April 2016

As I mentioned in my last blog (http://kimacworth-recruitloop.com.au/then-and-now-where-have-the-jobs-gone/) – Businesses don’t just disappear over night…..there are ALWAYS signs.

The business owners who only have their heads down within the business and keep doing things the same, may continue to survive for some time, but are unlikely to thrive…….and are at risk of extinction in the long term.

We’ve all seen the demise of numerous specialty produce shops ie fruit & veg, butchers, bakers etc to the Coles and Woolworth’s giants……and yet we still see a decent number surviving……and a handful are actually thriving……even with some being located right beside one of their giant competitors.

Why – what are the deciding factors as to whether a business is going to die, survive or thrive?

Well I don’t think it’s Rocket Science…….it comes down to sales….and for that, you need a good volume of clients buying from you…..and not your competitor.

You can never rest on your laurels assuming that your existing clients will always be loyal to your business……you need to ensure that they have a very good reason to remain loyal.

So how do you do this?
• Ensuring that you understand your customers – where they come from, why they buy from you, what they’re actually buying, what they like & need etc
• Knowing and understanding your competitors – where are they, who buys from them, what do they do differently to you, what are their product lines/ services etc
• Understand how you differ from your competitors – what do you do differently, what is different about your products/ services, what makes you stand out etc
• Monitoring new trends and changes in the market – are there new products/ services available that you should be offering, is there new technology available to make the customer experience better, is there new technology available to reduce overheads to your business

And then ACTIVELY using this information to make CONSTANT business IMPROVEMENTS – whether they be large or small.

Now business improvement doesn’t always take the form of addition and growth. Sometimes a business will actually improve by reducing product lines or services, streamlining activities or even physical relocation. The key is really to ensure that you always take the time and effort to “work on your business” and not just “in it”.

If we go back to the earlier example of specialty produce shops – we all know a local butcher or fruit and veg shop that has been around for ever and is the “go to” place in your area. I can guarantee you that many things have changed since they opened their doors…….products and how they are presented (who even heard of Kale 5 years ago – Master Chef and My Kitchen Rules have certainly changed the playing field), where they source their produce, eftpos, pricing…..and the list goes on……and clearly the changes they constantly made were improvements that allowed them to maintain a competitive edge within their market.

So do you know if your business is going to die, survive or thrive? Make sure you’re following on Facebook (https://www.facebook.com/RecruitLoop-Kim-Acworth-185674054963527) so don’t miss the guest blog from Pathfinder Advisors around “Plan for Growth”.

Then……………………………………………………………….and Now

Does anyone remember the days when your household garbage was collected by hand with a couple of guys running around behind the rubbish truck??? They would physically pick up each bin, carry them to the truck, empty out the rubbish and take the bin back to the footpath.

Each truck then had 3 people employed with it……1 to drive the truck and 2 guys to carry out the physical collection.

Now we have larger wheelie bins that are physically lifted by a mechanical arm which is operated by the driver from within the truck – emptied and placed back down. Only one employee is needed to carry the same function out now…….and by the way, even that is contracted out by the Local Council.

So how many unskilled labouring jobs were lost throughout Australia with this change? Sufficed to say A LOT!!!

This is only one of many, many, many examples of jobs that either have disappeared completely or are at risk of extinction!!!

Call Centres are another great example. In the mid to late 1990’s I was involved in recruiting up to 50 call centre operators at a time for all the big banks, Telstra etc……….now much of this has moved offshore.

Not to mention the car manufacturing industry………bye bye Holden!!

So why do jobs disappear?

• Technology advances……mechanics and robotics are faster and more reliable
• Economy ups and downs…….building and construction is often on a roller coaster
• International Trade and Labour Markets…….can it be produced cheaper over seas
• Environmental awareness and compliance…….the mining industry is exhibit A
• Politics…….solar rebates and the insulation scheme saw businesses made and broken in the swings and round-abouts
• Market changes…..what do people actually want and need

This evolution of jobs has been happening since the start of time – and it certainly isn’t going to stop now!!

Those people who have an attitude of complacency and have their heads firmly stuck in the sand are the ones who will continue to be left behind…..without a job or without their business……and stick their hands up in the air wondering what happened…….feeling lost and afraid for their future…..and in many cases taking on a “blame everyone else” mentality.

I know this may come as a surprise to many……but jobs and business don’t just disappear over night……there are ALWAYS signs……we just need to be aware of them and take action!!

In this series of blogs, I’m going to be looking at businesses and how they can position themselves not only to survive, but thrive……as well as when it is time to make difficult decisions.

I’ll also look at the future of job security from the employee perspective……if your job is at risk of extinction, what can you do……what are the jobs for the future.

Provide Clear UPFRONT Structure & Boundaries: Make sure you have basic company policies around things like “use of mobile phones in the workplace”, “sick leave” and “personal presentation” and explain these upfront through a general induction on their first day. Then make sure you consistently enforce this throughout the company – ie raise the issue immediately in a conversation when they step outside the boundary (this saves it becoming a bigger issue and more difficult conversation down the track) and apply the rules to EVERYONE.

Explain what you need and why: Y Gens need to feel like their work is contributing to the bigger picture, so put their position in context. If they don’t understand why a task is important they’re unlikely to care and deliver top notch results……..They tend to ask LOTS of questions, especially around the “why”……so be prepared for that – provide genuine responses and refrain from feeling frustrated.

Praise and appreciation: Showing your Gen Y the value and affect their work has is invaluable. Did they produce an analysis report that helped you rectify flaws in a training program? Tell them! Show them the positive influence their work had. Regular performance reviews are critical for the Y Gen…..throw out your idea of once a year Annual Appraisals and Reviews……it doesn’t always have to be in a formal setting…..and doesn’t have to take any longer than 15-30mins…..regular feedback is what they crave.

Coaching & Development: Gen Ys grew up in the internet generation, constantly furthering themselves by reading lists of hints and tips on a huge range of subjects. They soak up info! They have absolutely no desire to sit still in the one role doing the same tasks for the next 2 years…..or even 1 year. Provide your Gen Y with opportunities for further training and exposure within the workplace….and potentially through formal avenues as well. If they feel challenged and that they are growing and improving, they’re likely to apply themselves more and stick around longer.

We know Gen Y are typically struggling in the workforce….what can you as a parent do to give your child the best shot?

Let them find their own way: Avoid handing your kids opportunities on a silver platter. For example, you might have a connection who can secure your child a work experience position. That’s great! However, instead of setting it up yourself, allow your child to make the call and ask themselves.

Praise: Positive praise goes a long way, but make sure you encourage hard work and dedication as opposed to encouraging self-indulgent mindsets about being “special” or “gifted”.

Lead by example: Children are typically most influenced by their parents, particularly during their formative years. They will pick up on how you handle conflict or setbacks. Encourage your children to consider all perspectives of a situation as well as the options to try and create a solution……one of the best tips I ever had was “the only person you can change, is yourself…..you have no control over others….but can influence and lead by example”.

Encourage them to “Get out There”: I’ve heard numerous recent reports while discussing this blog series with others – of parents not allowing their children to have jobs while in High School. Whilst academic success is definitely important…..real world experience is just as important….and HIGHLY sort after by employers.

If you’ve been following our articles this week, you’ll know we’ve been blaming parents for Gen Ys attitude in the workforce……to combat this doom and gloom, here are some ways Gen Ys can up their game……

Keep moving: Avoid sitting idle at all costs. Don’t have a part-time/ casual job? Get one, even if the only place hiring isn’t your first preference (or sixth).

Everything is an experience: Has a job or internship left a bad taste in your mouth? Great, now you know what you don’t like.  Every experience has a silver lining.

Take action: Ask for help and advice when you need it, but take action yourself. Have an issue with a teacher/friend/boss? Ask your parents for guidance, but when it comes down to it make the call or have the conversation yourself.  That conversation while seems intimidating – the worst that can happen is that there is no change. Also – practice makes perfect!!

Find a mentor: Keep an eye out for someone (or multiple someone’s) to help guide you. For example, a more experienced colleague who can help you understand the industry, expectations of employers, and the ins and outs of business making-decisions.

The joys (and not so joys!) of employing Gen Y’s and Gen I’s (The millenialists or ipad, iphone, imac generation)
Having worked with Kim for some time now. She does the fabulous and fantastic job of finding these wonderful people, and since 1988 (yes that long ago!) I have had a passion for understanding and studying personality types. (Kim and her clients often use my services for this very important task)

The 3 questions of recruiting of course can be summed up as follows:-
1) Can they do the job?
2) Will they do the job?
3) Will they fit in?

Kim has the mighty task of finding out the answers to questions 1 and 2, and 3 is where I help. Jim Collins in his often quoted book ‘Good to Great’ stated ‘before you even decide where you are going get the wrong people off the bus, get the right people in the right seats on the bus’.

My job in assisting Kim is understanding the different personalities so that the new employee fits in. Tempering their enthusiasm can be one thing, but if at a foundational level they will never fit in, it is a waste of everyone’s time and effort.

Unfortunately while personality profiling is a relatively simple concept to get some kind of idea about, few master it.

I am a master of personality profiling and if you want a clue as to who may not be, ask them to describe a particular personality. If they answer with a colour – ‘a red’ or ‘a blue’ or animals another favourite – ‘peacock’ etc..or letters ‘ENFJ’ or a ‘D’ or an ‘S’ you can be pretty much assured they probably came along to a short course of mine from a few years back, and did not listen very well!

There are five or six of them floating around Brisbane ‘experts’ and putting people in neat boxes. Understanding the mix we need and the balance of the differing aspects of our personalities is so important. We don’t fit in one box. (Well I suppose we all do sooner or later but we don’t like talking too much about that box! A coffin! Aargh!!)

Okay, so moving right along, before we move on to the where to from here, let’s look at why personality profiling and Gen Y’s and I’s is so important. We sometimes get the impression from them that they arrive with a huge sense of entitlement. An entitlement that oozes the feeling that they expect to be in the CEO’s chair by 5pm on their first day; in fact lunchtime would be better!!

Of course, some of them may become CEO material, however when we sit down with them, and explain what their profile really means, combined with engaging language often their realisation starts to focus, that being happy at work in the right role is much more important!

Where to from here? If you are going to get recruiting done right, you need to do all the steps, and that starts with Kim, and finishes with me, BEFORE you employ the new person.

For up to date personality profiling contact myself, John Flett. 0408 002 550 or john@flettconsulting.com.au or check out the website www.flettconsulting.com.au

What do you study?
I’m currently in the final year of my degree at the University of Queensland. I am studying a Bachelor of Arts and a Bachelor of Business Management, majoring in Human Resources, Anthropology, and English Language and Communication.

Why intern at RecruitLoop?
During my penultimate year at the University of Queensland I became involved in a program for students which allowed me to access companies holding business-related internships in Brisbane. I chose to intern at RecruitLoop as it fits in very well with my Human Resources study, and has allowed me to understand how ‘real-world’ recruitments works in many different employment fields.

What are your duties at RecruitLoop?
I have been involved with nearly all stages of the RecruitLoop Process and have created campaigns, uploaded job advertisements, screened candidates at many stages and used different programs to ensure good quality candidates for clients with the help of Kim.

Do you work part-time?
I have a casual role as a swimming instructor at Colmslie Pool, which I have had since I was in high school.
Are you heavily involved in uni life?
When I began my degree I was more involved with ‘Uni Life’ but I wouldn’t say I am heavily involved anymore as I keep myself very busy with work, family commitments and my final year of study.

What do you get up to on the weekend?
I work both Saturday and Sunday in my casual job, but try to make time for relaxation with family and friends at least one of those afternoons each week.

Well you’ve now had my perspective on parents being a big part of the blame for Y Gens bad rap (http://kimacworth-recruitloop.com.au/y-its-your-fault-parents-y-gens/)……..Let’s look at things from the Employer perspective……Why don’t they like to employ the G Gens…..

Well let’s start with who is an employer and why the need staff. So time to confront Google for answers…….

Definition of Employer:

Dictionary.com: person or business that employs one or more people, especially for wages or salary

The Free Dictionary.com: a person or business that employs one or more people for wages or salary

Oxford Dictionary: A person or organization that employs people

Definition of Employ:

The Free Dictionary.com:

a. To provide work to (someone) for pay

b. To engage the attention or activity of

2. To put (something) to use or service

3. To devote (time, for example) to an activity or purpose

So – Why do businesses employ staff?

Well generally speaking it’s because the Owner/ Manager of the business has done a great job in building a strong client base and providing a quality service or product that reaches the point of being too much for just one person…..and then too much for 2 people….3 people….4 people etc.

People need to be brought into the business with the capability to carry out specific business functions.

This is always a hard decision for employers – not matter how big or small the business – as they are handing over the responsibility for part of their business to someone else. Business Owners and Managers need to be able to trust that the new addition to the team will actually deliver the service and/ or product at the same high level as they do.

We all know what a good employee looks like…..they do a good job, they’re reliable and customers and team members like them…….simple really. Well unfortunately, it doesn’t appear to be that simple for the Y Gens. I’m constantly hearing the woes and frustrations of employers around the “young” people – here’s just the top 5:

1. Take the day off at the first sign of a sniffle or head ache using sick leave as soon as it is accrued.

2. Clock watchers – arrive at work right on the start time, then making a coffee and slowly settling into the day – taking lunch breaks down to the last second – and leaving work on the button of the finish time after starting the wind down process half an hour earlier.

3. Constantly on their mobile phones with Facebook, Instagram and whatever else is out there these days – during work time.

4. No initiative to get on with things – they finish the task provided then wait to be told what to do next.

5. Expect to be paid more than they’re worth and think they should be the boss after only 2 years.

Employers have an expectation of value for money. It is an expensive exercise employing staff with associated risks.

Stay tuned for my guest blog from John Flett (Flett Consulting), where he will provide some insight and tips around how employers can minimise their woes and frustrations when employing Y Gens.

The case has been made that parents have responsibility for the problems emerging with Gen Y employees in the workplace.

In the blog (http://kimacworth-recruitloop.com.au/y-its-your-fault-parents-y-gens/) some typical behaviours employers experience were discussed. They were –

– need to be told what to do next, lacking initiative.
– take sick leave at the slightest sniffle, sense of entitlement.
– expect the manager’s job without making an effort, self-righteous attitude.

This blog will explore these issues from a psychological point of view to gain some insight into the 3 common mistakes parents make that might contribute to these behaviours.

As parents it’s important to cultivate a “growth mindset”. A growth mindset is when we believe that intelligence and talent can be increased and changed with life experience. That is…the more effort you make the more challenges to take on more success you have.

In contrast parents often do the opposite and actually reinforce a “fixed mindset”. A fixed mindset is when we believe we are born with a certain amount of intelligence and talent that doesn’t change much over a life. That is…making an effort and taking on challenges does not contribute to the level of success we have in life!

So, as parents it is important to promote a healthy mindset. You can do this by going and finding out your own fundamental beliefs about success and then learning to cultivate a growth mindset.

You can check whether you’re promoting a mindset that helps or hinders your child in the workplace by reading the 3 common mistakes parents make which promote a fixed mindset and then thinking about your own behaviour.

Mistake #1 Believe we are born with a certain amount of intelligence and talent which can’t really be changed over time.

Mistake #2 Use praise which promotes fixed mindset such as “you are very very smart” instead of “you are very very dedicated to practising”.

Mistake #3 Focus just on the end result instead of focusing on the process of what you’re doing (i.e. effort!!)

Kate Down is a behavioural scientist and Associate member of Australian Psychological Society, who specialises in social and emotional intelligence and rational thinking. Her passion is fueled by the belief ‘people power people’ and the mission to enhance the quality of life of 1, 000, 000 people across the globe by 2020 through inspiring real conversation on real life issues.

What do you study?
Bachelor of Business Management (Human Resources) at the University of Queensland

Why intern at RecruitLoop?
I wanted to intern for RecruitLoop as I found the approach to recruitment quite unique compared to competitors within the industry. I also find recruitment to be a particular area of interest within the field of HR.

What are your duties at RecruitLoop?
Although I have just started my internship, so far I have done a lot of application screening and applicant short listing, I have also compiled and posted job ads and prepared other recruitment documents.

Do you work part-time?
I work on a casual basis for Coles in the Deli.

Are you heavily involved in uni life?
Somewhat, as I am a member of the University of Queensland Business Association, which provides me with a wide variety of activities including networking, educational and social events.

What do you get up to on the weekend?
I tend to work most weekends, but whenever I have the free time I enjoy travelling back to the Sunshine Coast to visit family and take my two dogs for walks along the beach. I am also rather partial to a wine and cheese or pamper night in with my friends and housemates.