most surprising results!

The Election Aftermath!

Jamie Harding

So, after months of discussion, debate, confusion and uncertainty, the election has been and gone!! After months of talking about it, the “Bright New Future” we were all promised is apparently here and we are told “Australia is open for business”…..or is it?!?

Election night provided high drama and long speeches, and as a Pom experiencing my first Aussie election, I was fascinated to hear that people held Election night parties, cancelling their usual Saturday night escapades in favour of a night in front of the TV.  And so, out of sheer curiosity, I too also tuned in to watch what all the fuss was about!!

Whether or not you tuned in to Channel 9’s coverage, with an ever grinning Karl and Lisa and a huge panel complete with a lady with a bright fish patterned blouse and numerous graphics of defeated (Labour) candidates being dropped into a shark tank and eaten, or you watched the more sedate and informative ABC coverage- what unfolded was exciting and dramatic and I must admit kept me glued to the TV!

So, now the dust has settled, what does the result mean for Australia and especially families and business’ in Queensland.  The good old Sunshine State seems to have dealt its current state representatives a wake up call by bucking the national trend and supporting (predominantly) Labor.  Has the result provided clarity, green shoots of economic recovery or will it mean more money in the pocket of Australians and Queenslanders?  Only time will tell…….

Even before the new government has been sworn in, this week has seen more positive news within the mining sector, the dollar up, markets trading higher and, according to the Westpac Melbourne Institute Index of Consumer Sentiment released on Wednesday, consumer confidence is at its highest since 2010.  So far, so good!!!

It is early days but what is certain is that the new administration has a big job on its hands and with Australians, and business’ watching, it will need to act quickly to show that Australia really is open for business.

To fill or find?

Recruitment is an interesting business and I honestly think one of the few modern business areas that can have such a dramatic impact on the success of a business. As a topic, it is one I could write and debate about for way too long. However this week for the Eden Ritchie Recruitment blog I wanted to focus on just a small part of this idea.SueT

As a recruiter I have often been faced with the dilemma of am I just filling the role or am I finding the right candidate for the role and organisation. Sometimes this is driven by the client themselves with their need to just have a ‘bum on seat’, a topic that really deserves a whole blog to itself. The other part of the dilemma is finding the right candidate and what do they look like?

An article I recently read really hit home on this topic and I thought I would give my spin on it all, check out the story here – http://www.fordyceletter.com/2013/04/25/30-client-questions-that-will-save-you-time-and-make-you-money/

The articles lead idea matches my thoughts exactly – preparation is the key to not only understanding what the ideal candidate looks like but also developing the ‘business partner’ relationship with the client.

I realise in our industry time is a massive factor in how we do our job, and I know this can be an issue, however I think there is always time to make a plan of attack before we run that magical search.

My ideal way to find out what a client wants in a candidate is, at the basic level asks these key questions. From the clients response to these questions I will drill down my search criteria.

The candidate profile questions:

  • Why is the position vacant,
  • When do you need someone,
  • How does the role impact on you and/or the business,
  • Forget the position description, what are YOU looking for,
  • What makes this role attractive to people in this field,
  • What does success look like for this person,
  • Is there any absolute or mandatory requirements,
  • What is on offer,
  • When are you free to interview and can we lock it in now.

I would love to hear your thoughts on the questions you ask to find out what a client really wants in a candidate and if you have found this useful.

Stand out from the pack

It’s not the most positive way to start this weeks blog, however with an increase in unemployment rates, it has become extremely competitive in the employment market. The more people looking for employment, means organisations, including recruitment agencies, are being overwhelmed with candidates keen to find a new opportunity.

With the urgency people are feeling to find employment and the sheer numbers in the market, you do need to ensure you stand out from the crowd. Now the question is, what will make the employer or recruiter take interest in your application over any of the others?

Now the positive part, here are some of my simple tips to ensure you stand out from the crowd.Mel1

The job

So you have just searched some job boards or social media and found what looks like an ideal role. Reading over the description, you are thinking, I could do this job. You read the requirements they want and in your mind you are ticking off each point, yes Yes YES!  Now what do you do?

Contact them first

Make contact with the recruiter or employer. Ask questions, find out more information that may not be in the position description or advertisement and show a genuine interest in the position. This also ensures they might keep an eye out for YOUR application when it comes through or at least have a connection to your name over candidates who do not call.

Follow up

I cannot emphasise this enough. Follow up and check on your application’s progress. As a general guide, leave it a couple of days before you first follow up, and chase up unanswered messages – but not too often. You want to show an interest in the position without getting in the road of recruiters doing their day-to-day work.

Get the person’s or company name right

Its important to take the time to get the basics right. It’s hard to make a good impression if you haven’t taken the time or effort to double-check who you’re speaking with or how to pronounce the company name. This includes ensuring your cover letter is addressed correctly.

Tailor your resume

Your resume is the most critical part of the application process.  It will determine whether or not you get an interview. Tailor your previous history around responsibilities and achievements to highlight what the organization is looking for in their position description. Listing specific industry related information like projects, methodologies, technologies, frameworks, functions, qualifications and trainings do make a different.

Make your resume catchy

Remember this is your pitch, your glossy sales brochure, selling you to the client. You want to spark an interest in your skills and experience. Focus on achievements and use short but sharp summaries for each position that draw the reader in.

Prioritise information

You need to engage the reader in the first couple of pages so a strong executive summary at the beginning of your resume and cleverly thinking about the layout will ensure they continue reading. Make sure everything in your resume is relevant to the job you’re applying for.

Apply early

Getting your application in early shows a number of positive traits, and if you beat the pack of applicants who leave it to the last minute, your application will be one of the first they see.

If you need more information about resume preparation we have more information available on our website.  http://www.edenritchie.com.au/contracting/resumes_coverletters.php

 

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.

Successful Hiring

Is near enough, good enough? I have noticed that there is a reasonably good candidate market out there at the moment with some real talent on offer. This I believe, has come about for several reasons, including the job cuts in government and the desire of candidates to relocate from other states and abroad to Queensland, for what they consider a positive lifestyle change. Whatever the reason, now is the time to take advantage of the available talent.

With a rich source of potential candidates, is near enough, good enough? When you’re hiring, you’re growing. That means business is good? The last thing you want to do is take on people who could be wrong for the job, or your organisation. Some important points to take into consideration when hiring, whether you’re running the process yourself or using the services of a specialised recruitment agency.

In my experience the following points are not only useful but essential when running a recruitment process to find the right people for your organisation:

Provide a detailed Position description: One that is accurate – this needs to outline the duties, responsibilities, and necessary skills, but also mention “how” the work is to be done, and timely expectations. An article I read recently put it appropriately for the Healthcare Sector “If patient care is critical, don’t assume that a candidate’s empathy is a given”. Outline how you see this is to be carried out. Don’t be afraid to put down the sometimes unmeasurable, otherwise you run the risk of having to settle for second best.

Recognise the talent you already have within your organisation: Is there any potential internal applicants that can do the job? Don’t be afraid to hire from outside if you believe that “fresh” would work better. But also recognise existing talent that could step up.

Utilise a professional firm: If you need assistance. Common problems can be looked at from an outside point of view, which offers a non-biased and hopefully a realistic view. With so many different theories on interviewing techniques and lengthy processes, specialists in this field can often expedite the process and match the well-prepared position description to the right type of talent. Be committed to the process.

Don’t oversell your organisation: Don’t run the risk of not being able to deliver, the old cliché of “under promise, over deliver” works well for retaining good talent. The last thing you want when you have put in so much time and effort into your recruitment process or paid for results, is that the expectations on both sides is unfulfilled.

Without trying to sound overly optimistic at the state of the job market in Queensland, now is the time to be securing good people for your organisation, engage them now for future gains.