sbrecruitment

What candidates really want…..from a recruiter who spends all day every day talking to candidates!

Fri, 21 Apr 2023 00:05:16 GMT

What candidates really want…..from a recruiter who spends all day every day talking to candidates!

So, what are the key drivers which motivate candidates in the current job market?

Job satisfaction: Candidates want to feel fulfilled by their work & enjoy what they do on a day-to-day basis. They search for roles that align with their skills, interests & values.
Career advancement: Candidates seek out opportunities for growth within a company or industry. They want to know that their efforts will be recognized and that there are opportunities to move up the career ladder.
Work/life balance: Candidates look out for roles which allow them to balance their work responsibilities with their personal life. This includes flexible work hours, work from home opportunities and additional leave which can be used for holidays, time with their family or even volunteering with an organisation close to their heart.
Competitive remuneration: Candidates want to be fairly compensated for their skills & experience. They seek out roles which offer competitive salaries, benefits & other financial perks. With the increase in cost of living, this is becoming increasingly important to job seekers.
Positive company culture: Candidates seek out a workplace that values team work, collaboration & a positive work environment. They want to work for an organisation that is committed to diversity & inclusion, supports employee well-being and can display their commitment to a sustainable future.

A lot of organisations utilise the interview as a chance to talk through the candidates skills, throw in a couple of behavioural based questions, tell them about the job on offer and then skip to ‘have you got any questions for me?’.

Perhaps next time, try really talking with your candidate about what will motivate them to say ‘yes, that job’s for me’. It will give you a chance to then display back to them all the fantastic opportunities on offer in your business. They may be extremely passionate about the environment, tell them about your sustainability committee; they may want to work in a role that is a solid stepping stone to a management accountant role, provide them with an example of someone in the organisation which has developed their career due to the internal support they received.

It might make the process a little longer but at the end of the day, you will end up with a candidate that is engaged through the recruitment process and passionate about working for your organisation!

What the current talent shortage means for employers and employees alike

lmccarthy@sbrecruitment.com (Leona McCarthy) — Tue, 22 Feb 2022 03:48:56 GMT

2022 may not be business as usual, but there’s still a lot to get excited about.

Rethinking careers, re-evaluating work-life balance and seeking increased renumeration – these are the major factors influencing talent in the market and contributing to current workforce shortages.

As we re-emerge from the depths of the pandemic and unemployment hits its lowest levels in years, there’s still one pressing issue facing the Australian workforce – a labour shortage.

Following the ongoing changes to our professional lives throughout the last two years, it’s been a constant struggle for local businesses and organisations to find and retain the right talent. It seems the combination of a skills shortage and more than two years of no migration, has left the talent pool looking a little empty to say the least.

So, why is the situation so dire even though we’re hitting record low levels of unemployment? Well, there’s the obvious increased demand for workers due to the delayed reopening of international border and its effect on a lack of talent – however there’s more to the story.

According to the latest research by LinkedIn , as many as three in five Australian candidates are considering changing roles in the coming 12 months due to an increased desire to find a career that aligns with their lifestyle as well as their personal values. “People are really questioning what they want in life these days and how their employment aligns with their own ethics,” says SB Recruitment founder, Sarah Bolster. “Many are moving away from those big, large corporate organisations in favour or smaller organisations where they can feel more seen, more valued and like they’re having a positive impact on their patch in the world through their work.”

But it’s not just the larger question or passion and purpose that’s playing a role in our ongoing talent shortage – many candidates are also basing their next move on flexibility and renumeration. “The work-from-home approach is starting to leave people feeling exhausted, so having that hybrid mix of home and office is something they’re really interested in,” adds Sarah. “They care about their family time, but they also need a place to escape and focus.”

The biggest driver, however, is still the desire to increase their income. It appears that savvy organisations that want the best candidates, will also be the ones increasing their salaries. “Renumeration has continued to be a key driver here, and that won’t be changing any time soon,” says Sarah. “Candidates know they’re in high demand, which is why they’re taking their time to find the right role that speaks to their key motivations.” This is particularly true of public sector clients, according to Sarah, who are offering competitive salaries to attract talent with in-demand skillsets.

Employees are even receiving enticing counter offers from their employers to remain where they are – as employers worry about top talent leaving for greener professional pastures. “In a skills-short market, it’s what employers need to do to retain their key contributors,” explains Sarah.

Whether you call it the great resignation or the great reshuffle, it’s clear now is the time for agility, flexibility and a sharp focus on the future for both employers and employees.

Phone Interview Tips to Get You to the Next Round

lmccarthy@sbrecruitment.com (Leona McCarthy) — Thu, 09 Dec 2021 22:30:49 GMT

There are plenty of us heading into the Christmas holidays with big plans for the year ahead. One of the items on your to-do list may include searching for a new role or pursuing a different career in 2022. If you’re looking at changing things up and are getting ready to prepare for your first phone interview in a while, we’ve got all the top tips to help get you back into the swing of things and through to the next round.

SET THE SCENE

OK, if the chat is over the phone you may not need to worry about this one as much but if it’s via video call, a little preparation can go a long way. It goes without saying that we’re all video call experts at this point but just in case you haven’t been on camera in a while and your future employer is looking to conduct your interview this way, remember to still treat it like a professional experience – even if you’re at home with dirty laundry at your feet and last night’s dinner in the sink. Find a (clean) space with good natural light, plenty of wi-fi coverage, a simple background nothing too distracting in view. You’ll want to make sure your laptop or computer screen is propped up so the angle of the camera is just right, and your interviewers can feel like you’re sitting across from them in the room. It goes without saying – a professional ensemble and personal grooming won’t go astray. Most importantly? Remember to smile. You may feel overwhelmed, but you don’t want this to come across in your interview. Smiling will also help connect you to your audience. If you’re chat is on the phone, be sure to set your device to ‘silent’ so you’re not interrupted by any incoming notifications and be sure to find a quiet space with good network coverage so there are no connection issues.

PREPARE IN ADVANCE

Prior to your interview, make sure to consider any questions you may be asked, and rehearse your answers if possible. By saying these out loud, it will allow you to practice your responses and get comfortable with talking about yourself, your experience and your skills. Employers are becoming more and more conscious of soft skills, so being able to speak confidently and calmly is a major bonus. When practicing your responses, take your time and speak at a regular pace. Pause and remember to breathe. When we get nervous, we tend to speak faster and use a lot of ‘umms’ and ‘aahhs’ – some of us even add a nervous laugh or giggle to the end of our sentences. The more practice and the more you’re aware of this – the less likely it is to happen. Not sure what answers to prepare? You can’t go wrong with practicing responses about your strengths, weaknesses, past accomplishments or why you’re keen to take on the role.

LOOK TO THE HORIZON

To help show that you’re right for the role – consider all the things you’d like to achieve or implement within the first six months of getting the job. You might think about the potential there is to tackle ongoing challenges differently, or the need for new processes going forward. This will not only show that you’ve thoughtfully researched the organisation and have an understanding of the latest industry advancements and trends – it demonstrates you’re a proactive candidate that can bring fresh perspectives and opportunities to the organisation.

ASK YOUR OWN QUESTIONS

Remember – an interview isn’t just a one-sided experience. It’s just as important for you to get answers to your own questions as it is for the hiring team to hear from you – especially this early on in the process. You want to make sure the role and the organisation is the right fit, so have a think about any questions you may have. The best time to ask these questions will be towards the end of the conversation and will provide the opportunity for you to display your personality attributes a little more. It will also reveal more about your understanding of the role and give you the opportunity to mention any past accomplishments that haven’t already been discussed.

5 reasons why you should work with a recruiter

lmccarthy@sbrecruitment.com (Leona McCarthy) — Wed, 20 Oct 2021 22:54:58 GMT

It can be time consuming and often exhausting looking for a role that aligns to your skills as well as your professional interests and expectations. But it doesn’t have to be that way. Whether you’re on the hunt for a new position or you’re hoping to re-enter the workforce after an absence or caring duties, having someone on your side to help navigate the opportunities and challenges ahead can be priceless. Here are five of our favourite reasons why working with a recruiter can have a positive and lasting impact on your career.

1 . You won’t be job hunting alone

Teamwork makes the dream work, and when it comes to recruiters – you can rest easy knowing you’ve got someone in your corner doing their best to ensure your interests and skills align perfectly to the role you’re destined to get. A good recruiter doesn’t just work in the background either – they help you prepare for interviews, and provide feedback and assistance when the time comes to accept your eventual job offer. They’ll even help update your CV or portfolio as necessary, so you have the best chance at landing an interview. This doesn’t just streamline the job-hunting process, it helps save you time, as well.

2. You’ll have more access to more opportunities

One of the best things about recruiters is that they know where the jobs are. While you may be able to keep an eye on multiple job boards for the role of your dreams, it’s important to remember that not every position is advertised this way. Many organisations rely solely on recruiters to find their ideal candidates. By working with a recruiter, you’ll have the best chance at accessing roles and opportunities within your chosen industry that aren’t always advertised publicly or online. Your recruiter will also be able to provide information about the role or organisation you’re considering that may not be available to you otherwise.

3. You’ll create a beneficial and lasting relationship

Once you’ve worked with a recruiter, you’ll remain on their database going forward. This means you’ll have ongoing access to other opportunities while remaining front of my mind for any future roles that align to your unique skillset. This gives your relationship longevity and provides a level of mutual trust. If a recruiter knows you well, they’ll be able to instantly identify if a future position is suitable to your abilities, interests and experience.

4. Make the most of being connected

When it comes to the job-search, recruiters have a network of industry connections they can access at any time. It’s almost like secret weapon you can utilise whenever you want to get yourself or your CV in front of the right people. Not only do recruiters have strong relationships with members of various HR departments and clients – they’ve got a personal understanding of what these individuals and groups are looking for with their next hire. Best of all – it’s all there for you to make the most of and reap the benefits.

5. No more awkward salary conversations

When it comes to talking money, sometimes it can get a little uncomfortable. Candidates know what they’re worth but often feel too nervous or intimidated to ask for the salary they truly want. Recruiters help you get the renumeration package you deserve because they know your value, understand the market-rate for your experience level and have insight into the budgets for the roles they’re trying to place.

If you’re looking to work with a recruiter or want to learn more about the services we provide at SB Recruitment, simply reach out to our team and we will do our best to find you the perfect next role.

TOP TIPS FOR WORKING WITH A RECRUITER

Wed, 11 Aug 2021 06:46:13 GMT

TOP TIPS FOR WORKING WITH A RECRUITER

Just like any other relationship – it’s worth investing time and energy into this collaboration.

With many of us changing jobs and careers multiple times throughout our lives, chances are you will have already worked with a recruiter or need to connect with one in the future. To get the most out of your recruitment experience, here are our top tips and advice for establishing a rewarding professional relationship with the person who may help you find your next big gig.

Be firm and focused

Not every new job is just about the title and compensation these days. More often than not, most employees are seeking roles that fulfill them on a deeper level and provide a satisfying work-life balance as well as a great internal culture to be part of. No matter what your specific criteria is for your next role, just be clear to your recruiter about what’s on your ‘must-have’ list. This will help them find the position that’s 100% right for you – rather than an opportunity in your field that only sounds good on paper. You want something that will match your skillset but that also aligns with your visions and values.

Build the trust

When you’re sharing personal and professional information about your work history, it’s important to make sure you trust the person you’re speaking to and that you feel the chemistry between you both works well. This may involve researching the company your recruiter works for – ensuring they’re a reputable agency or organisation, or it may simple be asking a few questions when you connect to establish their expertise and knowledge of your industry. Thankfully, most recruiters have all the skills and tools to help you navigate your specific job search and make life that little bit easier.

When honesty is the best policy

It’s time to tell it like it is! Whether you’ve taken time out of the professional field or you’ve had a number of short-lived jobs in the last year – this is totally fine as long as you tell your recruiter up front. When they’re armed with this knowledge, it helps them establish how they can represent you or market your background to any future employers. Additionally, if you have a number of roles that you’re up for – let your recruiter know. They know most candidates will have plenty of irons in the fire, but it helps them to be aware of these specifically, so they don’t get you through to the final round of the recruitment process only to discover you’ve accepted a role elsewhere. It also helps to avoid recruiters putting you up for positions you may already have applied for.

Help them help you

Beyond being respectful of your recruiter’s time, it’s worth ensuring your CV is current and that you commit to any calls they want to have in order to get to know you better. While everyone is busy, and each hour of the day is precious – recruiters are often working with a number of candidates at any given time and have full calendars. By following through and keeping any commitments you make – you’ll retain your own professionalism and help them do their jobs to the best of their ability.

Embrace feedback and open communication

Sure, constructive criticism can be hard to take sometimes but if it helps improve your likelihood of scoring your dream role – then it’s all worth it. If your recruiter hasn’t offered you any feedback, don’t be shy, ask them yourself and see how you go. Importantly, it’s also worth asking your recruiter for advice if you get to the interview stage of a new employment opportunity. They’ll have an idea of what the interviewer may ask, and the types of candidates and skills the company is looking for.

Stay in contact

Whether you land the job or not – it’s worth keeping in touch with your recruiter once all is said and done. Connect on LinkedIn or save their email in a ‘recruiter’ folder that you can easily access. You may even want to send your recruiter an email once every six months to stay front of mind for any bourgeoning opportunities. Remember – not all vacancies or opportunities are actually advertised. Recruiters have the jump on these roles, so staying in touch may be your gateway to all those hidden opportunities you may never have known about otherwise.

CALLING “CUT” ON A BUSY CAREER IN TELEVISION

Mon, 14 Jun 2021 09:06:32 GMT

CALLING “CUT” ON A BUSY CAREER IN TELEVISION

As part of a new ongoing series, SB Recruitment is shining a light on a range of talented individuals who after many years traded in their longstanding careers to chase their dream jobs. It’s our hope in these uncertain times, that you can find solace and inspiration in the idea that it’s never too late to start again.

From stewarding on super yachts in the South of France to working within the fast-paced world of advertising in London, Alex Mumby’s career has taken her across the globe and provided a range of roles and opportunities. But after five years living abroad, this Sydney-sider felt it was time to come home and find her purpose. “I lived abroad and worked in TV post-production, but I was all over the shop” Alex’s says. “After I moved to London I fell into an executive assistant position, which I’d done before in advertising, and this lead me back into television and production as an assistant producer.”

While Alex loved living in London and looks back on the time as the best of her life, the constant grind and ‘go, go, go’ nature of the industry was becoming too much. “I almost got too used to feeling like crap,” she explains. “I didn’t know what I wanted to do but I knew I had more to give and that I had to come home to Sydney.”

After making the decision to return to Australia, Alex packed her bags and soon found herself celebrating her 30th birthday on home soil. It was at this point that Alex began questioning what she was doing with her life. “I hit a really low point and felt really lost,” she admits. “I knew I needed to help people – I’ve done that my whole life because it always felt so natural.” With this in mind, Alex turned her attention to studying holistic wellness, which includes and combines a range of specialties such as nutrition, meditation, medicines and herbal remedies. “Everything I was learning, I had started living, and it all just fell into place.”

Although Alex felt she had finally found her calling, the notion of leaving everything behind to start fresh was still daunting. “I’ve always been really confident and I’ve gone into all my jobs and interviews with that ‘fake it till you make it’ mentality, but I think, subconsciously because I knew it was just a job and not my chosen passion, I didn’t care too much – but now everything has shifted and I’ve never been so scared.”

Financially, the change in industry has been easier to navigate thanks to Alex’s support system back home. “I had my parents to live with when I left in London with no savings, but I’ve been really mindful of what I’m spending and only spending on things that are an investment for my new career.”

While Alex looks back on her professional past with gratitude, she also knows she’s made the right decision going forward. “I wouldn’t change journey as it’s given me so many stories and I had a lot of fun back then, but now my mindset has completely changed and stepping into the holistic and wellness arena has been quite liberating and just feels right.”

THE BEST QUESTIONS TO ASK DURING YOUR NEXT INTERVIEW

Tue, 08 Jun 2021 06:58:16 GMT

THE BEST QUESTIONS TO ASK DURING YOUR NEXT INTERVIEW

This is your chance to learn more about the company, their vision and values, and how this aligns with the future role you’re hoping to score.

There comes a time in every job interview when candidates finally get the chance to ask a few questions of their own. Not only is this an opportunity to show you’re invested in the position, it allows you to demonstrate your critical thinking skills while ensuring the role and company are the right fit for you. More often than not, this time isn’t always used to its full potential. Occasionally candidates get flustered and forget the questions they had in mind and other times they’re just not sure of the hard-hitting questions they really need answers to. The following list of questions will help guide you toward discovering everything you need to know about the new role and the organisation you’re looking to join.

Getting back to basics

OK, before we get started – it’s important to remember your questions should ideally cover both generic and specific parts of the role you’re interviewing for. This means some of them will need to be quite general, whereas others will need to be way more detailed based on the role itself.

How would you best describe the culture at this company?
If you’re the kind of person who works best around likeminded individuals, or for organisations that align to your own interests and values – chances are you’ll be happier in your role, do better work, and remain with the company for longer if you find a job that ticks these boxes. You want to make sure the organisation is the right fit for you – not just the other way around. This question is also a great way for you to suss out whether the company has demanding expectations of its employees when it comes to working out-of-hours or more socially relevant issues such as whether they actively promote team bonding and after-hours socialising.
What do you love about working at this company?
This is always a fun question to ask any recruiter because it gives them a chance to speak from their own experience. This question not only ensures you get a solid idea of the culture within the business but gives you insight from someone who already works there. In getting such a personal sense of a company, you’ll be able to figure out very quickly whether it’s somewhere that will likely see you flourish going forward.
What is an average day like in the office?
While each role may have different expectations and needs, it’s still worth asking this question to get a good sense of how the organisation operates day to day. You may know about the requirements of the role but how does that translate into the everyday? While this question is an important one – keep in mind it may be better reserved until your second interview.
What are the salary expectations for this role?
Yes, money is hard to talk about and yes it can be super awkward to bring up the salary discussion but it’s important to ensure you and your interviewer are on the same page – particularly as time is so precious these days. If the position has a certain salary range that is way below your expectations, it’s important to know early on, and not after your third interview when you’ve committed a lot of time and effort into the recruitment process.
What are some of the biggest challenges an employee in this position might be likely to face?
While the job description may have gone into deliverables and requirements of candidates, it’s important to get down to specifics if you’ve made it to the interview stage. This question will allow you to not only decide on whether you’re qualified or overqualified for the role – it may give you an opportunity to pre-empt or forward-plan your responses to any future questions if you get a second or third interview.
Can you tell me a little bit more about the team you’ll be working with?
This question is super important when it comes to building your understanding of the everyday realities of your role. Is the team small or large? Will you be working solely with your team or do you collaborate with others? The more you know about your team, the better you’ll understand your role within it
Why has this position become available?
While you may not always get the most honest response to this question, it helps establish the context of the position if you know why it’s suddenly become available. Perhaps there’s been an internal promotion? Or perhaps the role is totally new, and this is a chance for you to shape it and make it your own? The answer to this question will help you decide on the approach you take to the position if you’re offered the role later down the track.
What are you most excited about when it comes to this company’s future?
Again, by asking the recruiter a question that relates to their own thoughts, expectations and experiences within the organisation is a great way to get a true sense of the internal culture. It also ends the interview on a positive note for both you and the recruiter – leaving a hint of promise and excitement in the air.

MANAGING RETURN-TO-OFFICE ANXIETY

Tue, 11 May 2021 07:11:55 GMT

MANAGING RETURN-TO-OFFICE ANXIETY

For thousands of Australians, the idea of returning to the workplace is filled with fear and uncertainty – but thankfully there are ways around the worry.

After more than 12 months of work from home, employees across the country are slowly but surely returning to their offices and places of work. While some are embracing a hybrid approach and only returning a few days a week, the act of going back is still anxiety-inducing none the less. From sharing space with others to adjusting to long days of face-to-face meetings, commuting stress and health concerns – heading back into work isn’t as simple as it once was. Here’s how to embrace your fears and make the process as seamless as possible.

Normalise your fear

First-up, it has to be stated for the record that return-to-office anxiety is totally normal. It’s also inevitable for many of us, as the virus and all of its life-changing consequences are still a very real threat. Try not to be too hard on yourself for having a valid fear and avoid dwelling on anxious thoughts about all the things you haven’t done in the last 12 months that might be making you nervous (commuting, socialising, being in busy indoor environments). Remind yourself it’s OK to feel overwhelmed, and that you’re not alone. Everyone’s feeling the same to some degree at the moment.

Acknowledge what you may be losing

For many heading back into the office (especially those who loved WFH or who were exhausted by the pre-pandemic rat race), part of their fears and worries might also be linked to having to farewell all that was gained during quarantine. Sure, the pandemic has been hard but there has also been joy in slowing down and being in control of our own time. From less commuting, to more flexibility, increased time with family members or having more energy to look after ourselves – there are a number of new lifestyle elements that may fall by the wayside when heading back into the office. Try to spend some time acknowledging what you may lose so it doesn’t come as a big shock, but also try to focus on all that you will be gaining.

Try not to catastrophise

Just because you might be having a few extreme thoughts doesn’t mean they’re real and that they’re going to eventuate. If you’re trying to do your best to ensure these big thoughts and feelings don’t take over, why not try a reframing technique? This is where you take a close look at the fears you’re having and distinguish which fears are exaggerated and which are rooted in reality. If you can learn to separate your anxiety this way, you can start to hose yourself down by challenging your own thought processes. Anxiety can often feel like an all-or-nothing emotion, but don’t forget – you’re in charge of your thoughts and if you can break them down before they take off like a horse at a starting gate – you’ll be in good stead.

Be kind to yourself

Where possible, focus on good thoughts and ease your way into returning to the office slowly. We’ve spent an entire year crafting new routines based around not being indoors and staying away from people, so we have to transition back slowly. Maybe start by going back to the office one day a week and then upping this to two days once you start feeling more comfortable? If you haven’t taken a train or bus since before lockdown and your morning commute requires you to engage with public transport again, try to do a few rides in advance. It’s a small step but one that will help in the long run. If you start feeling overwhelmed or experience increased negative thoughts, it might be time to speak to someone about the anxiety you’re having. It’s important to make your return to the office work for you, and if your employer values having an engaged, happy and confident employee, it will work for them, too.

Stay informed

It’s fact over fiction when it comes to conquering fear! By keeping up to date with the latest COVID-19 information, as well as initiatives like the COVID-safe plan at your place of business, you’ll feel much more prepared when going back to work. What kind of precautions is your office taking? If you have all the right information at your disposal, you’ll be less likely to see your fears and concerns escalate. Oftentimes it’s the anticipation of a perceived problem that can cause us stress, so if you pro-actively work at reducing these unknowns, you’ll be golden. If you’re still nervous, why not chat to your HR advisor at work to learn more about their health and safety measures? It’s OK to ask questions and to want the full picture.

Self Care 101

It might go without saying but in times of stress and change, it’s important to keep ourselves as happy and healthy as possible. How do we do this? We treat our bodies right by eating well, getting lots of fresh air and exercise, a good nights’ sleep and meaningful conversations with those we love the most. If you’re able to focus on your self-care routine during your transition back to the office, you’ll be better equipped to deal with any unforeseen stresses.

If you’ve employed all the best strategies to reduce your fears about returning to work and you still need a few more techniques to kick yourself into gear, just remember this: you’ve done it before, and you can do it again! Yes, our homes have been our sanctuaries for the last year, but the world keeps turning and while it may feel uncomfortable at first – you’re perfectly capable of returning to the office, engaging with your co-workers and establishing beneficial routines in a (somewhat) new environment.

You’ve got this!

THE TOP 3 QUALITIES OF AN AMAZING LEADER

Thu, 08 Apr 2021 07:13:17 GMT

THE TOP 3 QUALITIES OF AN AMAZING LEADER

Effective leadership at work has never felt more important – particularly in the wake of COVID-19 and how it’s forever changed our professional lives. With more and more employees logging on from home, juggling numerous priorities and trying to maintain some kind of work-life balance, having a boss who understands how to lead, encourage and develop their team, can make all the difference. Whether you’re already in a managerial role or you’re simply looking to accelerate your professional growth this year, here are the top three qualities that make an excellent leader.

Stellar communication skills

All effective leaders have one thing in common and that’s their ability to actively listen and communicate with their staff or co-workers. Not only does this mean having a respectful and authentic dialog with those around you, but also being open to their feedback and opinions. In leadership positions, you often gain more from listening than talking all the time. In embracing this approach, you’ll make the workplace feel like a safe and encouraging space, where thoughts can be shared, ideas can be nurtured, and discussions can be had. Given the current environment, many leaders also need to be able to use their communication skills to inspire and motivate teams despite not being physically present. Through an open communication strategy, you’ll be able to encourage others to do their best as individuals while still embracing teamwork (even on those WFH days). For you personally, this may also require you to be more transparent in the way you speak to and address your team. If you’ve made a mistake, own it. If you need help with something, ask for it. If you have advice to impart, share it.

A knack for problem-solving

Being a leader isn’t just about working your way to the top and enjoying a new managerial title – it’s about incorporating your desire to guide and inspire with the ability to think creatively and inclusively no matter what the situation. Great leaders often understand the complex and nuanced nature of problem-solving at work, particularly when the issues at hand involve co-workers, clashing personalities or sensitive subjects. Your soft skills can make all the difference to your ability to thrive in your role as a leader and also provide great learning opportunities for your team members. By being agile in your thinking, self-aware in your approach and confident in delegating work, you will create the freedom to focus on solving problems in a way that works for you and your team.

An ability to separate ego from your role

Just because you’ve been placed into a leadership position that may be senior to your co-workers or employees – doesn’t mean you are better or superior to anyone else. The second you position yourself as someone who can rally and guide a team to greatness, as opposed to a manager who views their role as a status symbol, you’ll instantly make your job easier. As a leader, you’re not expected to always have all the answers, but you are expected to engage with your team members in a respectful and inclusive manner. Try to encourage the growth of those you have been tasked with managing and nurturing by being yourself. Confidence, enthusiasm and the ability to be present are all skills leaders can teach and share with each of their employees while leaving their ego at the door.

Importantly, all good leaders know when to step to the side and give their team members the freedom to grow and shine. In recognising the value of those you work with and by encouraging them to find their feet and expand their knowledge, you can help create the next batch of leaders within your workplace. After all – great leaders who create great leaders, create great leaders…

HOW TO COMBAT IMPOSTER SYNDROME AT WORK

Wed, 10 Mar 2021 07:17:34 GMT

HOW TO COMBAT IMPOSTER SYNDROME AT WORK

Ready to take on the world but have a niggling feeling of self-doubt floating in the back of your mind? Don’t worry, you’re not alone. Here’s how to tackle those pesky fears and turn your insecurities into positives that will work for you.

What is imposter syndrome?

Ever done well at work by nabbing a promotion or being celebrated for your accomplishments – only to suddenly feel like you didn’t deserve the accolades? Yep, that’s imposter syndrome. Worrying about whether you’ll be outed as a fraud or feeling undeserving is super common in the workplace, particularly among women and high achievers. “I’ve felt it and I think it’s pretty natural for people to feel it quite often,” says SB Recruitment founder, Sarah Bolster. “It doesn’t matter how confident or accomplished you are, at some point, certain situations can still bring these kinds of fears to life.” From self-doubt to skewed self-perception and even a fear of success – these feelings are challenging, yes, but totally normal

Overcoming the negativity

For most people, imposter syndrome is an entirely unfounded fear. Frustratingly, it holds so much power because we continue to reinforce it when we get caught in a negative thinking spiral. Imposter syndrome tricks us into feeling and believing we don’t deserve the career successes or accolades coming our way. While you may feel like you have to fake-it-till-you-make-it every now and then, it’s important to remember that you’re a capable individual and this self-doubt is a waste of your emotional energy. To keep your mind in a positive space, try to practice self-talk as much as possible. Not only does it help build your confidence, it allows you to focus on valuable beliefs that can guide your career in the right direction.

Importantly, try not to let imposter syndrome hold you back from what you want to achieve in your career or the professional opportunities that may come your way. Even a small step in the right direction can have a big impact down the line. Turn ambitious goals into your new best friend and aim to work toward achieving these one by one. This act in itself is super powerful and positive. “There’s an amazing social influencer called Mel Robbins who came up with a thing called the ‘5-second rule’ where you count back from 5 and take action by the time you hit 0”, Sarah explains. “I find really it effective and use it on a daily basis because it gives you time to acknowledge what’s going on but then asks you to push this to the side. If you dwell on these fears too much, you won’t get anything done.”

Using imposter syndrome to your advantage

The thing about imposter syndrome is that no matter how many past accomplishments or how much experience we may have – it still manages to convince us that we’re not good enough. The more we tell ourselves this, the more it starts to feel like the truth. What’s worse – this can lead us to believe that our success is based more on luck than ability. But what if we flipped imposter syndrome on its head? What if instead of telling ourselves lies about our abilities, we were able to recognise these moments of doubt and use them as empowerment tool? “I believe having that edge behind you does make you work a bit harder and makes you a little more determined to break through that barrier,” Sarah explains. “It’s just important not to get too caught up in your own head about it and recognise that it’s your thoughts talking, not anyone else’s perception of you.”

Try to use these moments as motivators and inspiration. You can do this by replacing perfectionism with a focus on all the value you bring to your workplace. Own the success you’ve created and remember luck has nothing to do with it. Importantly, use these times as reminders that you’re on your own path, and that comparing yourself to others is simply wasted energy. If you can keep these concepts in mind the next time you feel that self-doubt niggling, you’ll be in a much better place to turn a limiting moment into a liberating experience.

THE TOP CAREER MYTHS THAT COULD BE HOLDING YOU BACK

Wed, 10 Feb 2021 07:23:58 GMT

THE TOP CAREER MYTHS THAT COULD BE HOLDING YOU BACK

Now’s the time to push through the fear and chase your professional goals.

If the last 12 months have proven anything, it’s that finding joy in what we do suddenly feels more important than ever before. While many have used the pandemic as an opportunity to re-evaluate their professional lives, others have been too nervous to put thought into action (and for good reason). Here’s how to focus forward and banish those distracting career myths for good.

1. Measuring happiness or success based on a set income figure

If you’ve ever caught yourself thinking “I’ll be happy when I finally earn…” – don’t worry, you’re not the only one. It’s totally normal for us to think of money as the ultimate problem solver. But while extra or additional funds might bring more peace of mind or opportunities in the future, it’s important to remember your value as a person, and as an employee, is entirely separate from what your pay check says each month. Our minds can trick us into thinking that next pay rise might bring happiness, but this leads to a never-ending cycle of production, stress and expectation. While it may bring momentary relief, that potential pay rise doesn’t (or shouldn’t) give your job meaning. Instead try to find satisfaction and joy in the smaller everyday tasks at work. What matters at the end of each day is that you leave work feeling fulfilled and accomplished. This will serve you far-better in the long run than setting potentially unstainable goals that are predicated on denying yourself happiness. You and your potential deserve more.

2. It’s too late to change careers

It might sound clichéd but trust us when we say: it’s never too late! Unless of course you’re looking to take on a role that’s super physical like that of a professional athlete or labourer. As Australians find themselves remaining in the workforce longer than ever before (retirement age now sits at a national average of 65.5), there are more and more opportunities to reinvent our professional selves, chase new careers and explore new industries. In fact – career pivots are quickly becoming the new norm. There’s no hard or fast rule that says you can’t evolve your professional life – it’s only our fear that has the potential to hold us back. It’s also entirely reasonable to wake up one day and realise the life you wanted in your early 20s might be different to the one you now want in your mid 40s. If you’re considering changing jobs or careers but you’re not entirely sure about taking the leap, simply take your time, do your research, speak to those within the field you’re interested in joining and consider discussing these decisions with a career professional who can give you sound advice before making the leap. Ask yourself – what do I see myself happily doing for the rest of my life? The answer may surprise you.

3. My family and friends will think I’m crazy for pursuing a new career path

When it comes to opinions, it’s no surprise that we value those of our family and friends above all else. But it’s important to remember that they’re just that – opinions. Everyone will have something to say about a situation or topic if you ask them but, in this instance, the only opinion that truly matters is your own. If the idea of a new career path excites you, engages you and inspires you to work differently – it’s a good indication that you’re probably ready for a change. While you may have a few negative Nelly’s waiting in the wings, it’s worth remembering that deep down these individuals just want to make sure you’re making the right decision. Take their thoughts on board but don’t let them be the deciding factor when making a career-change or vying for a big new promotion or transfer to a new office. Yours is the only opinion that matters.

4. It’s selfish to pursue your passion

There’s nothing more important than ensuring the work you plan to do every single day of for the rest of your professional life is something that evokes meaning and happiness. Not only is this vital for your mental and physical health, but it has the potential to positively impact all aspects of your life including your relationships, your out-of-office activities and your long-term life goals. Pursuing happiness isn’t a selfish act. Even if those around you don’t quite understand your decision, or want to judge you for following your passion, try not to let yourself feel guilty about wanting to be happy.

While change can feel overwhelming at times, it’s important to allow yourself the opportunity to progress in your career. Whether you’re aiming for a promotion, looking for a transfer or you’re entering an entirely new industry – taking that leap with confidence is an essential first step in the right direction.

LEARNINGS FROM THE YEAR THAT WAS, AND WHAT WE CAN EXPECT IN 2021.

Wed, 09 Dec 2020 07:33:04 GMT

LEARNINGS FROM THE YEAR THAT WAS, AND WHAT WE CAN EXPECT IN 2021.

After what might be the most collectively intense and challenging year of our lives, we thought it was the right time to reflect on the lessons learned, the experiences shared and the new ways of working we’ve all had to embrace. As we enter the festive season, our fearless MD, Sarah Bolster, shares her thoughts on how the workplace has changed and what we can expect in the months to come.

“It’s crazy to look back and think about how many of us entered 2020 with the assumption the new year would bring continued growth. It wasn’t just going to be another new year, it was a new decade that was going to usher in exciting experiences, opportunities to travel, career changes, professional advancements and quality time spent with family and friends. By March, it was clear that our best-laid plans were being put on indefinite hold. As the COVID-19 pandemic quickly spread, it took over people’s lives and livelihoods. Thankfully, in a show of community spirit, people banded together as one. We shared our collective experiences and woke up each morning with a single goal, to make a positive difference to everyone we spoke to.

With the recruitment industry being at the front line of the job market we’ve seen a roller coaster of emotions this year and it’s certainly been challenging for all. One positive we’ve noticed is that the conversations between all individuals are simply more personal and considered. There has been a deeper level of empathy and understanding from everyone.

The pandemic has forced businesses to become more innovative, to start thinking about a future that’s more dynamic, more tech-focused and more connected. At SB Recruitment, we had already been set up to run as a virtual recruitment company, with the ability to work from anywhere at any given point. Seeing our clients and candidates become more accepting of this way of working has been an interesting shift. Looking to the year ahead, while there may be plenty of candidates working from home, it may not be feasible for everyone to enact a permanent tree or sea-change. I believe the future of the workforce still requires people to be present in their offices for a couple of days per week at the very least. Not only is it important from a collaboration perspective for businesses, but also as a mental health initiative for staff and business owners alike. The social aspect, the daily structure and the need to collaborate on projects as a team won’t be going anywhere. For organisations to move forward and for career-progression to continue, coming into the office will still be an important aspect of everyday life – once the dust settles, of course.

On the flipside, individuals working from home will need to become better skilled in managing their own time and workloads. Every new starter needs to be as dynamic and resilient as possible, open to embracing new technologies and to be an independent learner.

Personal branding will become even more important in the coming years if individuals are seeking a future where they’re being tapped on the shoulder about opportunities instead of proactively applying for roles.

For those who are currently employed but looking for a new role in 2021, now is the time to sit down and consider your motivators. What makes you happy? What do your professional goals look like? You don’t want to be stepping into a new role next year that isn’t going to tick the boxes. If anything, 2020 has definitely taught us what’s important in our lives and what isn’t.

Whatever the coming 12 months hold, we want to thank you for your continued support, and from everyone at SB Recruitment, we wish you a happy and healthy festive season with your family and friends.”

HOW TO USE PERSONAL BRANDING TO HELP BUILD YOUR CAREER PROFILE

Thu, 05 Nov 2020 07:41:17 GMT

HOW TO USE PERSONAL BRANDING TO HELP BUILD YOUR CAREER PROFILE

These days, having a basic understanding of personal branding isn’t just important, it’s necessary in order to kick-start your career or take the next professional step forward.

Thanks to social media and platforms such as LinkedIn, there’s never been a better (or easier) time to market yourself and ensure your skills are being seen by the right potential employers and clients. But how do you go from ‘jobseeker’ to being directly headhunted by those in the know? It’s simple – you create your personal brand. By determining who you are and what you stand for, you can begin to establish yourself within your industry and market the skills that help separate you from the crowd.

In essence, your personal brand is all the ways you wish to be seen and perceived by others. It’s the vision and values you set for yourself and the varying elements that convey your personality to the world. It’s everything that makes you, you.

While this may seem like a bit of work, investing in yourself this way is an effective tool to help discover what you want, why you want it and how you can share this with others. By focusing on your personal branding, you’re setting yourself up with guidelines that influence how you’ll behave and interact within your professional world and help facilitate future professional endeavours. What’s more, having a solidified personal brand will allow others (particularly recruiters) to get a sense of who you are, what you can bring to the table, where your passions lie and the career you expect to have.

When developing your personal brand, the best place to start is by figuring out where your visions and values lie. What are the kinds of words you’d like associated with your brand? Write it all down and consider every answer. Once you’ve narrowed this down an authentic tone and sentiment for your brand, consider whether there’s a skill relevant to your field that can specialise in. Perhaps you already have this skillset, or you’ve carved out a niche you’d like to amplify – whatever it is, this is your chance to turn your experience into a selling point. It’s your own added value. If you don’t have a particular interest area or skill to focus on, now is the time to start your journey and become an expert in a particular category of interest within your industry.

Once you have these basics locked and loaded, it’s time to update your CV and bio, your LinkedIn profile and establish a stronger online presence through a personal website or digital portfolio (Squarespace is great for this and super simple). This will help you appear more professional and give you a central point to house all the proof points of your personal brand. You could also consider starting your own blog, which will allow you to have a dedicated platform for sharing your knowledge and showcasing your professional abilities.

If you’re not quite ready for your own website, LinkedIn is still a great, free way to showcase your talents and skills. Try to post regularly by adding any news or observations you may have about your industry. You probably have insights that others don’t, even if you don’t know it yet. Start the conversation, connect with your peers and former colleagues, share your ideas, ask thought-provoking questions and grow your network. Don’t forget to also talk about your professional achievements – the platform was literally built to allow you to further your career, so make the most of it. The more present and active you become in your industry, whether online or in the real world, the more opportunities will present themselves.

As we all take this year to re-evaluate and press the reset button, now is your chance to forge your path forward. It’s exciting, and it starts with you.

A RECRUITER’S PERSPECTIVE OF THE LAST SIX MONTHS

Tue, 29 Sep 2020 08:03:59 GMT

A RECRUITER’S PERSPECTIVE OF THE LAST SIX MONTHS

Many people entered 2020 with huge plans, many organisations too. Come March 2020, the realities of the world we currently live in took shape for many Australians. Not only has COVID-19 hurt many people emotionally and physically, the virus has also infiltrated industries worldwide, which in turn has had a huge impact on the employment market globally.

As of June 2020, Australia sat at 7.4% unemployment (this was an increase from May 2020 where we sat at 7.1%) which meant we had hit our highest unemployment rate since November 1998. According to Trading Economics it’s forecasted that by the end of this current quarter, we will reach an unemployment rate of 8.2% and within 12 months, this will back down to 7.9% before settling at approximately 6.30% by 2022. Upon writing this piece, it was announced that Australia has hit one million unemployed. Wage growth in Australia has dipped to its lowest rate in 23 years. Businesses are starting to release the first full quarter results since COVID-19. Unfortunately, it seems things will get worse before they get better.

Although the outlook seems bleak, there have been certain segments which have been recruiting and flourishing in this current economic environment. Below is an outline of our take on the past six months:

Commercial Accounting: Over the past six months we saw the demand for Senior Financial Accountants increase where market feedback has suggested the upcoming six months will be all about the credit industry. While there are more candidates seeking employment, we haven’t yet seen companies taking advantage of this by offering salaries which are below market. Usually within an economic downturn you see an increase in demand for temporary/contract workers but due to the complexities of onboarding new staff remotely this time around, temporary opportunities have dropped, which in turn has meant that those who are unemployed haven’t been able to even get short-term work while looking for a role which provides stability. While the numbers are lower than pre COVID, permanent recruitment is still happening within several industry sectors such as FMCG, Resources, Government and Financial Services. While in the financial services and telecommunication sector there is talk of a lot of roles moving back onshore, so far this is just a whisper within the transactional accounting space with only a few teams so far bringing roles back home.

Government: The feedback we’ve been receiving from clients and candidates within multiple government areas is that roles are still active within ICT, Policy and Projects (especially for projects focused on driving efficiencies across departments). Rates on offer have remained the same as pre-COVID. Current feedback is that some hiring freezes in place may lift next quarter, however these could be extended. Each year we tend to see temporary contracts conclude around 30 June and 31 December, however this year the numbers weren’t higher than any other year with several contracts extended. Permanent recruitment and hiring of fixed-term contractors in this space is still quite active with multiple departments continuing to build out their teams. The demand for talent within regional locations has also increased on a temporary basis.

Banking & Finance: Demand for Risk and Compliance professionals is still strong, and this industry is still very active with recruitment, especially on a permanent basis. Due to the huge number of hardship requests these organisations had been experiencing, a large number of Collection & Hardship Managers have trained staff from multiple parts of their company on the hardship process and have upskilled a large number of their client services employees. Salaries have remained consistent. While many consumers aren’t entering new mortgages, there are still a lot who are seeking refinancing in the current environment. This has seen an increase in the demand for experienced mortgage professionals particularly within boutique mortgage firms.

Business Support/Customer Service: Business support roles have taken a hit over the past six months and we see this repeatedly during an economic downturn. Currently the demand for business support staff is down, however the demand for experienced project support officers is up as organisations take advantage of this time to get their foundations in place. There is a lot of talk of customer service roles moving back to Australia due to technical issues with offshore call centres during COVID. Again, there hasn’t been the usual demand for temporary staff within this area due to the complexities of onboarding within a remote environment.

What does the future hold? This time last year nobody could ever have predicted COVID-19 and its impact on the global economy. While the future may be uncertain and there are challenging times ahead, there is comfort to be found in the knowledge that companies are still recruiting, organisations are still expanding and there are still job opportunities out there. They may simply take a little longer to find. As we navigate the road ahead together and to the best of our abilities, we encourage all future job candidates to remain positive, continue to network where possible, and prepare themselves for any new professional opportunities that may come along. Remember, even this too shall pass.

IDENTIFYING CANDIDATES WHO CAN WORK WELL REMOTELY

Tue, 29 Sep 2020 07:57:35 GMT

IDENTIFYING CANDIDATES WHO CAN WORK WELL REMOTELY

In an article published by the Australian Financial Review at the beginning of August, technology editor Paul Smith wrote: “Australian technology giant Atlassian will let its workers do their jobs from wherever they like, even after COVID-19 restrictions have passed, making a new commitment to focus on ‘outcomes, not clock hours’ and to hire talent wherever it resides in the world.”

American companies are leading the WFH mandate with many US-based organisations advising staff not to return to offices until a COVID-19 vaccine has been produced. It seems that for the foreseeable future at least, when engaging talent for your team, you will need to explore whether your new staff member can effectively and successfully work remotely.

So, when hiring now for your team, what skills will you need to ensure candidates have in order to flourish in this new way of working?

• Ability to work independently & strong self-motivation: This is a no brainer. When working from home, your staff member won’t have the luxury of having their manager there to guide them, mentor them or develop their skills. Candidates need to be trusted to deliver the expected outcomes on their own.

• Strong communication skills: While this is equally important for staff on-site – communication is key to ensuring remote workers stay in touch with their colleagues and management. They need to be strong in both written and verbal communication skills, as they will need to reach out via email, chat, phone and virtual meetings. The key is to look for candidates who can communicate in any situation.

• Problem solving abilities: Your candidates ability to identify a problem and develop a solution independently is key when working remotely. Their ability to critical analyse can also lead to innovations for your organisation.

• Organisation skills: As a manager, it’s up to you to set deadlines for your staff, but in order for your employees to manage their time effectively and prioritise work, they must be able to display strong organisational skills.

• Tech savvyness: There’s no room for tech phobia when working from home. There are many candidates on the market who aren’t willing to learn new systems or go out of their comfort zone in order to work efficiently. You need to identify if your candidate has the ability to utilise your systems OR has the ability and the willingness to learn new systems in order to excel in their role.

• Ability to ‘clock off’ and set boundaries: Working from home can quickly turn into ‘living at work’ if your staff member doesn’t have the ability to set boundaries between home life and work life. While it might seem fantastic to have such a dedicated employee, this can quickly lead to your staff member burning out and in turn, moving on from your organisation.

• Being a team player: While your candidate needs to have the ability to work independently, they also need to be really strong team players, as they will still be working with others. Your candidate will be required to make the effort themselves to foster relationships by picking up the phones, sending emails, messages or chat invites, or organising a virtual meeting with their work colleagues. Many team leaders and hiring managers over the past six months have commented on how well their teams have been working together remotely. They’ve really risen to the challenge and taken the extra effort to support one another through virtual lunches and informal Zoom / Teams catch ups on Friday afternoons.

How to identify candidates who can work well from home

During your interview process, try asking behavioural-based questions to determine if your candidate has the soft skills required to do the job at hand. Some questions that will assess their abilities include:

• Self-motivated/ability to work independently:
o How do you maintain self-motivation when you experience a setback on the way to achieving your goal?

• Communication skills:

o Give me an example of a time when you were able to successfully persuade someone to see things your way at work.

• Problem solving:
o Describe a time when you anticipated potential problems and developed preventative measures?

• Setting boundaries:
o Sometimes it’s just not possible to achieve everything on your to-do list. Tell me about a time where you’ve had to reorganise your day to ensure a task was met without you being required to work longer hours for it to be completed.

• Team approach:
o Tell us about an idea you started that involved collaboration with your colleagues that improved the business.

• Organisational skills:

o At times your workload may feel unmanageable. Describe a time when you recognised you were unable to meet multiple deadlines. What did you do about it?

• Tech Savvy:
o What software problems have you faced in the past, and how did you solve them?

Hiring key staff to join you in this new way of working is very exciting. When you’re able to pinpoint the qualities that will be needed in order for them to succeed in your business, the potential outcomes are limitless.

Speak to the SB Recruitment team if you would like a virtual interview template to help identify the best candidate for your business.

HOW TO GET THE MOST OUT OF YOUR VIRTUAL RECRUITMENT PROCESS

Tue, 29 Sep 2020 07:45:05 GMT

HOW TO GET THE MOST OUT OF YOUR VIRTUAL RECRUITMENT PROCESS

It comes as no secret that as organisations have recruited throughout the past six months, the focus has been on the virtual recruitment process and onboarding staff within a remote working environment. Many organisations have smoothly transitioned in this area while it has been a significant challenge for others.

A recruitment process begins from the moment you are aware of the need to hire in your team.

Step 1: Preparation

What qualities are you looking for?

As with any other recruitment process, you must immediately determine what your needs will be, the duties to be performed, how much experience you require your new staff member to have, and so on. However, now you also need to explore whether your new hire will be office-based, working remotely, or both.

Will the candidate be comfortable adapting to working from home and learning remotely?

If your new staff member will be working remotely in any capacity, the personal qualities and skills required will be different to those needed for individuals based in the office full-time. A virtual recruitment process will quickly help you determine if a candidate has the technical ability to work remotely. It’s also good to address working-from-home adaptability in their most recent refence check. Have they worked remotely as part of their previous role? If so, did it impact their general standard of work and did they continue to meet expectations? These are all questions you need to consider.

Manage candidate expectations

Be really, really organised – know what you’re looking for in your candidate, what your recruitment process will be, how many interviews they will be doing, how the interviews will be facilitated (Teams/Zoom/Webex), who they will be meeting with and the timeframe you would like this wrapped up by. Over the past six months we’ve seen organisations get this right (and have the ability to speed up their recruitment process in the meantime), while others that haven’t really taken it as seriously have unfortunately missed out on the right talent..

Step 2: Sourcing

If you chose to advertise your roles on job boards or headhunt via networks or LinkedIn, ensure you are making candidates aware the recruitment process will be held virtually, and the new staff member will be onboarded into the organisation via a remote capacity.

Face to face vs virtual interviews

Set the scene
Although it’s extremely important for a candidate to present in corporate attire and maintain a professional appearance, it’s also equally important for you to do the same as the interviewer. If you’re not going to take it seriously, why should your candidate? If you want to have an informal chat on the stage three interview where you’re both a bit dressed down and having an open conversation, then let the candidate know that prior to the meeting so expectations are managed.

Some of the feedback we’ve had from candidates over the past six months about hiring managers and their interview styles (and screen backgrounds) have been interesting to say the least! In some cases, the candidates weren’t overly impressed and ultimately, chose not to move forward with the process. As an agency we remind candidates this is still a formal interview and to be aware of your surroundings. Check you can log into the Zoom/Teams/Webex meeting by following the link prior to your appointment, check your microphone is working, check that you are in a well-lit space and can be clearly see you throughout the interview. As an interviewer, you should be doing the same.

We’re all getting better at it, but it can be hard to build rapport on a virtual interview. Review your candidates CV prior to your meeting to plan out your interview; perhaps under their ‘interests’ they have noted a few things which can be used for small talk, check for gaps, write out questions you might be keen on exploring about their background and have a few behavioural based questions ready to go. It will help the conversation flow and feel more natural.

Step 3: Onboarding

Once you go through the relevant checks and the offer is accepted, the next biggest challenge is integrating your new employee into the business in a seamless manner. The onboarding process is one of the most important aspects of a recruitment process. The team at SB have been talking about how we will be onboarding new staff in the future. While we aren’t running out to hire 15 new consultants this afternoon, it’s a project we’re focused on at the moment as, not only will a new employee work from home regularly, but we as a manager – we will too. Perhaps schedule the first week with your new hire in the office and then the remaining process can be conducted remotely at scheduled intervals. Are your systems, processes and procedures set up to ensure onboarding is smooth and that you’re not setting your new staff member up to fail? Ultimately as a manager, you want to be able to build a strong business relationship with your new staff member during this time, but a major goal is to get them up to speed as quickly as possible, to be an effective member of staff.

The future

Whether or not your company has embraced virtual interviewing and onboarding you can be sure it’s here to stay in some shape or form. If you can get your virtual recruitment process right, you can continue to attract quality talent into your organisation and retain them for the future.

FROM ASSISTING OTHERS TO SERVING A PERSONAL PURPOSE

Mon, 14 Sep 2020 08:57:13 GMT

FROM ASSISTING OTHERS TO SERVING A PERSONAL PURPOSE

As the final instalment in our ongoing series, SB Recruitment is shining a light on a range of talented individuals who after many years traded in their longstanding careers to chase their dream jobs. It’s our hope in these uncertain times, that you can find solace and inspiration in the idea that it’s never too late to start again.

Having spent much of her career working as a PA across a number of large organisations in Sydney, Brooke was used to putting the needs of others before her own. From the property industry to publishing – Brooke’s various roles saw her working within high-pressure environments at all hours of the day. “I was very good at organising myself and everybody else, but sometimes you get to this point where you’re just a ‘yes’ person all the time,” she explains. “I wasn’t in a position where I felt I was getting the respect I had earned for a pretty difficult job, because no one ever really thanks you – you’re always just the PA.” But it wasn’t just the lack of acknowledgement that had Brooke feeling underappreciated. “I was in one company where people were earning my annual wage as a bonus, so the financial rewards weren’t there either.”

It wasn’t until after the birth of Brooke’s daughter in 2014 that her life and career started to change, and Brooke found her true professional purpose. “I was at the lowest point of my self-confidence and wasn’t allowed to go to the gym, and that’s when I hit rock bottom,” she explains. “I eventually took myself back to work because I just needed some time to myself.” It was at this point that Brooke stumbled across a Pilates studio and signed up for her first class. “I cried the whole time during my first session, I felt so vulnerable and so lost within myself, and those women wrapped me up and said you’re OK.”

Brooke started attending classes twice a week and six months later had regained her physical and mental strength. After it was suggested she consider teaching Pilates herself due to her relatable story and its ability to help women and men in pain, Brooke took the first steps. “That week I signed up to do my diploma course with the Australian Pilates Method Association.” From face to face weekends, assignments each week and up to 600 hours of practical face-to-face work with clients, the training was intense. “It was really tough on our family, but we survived.”

While Brooke started working for a number of studios, she took the opportunity earlier this year to start her own business offering Pilates classes, massage, dry needling. “I got my business off the ground during a time where I could have easily lost out,” she explains.” It was hard to ignore all that negative self-talk, but I’ve worked hard to not have that anymore.”

Thankfully, Brooke’s big leap into a new industry and self-employment has paid off. “Now I’m very reasonable with my timetable, I’m not stretched to the limit, it’s aligned with my family time,” she adds. “I’m not pushing myself to fatigue every Friday and there’s no more Sunday anxiety. Most importantly, Brooke is revelling in doing what she loves, and supporting others in the same way she was supported at the start of her journey. “If I can help one person move away from pain or feel a connection, then I’m winning.”

A SIMPLE CHANGE IN MINDSET, A BIG CHANGE FOR THE FUTURE

Mon, 10 Aug 2020 08:59:26 GMT

A SIMPLE CHANGE IN MINDSET, A BIG CHANGE FOR THE FUTURE

From advertising to marketing, tech and beyond, Julie Demsey has had a varied and exciting career. But while she’s travelled the globe and worked for some of the world’s biggest brands and organisations, it wasn’t until she found her true calling that her professional life came full circle.

With an undergraduate degree and Master’s in Business, Julie moved from in-house marketing positions to product management roles for tech companies in Silicon Valley. But after two decades in this fast-paced industry, she started noticing a desire for change. “I really enjoyed what I was doing but I realised people weren’t happy,” she says. “They were burnt out and there was a lot of bad behaviour, so I wanted to see how I could shift that.” Julie started by bringing mindfulness and meditation into the workplace. “I wanted to make things better for everyone,” she explains. “I had always done a lot of mentoring and I enjoyed being able to help people in addition to being a hardcore business person and hitting those goals.”

With a newfound sense of purpose, Julie packed her bags, relocated to Australia and started networking. “I was quickly hired to run an accelerator program for female entrepreneurs, but I found I was working more than I did in Silicon Valley, and often without as much upside.” Julie soon realised those she was mentoring and working with were often being held back by their own fears – not their actual abilities. “I wanted to figure out how we could use our brain to better set ourselves up for success, and that’s when I discovered hypnotherapy – that’s when my biggest career change happened, when I was in my 50s.”

Now a clinically certified hypnotherapist and mindset coach, Julie feels as if her true calling finally aligns to her ideals and principles. “I realised that if I didn’t step out and do something I really enjoyed, I was going to continue to bury myself in work,” she explains. While Julie is revelling in her career change, it did take some time getting used to a new schedule and routine. “At first when I wasn’t sitting with clients all day, I was anxious, like I was doing something wrong,” she jokes. “I literally had to retrain my brain to be OK with seeing clients in the morning and then going for a swim or a walk in the afternoon.”

Julie believes the key to finding professional and personal success is by thinking outside the box in a way that works best for you. “I feel like my life is in more alignment,” she says. “I find huge value in what I am able to help my clients do, and my stress has reduced significantly.” As for her advice for those looking to branch out on their own? Remain positive and surround yourself with those who are happy to support your ideas. “The brain likes what’s familiar, so you’ll question yourself, but you need to push through it and give yourself the positive messages,” she adds. “You can do this, and you will do this, and you’ll figure it out along the way.”

FLYING SOLO INTO THE WORLD OF FINANCIAL TRADING

Fri, 10 Jul 2020 09:02:03 GMT

FLYING SOLO INTO THE WORLD OF FINANCIAL TRADING

Having spent 15 years working within the finance industry, Daniel, 36, decided it was time to take his managerial and team leading skills and apply them to his own business venture within the financial sector. “I had various career opportunities and people invested significant time to help me progress in my field, but in 2018 I made the difficult choice to finish up and try something new.”

While Daniel had been dabbling in share trading ever since high school, he quickly realised his hobby could become a truly successful endeavour if he committed himself entirely to the cause. “I started doing my own research and playing around by pretending to trade money, and then when I felt comfortable, I started trading a bit of my own savings”, Daniel explains. “This helped me get a deposit for my home.”

Daniel’s aptitude for trading quickly morphed into a full-time venture, as he started investing more time understanding the market and putting together his own personalised trading strategies. With patience and persistence, Daniel was able to create a number of simple tactics that gave him consistent return on investment. “That’s when I ventured out on my own and became a full-time share trader.”

While Daniel admits it would have been nice to continue working in his former role while also dabbling in shares, particularly from a financial point of view, he realised it was time to do something for himself and take a risk. “At the time, when I was going through all of this, you would have needed to tell me to calm down,” Daniel jokes. “There was definitely an element of fear, as I was going from a regular income on a monthly basis to moving into an area where I knew I was going to have some good months and some bad months – so I had to be prepared for that.”

Daniel made a point of analysing what his new career could mean for his future, and what his life would look like if he stopped earning a consistent income. “I had to do a lot of planning around whether this was going to be an ideal situation for me.” But it wasn’t all about finances. Daniel also recognised the need for a level-headed approach and a true understanding of what meant most to him in life. “It really was about that work/life balance, I needed time out,” he admits. “Now it’s nearly three years later and I’m still in that happy zone.”

Thanks to the support of his family and friends, Daniel’s continued success has seen his confidence as well as his portfolio continue to grow. “I accepted the risk and also the fear of the unknown,” he explains. “I’ve always been a fence sitter, but I think sometimes you just have to give it a shot.”

MONEY TALKS

wow@shazamme.com (Default Author) — Tue, 09 Jun 2020 06:26:03 GMT

MONEY TALKS

Most people are inherently uncomfortable talking about money, particularly, candidates during an interview situation. So how should you approach those tricky salary discussions in an interview?

EXPECTED SALARY

Candidates may or may not come prepared with a range of numbers they expect. They likely know what they would like to get paid in a perfect world but it can be intimidating to be asked to put out a number – especially if it is for a junior position and they haven’t had a chance to figure out what they are worth.

As an employer – be honest. Let them know if they are nowhere near the mark and remember to explain the benefits of the job as well, not just the salary. Candidates can be more likely to accept a lower salary if it comes with the right benefits to make the whole package seem more enticing.

Make sure you have done your research and that the salary matches what the candidate is expected to do in the role. If they are interviewing with more than one company you don’t want to come up short because you didn’t evaluate the current market for the role accurately.

WHAT TO DO IF THE SALARY RANGE OFFERED IS LESS THAN THEY HAD ANTICIPATED

This is interesting, and not as straightforward as you think to deal with.

To start with, don’t let them get disheartened and check out of the interview. It is disappointing to a candidate to hear what is being offered is less than what they were expecting.

If the range being offered isn’t what they expected while researching the role confirm the roles and responsibilities with them, they may be expecting to have to do more. Explain to them the benefits –

Dental
Healthcare
Leave
Working from home/a shorter/cheaper/more efficient commute
Maternity leave
Company culture – social hours/sports teams/mentorships
Opportunities to advance
Training and qualifications
Anything you can think of that is a reason they should come and work for you. There may be a reason they are looking for more money and you may be able to address it here.

RECRUITING IN A CANDIDATE SHORT MARKET

It can be challenging to find the perfect candidate for your role in a candidate short market. What does that mean in terms of salary as an employer? It means you will have to emphasise the other benefits of working for you. Although the salary plays an important part in whether someone chooses to take a job offer, it is not the only factor.

With more focus being placed on achieving a healthy work-life balance you may be able to sell some of the benefits your company can offer to help them achieve that.

Remember that the interview process is about discovering if a candidate is a good fit for your company. The ideal outcome is that both parties are happy with the agreement made and feel valued. Money is an important part, but not the whole package. Encourage them to examine the entire remuneration package as well as the culture of the company and the satisfaction they are likely to get based on the role before making up their mind.

Do you have tips on tricky salary discussion points you would like to share with us?

Just email sbolster@sbrecruitment.com

BREAKING THE BACK OF A NEW INDUSTRY

Mon, 25 May 2020 09:14:59 GMT

BREAKING THE BACK OF A NEW INDUSTRY

After five years of university study, Anne Moylan graduated with an undergraduate and master’s degree, as well as the promise of a long future as a chiropractor. But after a further five years working within her chosen industry, Anne felt the need to explore a new career option – one that took the best parts of her role as a chiropractor and combined it with the excitement and variety of teaching.

“A big part of my role as a chiropractor was mentoring younger new grads and that that really sparked enjoyment for me,” Anne, 32, explains. “It ultimately showed me how much I really enjoy teaching, so that’s what I decided I wanted to do.”

Saying goodbye to her career as a chiropractor and transitioning into teaching has opened up a new world for Anne, who had previously been concerned about the monotony of treating the same types of issues each and every day. “I really liked all the theory behind chiro but in practice, it was quite repetitive,” she adds. “I couldn’t see myself doing the same thing all the time, I wasn’t being challenged.”

While the move to teaching required further study, Anne was lucky she didn’t need to spend too much time back in the classroom. “I could have done another master’s, but I didn’t feel like there was a point when all I needed was one further year of study,” she explains. “Instead I did a Dip Ed, which was only 12 months, and I knew it was going to be a very short amount of time for a lot of ongoing reward.”

Anne, who was 27 at the time, had spoken to a number of friends, family and confidants about the decision to change careers and her fears about returning to university at the expense of earning an income. “I had to get into weekend work again, as we took a bit of a financial hit, but it wasn’t like we were eating two-minute noodles all day.”

These fears however proved to be unwarranted, as Anne found a wonderful job once her study was complete. “I still have that job and I think the thing that got me over the line was that they really appreciated me having a career beforehand and that life experience – they didn’t necessarily want someone who had been teaching forever, but someone who still had an understanding of what it was like to be in the workforce.”

Now four years later, Anne still stands by her transition and believes changing careers was one of the best decisions of her life. “It was the right choice,” she says. “I always say, my worst day in the classroom has still been more rewarding than my best day of chiro.”

SHIFTING GEARS: FROM MEDIA SALES TO YOGA MATS

Mon, 11 May 2020 09:18:42 GMT

SHIFTING GEARS: FROM MEDIA SALES TO YOGA MATS

After 12 years selling media ad space and working in the fast-paced world of television, out of home and digital – Elsa Geelan, 38, knew it was time for a change. “I’d just had my second child and it wasn’t really feasible anymore to do a job like the one I was doing,” she explains. “There was lots of entertaining and late nights, and that doesn’t really work when you have a young family.”

Elsa first made the decision to practice yoga while searching for a new way to relax. She quickly realised the instant benefits could also be useful for her son, who was suffering from anxiety at the time. “I tried meditating with him for a few nights, which had such a positive impact, and then a few months later I started training to become a kid’s yoga teacher.”

Since then, Elsa has become a fully qualified yoga instructor (with a focus on pre-natal, vinyasa, yin and parents and bubs) and has made teaching her full-time profession. “It’s completely the opposite to what I was doing before,” she says. “Financially it’s not even a comparison, going from six figures to much less than that, but the satisfaction it’s given me is indescribable – I fell into media, whereas I made this business successful for myself.”

Elsa makes a point to say she’s lucky that she also has a supportive partner who is able to help with the family income. “He could see how much yoga was benefitting me and the kids,” she says. “He has been amazingly supportive.”

Elsa’s decision to specialise in children and pre and post-natal yoga specifically, has also helped her stand out from the crowd. “Not many teachers work in those fields, so it’s given me a lot of opportunity to get into the big studios and make my mark.” This has been particularly encouraging for Elsa, who at one point, wasn’t sure teaching yoga was going to be a feasible option. “I’m 34, I have two kids, so I always thought I was never going to be as good as the other teachers, but it makes you proud when you conquer your fears.”

While enabling a more cohesive career in line with her new life as a mum, Elsa’s decision to leave the media industry wasn’t without its doubts. “Part of my identity was that job, so it was quite hard to leave, and I was pretty lost about what I was going to do” she explains. “But I realised there’s no point in doing something if it’s not going to make you happy.”

Teaching yoga has also provided Elsa with plenty of practical benefits, including more flexibility and control of her day-to-day. “I can make it work around my family life, and I teach at my son’s school,” she adds. “It’s allowed me to help women feel more empowered and in control of their lives – it’s much more fulfilling than my old job.” When asked if she has any regrets about leaving her previous career, it’s clear Elsa’s decision was the right one. “It’s been the best decision I’ve ever made”.

HOW TO KEEP YOUR TEAM MOTIVATED WHILE THEY’RE WORKING FROM HOME

Thu, 09 Apr 2020 09:22:05 GMT

HOW TO KEEP YOUR TEAM MOTIVATED WHILE THEY’RE WORKING FROM HOME

The global COVID-19 pandemic has affected our professional lives in more ways than we ever could have imagined. From job losses to the ongoing implementation of work from home solutions – the routines, career goals and aspirations of millions have been largely disrupted. To minimise the mental health impacts of these changes, it’s never been more important to focus on the happiness of employees as they learn to adjust to this new way of working. Whether you’re managing a small-medium sized team or are heading up a large department, here are some simple strategies to help keep your employees feeling connected and engaged.

Encourage normal hours and regular breaks

When working from home it can become very easy to see professional time bleed into personal time. Having the laptop on the kitchen table or working from the couch can lead to employees not taking the necessary time out to reset and refresh. Encourage your employees to take regular breaks so they can go back to their desks feeling energised and enthusiastic about the remaining work for the day. This might mean getting some fresh air, standing in the sun, walking around the block or enjoy their lunch away from their work station.

Set challenges

While you might know your team has the skills to easily accomplish all the tasks ahead of them, there’s still something to be said for setting new and exciting challenges. Try to consider new goals or targets they can meet throughout the coming months. This will speak to their potential as opposed to just their performance, which opens your team members up to new opportunities, builds on their skillset and helps to establish a growth mindset.

Create meaningful connections

One of the most difficult aspects of working from home is the lack of social interaction. Many of your employees may be feeling isolated, so reminding them they’re part of a team is hugely important in keeping their motivation levels up. You can do this by facilitating regular catch-ups with your teams to discuss a range of topics that aren’t work related. If you can do this via video conferencing, even better. Social catch ups or informal chats, just like the ones typically held in the kitchen in the office, may help induce feelings of inclusion, a sense of community and boost morale among teams. The next time you’re getting ready to send an email, ask yourself whether you might be able to make a call instead, as the sound of a voice is much more effective than an email.

Say ‘no’ to micromanaging

Yes, it’s important to stay in contact with your employees, but not the point where they feel like they’re being smothered and policed every minute of the day. Encouraging a work from home environment they can feel relaxed in ,and one that encourages them to do their work without worrying someone is always looking over their shoulder, is an effective way to keep morale high while allowing them to do their best work.

Invest in their development

Just because your employees are working from home doesn’t mean they can’t continue to strive towards hitting their professional targets. Ensuring you have an ongoing dialog with your staff about their progress and milestones will help them feel connected and confident knowing someone is still invested in their professional development. This also helps to remind them there will be a future beyond COVID-19. You can also encourage your staff to take this time as an opportunity to explore a number of professional development tools and strategies that will help them grow professionally. This might include learnings on how to better use remote software, listening to podcasts or TED Talks relating to their industry, completing an online course or earning a continued education credit they can apply to their role in the future.

HOW TO WORK EFFECTIVELY FROM HOME

Tue, 17 Mar 2020 09:26:45 GMT

HOW TO WORK EFFECTIVELY FROM HOME

As Coronavirus (COVID-19) continues to impact and change the way we work, more and more Australians are starting to clock in remotely from home each day. Whether this is something you already do on a regular basis or it’s a completely foreign concept – there are some golden rules to working from home that will help ensure your time is as effective as it is enjoyable.

As most freelancers will tell you, working from home isn’t all about watching television in the background and never getting out of your pyjamas. While it might be fun for the first few days, having a routine that ensures you treat each day as a real work day (and get dressed, grab a coffee and remain distraction-free) is extremely important. This is especially true when considering your mental health.

The first thing to do is try to keep your schedule as normal as possible. This means waking up at your regular time each morning and creating a daily routine that will set you on the right path for the remainder of the day. This might include going for a walk during what would typically be your commute time, talking regularly scheduled breaks, eating your lunch away from your desk (yes even at home) and ensuring you’re still self-grooming even if you know you won’t see anyone that day.

You’ll also need to work on creating boundaries between your personal life and your professional life. Don’t get distracted by doing four loads of washing but do clean your desk at the end of the day as your final work ritual.

While working remotely will allow you to remain distraction free to an extent (no pesky co-workers popping by your desk), it’s still important to remain connected to those you work with. To limit any feelings of isolation, it’s worth checking in with your co-workers, either through phone calls, video calls, texts or emails on a regular basis. Everyone responds differently to working from home, so there’s no one size fits all approach – however by actively working on remaining connected, you can help reduce any feelings of loneliness and seclusion.

To ensure you’re able to have these chats with your co-workers and also get your work done, you’ll need to focus on your desk set-up. Do your best to find one set space to work from each day that has some natural light and is as comfortable as possible. If you can, try to set up the area like your actual desk at work. This will help prevent distractions.

You’ll also want to make sure that you don’t end up with any neck or back pain from a poorly set-up desk, so do your best to ensure your laptop is high on the table (a few books will help). If you already have a separate keyboard and mouse, dust them off and put them to good use. If not, it might be time to invest in some home office supplies. By having a keyboard and mouse, you’re also allowing yourself to have some flexibility around where exactly you place your screen. Have a standing desk at work? Try your best to alternate sitting and standing at home if you know you’ll be working remotely for a while.

While some people love working from home, others might struggle a bit, which is why it’s so important to cultivate a routine and a ritual, to ensure your mental health doesn’t suffer at the hands of your new work from home arrangement. Turning on the radio or having Spotify playing in the background can help re-create some of the same office buzz and noise you’re used to.

Most importantly, remember that you can do this and you’re not alone.

We’ve all got this!

PATHWAYS TO SUCCESS: EXPERIENCE VS. EDUCATION

Tue, 10 Mar 2020 09:31:38 GMT

PATHWAYS TO SUCCESS: EXPERIENCE VS. EDUCATION

With the current state of the world and the low-lying chatter of a possible impending recession, it seems there’s nothing more important than finding a job and keeping it. But for recent graduates or those entering the employment market for the first time, it can be tough to decipher whether work experience or tertiary qualifications will help lead to a full-time position and fulfilling career.

Like most things in life, there is no clear-cut answer to the education/ experience debate however there are good cases for both options based on the personal situation of each candidate. This includes the sector candidates are looking to break into, the expectations and requirements of that industry, as well as any future effects of digitalisation predicted for many traditional roles. Yep, it’s safe to say, in the ever-changing landscape of employment, there’s no one size fits all approach.

While each avenue has its pros and cons, it’s important for candidates to pick the route that best aligns with their vision, values and hopes for the future. For candidates who aren’t entirely sure of the career direction they wish to take, work experience often allows them to explore their options without entirely committing to anything too long term. By dipping their toe in their chosen industry through part-time or full-time work, candidates can decipher whether this is an area they can see themselves participating in long-term. What’s more, work experience provides important insight into life within the professional arena – offering candidates the opportunity to use their skills in real-world situations, as opposed to a strictly theoretical sense. These on-the-job soft skills are not only vital assets, they’re becoming the most sought-after qualities new workers can possess. Most importantly, time spent working within a competitive market can provide a head start for candidates who aren’t devoting their time in a classroom instead.

When it comes to the classroom and continued education however, the benefits are hard to ignore. Providing students with an opportunity to attain highly skilled jobs that require certain abilities and knowledge, tertiary education ensures candidates have a nationally recognised qualification. It also shows employers that candidates have the ability to commit, a drive to persevere and the ability to manage their time effectively while multitasking. While further education provides a broad base of skills and knowledge, it can often lead to full-time employment particularly within the teaching, healthcare, engineering and accounting industries – all of which require relevant qualifications. However, in the world of retail or sales for example, experience would be valued much higher.

In 2018, 32% of jobs on offer required at the very least a bachelor’s degree. Those in post-grad positions, as well as those who identified as medical and teaching alumni were in the best positions for the job market at the time. Graduates of communications or creative arts degrees on the other hand struggled more than others to find full-time employment. In this instance, having a degree was both helpful and unhelpful depending on the industry candidates were looking to break into.

Typically, the most successful candidates will be able to display an even distribution between professional experience and an educational background at a tertiary level.

HOW SMES CAN BETTER SUPPORT ONE ANOTHER

Mon, 17 Feb 2020 09:34:50 GMT

PATHWAYS TO SUCCESS: EXPERIENCE VS. EDUCATION

Typically, the most successful candidates will be able to display an even distribution between professional experience and an educational background at a tertiary level.

GRADUATES; HOW TO LAND THAT PERFECT ROLE & HOW BEST TO SUPPORT GRADS IN YOUR BUSINESS

Tue, 04 Feb 2020 09:42:46 GMT

HOW SMES CAN BETTER SUPPORT ONE ANOTHER

From 70-hour work weeks to self-funded growth endeavours, there’s never been a more important time to champion fellow small to medium-sized businesses.

When it comes to businesses of the future, it’s clear SMEs are helping drive the Australian economy while simultaneously solidifying our reputation as a country of entrepreneurs and innovators. But success on this scale doesn’t just happen overnight, or without sacrifice.

Although most successful SME owners focus their attention on growth (while still maintaining an evenly distributed workload), they’re also required to hone their skills as well as their ongoing ability to adapt to near-constant change. This is particularly true as the world continues to embrace a variety of industry and business disruptors like Uber, OLA and Airbnb.

SMEs make up more than half of our gross national income and employ close to 7 million Australians – many of which are agile, digital-focused millennials. To keep making waves, grow niche markets and shape the future, SMEs need to be able to adapt easily to new trends and industry movements. But constantly future-proofing can be difficult, especially when financial challenges and time constraints post a regular threat to the viability of businesses. For many SMEs, accessible finance can be a troubling roadblock when trying to build and grow in an evolving market. Self-funding, financial support from family or friends and even the use of internal funds is commonly used when SMEs find themselves unable to secure a bank loan with the same effortlessness and ease as a larger corporation.

In times of change and challenge, the growth of many SMEs doesn’t just rest on how well they adapt, it also depends on who they lean on for support as their needs start to vary. Having spent the last ten years growing our own business, SB Recruitment understands how important it can be to support small to medium-sized businesses during these times. Whether it’s through our billings services, which helps assist SMEs who require regular recruitment support at a fraction of the cost, or The HR Lab, which allows us to combine HR and talent acquisition departments for SMEs who aren’t yet able to have them internally – we do our best to support fellow business-owners. This not only enables us to help our industry counterparts, it allows all of us to continue contributing to Australia’s reputation as a leader in the competitive global marketplace.

On a wider scale, a number of key initiatives are desperately needed to ensure SMEs have the ability to launch their businesses and succeed as time goes by. These include everything from improvements in credit infrastructure to advisory and policy support, as well as knowledge-sharing between businesses. By supporting fellow SMEs in this way, businesses invest in each other’s abilities, which can lead to a range of tangible outcomes including improved scalability, future business prospects and business continuity (this applies particularly to larger businesses, who may have the money but not the agility to execute their ideas).

To ensure Australia’s SMEs can continue growing their businesses and hit those feel-good milestones (like hiring staff or investing in tech) we need to keep doing what we can to support them in their journey toward success. All it takes is the right advice, a handful of strategic insights and a willingness to help those at the helm of Australia’s economic future.

WHAT TO LOOK FOR IN A RECRUITMENT AGENCY

Thu, 14 Nov 2019 09:45:48 GMT

WHAT TO LOOK FOR IN A RECRUITMENT AGENCY

Having the right recruitment agency working with you can make a difference and is an advantageous service for both clients and candidates. Recruitment agencies are specialists in their industries and can help job seekers and businesses in a number of different ways, from identifying talent to negotiating terms and contracts. This can relieve a huge amount of pressure from both companies and candidates, and still make sure the right people are placed in the right job, helping businesses grow and talent advance in their careers.

It is important to get the most out of your relationship with a recruitment agency and by considering the below points, this will ensure a great outcome for job seekers and clients.

Job Seekers

For job seekers, using a recruitment agency is a free service, with agents being experienced professionals who understand the job market. Working with an experienced recruiter is a strong asset for candidates and will ensure a better fit for both the company and talent.

It is important to work with recruitment agencies who deal with roles relevant to their consultant’s experience and expertise. As a result, each consultant will have a deeper insight into the positions available which will assist in placing you in the right job.

One of the biggest complaints job seekers make about recruitment agencies is the lack of feedback. Be sure to consult with agencies who provide feedback at all stages of the recruitment process. This will give you added insight into how to improve your job search, new learnings about yourself and improve your chance of hiring.

Agencies who offer additional services, such as our SB CV writing service, interview coaching or Linkedin profile optimisation indicate that the agency is willing to put in the time and effort to find you the right job – ensuring you are putting your best foot forward.

Finally, you should expect regular job listings – the more job opportunities a recruitment agency has, the more opportunities a candidate has to apply for and attain a job.

Clients

For clients, recruitment agencies can save time and resources – finding suitable candidates by undertaking interviews, shortlisting candidates as well as performing reference checks. This can also ensure you are hiring faster and only receive a shortlist of correctly qualified personnel.

When using a recruitment agency, you are likely to have a bigger pool of talent compared to hiring in-house— three-quarters of the Australian workforce are open to being approached by recruiters.

Businesses need to consult companies who specialise in hiring for their sector and they’ve been referred to. This will improve the quality of hire and decrease staff turnover. Also, if you’ve got a role and you’re unsure what the correct salary is for the position, the recruitment agency is perfectly placed to give you an accurate market rate using salary data and local market knowledge.

89% of talent say working with recruiters can make them accept a job faster, and is four times more likely to consider your company for a future opportunity when you offer them constructive feedback.

Lastly, don’t judge a recruitment agency on its size – make sure you seek out help in the areas your business needs assistance and before embarking on a long-term partnership with an agency, be sure to thoroughly research all your options. Recruitment agencies can save you time and money, but they also have the necessary skills to ensure you are making the best hiring decisions for your business.

A BIG CAREER SHIFT CAN BETTER YOU

Fri, 04 Oct 2019 09:48:34 GMT

WHAT TO LOOK FOR IN A RECRUITMENT AGENCY

It is important to get the most out of your relationship with a recruitment agency and by considering the below points, this will ensure a great outcome for job seekers and clients.

Job Seekers

Finally, you should expect regular job listings – the more job opportunities a recruitment agency has, the more opportunities a candidate has to apply for and attain a job.

Clients

When using a recruitment agency, you are likely to have a bigger pool of talent compared to hiring in-house— three-quarters of the Australian workforce are open to being approached by recruiters.

89% of talent say working with recruiters can make them accept a job faster, and is four times more likely to consider your company for a future opportunity when you offer them constructive feedback.

HOW TO MAKE YOUR ONLINE PRESENCE AN EMPLOYER AND EMPLOYEE MAGNET

Tue, 10 Sep 2019 09:51:15 GMT

A BIG CAREER SHIFT CAN BETTER YOU

A Big Career Shift Can Better You

What does it take to move forward in your career? Sometimes you have to be willing to make sacrifices to do what you love but at what cost? In today’s society, finding a new job can be increasingly difficult, and with high expectations, demanding work hours, and commitments on the rise, it’s hard to know which job will be right for you, let alone be able to mould to a lifestyle that is achievable for you.

Some of the key motivators causing candidates to continuously search for new roles can include less time travelling overseas for work, a lack of career growth and development in the business, higher pay, and even the fear of being made redundant in some cases where certain jobs may no longer be needed.

Of all candidates who registered with SB recruitment in Quarter 1 and seeking permanent employment, 30% of people would be happy to move for the same salary. Interestingly, 22% would take a pay cut to move jobs and the remaining 48% of those would only move if a pay increase were involved. The average increase across these candidates was an additional $5k – $10k to move roles. These statistics make sense in the workforce today as more and more companies are willing to make redundancies in order to cut costs, or be able to hire a younger candidate for much lesser pay than an older, long-standing staff member.

There is always a golden rule our parents tell us, “Do not leave a job unless you already have something lined up”, “Think about your future”, or “What is your back up plan?” Of those willing to take a pay cut, 76% of those candidates were either immediately available or in temporary employment, seeking permanent work as quickly as they can find it. 32% of those were senior candidates who were willing to take a pay cut to move forward in their career, and 43% of these senior candidates were willing to take even as much as a $40k pay cut to secure their next permanent position.

It goes without saying, you have to do what makes you happy in life. Be sure to take into consideration everything you are looking for in your next role that is within reason and apply it as much as you can to your job search.

Parents in permanent roles with young children at home may need to ask whether the possibility for flexible working hours can be accomodated to fit in child care, school drop off and pick up times as well as flexibility during the school holidays to be able to spend time with their children. For those in temporary employment, a contract with a minimum of six months is usually preferred providing the candidate with extra stability and a longer time frame to achieve more work required to make an impact in any organization.

There is always a certain amount of thrill when leaving any job. New opportunities bring new people into your life, and a change in your career path can bring massive rewards in the long run. Leaving a toxic work environment or realising that the company after 10 years did not suit you anymore can leave you feeling exhilarated!

Whenever you’re ready to make the leap, we suggest setting up a plan to help you succeed.

Set realistic goals and preferences in mind for what your next job could offer, whether that be flexible working times as a busy parent, working from home, and even job sharing. Whatever you feel is necessary for you to succeed both in your job but in life too!
Make a list of your reasons for you making the change (this can also be a mental list too!) to help you stay on track even through the tough times
Be prepared to get knocked back (maybe even multiple times!). You may land a job after one interview but more often than not you will have to sit through more than just one to find the right job for you.
Learn how to be picky. Settling for a job that does not meet your needs or is not entirely what you want to do can end up being a waste of time so learn to be picky with the specifics of jobs and ask as many questions as you can to your potential employer.
Celebrate your success when you have finally reached the end of the road! You have found your next ideal dream job!

IS AN MBA WORTH IT?

Mon, 15 Jul 2019 09:54:09 GMT

HOW TO MAKE YOUR ONLINE PRESENCE AN EMPLOYER AND EMPLOYEE MAGNET

How to make your online presence an employer and employee magnet.

Keeping your social media professional can often make a huge impact on your success when searching for a new role.

LinkedIn has 303 million active monthly users, 40% of which visit the site daily, so it’s clear why social media can be a great tool when job hunting. More people are using LinkedIn to find work than ever before, and vice versa for employers as #careers has more than 20 million followers on LinkedIn. When crafting your LinkedIn profile, be sure to note all your prior jobs, skills, experiences plus hobbies to give yourself the best chance of finding the perfect fit.

LinkedIn isn’t the only platform employers are using to vet potential employees however. Unless you have exceptionally private Facebook and Instagram profiles, that latest post may be what’s between you and your next great job.

Using social media to share highlights of your life truthfully and honestly is a great way to show future employers your lifestyle and personality. Through having an active Facebook and Instagram, you can show those searching for you that you are easily accessible which in turn can encourage employers to reach out to you!

A candidate’s personal social media should be:

Appropriate and professional – no obscene posts or comments

Honest – gives an accurate representation of the candidate

Active – shows someone is present and relative

We know it’s easy to overshare on social media but when it comes to being on the job hunt, it’s better to keep your qualms private.

Social media etiquette goes both ways however. Searching and frequenting a potential employers online presence can give you an idea into their brand values. Around 66% of business Instagram profile views come from users who don’t follow them yet. When applying for a new role, make sure to do some research into a brand’s online presence before meeting with them. At the very least, it may give you an icebreaker line or two for the interview! Mentioning you have seen their posts will show real interest on your behalf. Companies can find great value in keeping up to date on their social pages, from both a new client and a new employee perspective.

As an employer, we suggest implementing and continually updating your social media policies to ensure your team are using the platforms correctly. Here are five policies we suggest including:

Prohibit employees from making disparaging comments about the business, employer or other employees

Ensure employees do not represent or comment on behalf of the business unless authorised

Ensure employees are aware of confidentiality agreements and do not intentionally, or unintentionally breach these agreements

Private conversations remain private and are not shared via social media when relating to other employees or the business

Ensure education on copyright is provided and followed by employees who represent the business

You may have seen a boost in the SB recruitment socials and we are heeding our own advice! We are taking the bull by the horns and sharing across Facebook, Instagram and LinkedIn to reach more of our community. If you aren’t yet following, get a wriggle on so you don’t miss out on our tips and tricks for both employees and employers.

SUCCESS HAS NO GENDER

Fri, 07 Jun 2019 09:59:16 GMT

SUCCESS HAS NO GENDER

Breaking the glass sunroofs at general motors

A quick look at the General Motors (GM) website will show you where their brand proposition lies… Women. “Building the Female Leaders of Tomorrow at General Motors” is clear, strong and targeted, along with their graduate and female leadership programs. This leading approach to women in leadership has seen the business become a success, a far cry from a decade ago.

In the years that have followed General Motors bankruptcy in 2009 their business has transformed the staffing dynamic to be very female focused, rather than its historically male focussed management team, and industry as a whole. They are leading the way in revolutionising women’s role in leadership.

In recent news it was announced that Dhivya Suryadevara will become General Motors new CFO, joining CEO Mary Barra. This is a first in the automotive industry with 2 women in such high profile, top leadership positions.

While female successes in a previously male dominated industry are not uncommon, to this extent they have been. Last week it was announced that General Motors’ CFO, Chuck Stevens, would retire after 40 years with the company, to be succeeded by 39-year-old Dhivya Suryadevara. She will join Mary Barra as CEO. While Mark Reuss, Vice-President and product guru; and Dan Ammann as President. The team have set their goals high, and there will be a lot to see from General Motors in the coming years.

Women currently hold 5.2 percent of Fortune 500 CEO positions and 5.4 percent of Fortune 1000 CEO positions. While this figure is low, it’s a steady increase from 1995, when there were no women CEOs in the top 500. Source: https://www.weforum.org/agenda/2015/01/where-are-the-women-in-global-leadership-7-charts/

We believe this is the first of many women stepping into large leadership roles for global companies, the glass ceiling, or in this case sunroof has well and truly been open.

Are you ready to step up? Contact SB Recruitment about a number of high-profile positions available today or help us recruit your next great hire.

THE POWER OF DIGITAL MARKETING

Wed, 22 May 2019 10:10:13 GMT

SUCCESS HAS NO GENDER

Breaking the glass sunroofs at general motors

We believe this is the first of many women stepping into large leadership roles for global companies, the glass ceiling, or in this case sunroof has well and truly been open.

Are you ready to step up? Contact SB Recruitment about a number of high-profile positions available today or help us recruit your next great hire.

DEALING WITH A DIFFICULT CO-WORKER

Thu, 04 Apr 2019 10:14:26 GMT

THE POWER OF DIGITAL MARKETING

The face of marketing has changed dramatically in recent years and ever-changing technology is greatly impacting the way products and services are promoted.

Digital marketing includes marketing through digital technologies including online, computers, and on mobile devices such as smart phones and tablets. It is such a powerful tool because by using technology you can communicate with your target audience. You can choose to make your advertising appear in front of specific demographics through several platforms.

What are some of the most targeted forms of digital marketing, and why are they so powerful?

Remarketing. Have you ever wondered how you can google something, for example a specific model of car, and then for the next few days a number of website ads for this particular product or service appear? This is called remarketing and works by using cookies and programs in the background coding to record who is visiting the website and what they are looking at. Ads are then set to appear about this when you are online. This works on the marketing theory that if you see something several times you are more likely to make that purchase.

LinkedIn advertising and recruitment. The LinkedIn platform has some of the most powerful digital marketing tools available. You can choose to target specific individuals, for example, people with the title ‘business development manager, in the computer industry within a 20kms radius of Sydney’, and better still you can make a personalised message appear in their inbox. You can also use LinkedIn recruiter in the same manor, whereby you are looking for individuals for a specific role and can use it as a great head-hunting tool. For example, you could search for all those with ‘tender writing’ experience. Many organisations rely solely on LinkedIn to recruit now, which is a massive shift from traditional recruitment of the past like newspaper ads.

Facebook and Instagram advertising. Using social media to market your target audience has huge potential and has grown dramatically over the past decade. Advertisers can now target groups of people based on their likes, group followings and search history. This allows marketers to get in front of their target demographic at a relatively low cost and can ensure your advertising dollars are well used, versus traditional advertising which tends to target a much broader audience with lower engagement rates. Job seekers can also use the technology is the same way.

Google adwords and SEO. By using google advertising you can target a specific audience based on what they search for in their browser. For example, when a member of the public searches for ‘Brisbane Accountants’ you can set up an ad that appears at the top of their browser for this specific service. While this is a paid form of advertising search engine optimisation (SEO) works in the back end of your website to appear at the top of people’s searches in a much more organic fashion so your product or service is at the top of searches based on specific search words.

The reason why digital marketing is most powerful though, is it allows you to measure your return on investment as a marketer. You can see by click rates and open rates how many people are seeing your ads and what their success and conversion rates are. This means that if they aren’t working, rather than wasting valuable dollars you can change your strategy to ensure success. This also offers a substantial savings over traditional forms of marketing whereby often large investments are made, and engagement is much harder to measure; the spend is usually upfront with no opportunity to change if your campaign is not successful.

SB Recruitment have several digital marketing tools available to help you hire, or apply for the role, or candidate you want to hire. Talk to us today for tips and advice to help you, or your organisation succeed.

DEBT WEIGHING YOU DOWN?

Tue, 12 Mar 2019 10:18:48 GMT

DEBT WEIGHING YOU DOWN?

Debt & the australian market

Debt is something most people have faced in their lives, and in Australia levels of debt are higher than ever, with Australians ranking fourth highest in the world next to Denmark, the Netherlands and Norway.

When it comes to defining debt, comparisons of household debt usually look at the total owed as a percentage of net income. As a country, Australia’s debt has increased over time, and are now reported to have some of the highest personal debt levels in the world.
While much of this can be attributed to a desire to own a home or car, and credit cards, levels have increased at an alarming rate over the last 10-15 years. ‘The ratio of household debt to income has more than doubled between 1995 and 2015, going from 104% to 212%’, according to the OECD Data released in 2015. In layman’s terms this means if the average person earns $80,000 net, they are spending $169,600 per year. As of 2016, Australia’s total personal debt was around $2 trillion and the average Australian household owes $250,000.

Debt includes several categories, including mortgages, investor debt, personal debt, student debt and credit card debt. However, not all debt is classed as ‘bad’, as often debt is a way of building wealth in the long term, like an investment in education or a home loan that will be of benefit in the future.

SB Recruitment have gathered some top tips for you to manage debt:

• Set up a regular savings plan. By creating a separate savings account from your every day spending you can put small amounts in each pay day that can make a big difference over time. This also gives you safety net for large or unforeseen purchases like that dishwasher breaking on a Tuesday night (that wasn’t in the budget)! So rather than putting bigger purchases on a credit card and then having to pay interest you already have some funds to draw from or use for a holiday.

• Consider consolidating your debts. If you have several loans, credit cards and the like that you have been paying for a long period of time there is a fair chance you are spending a lot of money just paying off interest and not really moving your debt. Speak to your financial institution about rolling all of your debt into one, low interest loan or interest free credit card, and you can save yourself a lot of money long term on interest and get your finances back under control, and also simplify bills by only having to pay one account.

• Make sure you have a budget (and stick to it). Many say the key to managing your money is to know where it is going and what you need. By creating a budget, you can be sure to manage your finances appropriately, and make sure you are not living from pay check to pay check, or worse still over spending and running out of money, which can in turn lead to debt as you borrow. Not sure where to start? There are so many great budgeting apps in the market, many of them free. They can be a great tool for managing your current situation.

You don’t have to be scared of debt, as debt designed to get you ahead can be worth the short-term sacrifices, it’s all about making sure you keep things in balance. Consider talking to a financial planner or bank advisor to assess your situation and plan for your current situation.

HOLIDAY BLUES?

Mon, 28 Jan 2019 10:20:52 GMT

DEBT WEIGHING YOU DOWN?

Debt & the australian market

SB Recruitment have gathered some top tips for you to manage debt:

MAKE THE MOST OF YOUR COMMUTE

Sun, 06 Jan 2019 10:23:07 GMT

HOLIDAY BLUES?

Getting back into work after a long break

Going back to work after an extended period away can be a daunting task, even for the most experienced professional. Whether it’s because you took maternity/paternity leave, long service leave, family reasons, leave without pay (for a long break), or a myriad of other reasons… When you have had a period of months or years away from your job, or your field, returning to work can be a nervous time for many.

With the Easter break fast approaching, SB Recruitment have put together some tips for easing back in to the workplace when you have been away for a lengthy amount of time.

Be prepared for change. In today’s fast paced world, change is inevitable and even just a 6-month period away from work can see some companies go through large shifts in the way an organisation operates. New technology systems, staff restructures, or a change in strategic direction can make the workplace you once new very different. The best advice we can offer is to assume everything will have changed so you are prepared for whatever comes your way.

Be patient with yourself. Adjusting back into a work routine, job and life in general after an extended break can be stressful, tire you out and make it feel like you are starting all over. So remember, be kind to yourself and give yourself time to readjust back into work after a long period away.

Treat it like a new job. Often when you return to work after an extended break, everything can be quite different. By treating your return to work like a new employment opportunity you can ease yourself back in, renew your passions and reconnect with colleagues – many of whom may be new to the organisation, including the person who was filling your role while you were away. Perhaps your role has even changed within the organisation while you have been away? Most experts say it takes 3-6 months to settle into a new role. By giving yourself permission for it to take this long when returning to work you are much more likely to get a positive result from re-entering, rather than feeling overwhelmed, frustrated and looking for a new job!

Get organised. If you are returning to full time work the adjustment can be even larger, especially if kids are involved! So, preparation is key. Sort out your meals and washing for the week prior to returning to work so when you get home there is less to think about. No doubt you will be tired from all the mental energy you will use returning to work, so don’t make it harder on yourself than it needs to be. Some simple meal prep can make a massive difference to the evening/after work routine. If you add taking children to and from day care into the mix you need to be even more organised. Rally on your support network during this time. Maybe a friend, spouse or relative could pick up the kids to assist with you settling back in.

You may have to start over. Perhaps the job you left is no longer yours, the role no longer suits you, you have a new role in the organisation, or a new job altogether is on the cards? It pays to be ready either way! If you took an extended period of leave it is possible that you may not have a job to go back to. If this is the case, you will need to start your employment search all over again. So make sure your CV is up to date, including a clear, but brief explanation as to why there is a gap in your employment, and reach out to your networks and recruitment agencies to let them know what’s going on. The quicker you act on getting back into the workforce, the easier your transition will be.

No need to feel overwhelmed! We can help… Contact SB Recruitment about getting back into work after a break, or for that role that needs to be filled while someone is away on leave. We can help!

BE A BOOKWORM!

Sat, 22 Dec 2018 10:27:06 GMT

BE A BOOKWORM!

The Scientific Benefits Of Reading

While many of us appreciate the opportunity and escape that the time to sit down and read a book provides, in today’s tech focused lifestyle it is easy to forget how good for you reading actually is! Never more than now has the struggle for a great work life balance been more prevalent. Taking some time out to read can be a great way to relax and unwind, and also offers a number of health benefits.

SB Recruitment have put together a list of the scientific benefits of reading below.

It makes you smarter. Whether you are trying to educate yourself with your latest read or simply trying to escape with the newest fiction novel, by reading you are expanding your horizons and learning something new. Even a make-believe story is helping to expand your vocabulary and understanding of language and take in a new perspective.

You are fighting off disease. Numerous studies have shown the positive health benefits of reading in helping to prevent Alzheimer’s and lower depression levels. By actively engaging your brain you are helping prevent illnesses of the mind and improving your memory in several ways.

You are de-stressing. Reading is an effective way to practice mindfulness, being present and focussing on what you are doing to relieve every-day pressures. Studies have proven that reading can help to relieve anxiety in a number of ways – even just a few minutes a day can have a great impact. By reducing anxiety, you will find it easier to sleep, relax and improve overall wellbeing.

You are practicing empathy. By reading about other cultures, worlds or scenarios you are putting yourself in a character’s shoes and able visualise what it is like to think, feel and act like someone else, helping you to empathise and see things from another point of view.

You are living your best life. Studies have shown that people who read are more likely to get ahead in life and be engaged in other culturally rich activities like sport, art and theatre.

So what are you waiting for? With so many benefits to reading freely available make today the day you start reading.

NETWORKING- AN ESSENTIAL PART OF BUILDING WEALTH

Mon, 19 Nov 2018 10:32:46 GMT

NETWORKING- AN ESSENTIAL PART OF BUILDING WEALTH

The Paybacks of Networking.

Whether you’re an accountant or an architect, the benefits of networking in both your professional and personal life are aplenty. From growing your business to finding a new job and everything in between. SB Recruitment have put together a list of the advantages of networking below:

Broaden your horizons. When you work, live and socialise with the same groups of people it can be easy to think inside that space. By interacting with people from different industries or walks of life you open yourself up to learning new ways of looking at current situations and expanding your cultural understanding in many ways.

Grow your connections. Having a great network of people to draw on when the need arises can be so beneficial. As a freelancer, or if you are looking to hire, or build a great network before the need arises – it can make life so much easier when the time comes to already have a network built. Whether that be to hire that next photographer, admin temp or events coordinator… you name it! Conversely if you are looking for work by selling yourself at events it is good business development for the future.

Open yourself to opportunities. If you are looking for that next career break, or to move into a new field, networking can be a great place to start and meet people that can help you on your quest or introduce you to people who can.

Offer opportunities. Have you got a specific skill set and not sure how to start telling people who you are? Networking events, and many of which are free can be a great way to grow yourself and find opportunities without a large financial investment. You would be surprised who is looking once you start!

Advice rich. Are you building a website, or looking for advice on the best way to do xyz? By growing your network now, you will have an extensive pool of advice and talent to draw from when you need some advice. You might be looking for your next career move and not sure what is the best MBA school, or what CMS you should use to build that new blog. Platforms like Meetups and Facebook have revolutionised the way we network so you can find a group that is meeting about the specific subject or field you want.

Skills. Whatever skill you require as either a business or personally, networking is a fantastic way to grow your skills. There are several mentoring and professional development opportunities to be found by networking, and many at a fraction of the price or free compared to traditional education platforms.

You might make a friend! Don’t forget in this busy day and age and as an adult it can be hard to make new friends, especially when so much is one way online. By networking you can meet like minded people and grow from there, and you might just make a new friend, mentor or colleague.

With so many benefits and positive aspects to growing yourself by networking, what are you waiting for? If you are not sure where to start, we recommend checking the ‘Eventbrite’ website for upcoming events in Sydney!

Or do a quick search in Meetups for the type of network you are looking for, Google events in your local area or look on social media for events near you. Don’t forget that networking doesn’t always have to be face-to-face either. You can successful networking and build and grow relationships all over the world online now, so don’t be afraid to start.

Happy networking!

YOU MAKE ME NERVOUS

Sun, 14 Oct 2018 10:36:46 GMT

YOU MAKE ME NERVOUS

Shaking those interview nerves.

Got an important interview coming up, or hesitant to apply for that dream job because nerves normally get the better of you? It doesn’t seem to matter if you are 24 or 56, an assistant or a CEO… when it comes to job interviews most people get worried! Nerves are usually a good sign because they show you care about what you are doing, and often nature’s way of getting a little bit of adrenalin pumping to impress the crowd. However, too many nerves and it can cause you to misrepresent yourself or fumble through an interview and not give yourself a chance to shine.

SB recruitment have put together our top tips for shaking off those interview nerves.

Remember that they are only human. Remind yourself that the people sitting in front of you would have been in your position once, and they are just doing their job looking for the right person for the role. You can’t change what they think, you can only control how you feel. Imagine them making toast or dropping the kids at school and it can ease your mind a bit.

Be there with plenty of time. It is important that you aren’t late for an interview, and adding to the stress of the situation by being under time pressure. Make sure you give yourself plenty of time to arrive and know where you are going. Practice the day before at the same time to make sure you don’t get lost, and always allow some extra time for any unforeseen circumstances.

Rest up. Make sure you get plenty of sleep and relaxation in the lead up to an interview. Being over tired is bad for anxiety and nerves and being well rested will put you in the best space mentally for interview success.

Be prepared. Make sure you have reviewed the job ad, company background and description so you are ready to answer questions about the role. Go over your CV and be sure you can walk the interviewer through your work history with confidence. Practice some example interview questions and be prepared for some curve ball questions just in case.

Be yourself. You want get hired for who you are and what you bring to the table, so as much a possible be who you are in a professional way so people get a chance to see your skills and personality too. Remember you are there to interview them too, so make sure you ask the questions you want to know about work culture, hours and expectations.

Be honest. At the end of the day you are a human, and chances are if you care about the position then it is normal and likely you will be a bit nervous. However, it is important to not over state your abilities or character in a way that could negatively impact you. Your interviewer will know you won’t be perfect, they are simply trying to gain an understanding of who you are and what your skills are.

Remember to breathe! Practice taking some deep breaths to calm your nerves or do a quick mindfulness or mediation exercise before you go in for your interview… and most importantly – don’t forget to smile and let your confidence shine through.

Good luck!

SB Recruitment have several tips to help you prepare whether you are the interviewer or interviewee. Contact us today for an obligation free discussion surrounding how to get the best out of your interview.

DECISIONS.. PERSONALITY OR SKILL?

Sun, 02 Sep 2018 10:38:20 GMT

DECISIONS.. PERSONALITY OR SKILL?

Should You Hire For Personal Qualities Or Skill?

There are certain personality traits that regardless of the field make people good workers. There is no denying that resilient, motivated and positive people with a great work ethic are the people you want working for you. However, there is an age-old debate about whether you should be hiring for skill over personality, or perhaps it is a perfect mix of both? In a competitive job market, when you can’t always get the perfect candidate – what’s more important?

Often when you are looking to fill a role you will get a candidate that may not have all the skills you require for the job, but in terms of personality have all the characteristics of a great worker, who will fit in with your organisation. Yet you may have another candidate that has all the skills required for the job and more, but culturally may not be the best choice. When it comes to deciding if you should hire for personality or skill the answer really depends on you and your organisation, and the role itself. If you were hiring a surgeon, skills are 100% non-negotiable. Though, when you are talking about more administrative/business and clerical roles personality can be the difference between a great hire and a revolving door if you hire on skills alone. So what do you need to consider?

SB Recruitment have put together the key factors to contemplate when deciding who to hire.

Personality is hard to change. While personality is ingrained in people, skills can be taught. For example, a hardworking and happy person can be taught to type faster or learn new systems, however a person with a personality that doesn’t like to learn new things can be extremely challenging in an ever-changing workforce, even if their skills are up to date right now. Behaviours are much more challenging to manage in comparison to upskilling a new hire. A person’s character and values are what makes for a star employee most times.

Experience doesn’t always match up with potential. Everyone needs to start somewhere to gain experience. A candidate with a great personality and someone who you can tell will really fit into your organisation may just need some experience and a chance to learn new skills to become your next great employee.

Be realistic. When it comes to hiring on personality or skill it is important to analyse the candidate and the role objectively. Just because you really like someone doesn’t always mean they are the best person for the job either. A great personality with no management skills may be too high of a risk for your organisation, whereas you may be able to find someone who has the qualities your organisations looks for and some management experience and they may be the right hire; rather than the manager with a lot of experience that has had a lot of jobs and comes off with low emotional intelligence.

Culture is key. Research shows that people want to work in a good team environment with a strong culture, and when it comes to culture – personality is key. Even the best performer on a team can cause a negative effect that ripples through an organisation if they have a toxic attitude. It is also important to build a team that compliments each other with different strengths and weaknesses and for that reason it is very important to consider the whole team culture and goals when hiring for skills or personality.

Don’t rush the process. A slower hiring process and assessing your candidate in multiple scenarios can give you a better idea of what their personality and skill set really is. As always, it pays to check what is written on paper as much as possible before hiring to ensure the skills and personality people say they have, are a true assessment of themselves. Check references and ask more pointed questions to previous employers, such as “would you hire this person again?” This can give greater insight into their personality too. A great employee and culturally aware candidate won’t burn a bridge as they leave a job.

When it comes to hiring, there is a lot to consider. SB Recruitment have access to several tried and tested assessment tools and methods for personality profiling and testing of candidates prior to employment. Let us have a look at your culture, or short list your next round of candidates to get the personality you need for your business. Contact us for an obligation free discussion today.

THE “WRITE” KIND OF RESUME

Wed, 15 Aug 2018 13:42:54 GMT

THE “WRITE” KIND OF RESUME

In today’s competition-rich job market, creating a resume that stands out from the crowd has never been more important. SB Recruitment have put together our top tips for creating an ideal resume, to get you one step closer to the job of your dreams!

Don’t give it all away. It is important to communicate to the viewer what your strengths and abilities are, but they don’t need a 1-page breakdown on every job you’ve had since you were 15. Keep it short and sweet, and only go back as far as it is relevant. For example, if you’re nearing 40, they don’t need to know your worked at McDonald’s when you were 15. If that job led you on to work in management 10 years later, then that’s a great piece of information to share in your cover letter, or at the interview. However, as a general rule, your resume should be no more than 2 pages in total.
Write for your reader. If you do your research and ask about the recruitment process you will have a better understanding of who your key audience is here, and what they are looking for. It is important to tailor your content accordingly. For example, a CV that will ultimately land in front of a CEO needs to be written in a way that they will see your key skills. It is also important to answer the way the job ad asks. Are they asking for attention to detail? Make sure your resume is error free. Also, many employers ask you to submit to them directly, not seek.com.au, or ask for a particular type of CV. By showing you have read these details and can follow instructions you will put yourself miles ahead.
Make it relevant. Your first reader, or probably even computer system that reads your CV wants to know you’ve read the job ad and are specifically applying for that job. You can show this by mentioning key words or skills about you and the industry precisely in your CV. Some software systems are also designed to match up specific key words, so you may not even have a human reading your CV in the first instance. That is why it is important to make sure you reference the job and key attributes/key words accordingly.

Put a touch of personality in there. People usually make decisions based on emotion, and then try and back it up with facts. So if you can get a little bit of who you are in there it can be the point of difference that’s needed to get you an interview. Be careful though, you don’t want too much detail, this is a professional resume at the end of the day. Perhaps you can highlight any charities, or local sporting, art or communities you are part of to show both involvement and a human touch. Listing a few hobbies is fine if you have space, but no more than 5, and keep it professional.

Don’t be afraid to look different. With most candidates using a generic word CV template it can pay to get your resume professionally designed, or do it yourself to show creativity, flair and to stand out from your competition. It is important to keep your audience in mind too though, for example a creative agency may be looking for this type of thing, whereas a law firm may require a more conservative look, again think about who your audience is and tailor your document to them.

Be honest. There is no point wasting your, or a potential employers time by lying about what you can or can’t do. It will only lead to disappointment from both parties and potentially damage your reputation very quickly.

Explain the gaps. If you took some time off to study, have a baby, travel… whatever the reason, explain it! Potential employers will quickly look for gaps in your resume and you don’t want them making assumptions about why you have left that information out, as it may look like you are trying to hide something. You don’t need to write a lot, sometimes even a little one line explanation will suffice.

Make sure you cover the essentials. While it may seem obvious, it is important to ensure you have included your personal/contact information, education and qualifications, work history and/or experience, relevant skills to the job in question and your skill set. Adding in your own interests, achievements or hobbies is up to you, and of course include some references. Be sure your references know that they are being included though – not all employers check first before calling and you don’t want them caught off guard.

Need some help? SB Recruitment are specialist recruiters and we can help you find the next opportunity you are looking for, and make sure your resume is highlighting your skills – to put you in the best position to be offered an interview. Contact us today!

RELAX, TAKE A BREATH

Fri, 01 Jun 2018 13:47:14 GMT

RELAX, TAKE A BREATH

Workplace stress & the effects …

Everyone knows what stress is and we’ve all experienced it at some stage in our lives. Whether it’s at work, at home, due to a change in lifestyle, job hunting or juggling studies & work, it’s a natural part of life. The issue is though, when stress is ongoing, it can become a major problem.

So, what’s work related stress and what are the major issues associated with it??

According to Wikipedia, Workplace stress ‘often stems from unexpected responsibilities and pressures that do not align with a person’s knowledge, skills, or expectations, inhibiting one’s ability to cope. Occupational stress can increase when workers do not feel supported by supervisors or colleagues or feel as if they have little control over work processes’.

Stress in the workplace can be due to many factors; long work hours, high workload, bullying, harassment, restructures, working environment etc. This stress not only effects the individual but the work environment as a whole.

Individuals who are experiencing stress in the workplace can experience a wide range of negative effects ranging from psychological issues such as depression/anxiety, physical conditions such as headaches/fatigue/heart disease, issues with concentration & memory loss, they may experience a breakdown in a personal relationship and they can turn to substance abuse.

An organisation can also experience a number of negative effects on both the company and other staff members. An increase in absenteeism, an increase in turnover of staff, drop in efficiency & performance and behavioural issues such as disrespect for colleagues and customers are only a few outcomes of stress in the workplace.

So how can we all work together to alleviate stress in the workplace??

Encouraging open communication is the first step in reducing workplace stress. This applies to Managers communicating with their staff, HR putting policies in place around open communication and colleagues communicating with each other.

Companies also need to take responsibility for the effects their goals and targets can have on a workplace. Implementing a realistic vision and goals/targets show your staff you’re not setting them up to fail.

HR Departments need to ensure they have in place strategies around work place stress too. I know many global players that fall short when it comes to stress in the workplace. Some handle it very well and have processes in place to ensure they ‘nip it in the bud’ before stress becomes an issue but other HR Departments really don’t do a good job at all in this area. If you know you have teams where high stress levels can be common (due to long hours, high targets etc) then HR should be checking in with these staff on a regular basis and not just passing them the phone number for the Employee Assistant Program when it all becomes too much for them. Show them that you care, let them know you’re always willing to talk and that you’re willing to do what is necessary to fix the issue at hand.

If we all work together to recognise when stress is occurring, encourage open communication and foster an environment which is open to putting steps in place to alleviate stress, we can ensure the future is much more positive for all staff and the company as a whole.

SOCIAL MEDIA, STAY DOWN WITH THE KIDS

Fri, 11 May 2018 13:58:37 GMT

SOCIAL MEDIA, STAY DOWN WITH THE KIDS

How To Use Social Media To Source Candidates

Digital media, and specifically social media is fast becoming one of the most popular and successful ways to source candidates. By developing your social media recruitment strategy, you can save time, money and resources on recruitment, and often times gain access to top candidates that aren’t actively looking for new work.

Social media sourcing has many benefits. You can be targeted, specific and speak to the audience you desire at a much lower cost than traditional media such as newspaper. No longer do you need to pay for expensive paper adverts in weekend papers to get access to top talent.

During the mining boom in Australia a number of large mining companies recruited through targeted Facebook and LinkedIn campaigns directly aimed at recruiting women to work the mines, and the face of digital recruitment (and mining) has changed rapidly ever since.

So how can you use social media to recruit?

Pick who you would like to talk to . LinkedIn and Facebook have many free and paid ways to source candidates. You can set up paid campaigns where you can directly inbox, or appear in ideal candidates’ newsfeeds.

Promote your culture from within. By creating an employee culture in your business that is brag worthy, your employees can be your best advertisements. Great induction packs, and employee benefit days are all examples of the types of posts that are appearing on LinkedIn, Facebook and Instagram. In the day and age of social media your audience is always watching. Be the best, and you will attract the best.

Join the network. Make sure your company is actively involved in industry groups and forums online. LinkedIn has a number of industry groups where your next recruit could be hiding. Perhaps your next expert is expressing their views on a forum in Reddit? Maybe your next marketing guru is building their own personal brand on Instagram? By participating in conversations, or adding valuable knowledge you can stand out from the crowd. Facebook groups like “Sydney women in engineering” can be a great way to access your next candidate or a place to put out an ad. Facebook can place your adverts in groups like these, so you are only speaking to the types of people you would like to recruit.

LinkedIn is key. When it comes to corporate recruitment LinkedIn has changed the way we recruit. There really is no end to the possibilities on LinkedIn. You can use the site to attract active job seekers, and also those passive ones. By building your brand page, using filters and personal messaging you can find the right candidates.

Check on that CV! Another helpful tool when it comes to social media is when it is time to interview and reference check you can find out a lot about a person! Check employment history, have a look at their online presence, you can find out a lot more than what someone tells you through their CV. You can also see who they have worked with before, perhaps you have some connections in common that you could ask for an opinion?

The possibilities are endless with social media recruitment. SB Recruitment are experts in digital recruitment. Speak to us today about how we can design and tailor a social media campaign to recruit for your next role or group hire.

IT STARTS AT THE TOP

wow@shazamme.com (Default Author) — Sat, 21 Apr 2018 14:04:01 GMT

IT STARTS AT THE TOP

Video Interviews…..Tips for Hiring Managers

Video interviews are becoming a common stage of the interview process for organisations, particularly for the first stage process or for interstate applicants. These interviews can take one of two different formats. One format is via a recorded interview in which the candidate answers questions asked of them and you then watch their recording at a later date OR you might be involved in a video interview where both the interviewer and candidate are both active participants.

The video interview is generally the first connection top talent will have with an organisation so you as a Hiring Manager, need to be presenting yourself and the company in the best possible manner. So how do you, as a Hiring Manager, ensure you’re getting the best out of the video interview and the candidate on the other side of the screen?

Preparation :

Check your connection: There’s nothing worse than trying to conduct a video interview and the connection keeps dropping out or their face is frozen on the screen, but you can hear them talking in the background. Ensure the internet connection in the meeting room you’ve chosen is strong and consistent.

Ensure your webcam is set up in a good location. You want your candidate to mainly see you on the screen and not people walking past the meeting room in the background.

If you’re in a meeting room, ensure there aren’t any white boards in the background with notes written all over them from the meeting before – keep in mind, that could be confidential information.

Be on time. Just because it’s a video interview and the candidate isn’t sitting at reception, doesn’t mean all parties shouldn’t start at the time allocated.

During the interview:

Ask solid, relevant questions just as you would during a regular, face to face interview. At times, a video interview can be a great way to build rapport easily with your candidate. While it’s still a very professional meeting, there is a slight relaxed feeling so it’s a great opportunity to really get to know your candidate.

Be present – believe it or not, a candidate will notice if you’re starting to lose interest. Just because they’re not in the room doesn’t mean they can’t see you checking your phone or reading an email. Dedicate yourself to them during the interview.

When closing off the interview, close it as you would any other interview. Ensure they know the timeframes you’re looking to work within and when you’ll get back to them.

Remember, candidates talk to other candidates. You want your candidate to leave the video interview thinking ‘wow, I really want to work for that company’. Even if they aren’t successful for the role, they might know someone that could be better suited and provide you with that referral due to the positive experience they had with you.

So, prepare well for your interview, be on time and conduct your interview just as you would if it was in your office and you will ensure that top talent are drawn to your organisation.

THE IMPACT OF RETENTION

wow@shazamme.com (Default Author) — Thu, 22 Mar 2018 14:15:15 GMT

THE IMPACT OF RETENTION

Staff Retention…..Often one of the most overlooked areas in business!

I think it’s fair to say that many people reading this article would have seen at some stage in their life, top talent leaving an organisation and taking their skills, work ethic and outstanding personal qualities elsewhere. You might have even been that person that jumped ship. At one stage an organisation might have provided you with all you were seeking in a role but as your time with them progressed, they started to miss the mark. Perhaps the ethics of the organisation didn’t match up to your ethics? Perhaps you wanted to study a Degree, but the company didn’t support staff with external studies? Or it may have been as simple as you slogging your guts out daily, working long hours and not even receiving a ‘thank you’ for your efforts.

Staff retention is often one of the most overlooked areas of an organisation. Big business realises the financial costs to an organisation when top talent leaves but often they’re the very culprit that falls short when it comes to implementing retention strategies (and implementing them well).

Research constantly shows that retaining top talent in your business is instrumental in customer satisfaction, staff morale and even higher sales.

The Australian Human Resources Institute compiles a report every few years which is in relation to Turnover and Retention. Their reports were published in 2008, 2012, 2015 and I would assume one will be produced this year. In the report which was published in 2015, the average staff turnover within Australia sat at 16%. The age group with the highest turnover (38%) were 26-35 years of age.

So, what can you do to retain your top talent in your organisation?

Solid onboarding & induction programs ensuring the new hire isn’t being set up to fail.

Without a solid onboarding & induction program you can’t assess what learning & development is required and you can’t expect a staff member to thoroughly understand your business/ethics/values or systems.

Ongoing training, development & Mentorship programs – both inhouse and via an external provider.

Top talent wants to develop! They want to consistently strive to be better and to challenge themselves.

Clear cut expectations for individual staff and the team as a whole.

This really comes down to communication and providing your staff & team with consistency – budgets, KPI’s, incentives etc that don’t change daily.

Employee recognition & rewards

A simple ‘thank you’ is a good start but bonuses, raises, promotions, paid time off, gifts etc. are also provided.

Team celebration/social events

This doesn’t have to be expensive. I know organisations that have a $30 budget per person and a time limit of 3 hours out of the office. You’re still giving back and you’re still improving morale.

Competitive salaries and commission structures

Do I really need to comment on this point?

Flexible working arrangements and work/life balance strategies

Providing flexibility now is necessary if you want to retain strong talent. This isn’t a male/female thing either. This is about organisations recognising the pressure on families and doing what they can to accommodate for their staff member so ultimately they’re able to get the best out of them during the work day.

Ongoing career opportunities

Research shows that that 42% of employees feel that their job satisfaction is reliant on opportunities for career advancement.

Open communication and feedback with staff

Such as weekly one on one’s with Team Leader/Manager. Research shows this is really beneficial if you’re aiming to retain Gen Y’s or Millennials to your company. They really value open communication and feedback.

If you’re looking at retaining top talent in your business, simply apply some of these proven techniques and you could quickly end up with a high performing team for far into the future!

PLANNING & PREPARATION

Mon, 05 Feb 2018 14:17:04 GMT

PLANNING & PREPARATION

Key things to know about a company before the interview

There are 4 things that you need to know before your interview. Knowing these things will let you know whether you are a good fit for the company before you walk in. (If you do your research and it turns out you don’t think you are a good fit – that’s a whole different story), but if you decide you are – you need to know:

What do they do?

Fundamental question, maybe to the point of “are you kidding me?”, but hear us out!

You may be interviewing for an accounting position – but you need to know the ins and outs of what the company does. It isn’t uncommon for questions to be asked during an interview, such as

“What is your understanding of what this organisation does?”

and if you don’t have the right answer it doesn’t look good. Companies want to hire people who are knowledgeable and passionate about what they do. You aren’t just interviewing for an accounting position, you’re interviewing for a role within the bigger picture. You need to know what that is.

Why do they do it?

Along with the what is the why. It is imperative that you check out their “about” page. Knowing what is driving a company to do what they do is key to coming across as a person they want to hire. Do they help people? Do they make things? What is their Why?

Companies have mission statement and visions. This will tell you a lot about them. You can use a company’s values and mission statement to explain to them why you would be a good fit for them. If you can sell them on the reasons you are a good fit for them – it will make it all the more likely they will hire you.

Company history and where to in the future?

How did they get started?

It’s important to understand a company’s history. Know how they got their start, and what path they travelled to get to where they are now. It makes you look interested in the company and not just the job.

Just as important as the history is where are they going from here. You need to know where that is, and then you will be in a position to tell them what role you can play to get them there during your interview.

What is the culture like?

Culture is important. It will ultimately dictate how much you enjoy your job. Humans are social creatures – although it is important that you enjoy the actual job you will be hired to conduct the company culture will go a long way to showing how well you will fit in. You can find out a lot about the voice of a company and their culture by checking out their social media pages. You can also keep abreast of current events through social media, which might assist in you coming up with some questions of your own at the end of the interview.

If you have any tips on what to know about a company before going into an interview email us at sbolster@sbrecruitment.com and let us know.

LOOK INSIDE THE BOX

Fri, 29 Dec 2017 04:57:06 GMT

LOOK INSIDE THE BOX

Internal Movements Within A Company

So often when an organisation has a need for a new hire they look externally to fill the position through traditional sourcing methods. Whether the role has become available because someone is leaving, or the business has grown and there is a need for more resources, the first course of action for most organisations is often to advertise externally. However, looking internally to fill a position is a great place to start before posting a job ad up, because often the talent you require is already working for you in some capacity, and there are so many efficiencies to be gained by hiring internally.

There are many benefits to an internal movement, rather than a traditional external hiring model, these include:

Cultural fit. One of the hardest parts of recruiting is ensuring that culturally the person that you hire is a good fit for the organisation. Who is perfect on paper may not mesh well with the team, and there are only so many ways to test this before they are hired, and certainly no guarantees. Whereas when you internally promote or move someone sideways within an organisation you already know how they fit with the company ethos and morale, and in some ways don’t have to worry about this factor when trying to fill the position, as it becomes a lot more of a skills-based assessment.

Increasing development. Often a person within your organisation may have all the personality traits that make them perfect for a role, but perhaps just need to upskill in a certain area, such as project management. You will be surprised what you learn about people if you just ask the right questions. Many people that work one role are studying something else, or if the company they were working for offered to pay for the course would jump at the chance. Here at SB Recruitment we have seen some very good administration roles transition into marketing, recruitment and project management positions through their external study efforts, or involvement with different facets of the business and management. There are so many wins to be had here, not only are you increasing development for a current employee, but company-wide increasing development and opportunities to make you a sought-after employer within the field.

Cost savings. By internally moving a candidate within an organisation you can avoid the costs involved with posting a job ad, and down time for a full induction, as usually this would be just an induction into the role, not the entire organisation including WHS, policies etc.

Increasing retention and motivation. By hiring internally, you are investing back in your employees and showing them commitment and your desire to retain them, which is a great motivator to anyone. By increasing employee loyalty and showing commitment to current staff, the whole organisation benefits from this message.

There are clearly several benefits and increased efficiencies to be gained by hiring internally, why is it that some organisations don’t look internally first?

Sometimes the systems are broken, for example there is no way of communicating the need. Does your organisation have an internal newsletter, or company intranet where the position could be advertised, or perhaps an email from HR listing all vacant positions? Perhaps a better model may be to regularly check in with your current employees on what their current skill sets are, and what sort of career progression or moves they are willing or would like to make in the future. By keeping your database up to date, you can quickly assess whether an internal candidate would be suitable and take the necessary steps to save time and resources on an external recruit.

To make sure you get the most out of the move it is important to ensure that there is a full position description, and induction into the role for that person with regular reviews set in place. Assuming they will already know how to do the job may lead to unmet expectations for both parties. By taking the time to induct the person properly and setting regular reviews so you can track progress you can set the hire, and the organisation up for great success.

Are you unsure how to hire internally, or not sure what the right questions to ask are? SB Recruitment are specialist recruitment advisors and we can assist in helping your organisation discover if you have an internal candidate that would be suitable, or if an external recruit may be the best option.

HOUSE VALUES & EMPLOYMENT GROWTH

Wed, 06 Dec 2017 05:02:50 GMT

HOUSE VALUES & EMPLOYMENT GROWTH

There is an interesting link between rises in housing values and growth in employment. SB Recruitment explores why Australian’s have seen this trend across the states, and some of the causes.

It is no surprise that people need stable jobs to pay mortgages and own homes – one usually relies on the other. While lower interest rates often encourage market purchasing, when the employment market is unstable people are less likely to purchase homes and for the economy to see a rise in the housing market.

As the job market grows people usually have higher levels of income and confidence, which positively benefits the community in a number of ways. This is turn can lead to a higher numbers of buyers and also renovators, and then pushing housing prices up. This was so clearly demonstrated in the mining boom in the early 2000’s. Job creation and wage growth outweighed interest rates and there was a significant increase in property prices in regional areas of Australia, such as Gladstone, Townsville and Mackay.

We can also see from the property booms in Melbourne and Sydney from 2015 where the employment market has followed suit, both Sydney and Melbourne have continued to produce the largest proportion of jobs. Regions nearest to these two cities have noticeably improved in terms of employment.

Many researchers have criticised the close relationship between increased job opportunities and the housing market. Data research analyst Cameron Kusher of CoreLogic RP Data states “low interest rates have been a key driver for recent growth in home values; however, growth in dwelling values has been narrowly based geographically whereas interest rates are the same across the country. Given this, there is clearly more to current housing conditions than low interest rates with employment the key driver,” Kusher said.

While there are any factors that influence employment levels, such as infrastructure, migration, economy and more, it is interesting to see the link between the 2 historically, and we wonder where will 2019 lead us? Some experts are predicting a bad year for home prices again which will likely affect the employment and career opportunities in several industries and sectors, notably real estate and retail sales.

Have you been affected by employment and housing rates and can you see the link between the two in your industry? Now is the time to review your recruitment and career strategy in line with current trends. SB can help you plan and strategise what’s next, and how to best tackle the future, whether you are looking to make a career change, or planning your workforce.

SKELETON STAFF SET GOALS

Thu, 16 Nov 2017 05:07:51 GMT

SKELETON STAFF SET GOALS

Making The Most Of The Holiday Period With Your Skeleton Staff

While many businesses use the holiday period as a time to shut down, others stay open and operate on Skeleton staff in a corporate environment. While for many this can be an excuse lay back, and work less the reality is it is a great time to get that extra work done. It is important to make sure your staff have clear directions about what they are doing so you can make the most out the quiet period and ensure your bottom line is not suffering during the holidays.

Use the time to clean up. Do you have folders full of old files, out dated marketing collateral or promo gear gathering dust? You can use the time to declutter or task staff on with completing these tasks.

Look after your workers. Does the majority of your business going away mean a few people are left with a very large amount of work to do? Make sure they are going to make it through ok and you won’t risk losing them during your relaxation period

Have a plan in place. If things get busy, or there is an emergency situation do your holiday staff know what to do and who to contact? Have plans in place and run meetings to ensure your business and your staff stay safe at all times. Make sure there are ample handover notes and processes in place to ensure customer service is not compromised.

Take stock and set goals. The quiet period can be a great time to assess the year that has been and set new goals for the year. It can be a great time to sit back and look at where you really want the business and your career to go and set priorities for the New Year.

Get to the bottom of your to do list. The quiet period can be an ideal time to finally get stuck into that project that has been sitting on the back burner, or do the things you never have time to!

Make sure you are checking in. While it is important to step away and have a break from your business, it is important to ensure your business is staying afloat. Ensure you have checks in place to make sure operations are intact.

Say thank you! Sometimes a few team members working is the reason you get to have a break. So don’t forget to show gratitude for those who are working. Being part of a team involves give and take and with the right attitude and show of appreciation you will be stronger after the break and ready to return the favour.

Make sure you have a policy for the holiday period. Has HR found themselves in a position with too many people wanting leave, or not enough? By having a pre-determined policy in place regarding leave and the holiday period you can avoid the headache. This way all employees have a clear understanding of what is expected of them, and you during this time.

Worried your business will suffer over this time, or are busier than you thought? SB recruitment offer temp to staff to cover busy or quiet periods in your business including reception staff.

Whether you are working, or taking a break this year, we wish you a safe and happy holiday season. Contacts us for an obligation free conversation about workforce planning and your staffing needs throughout the year.

THE POWER OF EMOTIONAL INTELLIGENCE

Tue, 10 Oct 2017 05:17:16 GMT

THE POWER OF EMOTIONAL INTELLIGENCE

Emotional Intelligence (EQ)

While not a new term, emotional intelligence is fast becoming a skill you SHOULD be working on. EQ, or emotional maturity used to equate to being stoic, cold, and unfeeling. Someone who could receive terrible news and not cry for example.

Fortunately, this has changed recently. Fear not, EQ coming to the fore doesn’t mean that everyone starts bawling at every ad with a puppy in it. What it means is people are now encouraged to acknowledge their feelings instead of burying them. Studies have proven that people who are willing to acknowledge and accept their emotions conquer problems and setbacks faster and are better equipped to help others to do the same.

Here are 3 simple ways to begin to improve your EQ right now:

Self-awareness

Grab a piece of blank paper and a pen. When you experience something negative how do you react? What are the physical symptoms of your anger? Or sadness? Or anxiety? Do you get hot? Does your face go red? Do you cry? Do you get frustrated and find it hard to communicate how you’re feeling and thinking?

If you answered yes to any of these questions you are not alone. Examining how you react when you experience negative situations is the first step to changing your behaviour.

Once you have examined how you currently react it’s time to write down how you WANT to react in negative situations. It won’t change overnight and will require practice – but if you really want to change then examining your reactions and having a well thought out and documented alternative is a great start. When you catch yourself reacting negatively – take 5 deep breaths and remember how you want to react. It will get easier the more you do it.

Empathy

Empathy is the ability to understand how other people are feeling. The first step in improving your empathy is to listen. No, not hear, really listen when people talk. You can pick up clues through their body language, tone and the words that they’re saying.

The second step to improving your empathy is putting yourself in someone else’s shoes. The ability to put yourself in other people’s shoes gives you an insight to how they are feeling. If you imagine yourself feeling the way they do then you are more likely to respond with kindness and understanding, which is turn will lift your own mood as well as theirs.

Humility

The third step to improving your EQ is humility. Humility is the ability to let your actions speak highly of you, instead of you having to speak highly of yourself. It’s true that we enjoy being praised by others, but part of being humble is being able to quietly pat yourself on the back when you know you have given your best.

When working with others, offer genuine praise to your team members. You know how it feels to hear a sincere thank you for your effort when you have put in the work – be sure to return the favour!

Ensure you give maximum effort to everything you do. Giving maximum effort to any project you are a part of will build credibility with your bosses and your work colleagues. This reputation will follow you throughout your working life. Once this reputation is established there will be no need to speak highly of yourself – your work will have done that for you.

Regardless of how high you EQ is now, using these three steps will help you to improve it. Self-awareness, empathy and humility are the pillars Higher EQ will not only improve your chances of being selected for a job, they will help you build a reputation as a hard worker who your bosses will do anything to hold onto.

Do you have any comments? Do you have tips and tricks for improving your EQ? We would love to hear from you!

THAT DRESS CODE ISN’T GOING TO WORK

Tue, 03 Oct 2017 05:19:10 GMT

THAT DRESS CODE ISN’T GOING TO WORK

Dress Codes for the Modern Office

Navigating this area of work can be a nightmare. When is it ok to show a little individuality and flair? When is it appropriate to conform and adopt a more traditional approach? The answer is it depends. (Not very helpful – we know!) Many workplaces are throwing out the rulebooks and allowing employees the freedom to be themselves at work, embracing diversity and potentially unlocking a more comfortable and more creative workforce.

In the first instance it is best to approach HR and ask for your workplace’s policy on dress and grooming. Then you will (hopefully) have a clear set of guidelines. In lieu of anything concrete, or if your workplace is modernising and has gotten rid of a dress code altogether then following these tips should balance your personal style with office appropriate attire.

Dress for your job type

You may have all the flair and colour of a peacock in full display mode but if you are a lawyer it probably wouldn’t be appropriate to turn up to court in your boldest and brightest. Think about first impressions. People will judge a person’s professional ability in part based on their looks and whether they appear to fit the part. If you turned up for surgery and your Doctor was wearing thongs and boardies you might be a little confused. Think about the type of job you have. Imagine how you would view someone in your position dressed in a certain way.

Dress for confidence and success

Has your office has gone “casual Friday” all week now? Is it acceptable to come to work in jeans? Well, times are changing. One thing that hasn’t changed however is dressing for success. If you want your colleagues and your bosses to know that you mean business and are interested in climbing the ranks and portraying proficiency then you need to look the part.

To appear casual as well as exude competence you need to keep it on the business side. Image matters, and you want to portray the right one.

Keep it classy

If you don’t have to, and choose not to wear a formal suit to work then make sure that what you wear is clean, well put together and polished. Putting a personal touch on your outfit will showcase your style. A watch, bracelet or ring and a portfolio or purse are a nice touch and can help your style stand out.

Although the new domain of modern office dress codes can seem like a minefield, if you follow these three tips you will be skipping through it like a pro!

Do you have any tips on dressing for the modern office? We would love to hear them! Email us at sbolster@sbrecruitment.com

KEEP IT CONTINGENT

Fri, 29 Sep 2017 05:24:38 GMT

THAT DRESS CODE ISN’T GOING TO WORK

Dress Codes for the Modern Office

Dress for your job type

Dress for confidence and success

To appear casual as well as exude competence you need to keep it on the business side. Image matters, and you want to portray the right one.

Keep it classy

Although the new domain of modern office dress codes can seem like a minefield, if you follow these three tips you will be skipping through it like a pro!

Do you have any tips on dressing for the modern office? We would love to hear them! Email us at sbolster@sbrecruitment.com

THE BENEFITS OF BENEFITS

Tue, 26 Sep 2017 05:29:48 GMT

THE BENEFITS OF BENEFITS

Company Benefits in todays workforce….

As the demand for talent becomes increasingly high, organisations are working hard to attract and retain their talent with the benefits they offer their workforce.

Some of the larger companies in the market are offering:

Discounted private healthcare (this is a big-ticket item which you tend to find in American organisations)
Lunches/breakfasts/fruit provided etc
Mentor programs / career development opportunities
Study support which comes in the form of time off for courses/exams, financial support, mentors etc.
Attractive bonus structures based on individual performance and/or company performance
Gym memberships and/or money towards wellbeing initiatives (flu vaccinations, massages, dieticians etc)
Parking for all staff
Social clubs
Retail discounts/product discounts
Purchase additional annual leave
Share options
Salary sacrifice for childcare, technology, cars etc.
Employee Assistant Programs System (for employees and their families)
Flexible working hours/flexible work conditions
Superannuation initiatives
Volunteer initiatives

If you’d like to hear more about the benefits in the market today, please feel free to call one of our Consultants on 02 9002 5000.

RECRUITING SUPERSTARS

Wed, 09 Aug 2017 05:36:30 GMT

RECRUITING SUPERSTARS

TIPS FOR RECRUITING IN A CANDIDATE SHORT MARKET

So many jobs, yet it seems harder than ever to fill that position with the right talent, and for some industries it is a never-ending battle. We’ve put together our top tips for recruiting in a candidate short market below. Good luck!

Make social media work for you. A targeted LinkedIn recruitment campaign or specialised search can find you exactly the candidate you want. Then it is just about starting the conversation about what it will take to move that person over.

Be willing to offer more, and not necessarily in wages. If you have found the candidate you want, but they are happily working for another organisation you have to be willing to think outside the box in terms of how you can secure their employment. For most people in a time short world giving them a non-monetary value is what will cause them to shift. Think more holidays, flexible working conditions or part time hours. If you ask the right questions, you may just be able to secure that super star candidate. 4 day working weeks are on the rise, and with a proven rise in productivity you may just be able to get more for less!

Show your heart. Never more than now have workers been more motivated by social causes. You can stand out from competitors by showing how your organisation donates and/or participates in social causes that hold a lot of personal meaning.

Network! Use your current social and professional networks to get in touch with the type of people you would like working for you. By starting a conversation, you never know who you might meet, or who already knows someone that’s perfect for that hard to fill role!

Plan ahead. Don’t leave your workforce planning until it’s too late. Do you have a risk mitigation strategy for if your no.1 recruit was to get head hunted tomorrow? Would the minimum notice period be enough? Have a strategy ready to go so you know how to recruit and how long it takes.

Make your organisation shine. Get involved with awards for best employers, encourage your staff to write reviews on seek.com.au. People are reviewing how it is to work for your organisation and when people are looking for a new job opinions matter.

Look for transferable skills. Recruiting from a different field can be a great way to reach a new pool of talent. For example, looking for a great recruiter, or sales person – ask for someone in marketing. With in built sales, creativity and drive it’s easy to see why you could recruit from a candidate rich field such as this. Steve Jobs from Apple was known for hiring students rather than seasoned professionals because they knew how to think and were open to new ideas.

Ask an expert. There are a number of specialists that can help your organisation with workforce planning and campaigns to target those hard to fill roles in today’s market. As a bonus often, recruitment firms often have access to talent you may not be able to reach. Planning is key when it comes to a candidate short market, and it pays to be connected to experts to ensure the continuity of your workforce.

INSOURCING VS OUTSOURCING

Sun, 30 Jul 2017 05:42:17 GMT

INSOURCING VS OUTSOURCING

BENEFITS OF INSOURCING VS OUTSOURCING

We live in a disposable world, where we can get what we want when and where we want it and more and more businesses are outsourcing traditional business functions and roles such as payroll, IT, graphic design, call centre work. By outsourcing you can pay for specialists to run specific functions of your business without the overhead of internal staff departments, training and technology costs.

While outsourcing functions of your business can seem very appealing for many reasons there are a number of benefits to insourcing your business requirements as opposed to outsourcing.

Less risk. When keeping services in house you have clear visibility of hours being worked, project outcomes and ability to control risk with a mitigation strategy, whereas with outsourced servicing you are reliant on another organisation and carry a large risk of damage to your brand services.
Better visibility of the services provided. Take for example an outsourced call centre. While outsourcing services such as these oversees may be a cheaper option with larger volume, there is a lot less vision of how your calls are being answered, what is said and the impression your customers are getting. If your call centre is locally based you can implement the management and supervision of employees to ensure the quality of the customer service your organisation strives for is bring correctly represented at all times.
Culture. When your hire internally you can be sure that the core values of your organisation are understood and carried out, especially for customer facing roles. The people that work for you already understand the business, and how it operates. You are also showing employees confidence in their ability and opportunities to up skill and advance their career, which can provide a higher reward for your organisation longer term and keeping company and staff morale levels closer together.
Quality control. By keeping services in-house you have clear visibility of the works, people and communication allowing for a much higher level of quality control throughout the process from start to finish.
Time frame for delivery. Outsourced services and projects traditionally come with much longer time frames for completion than insourced projects which can be completed within a shorter time frame.
Risk of losing intellectual property. When outsourcing business tasks, it can be easy to inadvertently hand over, or let another organisation create IP on behalf of your business, which runs the risk of who owns it shall the business relationship cease for any reason. For example, when you outsource graphic design services the brand elements may remain property of the designer, not your business.

With so many benefits to an insourcing model it is evident why so many large organisations throughout Australia and the US have readopted this model.

WORK HARD, PLAY SMART

Sun, 11 Jun 2017 05:52:32 GMT

WORK HARD, PLAY SMART

Artificial Intelligence in The Workplace

Artificial Intelligence (AI) is becoming an increasing presence in our workplaces. With technology becoming smarter and requiring less of a human touch we are free to pursue other tasks, as it makes smarter and more accurate predictions and streamline our lives.

Artificial Intelligence is designed to think like humans, seek out patterns and make decisions based or select an option based on the information available to it. As it improves its’ ability to do these things it provides us with freedom and insights to improve the way we do business.

Automation –

Automation is taking a function from being manual and requiring effort, to being automatic and working by itself with little or no human interaction. Automation of tasks saves time, freeing employees up to perform other tasks.

Industries across the board have been slowly automating their workplaces for many years. Although there can be resistance when a particular function is automated, as it makes employees performing certain roles redundant, it is overall a positive move.

Predicting trends –

AI is improving every day at predicting trends, with the increase in data we are able to feed it. When presented with credit card transactions, search history and location can give an accurate predictive power that is invaluable to companies. Human beings are creatures of habit. AI can predict what is coming next with increasing accuracy and this gives us the ability to tailor solutions to what our customers will want in the future.

You will have already seen examples of this predictive behaviour in your social media feeds. It seems that all you have to do is think of something and you will be shown an ad related to it.

This tool will continue to improve as AI becomes more powerful and as the data we feed it becomes more comprehensive. It is in the best interest of companies to research how this can best serve them.

Self-selection –

AI is able to make the appropriate response to a situation as a human being would, based on the information it has available. This can be an asset in the workplace as AI can and will improve its ability to select a path for perspective clients based on what they have selected in the past as to what products they might like offered to them in the future.

AI is data driven. The more data and “experiences” it has had, the better it can select responses in the future. This is allowing for better business decisions to be make than ever before.

Artificial Intelligence is an ever-growing presence in our world and in our workplaces. It’s increasing ability to think, analyse and make decision like a human will provide more tools and options to businesses and workplaces moving forward. By using data collection to provide information and AI to analyse it, workplaces can function in more efficient and profitable ways, and free employees time up to add value in other ways.

How as AI made a difference in your workplace? Email us at info@sbrecruitment.com and let us know.

STAY CALM, CHANGE ISN’T TOO BAD…

Sun, 08 May 2016 05:56:31 GMT

STAY CALM, CHANGE ISN’T TOO BAD…

Your valued team member has resigned, what next…..

Sooner or later, even the best employer is going to have a staff member resign. There are many situations which are out of an employer’s control – an interstate move, they’ve been tapped on the shoulder for an outstanding job opportunity, they’re no longer passionate about a career in Credit etc. Whatever the reason is that your stellar staff member has decided to move on, this is a great chance for you to develop your Managerial skills.

Change is always difficult for a Team. You could have a team who opens their arms to new opportunities, new systems, innovations etc but any team (solid or a little shaky) is going to experience a little hiccup when a staff member resigns. When your staff member leaves their knowledge, skills and business relationships will move on too.

So how do you, as a Manager, lead your Credit Division during this period to ensure the culture isn’t rocked too much and that your targets are still being achieved?

Stay calm! Resigning is a really difficult thing for most people so the last thing they need is you crumbling into a mess on the floor, begging them not to leave you during a busy period. Getting angry at the situation won’t help either! You need to remember, just because this staff member is looking to move on, doesn’t mean you both won’t have an opportunity to work together again the future. You want to keep your relationship solid.

Of course, your next instinct will be to see if you can hold onto that staff member. Those in the statistical world say that, a person that’s counter offered in their employment will only end up staying, on average, for six months. Instead of jumping into a counter offer have a conversation with them about their motivation for leaving. Really listen to them and be sensitive. Throwing money at them might not be the answer and may potentially, in the long run, cause further damage to your team.

Work with your staff member to agree on how the team will be informed of their upcoming departure. Any announcement made should be professional but should also point out the positive impact the staff member has had on your Credit Division and/or the company. If your remaining staff members see you delivering this news in a respectful and calm manner they will be more inclined to not let it shake them too much.

Start to get organised. Have a plan in place for you, your staff member and the team so the next four weeks are focused around a handover. This will show every stakeholder impacted by the resignation that you’re working in a proactive manner to ensure everything is going to run smoothly and targets will be achieved. If replacing the staff member, who will be involved in the recruitment process? Will the job brief stay the same? Who will look after their ledger while you’re sourcing another hire? Keep in mind most job seekers have a four week notice period so there is bound to be a cross over.

Conduct an exit interview. Most people aren’t going to let loose and tell you how they really feel but any information they can provide is going to be beneficial to you as a Manager. Even if you take away one point from the exit interview that could help you or your Team, it’s of benefit.

Celebrate their success! Celebrate the impact this staff member has had on you and your Credit Division and show them that you all wish them the best in their next chapter.

If you treat this resignation in a calm and respectful manner and ensure you work proactively during the resignation period, you’ll find that your Team culture won’t be knocked about, targets will still be achieved and you will grow as a Manager.

KEEPING THE TEAM ENGAGED

Sat, 28 Feb 2015 06:04:05 GMT

KEEPING THE TEAM ENGAGED

Keeping your team engaged in a tough environment…..

It’s fair to say, working in the credit industry can be a tough gig! Credit professionals not only have to deal with challenging customers but also push back within their own organisation. Couple that with often repetitive tasks and even the most experienced Credit Manager can find it difficult at times to keep their team engaged.

Team engagement is more than just a couple of buzz words. Organisations are consistently seeing a correlation between engaged staff and profitability and I have no doubt, you as a Manager’s also see a correlation between your team’s engagement and the outcome of their activity.

So, how do you ensure you keep your team engaged during a challenging period?

Buy-in

To inspire people to give their best they must believe in the cause or direction they’re going in. When team members are united in belief, they will all be on the same page and working with passion.

A simple way to achieve buy in is to empower your Credit Team by including them in discussions. Ask for your team’s opinions and ideas on how planned tasks can be accomplished.

Have you sat down with each of your team to find out what motivates them and why they come to work each day? Once you’ve been able to ascertain their individual motivators you can align them with the goals/targets of your team or organisation. I personally put this in place and I was very surprised to find out what motivated each of my team members. Funnily enough, their motivators always reached beyond money. I found out one of my team members LOVES learning. Talking further with her about this, she came alive and showed a real passion for learning. I’ve now been able to line up the achievement of her KPI’s and targets (company goals) with an outcome of further studies/courses (her motivators).

Support and appreciation

There are typically two ways to ‘encourage’ people, the carrot (give them an incentive) or the stick (punish them for not making the standard). With the stress that comes along with the daily grind, it’s easy to go into default mode where we are quick to criticise and slow to praise or reward.

To get the most out of your employees, show your support and appreciation by giving genuine praise in public (a sincere thank you is enough!), and only communicate areas of development or concern in private.

Resources to do their job

Your team deserves the tools to do their job as well as they can. Providing them the best of what they need will make them feel valued. People who feel valued will work harder and often enjoy a closer bond to those they work with.

Providing staff with what they need along with support and appreciation plus aligning their motivators to the goals of your team will ensure your staff stay focused and engaged during challenging periods.

PUSH & PULL

wow@shazamme.com (Default Author) — Wed, 11 Feb 2015 06:07:56 GMT

PUSH & PULL

Pull Marketing’ & your Career……Never search for a new job again!

For those candidates that have worked within a particular sector for a number of years, this article is for you!

First up, what’s ‘Pull Marketing’??

To understand Pull Marketing we need to look at both Pull & Push Marketing which is basically how a consumer is approached by a business through promotional activities.

Push Marketing is when a business is taking their products to a consumer through promotional activities hence, ‘pushing’ their efforts out to a target market. You walk through a Department Store and an Employee working in the Fragrance Department provides you with a sample of the perfume. Often, that’s the first time you’ve experienced that product.

Pull Marketing is the opposite. It’s the communication of information to attract the customer and ‘pull’ them in. This helps to ensure a product will be a household name and often the customer will promote the business for you ‘SB Recruitment is great. You should call them to find your next staff member’. J It attempts to create loyalty amongst their customers and ensure they keep coming back for more.

So, how does ‘Pull Marketing’ apply to you and your future career opportunities?

You want companies to be attracted to you so you are headhunted into their business. Quite frankly, you want them to chase after you, not the other way around!

How?

Be seen! Attend conferences, seminars & courses and NETWORK!
Be heard! Don’t think of yourself as a potential job seeker but as a Consultant or Expert within your industry. You have great skills and a massive amount of knowledge. Let people know that! Publish Linked In Articles, start a Blog, present at industry events and present within your own organisation.
Build up your Linked In profile. I know a lot of people are opposed to social media but Linked In really is the best way for an organisation to reach out to you. It’s discreet and encourages two parties to have a professional conversation which is confidential and to the point.
Referrals: Are there enough people out there (work colleagues, previous work colleagues, clients, previous management etc) that would refer you to a company? The more successful you are and the stronger the relationships you have will ensure they will think of you when asked ‘do you know of anyone that could do this job’.
Be a problem solver. If someone asks you for advice, jump in and do whatever you can to help be it a colleague, a staff member in your team or a network contact. People ALWAYS remember someone that has helped them and will return the favour when they can.

If you position yourself well within your industry, you may never need to scroll through pages and pages of job boards nor spend hours updating your CV again. By growing your network, positioning yourself as an industry expert and building your online profile, your next career move could be knocking on your door quicker than you think!

HOW TO ACHIEVE THE ELUSIVE WORK/LIFE BALANCE

wow@shazamme.com (Default Author) — Wed, 04 Feb 2015 06:13:20 GMT

HOW TO ACHIEVE THE ELUSIVE WORK/LIFE BALANCE

You’ve done the hard work, attracted and signed the right employees. You offer attractive remuneration packages and an inspiring workplace. Your employees are hard workers in a very competitive world. Demands on our time and distractions are assaulting us like never before. There are 3 simple steps you (and your employees) can use to tip the balance in your favour.

1. TIME MANAGEMENT

As much as we like to think we can, human beings were not meant to multi-task. There are slight exceptions, such as listening to classical music to focus, however, for the most part, switching between tasks continuously is distracting and prevents us from using our time in the most efficient manner. If you find it difficult to concentrate for long periods without some distraction then try working in shorter bursts. 25-30 minutes concentrating fully on one task. Once that time has elapsed take a short 5-minute break, but make sure it is a break. Go for a walk and clear your mind. Return then to the task at hand. Concentrating fully on a task for shorter periods of time will enable you to complete the task quicker, meaning you won’t have to spend time at home thinking about work.

2. HEALTH

The advice can be horribly conflicting. Eat less fat, eat more fat, stop eating sugar, go vegan, go vegetarian, follow a keto diet – the list goes on. It can be tiring just trying to keep up with what you are supposed to do in order to maximise your health.

Stay hydrated – this will be an individual one. Some of us need to drink more water, some less coffee/fizzy drinks/energy drinks and some less alcohol the night before. Staying hydrated will allow you to concentrate better and get your jobs done faster.

Get enough quality sleep. Make sure that you finish with screen time an hour before bed. Try deep breathing as you lie in bed and fade out your senses. There are some great meditative guides out there that can help you develop your own pre-bedtime routine which will also assist in falling asleep quickly.

Exercise. Again, this one is going to be up to the individual. Some people love lifting weights, others – a social sports team. Whether you are a seasoned Cross-fitter or a couch potato, commit to some sort of exercise program. Starting simple with a lunchtime walk can make a world of difference.

3. PERSONAL RELATIONSHIPS

PUT DOWN YOUR PHONE! There, now that we have shouted at you and have your attention we can say it again.

Put. Down. Your. Phone.

Every time you concentrate on your phone instead of your friends and loved ones you send the message that they are unimportant. Slowly over time, all of the minutes you spend on your phone instead of having meaningful interactions erode the relationships you have. Set your phone to “Do not disturb” and talk to the people who are important to you. Strong home relationships build mental resilience and give you a pillar of strength when you are stressed. Nurture those relationships and you will be rewarded.

Encouraging your employees to achieve a greater work/life balance will decrease employee turnover, sick days and lost productivity due to inability to concentrate.

What are your secrets for improving a work/life balance?

Share them with us at sbolster@ sbrecruitment .com

TIME MANAGEMENT TIPS

wow@shazamme.com (Default Author) — Mon, 22 Jul 2013 06:20:20 GMT

TIME MANAGEMENT TIPS

What can we say about time management that you don’t already know? There are volumes of information about this topic available for you to read and forget to implement. You could read books and study the subject until you’re blue in the face, but implement these 5 simple steps and you will be on your way to ACTUALLY making some improvement –

1. DO NOT DISTURB! – do you need to constantly check your phone/emails? Make a time in the morning and a time in the afternoon where you will check your emails (preferably at the start and end of the workday) DO NOT check them outside these times. Put your “out of office” on or set your phone to do not disturb. Informing people that anything urgent should be phoned through and not emailed will allow the people who want something from you to prioritise before you even see the task. Let them know in an auto-reply when you will be checking your emails and if anything requires urgent attention they should phone your mobile.

2. Short sharp bursts – don’t think you can concentrate fully for 5 hours, try shorter periods with a walk in between. Committing to concentrate on one thing for 30-40 minutes greatly increases your ability to focus. Let your brain know it only has to focus for shorter periods at a time – in between, reward it with a short walk. Make sure you leave your desk and try to quickly get outside. If you can’t get outside go to the break room/foyer/lobby and think happy thoughts.

3. Make a 3 step to do list THE DAY BEFORE – picking out bite-sized tasks and identifying them the day before will allow you to dive straight into your day instead of wasting time trying to figure what to do first. If you have a big list of ongoing tasks that’s ok too. Just prioritise and pick the most important 3 “MUST DO” tasks and then make a separate list of anything else that is a “Nice to do” that you can tackle once you have finished the “MUST DO” tasks.

4. Focus on the process not the result – feeling overwhelmed by how much work you need to get through? Remember Rome wasn’t built in a day. By thinking one step at a time instead of about the end result you still feel less stressed and be able to focus on what you can influence and effect RIGHT NOW. Try thinking about the very next thing you need to do. Once you have done that, move on the next one, and the next one

5. Unwind properly before bed – Have you had sleep where you dream of the deadlines you have to make? We have too, and it sucks! Never fear though – you can change all this and have a blissful night’s sleep which will go a long way to aiding your concentration and time management skills tomorrow!!

By following these 5 simple steps you can improve your time management massively. Better time management will not only reduce your stress levels, but it will make you feel like you are making the most of your workday. This frees you up to focus on what is most important in life – your family and loved ones.

Do you have time management solutions that you can’t live without?

Share them with us at sbolster@sbrecruitment.com

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