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The old adage “Pay peanuts and you’ll get monkeys” certainly has merit! If the pay you’re offering for the role doesn’t meet the current market rates…. then GREAT candidates have absolutely no reason to come to you…. let alone stay!!!

Yes, you’re running a business and you have budgets….and you’re here to make a profit. But remember that you’re employing someone because you need additional resources to ensure that your business operates efficiently….and that your customers are happy.

You want to have someone within YOUR business who can tick your WISH LIST boxes…. You’re looking for someone with the capability to carry out all the key tasks required…. is awesome with your customers……and fits in with your team & work culture……therefore there is a CALCULATED VALUE associated with that.

The internet allows you to RESEARCH relevant salaries for roles that are similar to yours. The Robert Half Guide is a reputable and highly regarded source for current market pay rates (https://www.roberthalf.com.au/research-insights/salary-guide). You can also do some basic research via SEEK by conducting a search on key words for your position and salary range.

These things aside, I suggest you to recall your days as an employee, and what it was like…. MONEY MATTERED – money mattered a lot!!! So what does MONEY (i.e. salary/ remuneration) mean to an EMPLOYEE?

1. First and foremost – A way to pay the BILLS…. MORTGAGE…. and to support/ provide for FAMILY.
2. Feeling VALUED for the time, effort and contribution made to the business.
3. Meeting PERCEPTIONS of SELF-WORTH.
4. And of course, there is always EGO…. whilst ego levels vary based on individuals… EVERYONE has an EGO.

Therefore, if what you’re paying doesn’t tick these boxes for your employees……then they will be motivated to find a suitable role that does PAY what they need/ want/ expect……or in the case of trying to ATTRACT quality candidates…. you’ll wonder why you only have MONKEYS to choose from.

In the past, talking money and pays was somewhat taboo…. but times they are a changing. Being upfront and putting the salary range that you’re prepared to pay within the advertisement, shows potential candidates that you have a clear VALUE for the role.

I openly ask ALL of my “long listed” candidates – “What is your current/ most recent remuneration? What salary are you seeking now?”. I find that AT LEAST 95% of candidates not only answer this question…. but answer it honestly…. sometimes to their detriment (i.e. even though the advertised salary indicates $50-$60K – they will say that they’re looking for $70K).

This way, I can match a potential candidate’s PERCEIVED VALUE with my client’s PERCEIVED VALUE OF THE ROLE… rather than wasting people’s time… and avoiding difficult or even INSULTING conversations at the time of the Job Offer.

The remuneration you offer employees/candidates doesn’t necessarily have be restricted to a CASH offering!!! People also PERCEIVE VALUE in NON-MONETRY factors (PERKS)…… So it is important to consider how you can OFFER or provide these BENEFITS to your employees that results in a positive WIN-WIN OUTCOME. A few PERKS you can consider are:

• Work Hours – flexibility, late start – late finish, early start – early finish, longer hours Monday to Thursday and a lunch time finish on Friday, longer work hours with 1 day off a month…. etc.
• Work close to home – people are willing to take a small pay cut to save on commuting time and costs.
• Provision of a Vehicle – providing a vehicle for commuting and limited private use that has your business branding on it, reduces the employees cost of getting to and from work…. while increasing your business branding…. and is tax deductable.
• Paying for Professional Development – provide your employee the OPPORTUNITY of attending RELEVANT & WORK RELATED conferences, workshops, complete courses/ qualifications, etc. paid for by the company…. Apart from being a tax deductable, it is a great way to be in touch with the current trends in the industry. This not only ensures survival in the competitive marketplace, but also serves as a way of boosting the capabilities of the business.

There are several options…… don’t be afraid to TALK to YOUR existing EMPLOYEES and find out what they REALLY VALUE and PERCEIVE as BENEFITS……you may be pleasantly surprised!!!

My TOP TIPS for determining the salary you should be paying:

1. Don’t be afraid of salaries.
2. Do your research.
3. Be realistic.
4. Be open – you’ve done your research so you have confidence.
5. Ask these questions to the candidates or your employees – What are you looking for? – Do you have any options or considerations for packaging “benefits”?

Make sure you’re following on Facebook (https://www.facebook.com/Acworth-Recruitment-185674054963527) as I’ll share some other great tips and information.

You want the truth?…..You want the truth?…….You can’t handle the truth!!!!

Over my many years in recruitment, I’ve obviously been asked by unsuccessful candidates for “feedback on why they missed out on the position” OR even “feedback on how they can improve for the future”……..Now this may surprise a lot of people…..But I DO NOT give “feedback” any more!!!

Why you ask?……It is ALWAYS a trap!!!…….human nature and psychology simply get in the way.

Most candidates that make it through to the interview stage, are highly invested in the role…..You genuinely want the role…..and potentially believe that you’re the best candidate for the role…..which is how it should be.

Therefore, the fact that you didn’t get the role is upsetting…..disappointing…..and frustrating. We spend more time at work then we do with our loved ones…..and employment is what pays the bills!!!

So receiving information that you PERCEIVE as negative and critical leads to an automatic response of DEFENSE…..this displays itself by arguing against that information (eg “but I have done exactly that in a previous job”), disbelief (eg “but I didn’t get any sense of negativity in the interview – it went REALLY well”) and desperation (eg “I can send you examples of my work…OR….if I could just speak directly with the Manager…”).

Over the years I have tried many methods to deliver CONSTRUCTIVE FEEDBACK and INFORMATION to unsuccessful candidates in order to try and assist them…..I’ve always been mindful of my tone of voice, how I word the information….and even trying to put in in a “positive sandwich” (ie start with a positive…then the not so positive….and then another positive)….but nothing really works…..I ALWAYS end up with an agitated and sometimes aggressive candidate.

Having made the decision quite a number of years ago – not to provide REAL FEEDBACK to candidates any more…..I recently broke my rule as I felt that this particular candidate genuinely wanted it…..needed it….and was at a professional level to be able to handle it…..I was wrong.

In this instance, I let the candidate in question know that my client said that she came across well in the interview and seems to be a lovely person…..but they felt that she would struggle technically to keep up with the hectic nature of the work – which is what my client told me. This candidate argued with me, saying that my client didn’t say anything like that during the interview – and in fact it went really well…..so there must be another reason that I’m not saying. I assured her that this was not the case – and that areas of concern such as this are rarely raised during an interview. She sent me a follow up text message well outside of work hours – which I didn’t respond to – asking me to go back to my client to get more information. She then sent an email to my client directly with an EXTENSIVE outline of why she is right for the role. My client had actually taken that day off to attend a funeral, so was particularly disappointed to receive this email and simply passed it back to me. When I phoned that candidate again to reiterate my initial feedback and to express my disappointment that she had disturbed my client…..she was even more aggressive and blaming me!!! The conversation ended with me simply hanging up the phone after telling her that she wasn’t listening and I had nothing else to add.

So my tips to candidates who ask for feedback:

• Do a double check with yourself and ask “do I REALLY want feedback – am I willing to listen and take on board the feedback – will I take action based on the feedback”?……if the answer to any of these is “no” or “maybe”…..then don’t……ask the question.
• Listen to what you are being told…..don’t interrupt or argue……remember you asked for the feedback.
• Stay calm and don’t allow yourself to become defensive……the Hiring Manager has no reason or agenda to try an insult you or put you down…..I guarantee that they would prefer not to have this conversation.
• Ask constructive questions only…..Do not attack or barrage the person giving the feedback…..again…. remember you asked for the feedback.
• Thank the person for their time and honesty.
• Take time to process the information you received – put it into context for yourself – and find a way to apply it for the future.

Make sure you’re following on Facebook (https://www.facebook.com/RecruitLoop-Kim-Acworth-185674054963527/?fref=ts) as I’ll share some other great tips and information.

Congratulations – you’ve been invited to an interview following your job application…. now how to make a good impression…..

Do your research BEFORE your interview!

• Review the advertisement again.
• Research the company – Website, Facebook, LinkedIn.
• Where are you going for the interview – Are you going to drive (what is the parking availability) or use public transport – How long will it take?
• Prepare some questions that you may want to ask.

What should you wear?

First impressions definitely count – you can always dress down if you get the job – of course it depends on the role you are applying for.

• Stick with basic colours and patterns – keep it simple and professional.
• For manual labour and trades jobs – a button up collared shirt with basic trousers such as king gees and quality closed in shoes…. same for females in this field, though you may want to put on an appropriate blouse.
• For general office jobs and professions – GUYS – Long sleeve button up business shirt, tie, quality trousers and dress shoes – GIRLS – appropriate business attire shirt (Not low cut or too tight!!!), simple business skirt or trousers (I think the pencil skirt is always the best way to go – Again not too tight), and mid height heels that are comfortable.
• For Management and Senior Professional roles – same as in the previous point – but also wear a suit coat/jacket.

What should you take with you?

• Obviously if you have been asked to take anything in particular to the interview – do it.
• Generally speaking, you feel rather strange and unprepared if you go to an interview completely empty handed – I always recommend that you take an appropriate professional folder with a copy of your resume, relevant qualifications and written references – the interviewer may not ask for copies of details but if they do, at least you’re prepared.
• If you are going for a role that would benefit from examples of your work such as Architects, Graphic Designers, Florists, etc. – then take your well prepared and presented portfolio that shows your breadth and quality of experience.

Arriving for your interview

• ALWAYS allow more than enough time – DON’T BE LATE!!!
• Don’t be too early – 5-10mins early is a good rule of thumb – but DO BE EARLY.
• Be extremely polite and respectful to the receptionist or person that initially greets you – some appropriate professional small talk would be a good idea if they aren’t too busy – such as “Are you having a busy day”? followed by “How long have you been with the business”? They will report back to the relevant Manager if they have a particularly positive or negative view point…. and the Manager will often have a quick chat with the receptionist and ask their opinion.
• Anything you have with you such as a portfolio, satchel, etc.  – hold it in your left hand – you can then shake hands in a professional manner without fumbling.

During the interview – Answering their questions

You will usually be asked a combination of general background questions (why did you leave your role with company X?), case scenario type questions (If you were asked to trouble shoot an issue by a customer, how would you approach this?), or behavioural interview questions (Tell me about a time when you had a very difficult customer – what was the situation, what did you do and what was the outcome?)

• Always make sure you are listening properly to the person asking the questions – if you don’t understand the question or need clarification…. ask.
• Take your time to think about your response – DON’T BE AFRAID OF THE SILENCE – don’t rush.
• When responding think about your tone of voice and refrain from nervous inflections…. Don’t speak to quickly.
• Ensure you make eye contact – with everyone in the room if there is more than one person – you need to demonstrate high level communication and interpersonal skills.
• Give concise answers with sufficient detail that ACTUALLY ANSWERS THE QUESTION – Don’t waffle!!!
• Usually you will be invited to ask questions at the end of the interview – ALWAYS have some prepared questions that show you’ve done your research and are genuine questions – Usually 2 or 3 questions.

Wrapping up and exiting the interview

• Thank them for their time and the opportunity.
• Express your strong interest in the role and working with them.
• Smile!!!
• Acknowledge the receptionist on your way out “Have nice day” and smile.

Now you get to go home and play the horrible waiting game until you hear back!! You will always think of things you should have said during the interview but didn’t…. or better examples…. that’s completely normal. Tuck them away for future improvements and as learnings.

GOOD LUCK !!!

With the current employment market being so tough, proactive and motivated job seekers are looking for ways to get an edge on their competitors……..so maybe taking your application directly into the Manager is a way to stand out…….???

Let’s first of all have a quick walk in the shoes of the Manager who is trying to fill the role……A Manager’s day is ALWAYS busy…..the To Do List is constantly requiring reprioritisation with bush fires and unexpected issues…..lunch breaks rarely exist….and the fact that they are needing to hire someone is a pretty good indication that they are short staffed!! So unexpected and unnecessary interruptions are not viewed favourably.

If the Manager and business has decided to outsource the recruitment process to a Professional Recruiter……this has been done for a reason……most likely because they don’t have the time or resources to do it themselves. They are very comfortable handing over the advertising and shortlisting while they get on with running their business.

So what happens when you email your application directly to the company via an email address you found on the website……it gets forwarded by the receptionist who monitors the enquiry emails to the person she thinks may be looking after the job…..when it eventually makes it to the right manager after a couple of days – it then gets forwarded straight to me simply saying “this came directly to us”. So in fact, you actually held your own application up by sending it directly to the company.

To be honest, it can sometimes have a negative result……I’ve had Managers reject such applications simply because “you can’t follow the instructions in the advertisement”…..and they want an employee who will follow procedures.

Whilst you feel that you’re being proactive……showing enthusiasm……and trying to gain a positive advantage………the Manager is likely to see it differently.

Even if you’ve had negative experiences with Recruitment Agencies and Professional Recruiters in the past…..remember that the Manager/ Business Owner has chosen to work with this particular recruiter and you need to respect their decision.

If you decide that putting an application in directly with the business is definitely something you need to do then here are some tips on handling it with RESPECT:

1. If emailing your application through – be clear where you saw the position advertised, what the position is and that you have also applied through the Recruiter as per the advertisement instructions.
2. Still apply to the Recruiter…..and let them know that you have also sent an application directly to the client.
3. If you take your application in person to the business, then be VERY respectful and friendly to the Receptionist – advise that you saw the advertisement for the position and sent an application to the Recruiter as per the advertisement – but as you live locally and like to be proactive, you decided that it would be a good opportunity to see where the business was and provide a copy of the application directly as well……”Would you mind passing this application onto the relevant Manager for me”?……..DO NOT ASK TO SEE THE RELEVANT MANAGER!!! If the receptionist thinks it would be appropriate…..and is impressed by you…..then she will offer.

Make sure you’re following on Facebook (https://www.facebook.com/RecruitLoop-Kim-Acworth-185674054963527/?fref=ts) as I’ll share some other great tips and social media pages you can follow later this week

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Think about anyone that has ever told you not to bother paying a professional for help with your CV. What kind of comments are coming to mind?

Here are a few of the most common I’ve heard thrown around: 

• If you need a resume writer, you must not be good enough for the job anyway
• You don’t need a resume writer; they don’t know your experience any better than you do
• Don’t pay someone to write your resume, my wife is awesome on computers and stuff. She’ll do it for you!

Let’s break these down.

1. You must not be good enough for the job, if you need your CV written.

Let’s consider Suzanne. Suzanne is an awesome Senior Administration Assistant. She has been for more than 10 years, and has received endless praise and recognition from managers, executive assistants and even CEOs. She’s great at her job. However, Suzanne wants something more. She’d love to be an Office Manager, but there’s no way her current business can offer that opportunity, and all she could do is wait years until the current Office Manager moves on. Is that any kind of career plan?

While Suzanne knows her current business, her current role, and her industry well, she hasn’t got a great commercial understanding of the wider sector. Therefore, she will struggle to present herself in a way that appeals to other businesses, commercially. The CV should not be about how good Suzanne is, but focus more on why Suzanne’s knowledge and experience holds any value to a different business. Suzanne has never even considered that, and has no idea where to start or how to compete in an already challenging market.

2. A resume writer doesn’t know your experience any better than you do.

Absolutely true! But have you ever considered that your experience doesn’t actually matter? Well, not all of it anyway. Too many people believe that a good CV is a document that contains information about everything you’ve done, and a great explanation on why you’re good in a few core areas. However, that’s a mistake.

Your CV needs to be written for the reader. To be able to attract and excite somebody enough that they want to give you a phone call, and consider you over and above other people, you need to present a compelling case. When you’re too close to your own experience, your own desires, your own needs and your own ideals, your CV writing ability is tainted. It becomes difficult to fully focus on what the reader wants to see, and a 3^rd party is often the best answer to that universal problem.

3. My Wife is awesome on computers. She’ll do it for you!

Just because someone can type, has no bearing what-so-ever on their ability to write a compelling CV. A CV needs to trigger an emotional response. It must appeal to the commercial benefit of the company, while also ticking the boxes for building a logical case as to why you should be considered. Above all, your CV has to provide some kind of answer to the employer’s issues.

The only people that are able to do this well enough are those with experience. People in recruitment and HR can often be the better choices, but ideally, the best people for the job are those that have intimate experience of the hiring process. People that have worked internally, with company management teams, side-by-side in decision making processes, and who have run recruitment campaigns to find the right people for a business. They’re experts in understanding what an employer needs to see from potential employees, because they are the employer.

Some other benefits of working with experienced resume writers:

• The only person’s interests they have in mind, is yours. They’re not working for a company, they’re not trying to find a better person for a role, and they’ve got no reason to be dishonest with you about any aspect of your job search.
• They speak to a lot of people and are plugged into the job market. Therefore, they’ve got knowledge and contacts that you’d otherwise struggle to come by.
• They can help you improve your communication skills, specifically around your value to an employer.
• The best writers have written hundreds of CVs. They’re experts in the field and can do so much better than you’ll ever produce on your own.
• They’re far cheaper than paying for a course or certification, and will almost certainly do a better of of opening up an opportunity.

To connect with me, go to my LinkedIn profile here and connect! Follow me on Twitter here, and check out our new website (live on 6^th June 2016 www.careercartel.com.au ). Join our private members group on Facebook here, and ask any questions you need to get ahead in your career.

We screen HUNDREDS of resumes every week…..and we can tell you that a huge number simply don’t get a pass mark!!! Frequently throughout the we will be frustrated by the format of resumes and commenting on the poor quality.

As per my last blog – What Jobs Should I be Applying for (https://acworthrecruitment.com.au/job-seeker-series-what-jobs-should-i-be-applying-for/) – the information I’m putting out in this blog is not wrapped in fairy floss…..I’m giving REAL WORLD information and perspective….no BS or hot air!!!

Your resume is meant to be a clear overview of your experience, skills and qualifications.

When I’m screening applications for a particular role, I ALWAYS go straight to the resume…..not the Cover Letter. If the role I’m recruiting for requires a particular qualification, then I will look for this first of all…..If you don’t have the qualification…..then I don’t look any further (eg Town Planning, Civil Engineering, Accounting qualification etc).

Next….I go to your employment history……looking at the most recent and working backwards. I have liaised closely with my client to profile the role along with the experience and skills required. So I’m looking for these in your employment history…….If you don’t have these listed…..then I don’t look any further.

I’m also looking at how long you were in each of your previous roles……are there gaps in your employment (and do you say why)……how relevant is your experience (ie same or similar industry)…..are there spelling mistakes or errors.

Only then if everything checks out, do I look at your Cover Letter.

My PET HATES with resumes…..so Major don’ts:

1. No dates in your employment history – only the years. 2013-2014 could mean that you worked there 2 years or 2 months…..the lack of dates normally means that you are covering up short periods of employment and/ or gaps in your employment…..and therefore I’m already suspicious.
2. Employment history listed from oldest to newest…….why on earth would you want me to review what you did 10 years ago instead of looking at your current experience and skills…..and why make it harder for me to compare your skills and experience against the requirements of the position?
3. Qualifications listed at the end…..and lacking details.
4. Missing Personal Details – ie Phone Number, Email and Address
5. Poor format in general…..ie font is too small or a colour that is difficult to read, too wordy and not clear

When putting your resume together or updating try to put yourself in the shoes of the Recruiter, Hiring Manager or Business Owner…….they know what they’re looking for…….you’re definitely not the only applicant – it is a very competitive market out there…….and they are going through a SHORTLISTING PROCESS.

So make it easy for them to see that you have the qualifications, experience and skills that they’re looking for……and don’t leave room for them to make assumptions!!!

Here’s my Resume Tips:

1. Start with your basic Personal Details – Name, Phone, Email and Address. If you live a long distance from the place of work, then include how you will handle this….ie planning to relocate closer…..businesses do not like to employ people that have to commute for an hour or more…..if your commute will take more than an hour and you have no intention of moving closer….then seriously consider whether you should apply.
2. Detail your RELEVANT Qualifications – If you’re applying for a Bookkeeping role, then your Hairdressing qualification or Responsible Service of Alcohol will not help you to get this job – INCLUDE What the Qualification is…..when you gained/ completed it……where did you do it ie Southbank Tafe, QUT etc.
3. List your RELEVANT Technical Skills or Experience…..so again in the case of a Bookkeeper…..I would expect to see MYOB, Zero, Quickbooks, Accounts Payable & Receivable, Payroll, BAS Preparation etc
4. Then detail your Employment History:

• From Current and work backwards
• I would suggest including up to the last 10-15 years and then just list the remaining under “Prior Employment History”.
• Include the Month and Year – eg Jan 2013 to Current or June 2009 to Dec 2012.
• Then your Position Title.
• Next the name of the Employer.
• I sometime see resume where the applicant has included a very basic summary of what that business is/ does……& I find this VERY helpful as it saves me having to Google.
• Use dot points to list the Primary Duties & Responsibilities you had in each role –maximum 10 dot points (REVIEW THESE AND MOVE THEM IN ORDER DEPENDING ON THE SPECIFIC ROLE YOU’RE APPLYING TO…..READ THE ADVERTISEMENT AGAIN).
• Provide your reason for leaving each position – They’re going to ask you at interview anyway.
• If you have a gap or gaps in your employment history provide a reason – eg overseas travel, study, parental leave, care for elderly parent etc…..don’t allow for incorrect assumptions to be made.

5. Provide work related Referees – Contact Details (Name, Position, Company, Phone, Email) for 3 Managers/ Supervisors from your most recent positions……try to include someone from your current role – even if it is someone who no longer works there.

Now for the Cover Letter……yes you do need one…..if the advertisement asks you to provide any specific information….then you MUST do this here!! Failure to respond as specifically requested will usually result in your application not being considered.

Make sure the information you include is correct – I often see that people just use a template letter and forget to change their reference to the job, company or specific person….Your Cover Letter must be specific to the role you’re applying for!!

Ideally combine your Cover Letter and Resume into the 1 PDF document……this will make it easier for the Recruiter, Hiring Manager or Business Owner and increase the likelihood that your Cover Letter will actually be read.

Job seekers often become increasingly disheartened at not gaining interviews when they are applying for a stack of positions every week – which ultimately impacts on their self-esteem. Unfortunately, this is regularly due to the fact that they are applying for jobs that don’t match their experience and skill set.

More than half of all applications I screen are quickly discarded because the candidate is not even remotely aligned with the requirements of the role:
• Level 2 IT Help Desk……no IT experience what so ever
• Optical Dispenser/ Retail position asking for a minimum of 2-3 years retail experience……Hairdresser
• Architectural Drafter……Mechanical Drafter

It is clear that many job seekers either don’t bother to read the advertisement and consider the position details before they apply……or believe in miracles, fairies and unicorns.

Taking a “scatter gun” approach of applying for as many jobs as you can is simply a waste of your time!!!

Take a step back and put yourself in the shoes of the business owner or hiring manager………they are looking for someone who most closely meets the requirements of the job…..has similar experience…..will fit in with their work culture…..and is within the salary range that they have budgeted for……ie they’re going to take the person who is most likely to hit the ground running and stick around.

So here’s my tips on how to identifying the jobs you should be applying:
1. Be realistic about your expertise and what you bring to a role.
2. Read the advertisement properly.
3. Consider whether your expertise matches closely with what is described in the advertisement.
4. Consider the Salary against your expectations.
5. Consider the location of the job against your commute to get there.

Major don’ts……..don’t waste your time:

1. If you don’t have the experience and/or qualifications asked for in the advertisement…..then don’t apply. The requirements of the position are based on the operational needs of the business…..they’re not going to change just for you.

2. I like to put the salary range being offered in my advertisement where ever possible – this is so job seekers can consider it against their expectations before they decide to apply. If it isn’t in the advertisement (as I know many employers don’t include it), then it is included in the back end of Seek – so use your preferred salary range as a “search criteria” so you only review jobs that match your salary expectations……….an employer isn’t going to offer you an additional $10K because you’re wonderful – they have budgets and have already done their research etc.

3. If your commute to work is going to take an hour or longer…..you need to question if the job is for you. People tell me ALL the time, that they don’t mind a long commute and sitting in peak hour traffic……but the facts are that after approximately 9 months of commuting for an hour or more, people get tired of it…..they sit back and consider how much of their day is being lost – as well as the cost of fuel etc…..and then start to keep an eye out for a job closer to home. Employers know this and have been “burnt” by it before……it actually costs a significant amount of money to train someone up…..they don’t want to be back to square one in only 12 months……so it is likely that they won’t even read your application.

4. SEEK and other job boards make it sooooooo easy to just click on “Apply” and off goes your application…..Don’t fall into that trap…..focus on Quality rather than Quantity.

When we are faced with sudden changes in our life, such as redundancy, we are often forced to re-examine what we actually want to pursue in life. Sudden change is often the catalyst, and even permission, to consider making significant changes to our lifestyle. Redundancy seems to make us question whether or not we should consider making that career change we dream about, but have otherwise been too preoccupied to consider.

Most career transition clients I work with are the result of redundancy; and for these clients there are often added layers of pressure and stress to find a job so that they can pay the mortgage. While they are generally able to assess all of their options and make a sound choice employment decision; most of my clients wish they had more time up their sleeves to allow them to embark on a career change or pursue their dream job.

So what happens? Job security and financial pressure overrides the ability to take the next step towards their dream job or career. This is making a decision out of fear; the fear of not paying the mortgage, the fear of not landing a job or the fear of making the wrong next move.

Career transition is rarely instantaneous – it takes time and planning. Career transition is also a multi-step process, with some professions requiring specific qualifications, which could mean committing to study or practical experience.

So where do you start? It gets back to basics – you need to know your destination. Once you know your destination you can plot your map from where you are now and work out the best way to get there.

There are three questions that can help you determine your ideal career or dream job.

1. What is my desired lifestyle?
That could be, I want a job that allows me to attend my kid’s school activities, I want to have flexible work hours or I want a job located close to home so I can reduce my commute.

2. What are my current skills?
List them all. Your ‘work’ skills that always make your resume.
Next, add to this list your ‘home’ skills (organisation, coordination, negotiation).
Finally, list all your ‘soft’ skills (effective communication, excellent listener, mentor).

3. What is my dream job or career?
This is the fun one… Let your imagination roll. If you find yourself stuck with “I’ve got to pay the mortgage”. Pretend, just for this exercise, that your dream job’s salary will more than cover of it. The idea is to remove the limitation of the ‘daily grind’ and dream a little.

Now we bring them all together – have a look at your dream job/ideal career and see if it aligns with your desired lifestyle; you may need to make a few tweaks, but align the two as best you can. This is your destination!

Now, refer to your skills list; this is your starting point. Ask yourself the following questions:
1. Which of my current skills can I use in my dream job/ideal career?
2. What study, experience or other skills you need to obtain to qualify for your dream job/ideal career
3. What’s the ‘gap’ look like?

Finally, create your map, making sure it includes any actions you need to take to ‘bridge’ the skills and/or experience gap.

A good map helps you avoid taking the road that leads to the river, but the bridge hasn’t been built yet. A good map helps you take the clearest, more direct path to your dream job or ideal career.

The moral of this story is: don’t wait until you’re made redundant to work out your next career move. Now is the time to create your ideal career or dream job. Now is the time to make your map – so you can be on the right road, not the one without a bridge.

Michelle Keeffe is a business and life coach from Speed of Life Coaching. She specialises in career transition and development, return to work coaching and life balance for busy people.

Michelle offers complimentary 30 minute consultations to discuss your career, business or lifestyle needs. Contact her at: michelle@speedoflifecoaching.com.au or on 0400 215 277 to arrange a consultation time.

In the recent weeks we’ve been looking at the constant changes in jobs with “Then and Now….Where have the Jobs Gone?? (http://kimacworth-recruitloop.com.au/then-and-now-where-have-the-jobs-gone/) and “My Job has Changed Too!!” (http://kimacworth-recruitloop.com.au/my-job-has-changed-too-advertising-then-1000-5000-now-200-600/)…..as well as looking at what businesses should be doing to not just survive…but thrive “Business Owners – Look up and Live” (http://kimacworth-recruitloop.com.au/business-owners-look-up-and-live/)……… This week I’m turning the focus to employees and the dreaded REDUNDANCY.

As a recruiter, I speak with 100’s of people when they’re applying for positions…..and of course I’m asking the obvious question, “Why did you leave your position with Xyz Company”?

The responses vary, however, some of the most common are:
• The company was sold or bought out.
• The company decided to centralise that particular function interstate.
• Manufacturing was moved overseas.
• Downturn in the mining industry.

As I have pointed out previously….. jobs don’t just disappear over night……there are ALWAYS signs……you just need to be aware of them.

As an employee you will see little changes here and there…..positions not being replaced after someone leaves……small functions of your role (or of other roles) being passed to interstate offices or outsourced……workloads decreasing with a decline in sales. It’s up to you keep your head out of the sand – notice these things – and take some action.

Now taking action can take a number of forms:
1. Update your Resume and LinkedIn Profile to ensure it is current and accurately represents your skills and experience.
2. Start to monitor the job boards such as SEEK for another suitable role….and apply.
3. Consider upgrading or gaining relevant qualifications, licences etc.
4. Consider carefully if now is a good time to make a career change or sideways move to improve your long term employment options….and how to go about it.

In fact, I would recommend that everyone takes a regular review of their current job, career goals and personal circumstances and takes a PROACTIVE approach. Being prepared, current and on the front foot provides a safety net for your future.

Of course, doing nothing and just continuing to go to work and do your job is also a form of action…..or rather inaction.

If your Employment Profile needs a review OR you need help with the Action Checklist items above…..then make sure you’re following on Facebook (https://www.facebook.com/RecruitLoop-Kim-Acworth-185674054963527/?fref=ts) as I’ll have a guest post from Michelle Keeffe who is a great Coach in this area later this week.

In keeping with my current theme of the changing face of Jobs……I’ve taken some time to reflect on how my role as a Recruiter has changed…..and WOW it has really changed!!!

When I first started in recruitment back in the late 90’s (it doesn’t feel that long ago, but I know that it is……especially when I look at the technology and changes) jobs were advertised in the relevant newspapers…..and often at a significant expense.

Every week I would be liaising with my clients and considering where would be the best place to run the advertisement for their vacancy:
• The Courier Mail
• Sydney Morning Herald
• APN Newspapers
• Various specific targeted media such as The Local Government Job Directory

This would depend obviously on the role, where it was located and the budget for advertising. Often, the decision would be made to advertise across several media for high level or critical roles.

Now of course, each of these media had set deadlines to have ads finalised. Every week I would be working with the various Managers/ Business Owners to review the draft advertisements and make changes……..while liaising with the relevant Account Managers at the selected media to provide me with “Proofs” and quotes…….passing this onto the Managers/ Business Owners……cutting it back to reduce the cost…….getting another proof for approval…..and finalising prior to the cut off time.

Initially this was done by Fax…..and then moved across to email.

To run a small advertisement that really didn’t say much in it for a Receptionist would still cost at least $500 in The Courier Mail. To run a “decent” advertisement to try and attract quality candidates for a Team Leader role it would cost at least $1,200. And to run an advertisement for a Management or Director level role, the cost would be over $2,000………..and you would often decide to run the advertisement in the Sydney Morning Herald as well – resulting in the advertising cost being around $5,000!!!!

Almost all jobs had a specific close date as applications would come in via Fax or the mail.

With the wider introduction of email and most households having a computer, we were able to speed things up somewhat.

Then with SEEK hitting the scene……we saw the start of a major shift to Electronic…….Electronic job boards and lodgement of applications.

News Corp and Fairfax got on board and set up MyCareer and CareerOne – and for a while we were placing advertisements across both the newspapers and the various job boards (and I have no doubt that they were making some big $’s).

It seems that SEEK has won the Job Board battle hands down within Australia as I haven’t even considered CareerOne for a few years now…..and apparently MyCareer is now Adzuna (apparently).

Now I’m working with clients to decide if we want to use other sources such as LinkedIn as well as utilising Social Media……I’m even experimenting with a new App being developed “Video My Job”.

The average cost of advertising is now $200-$400…….and the ads are uploaded and updated directly (no more Account Manager who has to come back to you) and is instantaneous. Clearly this has been a major positive for Managers and Business Owners as the cost has been significantly reduced and we’re able to have candidates to review VERY quickly.

Once upon a time I would have a pile of hard copy applications sitting in a “Job File” to read through, make notes on, and sort into various piles…..ie Very Good, Good, Maybe, No. I would then collated them within that order in the Job File and start from the top…….I would phone each of the “Very Good” candidates often leaving a message (which of course was on their home phone or work phone number – as mobile phones were still very new technology at that stage)……when I did get to speak with them, I would work my way through a myriad of questions to confirm basic information (such as salary, why they’ve applied, how much notice they need to be able to start etc).

Then I’d get them into the office for a face to face interview where I would analyse their employment history (how long they were really there, why they left etc) and to try and gain an indication of their “Job Fit” (nitty gritty experience, skills, capabilities, motivations etc) – before sitting them at a computer to complete relevant “skills testing” (ie typing speed, data entry, Word etc)…….all of this taking me approximately 1.5 hours per candidate.

Now a days I receive ALL applications via email. After a quick review of the applications, I then direct those who are potentially suited for the role through to a Link for an Online Application Portal – where they’ll answer a series of specific questions which provides details around salary, why they’ve applied, how much notice they need to be able to start etc…..as well as any specific technical details (such as for IT, Accounting or Engineering roles).

From there I’m able to shortlist more accurately before picking up the phone to speak with candidates…..resulting in less phone calls……and the phone calls being shorter as the candidate has already provided the basic information…..oh and I always call their mobile phone number.

After discussing details with the candidate and determining that they really are a genuine contender for the role…..I then use some you beaut video interview technology to get them “in front” of my client faster.

I’m now able to use technology to not only make the process more cost effect for my clients, but to speed it up while providing more information and giving them a “real” preview of candidates.

I still see many of my competitors, colleagues and experienced HR Managers who are VERY reluctant to change and embrace technology.

I’m not sure if this is due to lack of confidence with technology……not wanting to or able to put the time into experimenting or trialling…..or fear that they’ll do themselves out of their job.

I know for sure that RecruitLoop’s recorded video interviews and web-based platform have been embraced by my clients as it provides them with confidence to only spend time interviewing the “top” candidates……and increases the trust they have in me as their outsourced Recruiter…..RecruitLoop’s technology is my biggest selling point!!!