August 2023 – Cox Purtell

Think temporary recruitment is too expensive? Here’s why you’re wrong

Tue, 28 Apr 2026 06:13:14 GMT

For many employers, the perception of temporary recruitment is simple: the hourly rate looks higher, so therefore it must be more expensive .

On the surface, that logic makes sense. But focusing solely on the hourly rate only tells part of the story.

Temporary recruitment rates already include costs that typically sit on top of a permanent hire’s salary; superannuation, payroll tax, and key insurances such as workers compensation, public liability, and professional indemnity to name a few. These are expenses incurred after a hire is made and are often underestimated or overlooked entirely in traditional recruitment comparisons.

When you step back and consider the true cost of hiring , temporary recruitment often isn’t expensive at all. In many cases, it’s one of the most cost‑effective and controlled workforce solutions available.

Let’s break down the myth and the reality behind it.

The common mistake: focusing only on the hourly rate

One of the biggest misconceptions around temporary recruitment is comparing a temporary worker’s hourly rate directly to a permanent employee’s salary.

What this comparison misses is everything wrapped around a permanent hire; costs that don’t always show up neatly on a spreadsheet but have a real financial impact on the business.

Recruitment decisions shouldn’t be made on hourly rates alone. They should be made on total cost, productivity, and risk .

The hidden costs of permanent hiring

Hiring a permanent employee often brings a range of additional expenses, including:

Job advertising and recruitment marketing
Internal hr and management time spent screening and interviewing
Onboarding administration and training
Annual leave, personal leave, and public holidays
Superannuation and employment on-costs
Redundancy or termination costs if things don’t work out

These costs add up quickly and particularly if the role is short-term, project-based, or driven by fluctuating workloads. With temporary recruitment, many of these costs are already covered by the agency, allowing businesses to access talent without long-term financial commitment.

Faster hiring = reduced cost

Leaving a role unfilled can be far more expensive than filling it temporarily. Unfilled roles often lead to:

Reduced productivity
Delays in projects or service delivery
Increased pressure on existing staff
Higher risk of burnout and staff turnover

Temporary recruitment allows businesses to fill roles quickly , reduce downtime, and keep operations running smoothly. All of which protects revenue and team morale.

No long-term commitment, less financial risk

Another major benefit of temporary recruitment is flexibility .

Businesses can scale their workforce up or down based on real demand, without being locked into long-term salary obligations during uncertain periods.

Temporary roles also reduce the costly risk of a bad hire. If someone isn’t the right fit, businesses aren’t faced with lengthy performance management processes or expensive termination outcomes.

In many cases, temporary recruitment acts as a trial period, allowing employers to make informed decisions before committing permanently.

When temporary recruitment makes the most financial sense

Temporary recruitment is particularly cost-effective in situations such as:

Covering parental leave or extended absences
Managing seasonal or peak workloads
Supporting project-based work
Accessing specialist skills for a defined period
Responding to uncertain or changing business conditions

In these scenarios, paying only for the time and skills you need can be far smarter than carrying ongoing employment costs.

It’s not about paying more — it’s about spending smarter

Temporary recruitment isn’t inherently expensive. In many cases, it’s more controlled, more flexible, and less risky than permanent hiring.

When you look at the full picture — recruitment costs, lost productivity, employment on-costs, and hiring risk — temporary recruitment often delivers better value for money , not less. The key is shifting the conversation from hourly rate to total business impact.

Final thought

If you’ve written off temporary recruitment as “too expensive,” it may be time to take another look. Used strategically, it’s not a cost - it’s an investment in flexibility, productivity, and smarter workforce planning.

Hiring tech talent in Australia is hard enough. Don’t make it harder.

Wed, 18 Mar 2026 02:24:15 GMT

Hiring tech talent has never been simple, and in today’s Australian market, it’s become even trickier.

Across Sydney and the broader local tech sector, demand for experienced engineers, data specialists and technical leaders is still strong.

At the same time, plenty of businesses are hiring more cautiously, budgets are tighter, and approval processes have somehow evolved into endurance sports.

From a recruiter’s point of view, the same problems come up again and again. Not because hiring is impossible, but because companies keep making a few very fixable mistakes.

Here are some of the most common ones.

The role is doing the work of three people.

A lot of hiring problems start before the job even goes to market.

The brief sounds less like a real role and more like someone emptied a whole tech function into one job description.

Cloud architecture. Stakeholder management. Hands-on coding. Team leadership. Strategic oversight. Probably making the tea as well.

On paper, it can look impressive. In practice, it usually means the role is vague, unrealistic, or trying to solve several business problems at once.

Most strong candidates have depth in particular areas. Some are excellent backend engineers. Some are standout data specialists. Some are great technical leaders. Very few are all of those things at once, and the ones who are, tend to know it.

For employers: Get clear on what actually matters. What does success look like in the first 6 to 12 months? What is genuinely essential, and what would simply be nice to have? Start there.

For candidates: If the role sounds suspiciously broad, ask questions early. A lot of the time, the real job is more sensible than the ad makes it look.

The hiring process moves like it’s waiting for a royal approval.

Companies often say they want to be thorough. Fair enough. But there’s a difference between being thorough and moving so slowly that every strong candidate disappears in the meantime.

Experienced engineers and data professionals rarely sit around waiting patiently for one business to “circle back.” They’re usually in multiple processes at once, and the better they are, the faster the market moves around them.

So, when interviews are spread across weeks, feedback takes days, and decisions drift into the fog, the outcome is usually predictable: the best candidate takes another offer.

We see it all the time. A business meets someone great, likes them, talks internally for too long, and then acts surprised when that person is no longer available. A little tragic. Entirely avoidable.

For employers: Decide on the process before interviews begin. Keep stages close together. Set feedback timelines. Know who needs to sign off, and when. Speed alone won’t fix a bad process, but it absolutely helps a good one.

For candidates: If you’re in multiple interview processes, say so. Being upfront can create the urgency that mysteriously didn’t exist five minutes earlier.

They’re searching for a unicorn and rejecting actual humans.

Every employer wants a strong match. Reasonable. The problem starts when “strong match” turns into “must have every skill, every tool, every industry detail, and preferably telepathy.”

In tech recruitment, perfect candidates are mostly fictional.

Someone might have deep .NET experience but not have used your exact cloud stack yet. A data engineer might not have touched one specific tool but still have the technical foundation to learn it quickly.

Strong people do this all the time. That’s why they’re strong people.

Hiring too rigidly against a checklist doesn’t improve quality. It usually just shrinks the talent pool and drags the process out while everyone pretends the perfect fit is just one more LinkedIn search away.

For employers: Focus on core capability, learning agility and transferable skills. Tool-for-tool alignment matters less than a lot of businesses think.

For candidates: Don’t rule yourself out just because you don’t tick every box. Job ads are often wish lists dressed up as requirements.

They misunderstand what candidates actually care about

Yes, salary matters. This is because most people remain unreasonably attached to food and shelter.

But salary is rarely the whole story.

Tech professionals are also looking at the quality of the work, the people they’ll be working with, whether the tech stack is current, whether there’s room to grow, and whether “flexibility” means actual flexibility or one grudging work-from-home day every second lunar cycle.

A role with interesting projects, decent leadership and real progression can absolutely beat a slightly higher salary elsewhere. But only if those things are real, and only if they’re communicated properly.

For employers: Be clear about what the role actually offers. Team structure, technical environment, current challenges, growth opportunities and leadership style all matter. Candidates want a proper picture, not vague promises and a fruit bowl.

For candidates: Look past the headline number. The better long-term move isn’t always the highest immediate offer.

Final thought

Hiring in tech is rarely just a matter of matching a CV to a job description and hoping for the best.

The strongest outcomes usually come from clarity: a well-defined role, realistic expectations, a hiring process that doesn’t wander off for a week at a time, and a sensible view of what good talent actually looks like.

When those things are in place, businesses tend to hire better. Candidates make better moves. Everyone suffers a little less.

For organisations hiring across Sydney and the wider Australian market, working with recruiters who understand the local tech landscape can make the whole process far more straightforward.

At Cox Purtell Staffing Services, we work closely with technology leaders and tech professionals to help make those connections easier.

Preparing for an Interview

Mon, 23 Feb 2026 23:03:49 GMT

Interviewing can be nerve racking task at the best of times, but strong preparation can not only set you apart from your competition but can also set you at ease.

Follow along as I take you step by step on how I prepare my candidates for interviews;

Research Research Research

Digest and understand everything about the job you're applying for. Some key areas you'll want to know thoroughly are;

1. The Job Description

What outcomes is the role accountable for?
What skillset does the role require?
Reporting line and level of seniority
Technical tools or certifications required
Why the role has been created

2. The company

What the company actually does
How big is the organisation?
What are the company's products/ services
Market position and key competitors
Recent news, growth, or structural changes
Reputation in the market (brand perception)

3. The Interviewer

Check their LinkedIn and send them a connection
Understand their role, tenure, and seniority in the business
Background and career path
Shared connections or common ground

Prepare Parallels

All this preparation is for nothing if you can't leverage it to sell yourself and your suitability for the role. You'll want to use your above research to draw parallels between your experience and what you've found out, translating research into relevance. These points will be highly tailored to your profile and the research you've undertaken, but some working examples might sound like;

1. If you've done similar role duties in the past

"I've worked across APAC markets before and have an understanding of the cultural differences in different geographies across the region and how it impacts their work processes"
"I've managed C-Suite level stakeholders before and appreciate the detailed and sensitive nature of their expected communication style"
"In my last role, I had a lot of success utilising and implementing software XYZ and am looking forward to bringing this experience into my next role"
"With my background in sales, I am an expert at identifying key stakeholders and asking the right questions to understand their motivations "

2. If you've worked in similar environments

"With my decade of experience within industry XYZ, I understand the challenges the industry poses and have tailored a skillset well-suited to overcoming these challenges"
"I've worked in enterprise-level organisations before and understand the value of their established processes and where I am best placed to add value while staying within guidelines"
"I've worked within a competing brand and have a thorough understanding of what the market looks like within this industry"
"I saw that the organisation has been experiencing record growth over the past financial year, I was vital in assisting my last organisation in managing growing budgets and developing processes that accommodated their expansion"

3. If you have similarities with your interviewer

"I can see we both have backgrounds in Industry XYZ, I believe there's a lot of transferrable skills from Industry XYZ to the industry you find yourself in now"
"I can see we have a mutual connection on LinkedIn, Barry was actually my manager many roles ago, it was great working with him"
“Like you, I moved from a more operational role into a strategic one over time. That progression has helped me balance delivery with longer-term planning.”
“I saw you completed XYZ certification. I recently undertook similar training, and it significantly influenced how I approach strategic planning.”

STAR Method

Now that you've prepared your parallels practice turning some key examples practise turning some of your relevant accomplishments into the STAR Method;

The STAR method is a structured way to answer behavioural interview questions clearly and concisely.

Situation – Briefly set the context. What was happening?
Task – What were you responsible for?
Action – What you did (not the team).
Result – The outcome, ideally quantified.

It keeps answers focused, avoids rambling, and ensures you demonstrate impact.

Leverage Questions

In every interview there will be opportunities for you to ask questions about the role in question. Most candidates ask very simple questions and don't understand that questions are an opportunity to demonstrate to the interviewer that you are well researched and have a strong understanding of the role.

I've provided some examples below on how you could take all you've researched and parallels you've drawn to improve your question-asking technique.

Rather than asking:

"What does the team culture look like in this role?"

"What does success look like in the first 30 days?"

"What does flexibility look like in this role?"

"What software does the team use?"

Instead ask:

"I can see you've been working in this organisation for 5 years, what has your experience been with the working culture?"

"In my last role, I achieved XYZ in the first 30 days, which was a very successful initiative, what will you be looking for me to achieve in this role?"

"In my last role, I found a lot of success with a mixture of working from home and working in the office, does this position offer similar flexbility?"

"I have used Software XYZ in my last few roles and noticed in the JD that you mentioned that experience with Software XYZ is desirable. What other software does your organisation use?"

Hopefully, the above provides some ideas on how best to prepare and showcase your suitability for the role.

Good Luck with your Interview!

7 years in - Why Culture Matters

Wed, 04 Feb 2026 22:35:43 GMT

I have been at Cox Purtell for seven years. Seven years is a long time! In that period, I’ve not only grown professionally, but I’ve also experienced major life milestones - getting married, having two kids, and watching my eldest, Banks, start big school.

Looking back, one thing stands out: the culture of the company has been just as important as the work itself.

Culture Is What Makes Work Feel Human

A workplace culture isn’t just about perks or slogans - it’s the everyday way people treat each other, the support you receive, and the values that guide decisions. When those values align with your own, work becomes a place where you can grow, not just a place where you show up.

Over seven years, I’ve seen how culture impacts everything - from everyday collaboration to how the company supports people during major life events, major world events (hello Covid).

Support Through Life’s Big Moments Matters

Whether it was parental leave, juggling newborn life with deadlines, or managing school routines, a flexible and supportive culture made all the difference. When your workplace understands that life happens, you feel seen and valued - and that’s what keeps people committed long term.

I’ve lost count of the kindy-sick days. Every time I called in, my boss would say, “Jade, relax - they need their mum.” And honestly, that’s the kind of culture that keeps people for seven years.

Shared Values Build Belonging (And Longevity)

The reason I’m still here isn’t just because of the work - it’s because of the people. When values like respect, collaboration, growth, and balance are genuinely lived, you feel like you belong. That sense of belonging is what makes a job feel like a career, not just a paycheck.

If You’re Job Seeking - Don’t Ignore Culture

Culture isn’t a “nice-to-have.” It’s a core part of whether you’ll thrive in a role. When interviewing, the right questions can reveal a lot about how a company really operates.

Here are some questions job seekers should ask:

Questions to Ask About Culture

• How would you describe the company culture in three words?

• What values are most important here, and how do they show up day-to-day?

• Can you share an example of how the company supported someone through a major life event (like parental leave or family illness)?

• How does the company support work-life balance and flexibility?

• What does success look like here - and how is it measured?

• How do teams collaborate across departments?

• What does the company do to encourage professional growth and development?

• How do leaders communicate with the team, especially during change or challenges?

• What is the turnover like - and why do people stay?

• What do you enjoy most about working here?

If you’re searching for your next role, remember this: skills can be learned, but culture can’t be changed overnight. Choose a company where the values align with yours, where people are genuinely supported, and where you feel like you belong. That’s the place where you’ll stay - and grow - long term.

The First 90 Days

Tue, 20 Jan 2026 23:20:46 GMT

The First 90 Days: Why January Hiring Decisions Matter More Than You Think

January always arrives with momentum. New budgets are approved, teams return refreshed after the break, and there’s an immediate push to get roles moving. But January hiring isn’t just about speed, it’s about setting the right foundations for the year ahead!

Why January Hiring Matters?

From what we see across the market, the hiring decisions made in the first few months of the year often shape performance, engagement, and retention long after Q1 has passed. A rushed decision in January can lead to challenges later in the year, while a considered approach can create stability and momentum.

The Risk of Rushing Early Hires

There’s a natural sense of urgency at the start of the year. Roles paused over December resurface, workloads increase, and hiring managers want people in seats fast. The risk is that speed can replace clarity. When expectations, priorities, or market realities aren’t aligned, organisations often find themselves re-hiring or restructuring later on.

What Strong January Hiring Looks Like

The most successful hiring teams focus on getting the basics right early. This includes being clear on what success looks like in the first six to twelve months, allowing realistic timelines for quality conversations, and prioritising targeted search over high volumes of applications. Consistent communication with candidates is also key to keeping strong talent engaged.

How Candidates Are Thinking in January

Despite the idea of “New Year, New Job,” many candidates are cautious in January. They’re reflecting on long-term career goals rather than making quick moves. Clear, honest conversations about the role and the business help candidates feel confident in their decisions and improve long-term retention.

Setting the Tone for the Year Ahead

January is the ideal time to step back and review your hiring approach. Are you hiring for immediate gaps or long-term growth? Do your roles reflect how the business is evolving? Answering these questions early helps create consistency and confidence throughout the year.

Looking Ahead

Hiring decisions made in January set the tone for everything that follows. Organisations that approach early-year recruitment with intent and clarity are better positioned for stronger teams and better results in 2026. At Cox Purtell, we support businesses with informed, strategic hiring decisions that deliver long-term success.

Forget Job Boards: The Real Way to Find Talent in 2026

Mon, 05 Jan 2026 02:33:32 GMT

If your hiring strategy for 2026 still revolves around posting ads on job boards, you’re already behind. The way organisations attract top talent has changed - and it’s not about clicks and CVs anymore.

For years, job boards were the default solution: post a role, wait for applications, and hope the right candidate applied. But in today’s competitive market, the best talent isn’t scrolling through listings - they’re busy excelling in their current roles. That means relying solely on job boards is reactive, inefficient, and increasingly ineffective.

Why Job Boards Are Losing Their Power

There are three key reasons:

Noise Overload: Job boards are crowded, and your listing is just one of hundreds - or thousands - of similar roles. Standing out is a challenge.
Passive Talent: The highest-performing candidates are rarely actively job hunting. You need strategies to reach them where they already are.
Reactive Hiring: Job boards respond to immediate vacancies rather than building sustainable talent pipelines. That often leads to rushed hiring decisions.

What Really Works in 2026

Successful recruitment today is less about posting jobs and more about relationships, insights, and engagement. Here’s how forward-thinking organisations are finding top talent:

Relationship-Led Recruitment: Building connections with candidates before roles even open ensures a stronger, more engaged talent pool.
Employer Branding & Culture: Organisations that communicate their values and culture attract candidates who align with their mission.
Niche Networks & Communities: Industry-specific forums, LinkedIn groups, and professional associations are where top candidates spend time.
Data-Driven Insights: Understanding trends in your sector helps anticipate talent gaps and plan hiring proactively.
Personalised Outreach: Targeted communication is far more effective than generic job postings, especially for high-demand roles.

Practical Tips for Employers

Invest in your talent network continuously, not just when hiring.
Share meaningful content to engage potential candidates and showcase your company culture.
Partner with recruiters who know your sector and have access to hidden talent pools.
Measure recruitment success by quality, retention, and time-to-hire—not just the number of applications.

Looking Ahead

In 2026, organisations that rely solely on job boards will fall behind. The future of recruitment is relationship-led, proactive, and data-informed. At Cox Purtell, we’ve spent over a decade building strong connections with both candidates and clients, helping organisations move beyond traditional job boards to find the talent that drives real results.

Ready to rethink your hiring strategy? Connect with our team today to discover how relationship-led recruitment can give your organisation a competitive edge in 2026.

A Recruiter’s Christmas List for 2026

Sat, 13 Dec 2025 23:25:12 GMT

(Because Santa, if you're reading this… I’m definitely on the Nice List.)

*Disclaimer: This is a joke. Totally tongue-in-cheek. No hiring managers, candidates, or budgets were harmed in the making of this list.

As we charge through the final stretch of 2025 and navigate both wrapping up work before Christmas and the chaos of silly season, here’s a little Christmas list of things every recruiter secretly wishes Santa would pop under the tree.

�� Interview times confirmed without a 14-message email thread or string of missed calls
I’d love to send availability options and not begin an email novel titled “Re: Re: Re: Tuesday Works? Maybe? Possibly?” And don’t get me started on rescheduling…

�� Candidates who read the job description just once before applying
We don’t need perfection, but I would like a job advert where nobody applies for a CFO role with “no office experience ever, but willing to learn.”

�� Budgets that stay the same for more than a week
Not pointing fingers, not naming names, but stability is a gift, and I would happily unwrap that this Christmas.

�� A nice, consistent flow of work instead of December madness and February chaos
Imagine a gentle, steady rhythm all year?! A smooth, predictable, steady workflow would be a true festive miracle.

�� Shortlists that don’t disappear faster than pavlova at Christmas lunch
We love you, candidates. We also love it when you stick around. You finally build the perfect shortlist of candidates… and half of them accept other roles before the hiring manager replies.

�� A hiring manager who sends their PD on time
If you are this person, you’re the real MVP of 2025. Please continue your great work!

�� A public holiday every time a role changes scope or a candidate withdraws
We’re dreaming big this Christmas! Seems fair.

�� More wonderful clients and candidates
In the chaos, curveballs, and caffeine, recruitment works because of the amazing people we get to partner with. Here’s to more collaboration, more placements, and more human connection in 2026.

Wishing you a sunny, silly-season-fueled end to 2025 and a sparkling, successful hiring season ahead. ��✨

It's beginning to look a lot like Christmas

Sun, 07 Dec 2025 23:31:56 GMT

The sun is shining, the festive lights are twinkling, and offices are slowly emptying as everyone swaps their classic work get-up for shorts and t-shirts and a pair of thongs.

For many, December signals a time to wind down, put the feet up, and start planning for those long summer holidays, perhaps a boat cruise on the harbour, endless days of cricket, or back-to-back day at the beach – and for those of you who are, don’t forget the sacred "Slip, Slop, Slap"!

It’s a common misconception that the hiring market grinds to a halt as we approach Christmas, with everyone on leave and attention turning to the summer fun. But, as the classic song goes, "It is beginning to look a lot like Christmas," and for savvy businesses, it's also beginning to look a lot like the perfect time to secure top talent.

While your competitors are busy debating the merits of tinsel versus baubles, they are likely pressing the pause button on their recruitment drives. This is your golden opportunity. By maintaining your hiring momentum, you step into a less crowded marketplace. The best candidates are still actively looking, and with fewer companies vying for their attention, your roles stand out. This lack of competition not only makes it easier to engage with high-calibre professionals but also allows your hiring team to operate with a clearer focus, ensuring a smoother, more considered process.

Furthermore, the festive period often brings a moment of reflection for many professionals. As the year draws to a close, people naturally evaluate their careers, their pay, and their priorities for the year ahead. This means that candidates you speak to in December are often highly motivated and serious about making a move. They may even have more flexibility for interviews, as their own workloads lighten or they take pre-planned annual leave. Securing a new starter now means they can complete their notice period and be ready to hit the ground running in the New Year, giving your business a significant head start.

The market is undeniably picking up again. We are seeing multiple companies dusting off their hiring plans and a renewed sense of urgency in securing key roles. The danger of pausing now is that you risk being left behind. As soon as the calendar flips to January, the market will flood with both candidates and competing employers, driving up competition and potentially salaries. Don't let a self-imposed December slowdown cause you to miss out on the perfect addition to your team while others move first.

So, as you deck the halls, remember that the most valuable gift you can give your company is a strategic advantage. Keep the recruitment lights on, embrace the quieter period, and use this festive window to make those crucial hires. By doing so, you'll ensure that when the New Year bells chime, your business is not just ready for a fresh start, but is already ahead of the curve, fully staffed and ready to make 2026 a belter!

Merry Hiring!

When Recruiters Talk Tech, They Should Mean It: 7 Questions to Ask Before Letting Them Near Your Dev, Cloud or Data Team

Thu, 27 Nov 2025 00:14:16 GMT

Let’s be honest: there are a lot of recruiters out there who can talk tech - but can’t actually recruit in it.

They’ll use the right words, nod at the right acronyms, and still somehow send you a “DevOps engineer” who’s never touched Terraform. Or a “data scientist” who’s never worked outside Excel. Or a “senior developer” who’s never owned a release.

This is more than just an annoyance - it’s a liability. Because in high-performance tech environments, a weak hire doesn’t just cost you money - they cost you momentum .

If you’re building or scaling in custom development, cloud, or data, you need a recruitment partner who understands what a good hire actually looks like - not just on paper, but in code, in architecture, in delivery, and in the way they show up for your team.

Here are 7 questions that will help you figure out if your recruiter is one of the few who gets it - or just another CV dispatcher with a LinkedIn license.

1. How does this role fit into the rest of the stack?

If your recruiter can’t explain how this person supports or unblocks the team around them, they’re not close enough to the work.

A data engineer working upstream of analytics needs to structure pipelines a certain way. A cloud engineer managing infrastructure-as-code needs to account for how developers deploy into that environment. A backend dev who’s touching APIs needs to understand version control, dependencies, and testing culture.

If your recruiter doesn’t ask those questions up front, they’re playing buzzword bingo - not building capability.

2. Where do we lose candidates in this market - and why?

Senior devs, data engineers, cloud architects - they don’t apply. They don’t wait around. And they definitely don’t have time for five-stage interview processes run by HR.

If your recruiter can’t tell you where candidates are dropping off - or how to fix it - they’re not managing your process. They’re just observing it.

Good recruiters know how to sequence interviews, keep top candidates warm, and position your opportunity with urgency, clarity, and credibility. That’s the difference between a hire and a near-miss.

3. Which skills are non-negotiable - and how do you qualify that?

You don’t just need someone who’s “touched” AWS. You need someone who understands IaC, can write clean, modular Terraform, and knows when to flag risks before they hit production.

You don’t need a data analyst who lists Python - you need one who can write reusable scripts, build pipelines that don’t collapse under load, and explain outputs to a product owner without slipping into jargon.

A good recruiter probes. A great one pushes back. They’ll ask you: is that skill truly critical - or can we coach for it? And how are we testing for it?

4. What salary flashpoints are shifting right now?

Markets move. Fast.

If your recruiter isn’t warning you that senior cloud engineers are being poached on six-figure contracts - or that analytics talent is being pulled into product-led orgs with better tooling and tighter feedback loops - you’ll lose good people without ever knowing why.

Good recruiters help you anticipate movement before it hits. They don’t just take your budget - they help you protect it.

5. What roles do candidates confuse this with - and how do you navigate that?

This is a huge signal of whether your recruiter is a partner or a passenger.

Ask them: how often do you see candidates apply for this kind of role without understanding it? How do you redirect those people without damaging brand perception? What’s your strategy for educating the market on who we actually need?

If they can’t answer that, they’re not protecting your process - or your time.

6. What red flags do you screen out before we waste time?

If your recruiter can’t name three instant deal-breakers, they’re not qualifying properly.

They should be filtering out:

Backend devs who say “full-stack” but haven’t touched a frontend framework since 2020
Cloud engineers who’ve never managed infrastructure directly
“Data people” who can’t explain how their work changed a business outcome
Project managers who can’t articulate stakeholder pressure, critical path, or tech debt trade-offs

You’re not paying for volume - you’re paying for filtration.

7. How do you spot the 1%ers - not just the qualified?

Here’s where capability comes in.

Anyone can spot someone who ticks boxes. But only an experienced recruiter will notice the subtle, behavioural signals that scream impact player.

You know the type:

They don’t just complete tickets - they rewrite poor requirements
They don’t escalate late - they escalate early, with context
They manage up, mentor sideways, and make others better by being on the team
They know when to compromise - and when to hold the line

These people rarely shout. They rarely sell themselves well.

They show up through patterns. And if your recruiter can’t see those patterns, they’ll miss them.

Final Word: Tech Hiring Is Capability Hiring

If your recruiter can’t talk fluently about architecture, delivery pressure, platform fragility, cloud cost blowout, or stakeholder alignment - they can’t help you build a great team.

Anyone can send you a résumé. Not everyone can protect your delivery pipeline.

So next time you brief a role in cloud, dev, or data, don’t just hand it over and hope.

Ask better questions. Expect sharper answers. Work with people who get it.

Want a recruiter who can see what a candidate’s really made of - before you waste your team’s time?

Let’s talk.

Book a 15-minute no-fluff hiring review – reach out to myself , James , Rupert or Craig

Why Temporary Workers Are Your Secret Weapon for Holiday Staffing

Tue, 18 Nov 2025 02:46:07 GMT

The holiday season is one of the busiest times of the year for businesses, with staff taking leave and workloads peaking. Managing seasonal demand without the right support can be a challenge, but temporary workers can be your secret weapon. From Christmas recruitment to end-of-year projects, hiring temporary staff helps businesses maintain productivity, meet deadlines, and keep teams motivated - all while providing flexibility and cost-effective staffing solutions.

1. Flexibility to Meet Seasonal Demands
Temporary workers provide the flexibility businesses need during the festive season. Whether it’s covering staff on annual leave, handling seasonal spikes, or supporting last-minute projects, hiring temporary staff ensures your business stays on track.

2. Boost Productivity and Team Morale
Overworked permanent staff can struggle during peak periods. Bringing in seasonal workers helps maintain productivity and keeps your core team motivated, ensuring deadlines are met without unnecessary stress.

3. Access New Skills and Expertise
Temporary staff often bring specialised skills or fresh perspectives. Seasonal hires can streamline processes, support specialised roles, or introduce innovative ideas that permanent teams may not have considered.

4. Cost-Effective Seasonal Staffing
Hiring temporary workers for the holiday period is often more cost-effective than paying overtime or rushing permanent recruitment. It allows businesses to maintain performance while managing staffing budgets efficiently.

5. Quick and Smooth Onboarding with a Recruitment Partner
Partnering with a recruitment agency makes it easy to find the right temporary staff. Experienced recruiters ensure seasonal workers are onboarded quickly and ready to contribute from day one, minimising disruption and maximising efficiency.

Don’t let the holiday season disrupt your business operations. By strategically hiring temporary workers, companies can maintain productivity, keep teams motivated, and navigate seasonal staffing challenges with ease. If you’re planning your Christmas recruitment strategy or looking for temporary staff for the festive period, now is the perfect time to connect with a trusted recruitment partner who can help you find the right people at the right time.

Pick Up the Phone: The Most Underrated Job Search Tool

Tue, 04 Nov 2025 02:52:15 GMT

Somewhere along the way, job hunting became an exercise in sending things into the void. You polish your CV, upload it to a job site or job board, click “submit,” and wait. Maybe you get an auto response. Maybe you don’t. Then… silence.

The irony? The most powerful way to break that silence has been sitting in your pocket the whole time. The telephone - that thing we now mostly use for scrolling or texting - is still one of the best tools in recruitment. And yet, barely anyone uses it.

The Lost Art of the Phone Call

Between LinkedIn messages, chatbots, and job portals, recruitment has become incredibly digital. Candidates are hesitant to pick up the phone, often worried they’ll be interrupting or sound awkward. Recruiters are guilty of this too - relying on email templates instead of having a proper chat.

But when you do make that call, everything changes. Suddenly, you’re not just another name in an inbox. You’re a voice, a person, and a potential match. It’s a human connection, and it’s memorable.

Why It Works

When you speak to someone, even for a minute or two, you can communicate far more than a CV ever could. Enthusiasm, personality, curiosity, they all come across instantly.

As a recruiter, I can tell you firsthand that I remember the candidates I’ve spoken to. The ones who call to introduce themselves, ask smart questions, or follow up after applying are far more likely to get noticed.

The phone lets you:

Build rapport fast.
Clarify what you’re looking for (and what the role actually involves).
Get immediate feedback instead of waiting days for an email.
Show initiative (which every employer values).

When and How to Call

Timing matters. Avoid first thing Monday morning as not much can happen over a weekend, or right before the close of business, as recruiters are usually in the thick of it. Mid-morning or mid-afternoon is the sweet spot. Also, don’t call right after you click ‘submit’, recruiters will usually designate time to go through their advert responses per day so if you haven’t heard anything in 24 hours, call them up.

Keep it simple. You don’t need a script. A quick intro, a clear purpose, and a friendly tone go a long way:
“Hi, I saw your advert for the [role]. I’ve applied online, but just wanted to introduce myself as I think my experience in [area] could really fit what you’re after.”

That’s it. You’ve instantly lifted yourself out of the digital crowd.

If you’re following up after sending your CV, a short, polite check-in works wonders:
“Hi [Recruiter’s Name], just wanted to touch base to see if you’ve had a chance to review my application for [role]. Happy to share any extra details if it helps.”

You’d be surprised how often that one call prompts someone to pull up your CV straight away.

From the Recruiter’s Side

Recruiters want to place the right person - fast. A phone conversation tells us a lot: communication style, confidence, professionalism, and enthusiasm. Those things don’t show up in bullet points.

And while not every call leads to a job, it does something arguably just as important - it builds a relationship. A good recruiter will remember you and keep you in mind for other roles. That’s how most great placements actually happen.

The Takeaway

Job boards and AI tools may have changed how we find roles, but the human voice still cuts through. A short, confident phone call can turn you from another online applicant into someone who’s front of mind.

So next time you hit “apply,” don’t stop there. Pick up the phone. The difference between being seen and being overlooked might just be one conversation.

Human Connection

Tue, 21 Oct 2025 00:38:53 GMT

In a world where everything is increasingly automated how do we ensure human connection isn’t lost?

I am old enough to have gone backpacking before Wi-Fi and smart phones, clutching a Lonely Planet book with notes and tips made from other travellers. Keeping in touch with home was a weekly internet café session where I’d write a few emails home. I left my phone at home for 3 months when I went to South America in 2010.

That is just incomprehensible now. The friendships I made on that trip stand today and the two Sydneysiders I met in Brazil 15 years ago played a huge part in my decision to stay here.

I also had nearly a year travelling the world before moving to Australia (6 years later) and it was a different experience; people sat around on their phones in the hostels and you could arrange everything instantly.

I still believe this benefit didn’t outweigh the missed connections.

Is it easier to conduct your interview via Teams? It is easier for you to not grab a coffee with the candidates you’ve placed or had on interviews? Yes, but do you miss nuance, rapport, trust and everything that goes with that. Don’t get me wrong, tech and AI play a great part in efficiencies and the ability to do a lot of things quicker, but quicker isn’t always better or right.

You’d be surprised even in this job the number of times candidates have said to me “the recruiter refused to meet me face to face and insisted it was on Teams”.

Personally, I make an effort to see people face to face where possible and this has a positive effect on my work as well as everything else.

Candidate and client referrals don’t come from Teams meetings.

There is so much evidence outside of the work context of the physical, emotional and health benefits of human connection, how are you still incorporating this?

- Amy Colton amyc@coxpurtell.com.au

Show Me the ROI: Why AI Has to Prove Itself in the Boardroom

Mon, 13 Oct 2025 23:23:45 GMT

The AI hype machine is still going strong. Every week another shiny new tool promises to “revolutionise” the way we work. But for executives who must sign off the budget, hype isn’t enough. They want one thing, proof it works.

The problem is that too many AI initiatives fizzle out somewhere between a flashy demo and a confusing post-implementation report. Globally, and especially in Australia, adoption has been slower than expected, and failure rates higher than anyone would like to admit.

It’s not because AI lacks potential. It’s because many organisations buy into a vision without a clear path to measurable ROI. Too often, vendors overpromise. Internal teams under-plan. And executives are left holding the bill for something that hasn’t delivered the promised value.

The ROI Gap

The gap between AI’s promise and its performance usually boils down to four things:

· Poor adoption strategies – rolling out technology without clear business objectives.

· Lack of measurable ROI metrics – impressive dashboards don’t always equal value.

· Regulatory and privacy roadblocks – legal complexity slows down what should be fast wins.

· Change fatigue in the workforce – the human side of AI rollouts gets ignored.

In short, success isn’t about finding the fanciest AI solution. It’s about implementing the right solution well.

From Concept to Commercial Impact

This October, we’re bringing together some of the most experienced operators in the AI space for a brutally practical conversation on what works.

Our next Cox Purtell Insight Session: “Show Me the ROI – AI That Actually Delivers” is built for executives, not engineers. No hype. No magic beans. Just straight talk from leaders who’ve implemented AI at scale and can tell you where the real wins (and landmines) are.

Our panel includes senior leaders with deep experience across leading complex AI rollouts inside massive organisations and know exactly how to make these projects stick.

You’ll hear candid insights on:

· Strategic & Responsible Adoption: Build vs buy decisions and what to consider.

· Governance & Regulations: Navigating regulatory and privacy hurdles without losing momentum.

· Adoption & Workforce Impacts: Rolling out without breaking everything else.

· Measuring ROI: Cost savings, revenue growth, customer engagement, and other metrics that matter

Not Another AI Sales Pitch

This isn’t a “how to use ChatGPT” tutorial or a vendor parade. It’s a space for decision-makers—C-suite leaders, HR directors, CFOs, heads of department—to unpack how AI can be evaluated, measured, and adopted responsibly to drive genuine business outcomes.

And because we believe in making a real-world impact, $20 from every attendee ticket will go to The Kids’ Cancer Project, helping fund vital research across Australia.

Join Us

· Event: Show Me the ROI – AI That Actually Delivers

· Date: Thursday, 24 October 2025

· Time: 5:30 PM – 8 PM

· Location: Sydney CBD

· Register your interest here and join a conversation that cuts through the noise.

Because in 2025, AI doesn’t just need to be clever. It needs to deliver.

The Power of a Break: Returning to Work Refreshed After a Long Weekend

Thu, 09 Oct 2025 00:15:21 GMT

Long weekends are a wonderful opportunity to step away from the daily grind, recharge, and spend time with family, friends, or simply yourself. But while everyone enjoys that extra day off, the real challenge comes when it’s time to return to work.

How do you make the most of the break and get back into a productive rhythm without feeling overwhelmed?

Why Breaks Matter

Taking a break isn’t just about resting-it’s a strategic move for your mind and body. Research consistently shows that stepping away from work:

Boosts creativity: A refreshed mind sees problems from new angles and sparks innovative solutions.
Improves focus: Short or long breaks help reset your attention, making you more efficient when you return.
Reduces burnout: Even brief pauses prevent stress from accumulating, supporting long-term wellbeing.
Enhances decision-making: Your brain works better when it’s not fatigued, helping you make smarter choices.

Whether it’s a weekend, a holiday, or just a lunch break, giving yourself permission to step away is a vital part of being effective at work.

Returning After a Long Weekend

Getting back into work mode after a few days off can feel like trying to start a stubborn engine. Here are some strategies to ease the transition:

Plan your first day back: Start with a to-do list of realistic priorities. Focus on what truly matters first, and let less urgent tasks wait.
Catch up strategically: Skim emails and messages to identify key items; don’t get bogged down by everything at once.
Schedule breaks: Treat the first day back like a mini-long weekend-short walks, coffee breaks, or stretching can help maintain momentum.
Reconnect with your team: A quick chat or catch-up meeting helps you align on priorities and reintegrates you into work mode.
Ease into deep work: Start with manageable tasks before tackling more complex projects-this prevents overwhelm and builds confidence.

Making the Most of Breaks in the Future

The key to long-term productivity isn’t grinding through without pause-it’s learning to balance effort with rest. Here’s how you can make breaks work for you:

Regular micro-breaks: Even 5–10 minutes every hour improves focus.
Digital detox: Step away from emails or screens to recharge your mind.
Plan purposeful time off: Use long weekends or holidays intentionally-read, exercise, or spend time outdoors.
Reflect and reset: Use breaks to review goals, plan next steps, and return with a fresh perspective.

Breaks aren’t a luxury, they’re a productivity tool. By giving yourself permission to rest and approaching your return to work strategically, you’ll not only perform better but also enjoy your work more. After all, a refreshed team member is a motivated, creative, and effective one.

AI Is Everywhere - But Where’s the ROI?

Thu, 25 Sep 2025 00:44:19 GMT

Artificial Intelligence is dominating headlines and boardroom discussions - but for many businesses, the question remains: how do you make AI actually deliver a return on investment?

At Cox Purtell, we believe in cutting through the buzzwords and getting to the practical, actionable insights that make a real difference. That’s why we’re thrilled to be hosting our second Insight Session for 2025 - an informal after-work event where we bring together the experts, you bring your curiosity, and together we unpack some of the biggest questions in business and technology today.

A Deeper Dive Into AI

This session is designed for anyone who’s looking to embed AI into their team or business and wants to get it right the first time.

Together with our incredible panel, we’ll explore:

· Understanding AI Models: What are the different types of AI models, and how do you know which one is right for your project?

· Build vs. Buy: The decision that can make or break your AI strategy – when to develop in-house and when to leverage existing solutions.

· Prioritising Projects: How to evaluate which initiatives will generate the most value for your staff, your business, and your customers.

· Regulation and Privacy: Navigating governance in highly regulated sectors like finance, health, and education.

· Driving Adoption: Getting your team on board and creating a smooth rollout plan that leads to lasting success.

· Proving ROI: How to measure the impact of your AI projects, from cost savings to revenue growth to improved customer engagement.

This is not a high-level “future of work” panel. This is about giving you practical steps and lessons learned from experts who have been in the trenches – delivering projects that have generated multi-million-dollar returns for some of Australia’s most recognised brands.

Meet Your Moderator & Panel

Our evening will be moderated by Jonathan Parsons , Co-Founder & CEO of Calab.ai With more than 16 years of experience in AI and automation, Jonathan has led transformative projects across finance, health, energy, and education – delivering seamless, scalable enterprise frameworks that drive efficiency and profitability.

Joining Jonathan on stage is a panel of leaders who live and breathe AI every day:

· Dr David Goad – Microsoft Regional Director & Director of AI Savvy

A PhD in AI and two decades of experience make David one of the most respected voices in the industry. He specialises in helping organisations turn AI concepts into practical, working solutions across OpenAI, AWS, Azure, IBM, and Google platforms.

· Dr Kim Oosthuizen – Head of Artificial Intelligence (APAC), BUPA

Kim is passionate about evolving businesses digitally using intelligent applications. Her global experience in operations and technology helps BUPA enable customer and partner success through AI-driven innovation.

· Ray Fleming – Founder, Stratentia

With over 40 years in tech and senior roles at Google and Microsoft, Ray has guided more than 50 Australian organisations through strategic AI adoption. He’s an expert at translating complex strategies into clear, actionable steps.

· Adam King – Partner, JOURN3Y

Adam focuses on delivering measurable ROI from AI initiatives. His career spans global media companies, financial institutions, and startups, helping organisations break down silos and unlock the real value of technology.

This powerhouse panel is uniquely positioned to give you a 360° view of AI adoption – from technical implementation to governance to cultural change.

Event Details

Where: The Royal Exchange of Sydney (Street Level)

· 1 Gresham Street Sydney NSW 2000

When: October 2025

Schedule:

· 5:30pm: Arrive, drinks & nibbles

· 6:00 – 7:30pm: Panel discussion & Q&A

· 7:30 – 8:00pm: Networking

Cost: Free – but seats are limited to 90 and we expect a waitlist. Please let us know early if you need to cancel so we can offer your place to someone else eager to attend.

Why You Should Attend

This isn’t just about theory – it’s about learning from experts who have successfully implemented AI solutions and seen the results. You’ll walk away with:

· Clearer understanding of what AI can do for your business (and what it can’t)

· Actionable steps for choosing, building, or buying the right solutions

· Confidence to start or refine your AI journey with ROI in mind

· Inspiration from peers who are embedding AI in meaningful ways

Plus, you’ll get a chance to ask your burning questions during the Q&A and connect with fellow business leaders during networking drinks.

Giving Back

For every attendee, Cox Purtell will donate $20 to The Kids’ Cancer Project, a charity funding 57 medical research projects across 26 Australian institutes. Since 1993, they’ve contributed over $70 million towards finding better treatments for childhood cancers. By attending, you’ll not only gain valuable AI insights – you’ll help support vital research and make a difference in the lives of children and their families.

Reserve Your Seat

Seats are strictly limited, and we expect to reach capacity quickly. Don’t miss this chance to hear from some of Australia’s top AI minds, ask questions, and network with other professionals who are thinking seriously about the future of work.

Click here to register now.

How Small Businesses can build an Award Winning Culture

Wed, 03 Sep 2025 00:43:01 GMT

Big news at Cox Purtell – we’ve just been named the 8th Best Place to Work in Australia in 2025 (in the micro category) ! ��

We’re thrilled about the recognition, but more importantly, we’re proud of the culture we’ve built.

And the good news is, you don’t need to be a big corporation with deep pockets to create a great workplace.

Small businesses have a unique advantage in shaping workplace culture.

Here are a few things we’ve learned along the way:

Lead from the Top Down

Culture starts with leadership. If leaders show up consistently, act with integrity, practice understanding and patience and prioritise their employees' wellbeing, the team will follow. It’s not about fancy posters on the wall or daily KPI's it’s about leading by example.

Encourage Open Communication

Keep things transparent. Share your wins, your struggles, and your plans with your team. When people understand the “why” behind decisions, they feel included and trusted.

Don’t Change the Goal Posts

Nothing kills morale faster than constantly moving the target. If you set expectations, stick to them. Consistency builds trust and helps your team feel secure in what they’re working towards.

Pay Employees Fairly

Culture isn’t just about beanbags and team lunches; it’s also about fairness. Make sure your people are rewarded properly for their work. If commission structures are part of your business, ensure they’re transparent and genuinely motivating.

Strong Company Mission

Money matters, but it’s not enough on its own. A strong mission gives your business heart and soul, showing your people that you care about more than just the bottom line.

Celebrate Often

Big wins are great, but it’s the small celebrations that make the difference day to day. Whether it’s a shoutout in a team meeting, a Friday coffee run, or a personal thank-you, recognising effort and small wins keeps energy high and people motivated.

Puppies and Pints

The little things matter. Perks like a dog-friendly office, social catch-ups, or having the office near an end-of-week happy hour help keep work fun. They help people connect on a personal level, and that’s where culture really shines.

You don’t need big budgets, a huge HR team or corporate gloss to build a workplace people love. It comes down to trust, fairness, consistency, and genuinely caring about your team.

At Cox Purtell, we’re proud of the community we’ve built and if we can do it, so can you.

The Hidden Costs of a Bad Hire

Tue, 19 Aug 2025 00:53:19 GMT

When you think about the cost of hiring, it’s easy to focus on the obvious: salaries, recruitment fees, and onboarding expenses. But what many organisations underestimate is just how expensive a bad hire can be.

A poor hiring decision doesn’t just affect your budget. It impacts productivity, culture, reputation, and even your organisation’s long-term success.

In fact, global research has shown that the cost of a bad hire can be up to five times the person’s annual salary. For a business of any size, that’s a significant and often avoidable blow.

So, what are the hidden costs of a bad hire, and how can you protect your organisation against them?

1. Financial Costs

The most tangible impact of a bad hire is financial. Beyond the salary you’ve paid, there are additional expenses that often go unnoticed:

Recruitment advertising and fees – posting job ads, screening applications, and running interviews all require time and money.
Onboarding and training – investment in systems access, equipment, and induction sessions.
Termination and replacement costs – once the employee leaves, you’re back at square one with fresh recruitment and onboarding costs.

Add these up, and even a short-term mis-hire can cost tens of thousands of dollars — particularly in specialised or senior roles.

2. Productivity Loss

Hiring the wrong person often means that performance falls short of expectations. The impact?

Projects stall because work needs to be redone or deadlines slip.
Managers spend disproportionate time coaching or correcting mistakes.
Team members pick up the slack , leading to stress and frustration.

While the wrong hire is in place, the right person isn’t. That gap in productivity can be even more costly than the financial outlay.

3. Cultural Impact

Culture is the invisible glue that holds teams together, and the wrong fit can disrupt it quickly. A bad hire may:

Lower morale by creating friction within the team.
Undermine collaboration if they resist the company’s values or working style.
Contribute to turnover if good employees become disengaged or frustrated.

Once culture is damaged, rebuilding it takes time and energy. Worse still, high turnover and unhappy employees can negatively affect your employer brand — making it harder to attract top talent in the future.

4. Reputational Damage

For client-facing roles, the stakes are even higher. A single poor interaction can impact your organisation’s credibility and relationships. Similarly, mistakes in operational or technical roles can lead to service issues that erode trust.

In competitive industries, reputation is everything. The wrong hire isn’t just a temporary setback — it can leave lasting marks on how customers, clients, or stakeholders perceive your organisation.

5. Opportunity Cost

Perhaps the most overlooked consequence of a bad hire is the opportunity cost. Every day the wrong person is in the role is a day the right person is not.

That means missed opportunities for:

Stronger client relationships.
Innovative ideas and fresh thinking.
Increased revenue and growth.

The impact is often invisible but incredibly significant — a hidden loss that compounds over time.

How to Avoid a Bad Hire

The good news is that while no hiring process is foolproof, there are proven ways to reduce the risk of a costly mis-hire:

Partner with a specialist recruiter – Industry specialists understand both the technical skills and cultural nuances that make someone the right fit.
Go beyond the CV – Skills testing, behavioural interviews, and reference checks all provide a more complete picture.
Prioritise cultural alignment – A candidate’s values and working style are often more important than technical ability alone.
Move quickly, but carefully – The best candidates don’t stay on the market for long. A streamlined process helps you secure top talent without cutting corners.
Listen to expert advice – Recruiters can identify potential red flags you may not notice in interviews or on CVs.

The true cost of a bad hire isn’t limited to the payroll. It ripples across finances, productivity, culture, and even reputation. For organisations that want to thrive in 2025 and beyond, reducing the risk of mis-hires should be a top priority.

At Cox Purtell, we specialise in helping businesses hire with confidence. Our approach ensures every candidate we recommend is assessed not only for their skills but also for their alignment with your culture and long-term goals.

Because the best hire isn’t just someone who can do the job — it’s someone who helps your business grow.

Looking to avoid the hidden costs of a bad hire? Get in touch with our team today.

From Résumé to ROI

Wed, 06 Aug 2025 23:46:35 GMT

From Résumé to ROI: What Do Clients Really Want from a Recruitment Agency in 2025?

What makes a great recruitment partner in 2025? Discover what clients expect from recruitment agencies - and how better hiring strategy leads to real business ROI.

What Are Clients Really Looking for in a Recruitment Partner?

Hiring in 2025 is faster, smarter - and more competitive. But businesses aren’t just looking for CVs. They seek recruitment partners who can enhance hiring outcomes, support growth, and deliver a return on investment.

At Cox Purtell , we speak to clients daily about what they value most. Here’s what they’re asking and how we deliver.

1. What’s the ROI of a Great Hiring Strategy?

Clients want to know:
“How does this hire contribute to business results?”

The answer lies in how well recruitment is aligned to:

Business goals
Long-term performance
Culture and team dynamics

We combine AI-powered insights with human expertise to guide clients on:

Market salary trends
Candidate availability
Role design and hiring strategy

This approach helps hiring managers make smarter decisions that pay off long after the placement.

2. Can Recruitment Be Both Fast and High Quality?

A common client concern:
“Can we hire fast without sacrificing fit?”

Yes - with the right tools and the right people. Our process balances:

Automation (for speed)
Personal vetting (for fit)

By using smart sourcing platforms and candidate matching tech , we reduce time-to-hire. But we never cut corners on interviews, culture checks, or candidate care.

3. Why Does Candidate Experience Matter to Clients?

Clients are asking:
“How will this process reflect on our brand?”

In a competitive talent market, candidate experience is critical. A poor experience can damage your employer reputation. A positive one builds trust - even with those who don’t get the job.

We ensure:

Fast, respectful communication
Clear role briefings and expectations
Authentic representation of your company culture

That’s how we protect, and elevate, our clients’ brands in the talent market.

4. How Do You Measure Long-Term Hiring Success?

Another key question:
“What happens after the placement?”

We believe real recruitment ROI shows up after the start date:

Does the hire stay?
Do they perform?
Do they grow with the business?

We support post-placement success with follow-ups, onboarding advice, and candidate feedback loops. Our clients rely on us for hires that last , not just placements that tick a box.

5. What Makes a Recruitment Partner Truly Valuable?

In 2025, clients want more than a transactional supplier. They're asking:
“Does this recruiter truly understand my business?”

At Cox Purtell, we:

Build long-term partnerships
Learn your industry, people, and pressure points
Act as an extension of your team

Whether it’s a short-term contract hire or a senior leadership role, we bring a personalised, strategic approach - backed by recruitment tech and AI tools that work with us, not instead of us.

Want to Get More ROI from Your Next Hire?

If you’re asking yourself:

“How can I improve hiring outcomes?”
“Which recruitment agency in Sydney can I trust?”
“How do I find people who actually stay and contribute?”

Let’s talk.

Wait, Did They Actually Just Ask That?

Wed, 25 Jun 2025 22:51:29 GMT

10 Surprisingly Unusual Questions Recruiters Actually Get

Recruitment is full of surprises. At Cox Purtell, we’ve heard our fair share of thoughtful career questions - but every now and then, something a little more unexpected lands in our inbox or gets dropped into a casual candidate chat.

And while we love a classic “How do I tailor my CV?” or “What’s the market like right now?” - it’s the unusual ones that keep things interesting (and give us something to laugh about at lunch).

Here are 10 real questions we’ve been asked - and what we actually said in return.

1. “Is it weird if I send a thank-you cake after the interview?”

Not weird. Delicious.
We’ll never say no to baked goods - but no, it’s not expected. A quick thank-you email does the trick. (Unless it’s a salted caramel cake. In that case, we’re available.)

2. “Do you think I could make a career out of being the ‘vibe person’ in the office?”

Honestly… maybe.
If you’ve got strong soft skills, you’re halfway to a great EA, Office Manager, or People & Culture role. Being the ‘vibe person’ is a skill - just pair it with a solid CV.

3. “I’ve had six jobs in two years… should I just lie about it?”

Tempting, but don’t.
We’ll help you shape the story honestly - think growth, adaptability, and lessons learned. Transparency beats Google-proof lies every time.

4. “I just got back from three months in Europe. Can I say I was ‘freelancing’?”

You could... but did you actually work?
We say own the career break. Travel gives you perspective - and a tan. And if you did do some work from that beach in Mykonos, sure, we can finesse it.

5. “Can I apply even if I don’t tick every box?”

Please do.
Most job ads are a wish list, not a checklist. If you’re 70–80% there, back yourself. We’ll help fill the gaps.

6. “What if I accidentally said the wrong company name in the interview?”

First of all - ouch.
Second - it happens. If you nailed the rest of it, we can smooth it over. We’re in your corner (just maybe leave the names on a sticky note next time).

7. “Can I send a follow-up message... via LinkedIn and email and text?”

Triple contact might be a bit much.
We admire the enthusiasm, but one polite follow-up will do. If they’re keen, they’ll be in touch. If they ghost... we’ve got more fish in the sea.

8. “Do I really need to include a cover letter?”

Short answer: Not always.
Longer answer: If it’s well written and tailored, it can help. But if you're sending a generic one from 2019... maybe skip it. Or let us help freshen it up.

9. “Do you actually read my LinkedIn profile?”

We do. We definitely do.
Sometimes it tells us more than your CV. So if your headline is still from 2022, maybe time for a refresh.

10. “What’s the strangest question you’ve been asked?”

We get this one a lot - usually right after someone asks something we’d file under “top contenders.”
Truth is, recruitment is full of surprises. What’s weird to one person is perfectly normal to another. And honestly? The only “weird” question is the one you didn’t ask - because we’re probably thinking it too.

Recruiters aren’t robots. We’re not judging you for asking something different - in fact, we welcome it.

At Cox Purtell, we believe the best working relationships are built on honest conversations, human moments... and the occasional curveball.

So go on. Ask the “weird” question.

We’re all ears. And sometimes cake.

Why Every Offer We Make Gets Accepted – And How We Do It

Wed, 11 Jun 2025 22:39:32 GMT

When it comes to recruitment, extending an offer is only half the battle. Getting it accepted? That’s where the real magic happens.

At Cox Purtell, we’ve refined the process from first brief to final handshake. The result? A 100% offer acceptance rate . That’s not luck – that’s strategy. It's built on a combination of data, empathy, and experience, ensuring that both candidates and employers reach the offer stage fully aligned.

So, how do we do it?

1. Nailing Salary Expectations

Misalignment on salary is one of the most common reasons offers fall through. That’s why we put salary discussions at the centre of our recruitment strategy from the very beginning.

Rather than make assumptions, we have open, honest conversations with both candidates and employers. We help each party understand what’s reasonable, competitive, and most importantly – fair.

The numbers speak for themselves:

96% of our clients are satisfied with how we support salary expectations.
We’ve helped 100% of our candidates secure offers they’re happy with.

We guide both sides through any negotiation, ensuring alignment on salary, benefits, and progression opportunities. This means that when an offer is made, it's already been internally accepted – emotionally and practically.

2. Transparent Communication Throughout

Trust is built with consistency, and consistency comes from great communication.

We believe in radical transparency – keeping both candidates and clients informed every step of the way. From application to offer, we provide clear timelines, honest feedback, and continuous updates.

98% satisfaction in communication and transparency.
98% satisfaction with regular updates.

When people are well-informed, they feel confident in the process – and confident people say yes.

3. Precision in Matching

A good hire isn’t just about technical skills – it’s about fit. We invest time in deeply understanding what both sides want.

For candidates, we look at more than just the resume. We explore motivations, preferred work styles, values, and long-term career goals. For employers, we dive into the team culture, role evolution, and business direction.

97% of our clients believe the candidate was suitable for the role.
95% felt the role was suitable for their organisational needs.

It’s this two-way understanding that leads to matches that last – and offers that get accepted.

4. Cultural Alignment

Culture fit is the glue that holds successful placements together. Skills can be taught, but values and working style are what make someone stay.

We ensure both sides walk into the hiring process with a clear understanding of each other's cultures.

98% of clients felt the candidate was a good culture fit.
93% of candidates said the company culture fit them.

This mutual understanding turns an offer into a long-term opportunity – and makes the “yes” a no-brainer.

How We Know It Works

Our performance data comes from Recruiter Insider, a third-party platform that independently collects feedback from both clients and candidates throughout the recruitment journey. This allows us to measure the impact of our process objectively – and continuously improve it.

The Result? Long-Term Success

We don’t just stop at getting offers accepted – we follow up to see how our placements are performing months down the track.

After 12 months, 100% of hires are still considered beneficial, long-term members of the team.
Candidate experience and skills are meeting or exceeding expectations, with 100% development noted at the 12-month mark.

When recruitment is done right, everyone wins – today, tomorrow, and well into the future.

Ready to Hire with Confidence?

Our process is built for outcomes. With a 100% offer acceptance rate and long-term retention to match, we don’t just fill roles – we build careers, teams, and trust.

Let’s talk about how we can deliver the same results for you.

Uncovering Leadership's Commitment to High Performance

Thu, 22 May 2025 03:46:29 GMT

Uncovering Leadership's Commitment to High Performance: A Candidate's Guide

Off the back of Cox Purtell's Insight Session on "Culture That Fuels High-Performing Teams," this week, I've been reflecting on a crucial aspect of the job search: how can candidates, during the interview process, truly gauge a company's leadership commitment to fostering a high-performance environment?

After all, an interview is a two-way process, and you want to find out about your future employer, as much as they are trying to find out about you!

It's one thing for a company to talk about high performance, but it's another for its leaders to actively cultivate the culture and systems that make it a reality.

The recent panel, featuring insights from Karl Treacher (The Culture Institute of Australia), Rebecca Moulynox (Great Place to Work), Tica Masuku (Spaceful), and Ben Meneses-Sosa (Senior Engineering Leader), underscored that high performance isn't just about hitting KPIs. It's about sustainable, people-centric success built on a foundation of trust and psychological safety. As Ben Meneses-Sosa aptly put it, "It's not about debugging code, it's about debugging teams."

This resonates deeply – technical outcomes are intrinsically linked to non-technical enablers like purpose, safety, and clear values.

So, as a candidate, how do you dig deeper than surface-level statements during an interview? Here are a few thoughts on what to explore:

1. Probe for Specific Examples of Leadership in Action:

Instead of asking generic questions like "Do you have a high-performance culture?", try to elicit concrete examples. Consider questions like:

"Can you share an example of how leadership has supported a team through a particularly challenging project to ensure both wellbeing and successful outcomes?"
"How does leadership actively foster psychological safety, and can you give an instance where this was crucial for innovation or problem-solving?"
“Culture tends to reflect the character and style of its leaders. How would you describe the leadership style here, and how does it translate into daily team interactions and decision-making?"

Listen for responses that go beyond buzzwords. Are they talking about processes, or are they sharing stories that demonstrate genuine commitment?

Karl Treacher highlighted that "culture health begins with relational trust." Look for evidence of leaders building that trust through consistent, inclusive, and curious behaviours.

2. Understand How Performance is Defined and Supported:

High performance needs to be more than a slogan; it needs to be embedded in how work is done and how people are supported. Ask questions that reveal this:

"Beyond individual KPIs, how does the company measure and recognize team performance and collaboration?"
“How does leadership here empower employees and teams to take ownership and initiative?"
"What kind of coaching or development opportunities are in place to help individuals and teams continuously improve and perform at their best?"

Inquire about how the company invests in its culture and its people. Is it a tick-box exercise, or is it a strategic priority?

3. Assess the Environment – Physical and Cultural:

Tica Masuku’s insights on "topophilia" – the way people feel about a place – were fascinating. While you might not get a full office tour during an initial interview, you can still ask about the work environment:

"How does the company approach creating a work environment (whether physical, virtual, or hybrid) that supports collaboration and focused work?"
"How are values communicated and reinforced within teams on a day-to-day basis?" Ben Meneses-Sosa mentioned ubiquitous communication of values, even down to posters in bathroom stalls, and peer-nominated awards – these are tangible signs.

Remember, as Karl Treacher warned, "Every reputation scandal starts in culture." A leadership team that is serious about high performance is also serious about building a healthy, ethical, and supportive culture.

The Bottom Line for Candidates:

Your interview process is a two-way street. It's as much about you assessing the company and its leadership as it is about them assessing you. By asking thoughtful, specific questions, you can gain valuable insights into whether a company’s leadership truly champions a high-performance culture where you can thrive. Look for leaders who are not just talking the talk but are actively walking the walk, fostering trust, psychological safety, and a genuine commitment to their people's success. After all, a culture where people thrive is the bedrock of sustainable high performance.

Our next event!

Mon, 12 May 2025 00:36:52 GMT

CULTURE that fuels high-performing teams

At Cox Purtell, we believe that a thriving workplace culture is the cornerstone of high-performing teams. That's why we're excited to invite you to our first Insight Session of 2025, where we'll delve into how proactive cultural leadership can drive engagement and success.

Event Details

Date: Tuesday, 13 May 2025
Time: 5:30 PM – 8:00 PM
Location: The Royal Exchange of Sydney, 1 Gresham Street, Sydney NSW 2000
Tickets: Free (includes drinks and nibbles)
Seats: Limited to 100 attendees
RSVP: Reserve your spot here

What to Expect

This session is tailored for People & Culture Managers, HR professionals, hiring managers, and leaders keen on cultivating a culture that propels team performance. Our expert panel will share insights on:

Leading and nurturing culture for future success
Creating engaging workspaces that empower teams
Developing team leaders through the "3 D's" framework
Linking employee engagement to organisational outcomes

You'll also have the opportunity to network, enjoy refreshments, and participate in a Q&A session with our panellists.

Giving Back

For every attendee, Cox Purtell will donate $20 to The Raise Foundation , supporting youth mentoring programs that enhance wellbeing and equip young people with life skills.

Don't miss this opportunity to gain valuable insights and contribute to a meaningful cause. Reserve your seat today and join us in shaping the future of high-performing teams. TryBooking

What the Easter Bunny Can Teach Us About Job Hunting

Wed, 09 Apr 2025 22:35:19 GMT

It’s not all chocolate and carrots - there’s some real wisdom in those paws.

While Easter might be best known for hot cross buns, chocolate eggs, and long weekends, there’s actually a surprising amount we can learn from the Easter Bunny - especially when it comes to job hunting.

Here’s what this fluffy seasonal icon can teach us about landing your next role:

�� Don’t put all your eggs in one basket
You’ve heard it before... and the Easter Bunny would agree. When you’re job hunting, it’s important to explore a few different opportunities rather than pinning all your hopes on one. You never know which door (or egg) will crack open the right career path.

�� The best opportunities are often hidden
Much like a cleverly hidden chocolate egg, the perfect role isn’t always sitting right in front of you. Some of the best jobs come through networking, working with a recruiter, or applying a little creative thinking. If you’re not finding what you want on page one of the job boards... dig a little deeper!

��Know where you’re going before you hop
The Easter Bunny doesn’t just start bouncing with no plan, and neither should you. Have a clear idea of what you’re looking for: the type of role, company culture, location, flexibility, and growth potential. A little direction can help you hop in the right direction.

�� Preparation = success
Behind every successful Easter egg hunt is someone who did a little prep. The same goes for job hunting. Tailor your CV, clean up your LinkedIn, and have a solid pitch ready for interviews. The more prepared you are, the smoother the hunt.

�� Help goes a long way
Even the Easter Bunny gets help from their friends. Don’t be afraid to ask for support - whether it’s from a recruiter, a mentor, or a friend giving your CV a once-over. Job hunting is easier when you’re not doing it alone.

So, what’s in your basket this Easter?
Whether you’re actively looking or just thinking about your next move, now’s a great time to check in with your career goals. And if you need a hand? That’s what we’re here for.

Happy Easter - and happy job hunting!

Recruitment Is Like Dungeons & Dragons - Here’s Why

Jasonp@coxpurtell.com.au (Jason Pretorius) — Thu, 20 Mar 2025 00:48:01 GMT

Hiring the right people is surprisingly similar to running a game of Dungeons & Dragons.

Stay with me...

I've never actually been a Dungeon Master myself, but through many hours listening to my son passionately recount his latest campaign - and as a youngster consuming the books as well as the computer games -I've realised there's something strikingly familiar about assembling a successful party and recruiting a great team.

A Dungeon Master (DM, for those still blissfully unaware) is essentially a storyteller, guide, and occasional tormentor of players. Their job isn't merely rolling dice and unleashing hordes of goblins - though my son assures me this is often the highlight - but carefully assembling and guiding the right mix of adventurers.

Think about it:

You always want a Wizard (think your visionary tech lead). They're essential for innovative solutions, but too many Wizards and you'll have endless ideas but little organisation.
You absolutely need a Barbarian - bold, fearless, and the first to dive headfirst into a challenge (like tackling that daunting client pitch). Fantastic in emergencies, but maybe not the best with delicate matters like budgets or sensitive negotiations.
The Rogue? Smart, adaptable, resourceful, and perhaps a touch ethically flexible - perfect for Sales or Business Development, as long as you keep an eye on your valuables.
Then there's the Cleric: supportive, empathetic, and crucial for maintaining morale. They keep everyone moving forward, usually powered by coffee and endless patience.

Here are four lessons I've picked up from recruitment, inspired by my indirect adventures in D&D:

1. Expect the unexpected

Prospective hires rarely follow your carefully scripted interview plans (much like adventurers ignoring the DM's meticulously crafted plot). Great recruiters, like great DMs, learn to embrace unpredictability, adapt swiftly, and think creatively on their feet.

2. Diversity Is Crucial

An entire party of identical adventurers is doomed from the start. Similarly, recruiting clones might feel safe but leads to shared blind spots. Diverse teams are resilient, innovative, and cover each other's weaknesses - exactly what your business needs.

3. Communication Matters

Vague instructions like "We want a Ninja Rockstar Developer Wizard" leave everyone confused. Specificity and clarity are essential. Clear, concise, and precise communication prevents misunderstandings, wasted effort, and unnecessary frustration.

4. Empathy Is Your Secret Weapon

Even mighty adventurers need appreciation, and prospective hires are no different. Empathy in recruitment creates positive experiences, improves employer branding, and builds genuine relationships with those you hire.

Real-World Application

Consider this scenario: your business urgently needs a senior developer (the Wizard). You have two strong prospective hires:

prospective hires A: Highly skilled individually but known to clash with teammates.
prospective hires B: Slightly less skilled individually but known for elevating the team's overall performance.

An insightful recruiter knows prospective hires B often leads to better long-term outcomes.

Individual brilliance is important, but synergy and teamwork often make the difference between success and failure.

So next time you're faced with a recruitment challenge, channel your inner Dungeon Master - whether you've rolled the dice yourself or, like me, learned the ropes second-hand.

May your next hire roll a natural 20.

And if assembling your perfect party feels like a quest too daunting to undertake alone, send a raven (or, you know, give me a call). Every Dungeon Master could use a skilled co-DM or a seasoned adventurer-for-hire to expertly navigate the recruitment campaign and ensure your party's success.

- Jason Pretorius: jasonp@coxpurtell.com.au

DIY Recruitment: A Delightful Disaster in the Making?

Tue, 11 Mar 2025 00:20:04 GMT

I'll kick this off by saying that I love DIY as much as the next person. The thrill of learning a new skill, the satisfaction of creating something from scratch, and the occasional moment of stepping back, admiring my handiwork, and thinking "Not bad, mate. Not bad at all."

That being said, as a weekend warrior with power tools, I’ve learned a few hard truths. DIY is rarely the cheapest, fastest, or most efficient way to get things done. Sure, I could probably build my own custom cabinetry, but by the time I’ve bought the materials, watched 17 YouTube tutorials, made a few (costly) mistakes, and finally finished, I might as well have hired a professional and saved myself the blood, sweat, and swearing.

And funnily enough, the same principle applies to recruitment.

If the idea of writing engaging job ads (that don’t sound like a corporate snooze fest), navigating the labyrinth of digital job platforms, crafting Boolean search strings that resemble an alien language, sorting through an ocean of résumés, screening candidates, handling interviews, and gracefully managing salary negotiations excites you - then congratulations, DIY recruitment will be your new favourite hobby!

But if you’d rather focus on actually growing your business instead of getting lost in the recruitment trenches, there’s a better way.

At Cox Purtell, we eat, sleep, and breathe recruitment so that you don’t have to. We’ve got the networks, the expertise, and the finesse to find the right people faster - without the expensive mistakes, the hiring missteps, or the time drain.

So, if you love recruitment as much as I love assembling flat-pack furniture (read: not that much), let’s have a chat. I promise you’ll save yourself a whole lot of time, money, and frustration.

#DIYRecruitment #RecruitmentFails #HireSmart

The things you should consider before you look for a new job

Tue, 04 Mar 2025 23:39:28 GMT

The things you should consider before you look for a new job.

While I am in the business of getting people new jobs I also firstly explore the motivation and reason for someone seeking a change.

Humans are emotionally driven and often look to fix or change things, wanting to explore a new job can often be driven by a reaction to something that often has nothing to do with your job. It’s not easy getting a new job and people often go into this process without proper consideration.

Leaving your job and starting a new role isn’t always easy. I often advise people on the below to understand the why.

Is the decision to look elsewhere based on assumptions? Often this can be: I don’t think they’d give me any more money, I want a little bit of flexibility, I don’t think there is any progression. This can be based on a colleague’s experience rather than their own. I would encourage you to explore these fully rather than make an assumption. If the main reason you want to find a new place to work so you can have more flexibility to take every Weds off from 3pm to play cricket during the season, just ask.

Is a move purely money driven? Almost everyone wants a pay increase with a move and rightly so. A lot of people don’t explore this with their current employer as they think it will be pointless or awkward or both. It’s much more costly to hire your replacement than increase your salary when you take into consideration time and resources spent.

“It's me, hi, I'm the problem, it's me”. Have you disengaged from your job because of something else? Often, because we spend so much time at work, it can bare the brunt of our dissatisfaction. Is your job really the problem? People often slide into a self-perpetuating cycle of negativity at work, if you feel you are hard done by, you will only see and interpret events that support that. Are you going through a difficult life experience? Of course, this will affect your job and job satisfaction, but is it really fair to attribute this to something outside of your control? You can only control what you can control, It’s ok to have time off work or not be able to fully commit to your role sometimes; you are dealing with a serious life event, and work will not always be your priority.

If in doubt, apply anyway- well, yes and no. Depending on the skillset of your role, don’t apply for a role as Head of Finance if you have 1 year’s experience in Accounts Payable. Many job seekers think it’s a numbers game and if you want to change to a new career you have to just apply for the job you want. But why would you waste your time putting in an application for a role you have less than 10% of the key, required experience for? I can only imagine it would be quite demoralising and time-consuming to keep applying and keep getting rejected. Some careers and role types will focus more on the personality/culture fit, which is really hard to get across on a 2-page document. Those candidates who follow up their application with a call (please do not 2 minutes after applying) stand out and often for the right reasons.

Have you spoken to both your professional and personal networks? One thing we most have in common is we all have a job, perhaps you are not very curious about what your friends and families do in their day to day work but speak to them, find out what they like and dislike about their jobs, find out more about the companies they work for etc. These conversations may help you in your own decision-making progress and/or even lead to new opportunities you hadn’t considered or thought about. Think about it now, do you know what your friends even do for their jobs? Often, socially work is only discussed in a negative way, to vent or to complain, ask your friends the top 3 things they love about their job and talk to them about their path to date.

Can the issue be changed? You can’t move your office location, but your communication and professional relationships with your colleagues could potentially be improved. As in life, problems tend to arise due to misinterpretation through lack of clear communication. Do you dislike your boss or your team or your role because of this, have you taken steps to improve this yourself? Sure, situations can often become untenable, but exploring this first is important.

Top Tips for Baby Recruiters

Wed, 19 Feb 2025 21:29:00 GMT

Recruitment is a tough game, especially when you're new to the industry. There's a lot to take in - KPIs to hit, industries to learn about, relationships to build, and cold calls to make. Your first few weeks and months as a recruiter can be overwhelming as you try to grow your expertise. In this blog, I cover some key tips that will have you kicking open doors in no time!

Be Authentic

Everyone has their own communication style and workflow. Find what works for you and stay true to it. You'll build stronger relationships with candidates and clients when you're professional while still letting your unique personality shine through.

Be Confident in What You Offer

Understand the value you bring as a recruiter and don’t be afraid to promote it. If you want your clients and candidates to stick around, you must believe that you’re the problem solver they need - and make sure they know it too.

Establish a Process Early On

Figure out what works best for you and build consistency into your daily workflow. Having a structured approach will help you stay organized and productive.

Listen to Your Colleagues

Your colleagues will be your best teachers in recruitment. Pay attention to how they handle different situations - how do they build rapport quickly? How do they deliver good (or bad) news? Listen to their questioning techniques and "borrow" the best ones to refine your own style.

Learn from Your Candidates

Use your conversations with candidates as a learning opportunity. Even the most complicated roles become clearer when you hear about them from different perspectives.

Get on the Phone

You don’t build strong relationships through emails alone. Prioritise in-person or phone-based communication to maximise your influence and establish real connections.

Eat the Frog

Tackle the least enjoyable task first thing in the morning. That way, you start the day on a high instead of procrastinating on that one difficult phone call.

Be Consistent with Business Development

Make Business Development (BD) a daily habit. Consistently building relationships and pipeline will ensure long-term success.

Celebrate Successes

Take time to acknowledge both your personal wins and team achievements. Whether it's securing that elusive client meeting or making your first placement, celebrating successes is key to avoiding burnout.

"Recruitment is a marathon, not a sprint - stay authentic, stay consistent, and success will follow."

The Art of Hiring for Culture Fit vs. Skills (and Striking the Right Balance)

Mon, 10 Feb 2025 23:40:27 GMT

The Art of Hiring for Culture Fit vs. Skills: Striking the Right Balance

Hiring the right person for your business is about more than just ticking off skills on a CV. A candidate may have the perfect qualifications, but if they don’t align with your company’s culture, they may not thrive—or worse, they could disrupt team dynamics. On the flip side, hiring solely based on culture fit without considering skills can leave you with a great personality but an underqualified employee.

So how do you strike the right balance between hiring for skills and culture fit ? Here’s how you can assess candidates beyond their CVs to make the best hiring decision for your business.

Why Skills Alone Aren’t Enough

Technical skills, experience, and qualifications are essential for getting the job done, but they don’t guarantee long-term success in your organisation. Here’s why:

A highly skilled candidate who doesn’t align with your company values may struggle to collaborate with the team.
Poor cultural alignment can lead to lower engagement, productivity, and retention rates.
Some technical skills can be taught on the job, but attitudes, work ethic, and values are harder to change.

Example: A brilliant recruiter who prefers solo work may not thrive in a highly collaborative, team-driven environment.

Why Culture Fit Alone Isn’t Enough

Hiring someone solely because they “get along” with the team can lead to issues such as:

Lack of diversity in thinking – If everyone thinks the same way, innovation and problem-solving suffer.
Skill gaps in critical areas – A team full of like-minded people without the necessary expertise won’t drive business growth.
Subjectivity in hiring – Relying too much on “gut feel” can introduce unconscious bias, leading to less inclusive hiring.

Example: A highly motivated and friendly candidate might fit in well but could struggle if they don’t have the technical expertise to execute the role effectively.

Striking the Right Balance

1. Define Your Non-Negotiables

Before hiring, separate the must-have skills from the trainable skills and the core cultural values from the nice-to-have personality traits .

Essential skills : The minimum level of expertise needed for the job.
Trainable skills : Areas where you can provide training or mentorship.
Core values : The principles that guide how your team works and interacts.

Tip: Ask yourself, “Would I rather have someone who’s 80% skilled but a great culture fit or 100% skilled but doesn’t align with our values?”

2. Ask Behavioural & Situational Interview Questions

Move beyond generic interview questions and assess both skills and cultural alignment using real-world scenarios.

For skills assessment:

“Tell me about a time you solved a difficult problem at work. What was your approach?”
“What tools/software do you use daily in your role, and how do you stay updated on industry trends?”

For culture fit assessment:

“What kind of work environment helps you perform at your best?”
“Can you describe a time you disagreed with a colleague? How did you handle it?”

3. Use Work Simulations & Practical Tests

Instead of just relying on what candidates say they can do, have them demonstrate it.

A writing task for a content role
A coding challenge for a tech position
A role-play sales pitch for a business development role

This ensures you’re hiring based on real ability rather than just interview performance.

4. Introduce Team-Based Interviews

Culture fit doesn’t mean hiring people just like you—it’s about ensuring alignment with the company’s values. Having candidates meet different team members helps assess:

How they interact with various personalities.
If they bring a fresh perspective that complements the team.
If they align with the team’s working style.

Tip: Assign a team member to assess skills and another to assess cultural alignment to avoid bias.

5. Look for Value Add, Not Just Fit

Instead of thinking, “Does this person fit in?” , ask, “How will this person enhance our team?” .

Will they challenge groupthink and bring fresh ideas?
Do they have a unique strength that the team lacks?
Will they help evolve the culture rather than just blend in?

Finally…

Hiring the right person isn’t about choosing skills OR culture fit —it’s about finding the right mix of both. By taking a structured approach to assessing skills, cultural alignment, and long-term potential, you can build a team that’s both competent and engaged.

Need help finding candidates who fit your business perfectly? Get in touch with our recruitment experts today!

Tips, Tricks and a To do List to prepare for Maternity Leave from work

Tue, 14 Jan 2025 23:26:14 GMT

This year, I'll be stepping into a new role which I have never done before, motherhood!

It's going to be challenging, tiring, also brand new and hopefully rewarding in many ways.

Although I have never done this before, everyone has reassured me that it will be my best experience yet and I’m excited for this next chapter.

As I navigate my third trimester (in the middle of the Australian summer heat mind!) I have also had to prepare myself, my boss and my team to head off on Maternity Leave.

I appreciate that preparing for this kind of transition can be different for everyone in many ways due to the role you work in and the industry and company you work for, however during my research and planning there are some key tips and things to consider that I have found and think would be useful to most others in a similar position to myself:

1. Give Your Employer Plenty of Notice

As soon as you’re comfortable sharing the news of your pregnancy, talk to your supervisor about your plans for maternity leave. Ideally, you should give at least 3-4 months' notice to allow plenty of time for adjustments. This is especially important for companies that require you to submit formal paperwork or have specific processes in place.

What to do:

Set up a meeting with your manager to discuss your leave.
Review your company's maternity leave policies (paid/unpaid leave, FMLA, etc.).
Confirm the expected dates for your leave and any flexibility around them.

2. Create a Detailed Transition Plan

A detailed transition plan is key to ensuring that your absence is as seamless as possible. It’s your opportunity to hand over your responsibilities in an organised and thoughtful way.

What to do:

List your current projects and deadlines.
Identify key tasks and duties that will need to be handed off.
Assign team members to take over specific tasks, and ensure they have all the information they need to proceed.
Include login details, file locations, and any essential documents for your replacement(s).
Set up meetings with colleagues to walk them through ongoing projects.

Pro Tip: Try to wrap up or transition projects well before your due date to avoid a last-minute rush.

3. Update Your Calendar & Set Clear Boundaries

The last thing you want is to be constantly interrupted by work emails or phone calls during your maternity leave. Setting clear boundaries and updating your calendar will help you and your team stay on the same page.

What to do:

Set up an out-of-office auto-reply for your email with clear instructions on how to contact someone in your absence.
Block out your maternity leave dates on your calendar and notify the team of any final meetings or commitments.
Designate someone to handle urgent matters or emergencies that may arise during your leave.

4. Prepare Financially for Your Leave

Maternity leave often comes with a reduction in income, so it's crucial to financially prepare ahead of time. Understanding what your employer offers and how your benefits are structured can make all the difference.

What to do:

Review your company’s maternity leave benefits (paid vs. unpaid, duration, etc.).
Set aside an emergency fund to cover the time you're on leave.
If applicable, apply for short-term disability benefits or government support programs (like parental leave benefits).
Plan for additional expenses, including baby-related costs, and adjust your budget accordingly.

5. Train & Empower Your Team

Once you’ve identified the people who will be taking over your duties, make sure you give them the tools they need to succeed while you’re on leave. It’s not only about handing off tasks but ensuring they feel empowered and confident in managing your workload.

What to do:

Offer to train colleagues or share written guides on how to complete tasks or troubleshoot any issues that may arise.
Provide a list of important contacts and resources they may need.
Be open to questions and clarifications in the weeks leading up to your leave.

Pro Tip: You might want to consider scheduling "check-in" calls or meetings (before you leave) with your colleagues to ensure they are clear on what needs to be done.

6. Plan for Post-Leave Transition

Maternity leave is temporary, and it’s helpful to have a strategy in place for reintegrating back into the workforce once your leave is over. This includes planning for a balanced return to work and managing the shift back to your professional responsibilities after focusing on your baby.

What to do:

Discuss your return-to-work plan with your supervisor in advance, including the possibility of a phased return, flexible hours, or remote work if needed.
Ensure you have a clear understanding of how much support you’ll receive during your transition back.
Keep in touch with colleagues and stay updated on major changes that happen while you're away.

7. Take Care of Yourself

It’s easy to get caught up in the logistics of preparing for maternity leave, but remember that you also need to take care of yourself. You’re about to undergo a significant life change, so managing your health and well-being before and after the baby arrives is vital.

What to do:

Schedule regular prenatal checkups and any other necessary health appointments.
Take breaks when needed and make sure you're getting enough rest as your due date approaches.
Don’t be afraid to ask for help with work or personal tasks during this busy time—whether it’s with your team, family, or friends.
Prioritise self-care: a balanced diet, staying active (within your doctor’s recommendations), and mental wellness are crucial for managing stress and feeling your best.

Preparing for maternity leave is no small task, but with a little planning and the right mindset, you can ensure a smooth transition and set yourself and your team up for success. By keeping these tips in mind and staying organised, you can confidently step away from work, knowing that everything is in good hands.

Remember, maternity leave is a time for you to focus on yourself, your baby, and your family, so don’t forget to prioritise your well-being during this exciting and transformative period as well!

Good Luck to everyone going through this kind of situation & see you on the other side!

Top Skills Employers Looked for in 2024

Wed, 11 Dec 2024 23:16:48 GMT

As 2024 comes to a close, it's clear that the job market has evolved significantly, with employers placing a high value on a specific set of skills. These skills have been instrumental in helping organisations navigate changing industries, embrace innovation, and maintain competitiveness.

Here's a closer look at the top skills that defined hiring trends in 2024:

1. Digital Literacy and Tech Savviness

As industries continue to embrace digital transformation, employees with a strong understanding of technology have become indispensable. Proficiency in tools like CRM platforms, data analytics software, and even AI-driven tools is no longer just an asset but a necessity in many roles.
Skills like automation implementation, digital collaboration, and data visualisation were particularly sought after this year.

2. Adaptability and Resilience

If 2024 taught us anything, it's that change is the only constant. Employers sought candidates who could thrive in uncertain and fast-paced environments. Adaptable employees were seen as valuable assets, capable of pivoting strategies and learning new tools quickly when needed.

3. Communication and Interpersonal Skills

Despite the rise of remote and hybrid work models, communication remains a cornerstone of workplace success. Employers prioritised candidates who could convey ideas clearly, collaborate effectively across teams, and maintain strong client relationships. Emotional intelligence also played a crucial role in leadership and team dynamics.

4. Critical Thinking and Problem-Solving

As businesses faced new challenges, employers sought individuals who could approach problems methodically and devise innovative solutions. Candidates with a knack for assessing situations, analysing data, and proposing actionable strategies were highly favoured across industries.

5. Specialised Industry Expertise

In fields like technology, healthcare, and finance, employers prioritised candidates with niche skills. For instance, expertise in cybersecurity, cloud computing, and AI programming were among the most in-demand technical skills.

6. Sustainability and Environmental Awareness

With ESG (Environmental, Social, and Governance) initiatives taking centre stage, companies valued candidates who could contribute to sustainability goals. Knowledge of sustainable practices and green technologies became an important consideration in hiring decisions.

7. Project Management and Leadership

Employers increasingly sought employees who could lead teams and manage complex projects effectively. Certifications like PMP (Project Management Professional) or Agile were highly desirable, as they signalled a candidate’s ability to deliver results efficiently.

Preparing for 2025

As we move into the new year, candidates who want to stay competitive should focus on developing these key skills. Continuous learning, taking up professional development courses, and gaining practical experience in these areas can significantly improve employability.

For employers, identifying these skills within your current teams and fostering them through training programs can ensure your business remains agile and ready for the challenges of 2025.

Let’s make 2025 a year of growth and success together!

Recruitment: The Ignored Engine of Your Business (and Why That’s a Massive Mistake)!

Jasonp@coxpurtell.com.au (Jason Pretorius) — Tue, 03 Dec 2024 02:19:17 GMT

Recruitment: The Ignored Engine of Your Business (and Why That’s a Massive Mistake)!

I’m not going to rehash the old “why you should use an Agency Recruiter” bull. This isn’t about pushing 3 ^rd party recruiters.

Regardless of your business strategy & world view; your Recruiters are your best friend. You should be demanding the same level of craft from them that you do from your Technical teams. But you should also be viewing them with the same respect.

You all talk about people being your greatest asset; but seem reluctant to give your “people specialists” a seat at the table.

I won’t name the source, but a Technical contact of ours made a relevant statement which applies here:

One of the hardest questions we answer for our large enterprise customers is why they should choose (name removed to protect the innocent) instead of managing their own technical services. It can seem counterintuitive that paying extra for a managed service can save you money. However, when we factor in economies of scale - particularly in regard to access to specialized knowledge and tooling - the case for managed services becomes clear . This was certainly the case for some of our clients earlier this year, where their investments paid off in the form of a quietly managed bug fix.

The point is that specialist people bring horsepower to your business that you may not have.

Let’s be fair, as a business owner or primary; at your base you have one of two priorities. Either you make money, or you save money.

Your recruitment team should be doing the same & measured accordingly.

Our results are often measured by recruitment process KPIs rather than business outcomes . I think that should change.

But it’s difficult to measure without looking downstream. So how do we achieve one of those two goals for you?

Revenue Generation:

Revenue: We fill your revenue generating roles. Our work impacts project delays, capacity planning & pipelining, product launches etc; all with immediate consequences on your revenue.
Top talent: skilled recruiters bring you people who stick, stay & deliver . Good recruiters introduce you to the people who will perform in your environment, not just the next bum in a seat.
Expansion: Good recruiters aren’t just recruiting hand to mouth. They’re preparing for what is coming . They’re aiming at being able to fill roles before you are desperate . The horsepower comes from proactivity not reactivity.

Cost savings:

Time to hire: We bring horsepower to eliminate productivity gaps open seats cause.
Lower opportunity costs: open seats cost money in productivity, missed business opportunities or delayed projects.
Reduction in attrition: I’ve already mentioned stick, stay and deliver.
Negotiating fair salaries: knowing what you can get for your budgets or enabling accurate business decisions on ROI.

Risk mitigation:

Avoiding bad hires: Don’t fall for the BS, no recruiter can eliminate the risk in hiring but a good recruiter knows how to layer in risk management as an extension of you. Reducing the risk of lost productivity and attrition.
Minimising legal & compliance risks: e.g. do they have rights to work here.

Strategic value:

Workforce planning: anticipate & prepare for workforce needs, avoid reactive & therefore costly knee jerk hires.
Market intelligence: trends, pricing, competitor strategies. Knowing who we want and where they are, makes you money.
Scaling efficiency: A duplication of a few points.

I could carry on, but in the interests of readability, I’ll stop there.

2 recent examples of Cox Purtell Technologies work are:

A start up predicted to be influential in Health, brought on a Fractional CTO to build their enterprise product. He engaged us to build his technical leadership team (Head of Engineering already in place). We did so quickly, but also introduced them to such high calibre humans that he was able to step away early. They are well on track to delivering on their product time frames.

A Consulting business relied on a Partner for their hiring. As they begin to scale further, he found himself losing hours just sifting through CVs. He engaged us as a test; we very quickly filled his first role, that success led us to subsequently helping him engage his first (non Founder) level lead. He will be able to spend more time working on his business, rather than just working in it. We will be actively discussing a Recruitment as a Service model as his demands increase.

Good Recruiters/TA are demanding ; we want tools, we want to know you, we want your time and attention. BUT once you’ve made that investment , we are autonomous high powered missiles that you can leave confident that we will hit your goals.

Invest in your internal TA team or bring on external Specialists like my team but do it with the intention of investing in your business . The hype around AI camouflages human skills and resourcefulness. Yes, data is the gold mine but the ability to unlock that gold mine is where your Recruiter /TA shines. Stereotypically, we are Resourcefulness personified.

Recruitment isn’t just about putting bums on seats —it’s about driving the engine of your business. The talent you bring in doesn’t just keep the lights on; it’s what helps you grow, innovate , and get ahead of the competition. Whether it’s finding revenue-driving specialists, saving you time and money, or mitigating the risks of bad hires, good recruiters aren’t a luxury —they’re a necessity.

Backing your recruitment team , whether it’s in-house or an external specialist crew, is about investing in your business’s future . It’s not just about hiring for today but making sure you’re set up to tackle tomorrow’s challenges before they even appear on your radar.

The businesses that win aren’t the ones that treat recruitment as a cost centre—they’re the ones that recognise us as strategic weapon weapons.

Give your recruitment specialists the respect, tools, and support they need, and they’ll deliver more than just hires —they’ll help you build a business that thrives .

Happy hunting, call me, James Purtell or Lizzie Ritchie if you’d like to know how Cox Purtell produces outcomes for business owners like you.

Top 5 Perks Sydney Employees Value Most

Mon, 25 Nov 2024 22:26:56 GMT

As Sydney’s job market continues to evolve, the expectations of employees have shifted significantly.

The "new normal" has redefined workplace priorities, with candidates now placing greater emphasis on perks that align with their personal well-being, career growth, and work-life balance. For employers looking to attract and retain top talent, understanding what Sydney employees value most can make all the difference. Here are the top five perks that are in demand among job seekers today.

1. Flexible Working Arrangements

Gone are the days of rigid 9-to-5 office schedules. Flexible working arrangements—such as hybrid models, remote work options, and adjustable hours—have become a top priority for Sydney employees.

According to recent surveys, many professionals view flexibility as a non-negotiable perk, with parents and caregivers valuing the ability to better balance their personal and professional lives. Additionally, cutting down on commutes has boosted productivity and reduced burnout for many workers.

Tip for Employers: Offer tailored flexibility options and ensure that remote employees feel just as connected and supported as in-office staff.

2. Wellness and Mental Health Support

The pandemic placed a spotlight on the importance of mental health, and employees now expect their workplaces to reflect this understanding. Wellness perks—such as Employee Assistance Programs (EAPs), access to counselling, mental health days, and fitness reimbursements—are no longer considered "nice-to-haves" but essential.

Sydney employees increasingly appreciate companies that foster a culture of well-being, showing that they care about their staff beyond just performance metrics.

Tip for Employers: Provide resources like mindfulness apps, gym memberships, or in-office wellness initiatives to demonstrate your commitment to staff well-being.

3. Career Development Opportunities

Employees want more than just a job—they’re looking for career growth. Learning and development opportunities, mentorship programs, and clear progression paths are highly sought-after. Post-pandemic, professionals in Sydney are prioritising roles where they can upskill and future-proof their careers.

Offering training in areas like technology, leadership, or industry-specific skills can not only attract talent but also increase employee retention.

Tip for Employers: Invest in professional development through online courses, certifications, and cross-training programs.

4. Workplace Culture and Social Connection

After periods of isolation during lockdowns, Sydney employees are looking for workplaces with positive, inclusive, and engaging cultures. A strong sense of belonging and opportunities to connect socially—whether through team-building events, volunteering days, or casual Friday catch-ups—can significantly enhance employee satisfaction.

Employees also value transparent and empathetic leadership, which fosters trust and openness in the workplace.

Tip for Employers: Celebrate milestones, host regular social activities, and encourage open communication to build a strong workplace community.

5. Competitive Salary and Benefits Packages

While non-monetary perks have grown in importance, salary remains a critical factor in attracting top talent. In Sydney, where the cost of living is notably high, competitive compensation packages are a key draw. But employees are also paying attention to additional benefits like extra leave entitlements, bonuses, and retirement contributions.

Customised perks—such as childcare support, travel reimbursements, or even "birthday leave"—can set employers apart from competitors.

Tip for Employers: Stay updated on industry salary benchmarks and consider offering tailored benefits that address the unique needs of your employees.

Final Thoughts

In a competitive job market like Sydney’s, offering perks that align with modern employee priorities is essential for attracting and retaining the best talent. By listening to what candidates value most—flexibility, wellness, development, culture, and competitive compensation—employers can create a work environment that stands out and thrives.

If you’re looking for advice on finding top-tier talent or need help refining your recruitment strategy, get in touch with us today.

Why Temporary Roles Could Be a Smart Move for Candidates This Holiday Season

Tue, 05 Nov 2024 01:57:23 GMT

As the holiday season approaches, the job market in Sydney undergoes a shift. Many companies need additional help to manage end-of-year projects, cover staff on leave, or prepare for the busy summer season. Temporary or contract roles can be a smart choice for candidates, offering unique advantages that might not be obvious at first glance.

In this blog, we’ll explore why temp work can be a valuable career move during November and December, whether you're a recent graduate, someone re-entering the workforce, or just looking for fresh opportunities.

The Benefits of Temporary Roles

Gain New Skills and Experiences
Temporary roles can introduce candidates to new industries, allowing them to learn skills that boost their resumes. This can be particularly valuable for those who want to transition into a different sector or gain hands-on experience with certain tools or software.
Build Your Professional Network
Temp roles often lead to connections with people in various departments. Candidates who network effectively can leave a lasting impression, opening doors to future roles within the same company or in the broader industry.
Get Your Foot in the Door
Many companies use temporary roles to assess candidates for permanent positions. By proving their skills and cultural fit during a temp role, candidates increase their chances of securing a full-time position.
Flexibility and Freedom
Temporary roles offer flexibility, which can be appealing during the holiday season. Candidates can plan breaks around their temp contracts or decide to take a few weeks off before starting a new search in the new year.

Why Companies in Sydney Are Seeking Temp Workers Right Now

Seasonal Demand in Key Industries
Industries like retail, logistics, and hospitality in Sydney often ramp up hiring during the holiday season. But even in sectors like finance, tech, and administration, companies need temporary support to cover for staff on holiday or to tackle end-of-year projects.
Budget and Headcount Restrictions
Many businesses have budget restrictions at the end of the year, so hiring temporary staff offers a way to get the help they need without committing to a full-time role. This is especially relevant for Sydney companies with strict hiring budgets.
Project-Based Needs
Temporary roles are ideal for companies with specific projects to complete before the year ends, from inventory overhauls to financial audits and marketing campaigns. Temp workers bring valuable skills without a long-term commitment.

How to Make the Most of a Temp Role: Tips for Success

Embrace Every Opportunity to Learn
Treat the role as an extended interview by showing enthusiasm, asking questions, and actively seeking out tasks. Temp work can offer a steep learning curve, so be proactive about gaining as much knowledge and skill as possible.
Showcase Your Adaptability
Companies appreciate temp workers who can hit the ground running, adapt to new systems, and handle different tasks with ease. Demonstrating flexibility can make you stand out and be remembered for future roles.
Build Relationships
Take time to get to know the team and build rapport. Even short-term connections can lead to long-term career benefits, especially if managers or team members can endorse your work to other departments or companies.

How to Land a Great Temp Role This Season

Update Your Resume and LinkedIn
Tailor your resume for temporary roles, highlighting flexibility, adaptability, and a willingness to learn. Update your LinkedIn profile with relevant experience and set yourself as “open to work” for temporary or contract roles.
Register with a Recruitment Agency
Recruitment agencies, like ours, have access to a wide range of temporary roles in Sydney across industries. Working with a recruiter can help match your skills to roles that are a good fit and increase your chances of quick placement.
Leverage Your Network
Tap into your existing network to find out if companies need holiday cover or temporary support. Personal recommendations can be a powerful way to secure temp work.

Temporary roles may seem short-term, but they can bring long-term benefits, from skill-building to valuable connections. This holiday season, consider exploring temporary work opportunities as a way to gain fresh experiences, stay productive, and potentially set yourself up for exciting new roles in the new year.

It may be a given – but timing and proactivity in recruitment is everything

Wed, 23 Oct 2024 00:14:34 GMT

As the title of this blog post suggests, the idea of moving your recruitment processes forward quickly and having a proactive mindset should really be a given as “good practice” right? Both elements are things we would all subconsciously think of when naming what could bring a positive outcome for most business activities.

But why? Why should you have a recruitment process that takes timing into account and doesn’t dawdle or delay?

Why should you act proactively for recruitment and how do you even do that?

Keep reading and you can find out…

Industry trends

Knowledge is power. Knowing the status of the market is going to assist you in proactively planning your recruitment process. Is it candidate or client heavy? Why are candidates looking to move roles? Is there a drastic change in salary expectations? Are we moving back into the office more?

Understanding the market and trends can help you to know if you’re up against stiff competition for candidates or if you’re going to spending hours sifting through mass applications. If you’re not clued into the recruitment market, as it may not be part of your daily work responsibilities, don’t worry – recruiters and agencies can tell you and keep you informed. One of the many reasons why you should have a trusted recruitment partner. Thus, saving you from any wasted time and resources.

Promoting Company Image

Do you know what the most common killer of recruitment deals is? No?

It’s Time.

A lengthy recruitment process that is dragged out over weeks, or with excessive rounds for a candidate to pass through is only going to be a hinderance to your recruitment. This can also have a negative impact on the company image.

Think of it this way, a candidate who is in process for a role you’re recruiting for, drops out. They’ve accepted a role elsewhere as they’ve been waiting 3 weeks for their next interview with you. They were frustrated with waiting; they feel like they’re maybe not good enough as you don’t appear keen to move the process along. They then tell their friends and family about it, they now feel like they wouldn’t to go through that experience themselves. Perhaps, it’s 5 years later and this same candidate is applying for roles again, they see your company has a job that would suit them, but they remember the previous process, so they decide not to apply.

From one simple bit of delayed process or lack of communication you’ve managed to instill a negative connotation to your brand’s processes and that could lead to missing out on top talent as they’re not applying to your roles and maybe even telling others to do the same.

Create a Positive Candidate Experience

Treat others the way you’d like to be treated – we’ve all heard this term before, and it can be very relevant in recruitment. Try and imagine you’re in the shoes of the candidate in your process. How would you want to be made to feel? Would you want to receive more feedback and transparency to aid you in your job search? You probably would.

Remember – candidates are interviewing you too! This is a 2-way discussion. A candidate is trying to sell their skills and experience to you, and you’re trying to sell your company environment and benefits to working for them to the candidate.

Be proactive and build a pipeline

If you can find the time or have a dedicated HR/Recruitment team member, it could be really helpful for you or them to network with people who you think could be a good fit your business. Build relationships with everyone you meet, you never know if they’re going to become a future acquaintance or a potential candidate.

Good people tend to know other good people. Your colleagues may know of people looking who could be a good fit for your business. Utilise the knowledge and network that you already have available to you.

Important factors to remember so your processed aren’t affected by time delays and to help you act proactively:

Upcoming leave for decision makers. Is someone going to be away during interviewing who is going to be part of the decision-making process? Then it’s probably not the best time to be recruiting. Any delay to your processes could put off your candidate(s) or they could accept an offer elsewhere if they’re active in the market.
When planning who the candidate would meet as part of the process, try and decide this BEFORE they interview. If you start to drag out the process by adding another meeting with another executive, the candidate is going to think you’re dragging it out. It’s likely that they’ll become disengaged and start to have feelings of doubt as to why this business is having them meet someone else.
If a candidate is applying to your job advert, they’re probably applying to others too. Try not to be ignorant to the fact that a candidate is only interested in your role. Make sure to ask about their commitment to the process, do they have any other processes they’re currently going through? Keep them as engaged and in the loop as you can. They haven’t established any loyalty with you yet, they’re still discovering if they want to be a part of your organisation. So, try to run a process that makes them feel like they’d really like to be a part of your team.
If you’re planning on having any psychometric testing or practical elements involved in your process, firstly determine at what stage would be the best for that to take part, secondly ensure that what you’re asking from the candidate is succinct and appropriate for the role. For example, don’t ask a junior candidate to prepare a 45-minute presentation for a role that is only going to be a short-term contract position.

The most important tool and resource in the recruitment process – partner with a recruitment agency. Preferably on the experts at Cox Purtell Staffing Services! Utilise their knowledge, resources and network. Outsourcing can save you time and effort

Navigating Holiday Burnout: Strategies for a Balanced Season

Tue, 15 Oct 2024 01:15:40 GMT

71 days until Christmas. Yes, you read that right.

As the holiday season approaches, it’s hard to ignore the festive decorations popping up everywhere. Just the other day, I walked into my local shopping centre and saw Christmas lights already twinkling. It’s only October, and while I appreciate the early reminder, I know all too well that I’ll likely leave my shopping to the last minute once again. With just 71 days until Christmas, the countdown is on.

However, as we head into this busy time of year, it’s crucial to acknowledge a growing concern: burnout.

According to Mental Health First Aid (MHFA), Australian workers are facing alarming burnout rates, with 61% reporting feelings of exhaustion and stress, significantly higher than the global average of 48%. This is particularly concerning as many employees experience even greater stress during the holiday season due to work pressures and personal commitments.

The combination of impending deadlines, holiday preparations, and the pressure to meet expectations and catch up with all your friends and family BEFORE Christmas can feel overwhelming. It’s essential to take proactive steps to manage this stress and prioritise our well-being.

Here are some strategies to consider:

Set Realistic Goals: Assess your current workload and commitments honestly. It’s important to recognise your limits and adjust expectations, both at work and in your personal life. It is also OK to say “no” and set that boundary if you have overcommitted.
Prioritise Self-Care: Make time for activities that recharge you. Whether it’s enjoying a quiet evening with a book, exercising, or spending time with loved ones, self-care is vital during this hectic season.
Communicate Openly: Share your feelings with colleagues and friends. You may find that many others are feeling the same way, and having open conversations can help alleviate some of the pressure.
Plan Ahead: If you tend to procrastinate on holiday shopping, consider starting early this year. Even small planning efforts can reduce stress and allow you to enjoy the season more fully.
Take Breaks: Don’t underestimate the power of short breaks during your day. Stepping away for a few moments can help clear your mind and improve focus.

Be kind to yourself, we are doing the best we can.

And if you need to talk to someone, here are some resources:

Lifeline on 13 11 14
Kids Helpline on 1800 551 800
MensLine Australia on 1300 789 978
Suicide Call Back Service on 1300 659 467
Beyond Blue on 1300 22 46 36
Headspace on 1800 650 890

Soft Skills: What they are and how to leverage them as a job seeker

Wed, 18 Sep 2024 03:20:20 GMT

When searching for a job a lot of emphasis is placed on your CV and the technical skills you bring to the role however while your CV may get you in the door, it's your soft skills that will get you across the finish line. These interpersonal abilities can set you apart and boost your chances of landing a role. Here’s what soft skills are, why they matter, and how to leverage them in your job search.

What are soft skills?

Soft skills are non-technical abilities that influence how you work with others and navigate the workplace. Unlike specific technical skills, they’re transferable across roles and industries. Key soft skills include:

Communication: Clear expression and active listening
Teamwork: Collaborating effectively with others
Adaptability: Being flexible and open to change
Problem-solving: Finding quick, creative solutions
Time management: Organizing tasks efficiently
Emotional intelligence (EQ): Managing emotions and empathizing with others

Why soft skills matter:

Employers Prioritize Soft Skills

Many employers value soft skills as highly or even more so than technical skills because they impact collaboration, leadership, and workplace dynamics. I've heard time and time again from hiring managers that technical skills can be taught on the job but soft skills are not so easily acquired.

Adaptability in a Changing Workplace

With rapid changes in technology and remote work, adaptable employees are in high demand. Even the oldest institutions are becoming more and more agile in their workplace approaches, candidates with strong soft skills have a clear advantage in a fast paced and dynamic environment.

Building Strong Workplace Relationships and Foster Culture

Soft skills like communication and teamwork help you build strong connections with colleagues and clients. With workplace culture being a key contributor to attracting and keeping great talent, managers are increasingly prioritising candidates that have the charisma and charm to work harmoniously within their team.

How to leverage soft skills in your job search

Highlight them with a story

When it comes to Soft Skills nothing portrays them better than a story. Make sure you're leveraging your CV and interview to extrapolate specific examples of when your soft skills saved the day. For example rather than saying "I collaborated cross-functionally to ensure delivery of the project" instead say "I spent time with each stakeholder to better understand their concerns while also communicating the benefits of our project ensuring that all parties were onboard and committed to delivery"

Utilise your soft skills on an Interviewer

During interviews do your best to build rapport and make the hiring manger feel seen. This can be done in lots of ways like; leveraging their LinkedIn to ask about their personal experience, bonding over common experiences/interests, being curious and inquisitive and asking them questions about themselves and keeping the conversation positive.

Leverage LinkedIn

Use platforms like LinkedIn to show communication and relationship-building skills by engaging professionally with your network. Always send a connection request to your interviewer ahead of your interview and ensure you're engaging with your network frequently.

Tailor Soft Skills to the Job Description

Match your soft skills to the specific traits listed in the job description, emphasizing qualities specifically relevant to the team. For example in a role where you're an individual contributor you might highlight experiences where you've used your charisma to build rapport with external stakeholders. In contrast if you were going for a team-based role you might highlight how your interpersonal skills make you an invaluable resource when working on group projects.

Conclusion

Soft skills are a big deal when it comes to job hunting. Highlighting these abilities on your résumé, in interviews, and even on social media can really set you apart. At the end of the day, it's not just about your technical skills, employers are looking for people who can communicate, adapt, and work well with others. So, while your hard skills might get you in the door, it’s your soft skills that will seal the deal and help you thrive in the long run.

Hiring in tougher times: Why a recruitment partner is your secret weapon

Tue, 10 Sep 2024 00:05:39 GMT

So, we have dealt with the hiring highs of the post-Covid Boom, and the lows of a stagnating economy for the last 18+ months or so… so what happens now?

The tech market at the moment is crushingly competitive if you are a candidate, and sometimes overwhelmingly populated if you are a hiring manager.

Candidates are seeing fewer jobs being listed and higher expectations from the company’s hiring team. All the while the cost of living keeps going up and up - so we see panic and desperation ensue!

Clients are just as stretched. Budgets are getting cut, expectations are increased, and redundancies are constantly threatened…

Only a couple of weeks ago I had a client who wanted to try and manage a hiring process directly, and within a couple of days, they had over 100 applications. They picked up the phone in a frenzy, wondering how on earth they were going to do their day job, review CVs, book interviews, manage multiple stakeholders’ diaries, manage their team, negotiate salaries, and get a decent night’s sleep to try and do it all again the next day.

“So how best to navigate this?” I hear you ask.

As a hiring manager, make sure you have a clear definition of what you are looking for. Set aside time in your week for CV reviews, interview availability from you and your team, and a clear interview process that does not take more than 3 weeks to get through from start to finish.

Once you have this in place, the fun starts.

If you are using an internal talent team/HR/external recruitment partner, be clear in your expectations with them, and feedback to them. Positive and negative. The more you provide them with the more they can fine-tune their searches and provide you with better matches.

The benefits of using an external recruitment partner during the current market cannot be overlooked. Especially if you start to look at them as a value add, rather than a cost. At Cox Purtell see through the noise, we are working our networks constantly and know who you should be speaking to. You don’t have to slug through masses of applications and spend hours of your day job, being CV sifting and conducting interviews of candidates who have not been prequalified for you and are bought into your role before you speak to them.

How do you justify this as a business cost? Don’t get me wrong, having to pay a chunk of cash looks like a big hit on your CFOs spreadsheet, but have you/they considered how much of a cost the process is taking up?

From processing all of the applications, spending hours away from your day-to-day job, to hoping that the right person applies to your job, you get them booked in for interviews and bought into you and the role, to then signed on the dotted line, all while you are also up again x number of other applications they have made… at what point does the cost-effectiveness of this get questioned?

Partner with a good recruiter. And by partner, I mean, buy into them, as much as they want to buy into you. You will see the benefits of engaging an external resource. Don’t get me wrong, you will still kiss a few frogs, but if you truly partner with a recruiter who cares about their work, your hiring success will skyrocket. They will allow for you and your team to crack on with your day job, be productive and make the business money, while also conducting a effective hiring process.

What more could you want? ��

The Art of Conducting Effective Interviews: Why It Matters and How to Do It Right

Mon, 26 Aug 2024 02:46:03 GMT

In the world of hiring, the interview process is more than just a formality; it’s a crucial step in the recruitment process and an opportunity for both the candidate and hiring manager to showcase their respective offerings.

When heading into an interview, often the focus is on the candidate – how well prepared are they? How well will they perform? How much will they impress the hiring manager? And ultimately will they secure the job offer?

However, today’s blog post is a PSA to hiring managers on the importance of understanding that an interview is a 2-way street – this is as much an opportunity for the organisation to assess with the candidate is a good fit, as it is for the candidate to assess whether this is an organisation and position they would like to work in.

In the current climate, stand-out candidates are not just pursuing 1 opportunity at a time, they’re exploring their options, and therefore the interview is an excellent opportunity for you to give them a reason to believe that your role and your organisation is the one for them. This will build loyalty and engagement throughout the process, and ultimately increase your chances of successfully securing your chosen candidate.

Time and time again I hear of hiring managers painting a brutally honest picture – giving a cold or stern reception, highlighting only the negatives of a role and organisation, and then they wonder why the role is proving so hard to fill.

Therefore, I wanted to share some hints and tips for hiring managers on The Art of Conducting Effective Interviews:

Prepare Thoroughly

Understand the Role : Review the job description and identify key competencies and qualifications required. This will guide your questions and help you focus on what matters most.

Review Candidate Materials: Take time to read the candidate’s resume, cover letter, and any other provided materials. Note down specific areas you want to explore further during the interview.

2. Structure the Interview

Create a Framework: Develop a list of structured questions that align with the job requirements. Structured interviews, where each candidate is asked the same set of questions, ensure consistency and fairness.

Use Behavioural and Situational Questions: Ask questions that require candidates to demonstrate their past behaviour or how they would handle hypothetical scenarios. For example, “Tell me about a time when you handled a challenging project. What was the outcome?”

3 . Assess Cultural Fit

Evaluate Values and Attitudes: Beyond skills and experience, consider whether the candidate’s values align with your company’s culture. Ask questions about their work style, preferred team dynamics, and approach to challenges.

Observe Interpersonal Skills : Pay attention to how candidates interact with you and others during the interview. Effective communication, teamwork, and problem-solving abilities are crucial for most roles.

4. Engage and Communicate Effectively

Build Rapport: Start the interview with a friendly tone to help the candidate feel at ease. This can lead to a more natural and informative conversation.

Be Clear and Concise: Clearly explain the role, expectations, and any other relevant details. This helps candidates understand the position better and makes it easier to evaluate their fit.

5. Listen Actively

Give Candidates Time to Respond: Allow candidates to finish their answers without interrupting. This shows respect and provides a fuller picture of their abilities and thought processes.

Ask Follow-Up Questions: Dive deeper into interesting or unclear responses. This not only provides more insight but also demonstrates your genuine interest in their experience and capabilities.

6. Provide a Realistic Job Preview

Share the Role’s Challenges: Be transparent about the job’s difficulties and expectations. This ensures that candidates have a realistic understanding of what the role entails and can make an informed decision about their fit.

Discuss Company Culture: Provide insights into your company’s culture, work environment, and team dynamics. This helps candidates assess whether they would thrive in your organisation.

7. Evaluate Objectively

Use a Rating System: Develop a consistent method for evaluating candidates, such as a rating system or a scoring rubric based on the job requirements and competencies.

Involve Multiple Perspectives: If possible, have multiple interviewers provide input to ensure a well-rounded assessment and reduce individual biases.

8. Follow-Up and Decision-Making

Communicate Timely : After the interview, provide timely feedback to candidates, whether they are moving forward or not. This reflects professionalism and respect.

Document Your Thoughts: Record your observations and impressions immediately after the interview. This will help in making informed decisions and provide useful documentation for future reference.

Mastering the art of conducting effective interviews is essential for making sound hiring decisions and creating a positive candidate experience. By preparing thoroughly, structuring your interviews, assessing cultural fit, and evaluating candidates objectively, you can enhance your recruitment process and build a stronger, more cohesive team.

Remember, an effective interview not only helps you find the right candidate but also demonstrates your commitment to fairness and excellence in hiring. So, invest time and effort into refining your interviewing skills, and you’ll see the benefits reflected in your team’s success and overall company growth.

Practice Makes Perfect: A Game-Changer for Job Seekers

Mon, 12 Aug 2024 01:05:43 GMT

In today's competitive job market, acing the interview is crucial for landing your dream job. Preparation goes beyond knowing your resume; it requires refining your responses and building confidence. One effective way to achieve this is by practising interviews beforehand, and a powerful tool for this is the Pi mobile app.

About Pi

Pi is a cutting-edge AI platform designed to offer personalised and empathetic interactions. Unlike many other AI tools, Pi learns about you over time, tailoring responses to your unique needs and interests. Created by Inflection AI, Pi emphasises safety and ethics, ensuring that interactions are both helpful and responsible.

The app is continuously evolving, becoming smarter and more useful with each update.

Download Pi on iOS
Download Pi on Android

Why Practice Matters

Boosts Confidence: The more you practice, the more comfortable you become with the interview process. This confidence helps you stay calm and focused during the actual interview.

Improves Communication Skills: Practising helps you articulate your thoughts more clearly and concisely. You'll learn to express your qualifications and experiences effectively, making a stronger impression on potential employers.

Reduces Anxiety: Familiarity with common interview questions and scenarios reduces anxiety. Knowing what to expect can help you stay composed and respond thoughtfully.

Identifies Weaknesses: Practising allows you to identify areas where you need improvement. Whether it's a lack of knowledge on a particular topic or difficulty with certain types of questions, you'll be better prepared to address these weaknesses.

How the Pi Mobile App Can Help

Simulated Interviews: Pi offers realistic interview simulations that mimic the interview experience. This allows you to practice in a controlled environment, making you more prepared for the real thing.

Customized Feedback: After each practice session, Pi provides detailed feedback on your performance. This feedback highlights your strengths and areas for improvement, helping you to continually refine your skills.

Variety of Scenarios: Pi covers a wide range of interview scenarios, from behavioural questions to technical inquiries. This ensures you're well-prepared for any type of interview you might encounter.

Convenient and Accessible: You can practice anytime, anywhere. The Pi mobile app makes it easy to fit interview practice into your busy schedule, right from your mobile device.

Success Stories

Many job seekers have successfully used Pi to enhance their interview skills and secure job offers.

Here are a few testimonials:

Emily, Software Engineer: "Using Pi helped me gain confidence and improve my responses. I felt more prepared and landed my dream job within weeks of practicing."
James, Marketing Specialist: "The feedback from Pi was invaluable. It pinpointed areas I needed to work on and helped me improve my interview technique significantly."

Get Started with Pi Today

Preparation is key to success in job interviews. By using the Pi mobile app, you can practice effectively, receive constructive feedback, and enter your interviews with confidence. Don’t leave your dream job to chance—start practising with Pi and take control of your interview success!

Note: Pi doesn’t pay me, I’m simply pointing out a great hack for job seekers.

Happy practising!

The Power of Referrals

Tue, 30 Jul 2024 00:28:05 GMT

Recruiters can get a bad reputation for their self interest in relationship building. I guess the sceptic could argue that any sales relationship can and is inherently selfish.

But I would say in my experience that often the best relationships are built with the people you don’t place or recruit for. More recently we have seen an increase in client and candidate referrals that have come from simple yet effective communication. In a competitive market these are gold.

Last week my colleague Toby arranged a coffee with a candidate he previously had in process for one of his roles. He didn’t end up placing the candidate, but he left a lasting impression on a job well done, simply for his ability to keep him updated. He has taken a senior role and wanted to sit down with us to talk about him building his team over the next 12 months and the part we can play. The business he has joined is not somewhere we would have easily secured a business meeting with but because of his experience of being listened to and kept up to date, even when we didn’t place him, we are his first choice for hiring.

One of the first candidates I met when I moved to Sydney in 2016 was a HR professional who at the time had been made redundant, I didn’t have a role for her then, but I was honest about that and kept in touch over the years. Because of this I have regularly been referred both new clients and candidates from this meeting, by simply keeping in touch. While these examples are nothing new or groundbreaking, you’d be surprised at how often the common complaint from both candidates and clients is that they never heard back from the recruiter.

It seems that this is also prevalent in recent years as the industry has seen a big influx of new recruiters, no doubt following the post pandemic boom in the market.

Perhaps as they had not experienced a softer market, they naively didn’t understand the importance of communication in building long-term relationships that extend beyond the immediacy of placing a role or candidate. When exploring a partnership with a new prospective client a key exploration around their pain points with recruiters often is a lack of communication and a lack of consistency in the person they are dealing with. A quick dive into company attrition rates for recruitment agencies in Sydney over the last 12 months is perhaps indicative of people joining the industry in a busy market and not embedding best practice around communication from the start. Lacking genuine relationships when the market is less favourable most likely plays a part in this.

As Kevin Chandler put it in a recent shortlist article;

"The industry has got into this mould where we'll just take people on and see how they go and if they don't go well, we'll move them on," he says.

But this approach has led to turnover rates around 40%, and disillusionment among young people entering the industry.

Any industry in which a recent graduate with the right abilities can earn in excess of $200k in their first few years should be highly attractive to new entrants, says Chandler.

Instead, the recruitment industry has a reputation for churning through staff when they don't meet targets. Clients also gain a poor impression of the industry when they get bad or incompetent service from inexperienced consultants lacking the necessary attributes to be good at the job”.

Eye Contact Made Easier: Practical Tips

Mon, 15 Jul 2024 02:38:50 GMT

Maintaining eye contact in a job interview can be a challenge for many individuals, especially those on the autism spectrum or those who experience social anxiety.

It often feels overwhelming and unnatural, yet it plays a role in effective communication and building connections.

Here are some strategies to address this issue during your interview:

For Interviewees:

Practice Alternatives to Eye Contact:

Instead of direct eye contact, practice looking at a point between the interviewer's eyes or just above their head. This can give the appearance of eye contact without the discomfort.
Focus on other aspects of body language, such as nodding or smiling, to show engagement and attentiveness.

2. Prepare and Practice Responses:

Practice common interview questions and answers with a friend, family member, or career coach to build confidence.
Record mock interviews to review and improve your comfort level with maintaining appropriate levels of eye contact.

3. Address It Directly if Comfortable:

If you feel comfortable, briefly mention at the beginning of the interview that you find eye contact challenging due to anxiety. This can set the interviewer’s expectations and reduce your anxiety.
For example, say: "I find it challenging to maintain eye contact due to social anxiety, but I want to assure you that I'm fully engaged in our conversation."

4. Use Written Communication:

If face-to-face interviews are particularly challenging, inquire if part of the interview process can be conducted in writing or via email. This can allow you to present your skills and qualifications without the added pressure of eye contact.

For Interviewers:

Create a Comfortable Environment:

Be aware that some candidates may have difficulty with eye contact. Provide a welcoming and understanding environment.
Use neutral body language and maintain a calm, encouraging tone throughout the interview.

2. Focus on Skills and Qualifications:

Prioritize the candidate's skills, experience, and qualifications over their ability to maintain eye contact.
Evaluate their responses, problem-solving abilities, and overall fit for the role rather than their eye contact.

3. Offer Alternatives:

Provide options for interview formats, such as video interviews, written assessments, or task-based evaluations, which might be more comfortable for candidates on the spectrum.

4. Be Patient and Supportive:

Show patience and support during the interview. If a candidate struggles with eye contact, avoid drawing attention to it.
Offer verbal and non-verbal cues of encouragement, such as nodding and smiling, to help the candidate feel more at ease.

5. Educate Interviewers:

Train interviewers on neurodiversity and the unique challenges faced by individuals on the spectrum. This can foster a more inclusive hiring process and ensure candidates are evaluated fairly.

General Tips:

Use Positive Reinforcement: Acknowledge the candidate's strengths and achievements throughout the interview.
Focus on Content: Pay attention to what the candidate says rather than how they deliver it.
Provide Clear Instructions: Ensure that interview questions and tasks are clear and unambiguous.

By implementing these strategies, both interviewees and interviewers can create a more comfortable and inclusive interview experience, allowing all candidates to showcase their true potential.

Embracing AI: Taking Action to Secure Your Future

Jasonp@coxpurtell.com.au (Jason Pretorius) — Tue, 18 Jun 2024 00:25:39 GMT

Artificial Intelligence (AI) is shaking things up in industries everywhere and changing the way we work. While AI brings a lot of cool opportunities, it can also make us worry about job security. But instead of fearing AI, let’s see it as a fantastic tool that can boost what we do best. By taking some proactive steps, we can make sure we stay invaluable in this AI-driven world and take charge of our own future.

Understanding AI’s Role

AI is here to handle those boring, repetitive tasks, freeing us up to focus on more exciting and creative work. It’s great at crunching numbers, processing data, and automating routine stuff. But AI doesn’t have the emotional intelligence, creativity, and nuanced understanding that we humans do. So, instead of replacing jobs, AI is reshaping them, creating new chances for us to dive into more valuable activities.

Why You Shouldn’t Fear AI

AI is Your Mate, Not Your Rival

Think of AI as your mate, not your rival. It takes care of the tedious tasks, freeing up your time for strategic, creative, and interpersonal parts of your job. For example, AI can handle data entry, giving you more time to analyse data and make smart decisions.

New Jobs Are Popping Up

With AI’s rise, new job roles are emerging that didn’t exist a few years ago. Roles like AI specialists, data scientists, and cybersecurity experts are in high demand. Plus, AI is creating hybrid roles where human skills get a boost from AI capabilities.

Boost Your Productivity

AI can massively enhance productivity by automating routine tasks and providing valuable insights through data analytics. This leads to more efficient processes and better decision-making. By using AI tools, you can achieve more in less time, which means better job performance and satisfaction.

How to Take Control and Stay Relevant

Keep Learning and Upskilling

The key to staying relevant in the AI age is continuous learning. Look for ways to upskill and reskill, especially in areas that AI can’t easily replicate. Focus on developing critical thinking, creativity, emotional intelligence, and complex problem-solving skills. Take advantage of online courses, workshops, and certification programmes to keep your skills sharp.

Get Comfortable with AI Technology

Don’t shy away from AI—embrace it! Get familiar with AI tools and understand how they can enhance your role. By getting good at using AI technologies, you can improve your work efficiency and effectiveness. For example, using AI-driven analytics tools can help you make better decisions.

Be Adaptable and Stay Flexible

Adaptability is key in this ever-changing world. Be open to new ways of working and be willing to step out of your comfort zone. A flexible and positive attitude towards change will help you navigate the evolving job landscape. Embrace new roles and responsibilities as they come with AI advancements.

Focus on Your Unique Human Skills

While AI is great at handling data and algorithms, it can’t replace human-centric skills. Work on enhancing your communication, leadership, and interpersonal skills. These are vital for roles that require teamwork, client interaction, and leadership. By excelling in areas where a human touch is irreplaceable, you ensure you stay relevant.

Innovate and Lead

Innovation sets you apart in the AI era. Those who can think creatively and come up with innovative solutions will always be in demand. Use AI as a tool to support your creative processes, and don’t be afraid to experiment with new ideas and approaches. Be a leader in your field by driving change and innovation.

Conclusion

AI isn’t here to take your job; it’s here to help you grow and innovate. By understanding its role and taking proactive steps to develop new skills, you can remain a valuable asset in your organisation. Embrace the opportunities AI presents, focus on continuous learning, and hone your unique human skills. Take control of your destiny by leveraging AI to secure and thrive in your future.

The Importance of Personal Branding when hunting for your next career move

Mon, 27 May 2024 02:01:00 GMT

When was the last time you Googled yourself?

I was catching up with a client in the senior HR space recently and they told me about a training session they had led for a group of people recently about personal branding. They asked this question to the group, and nearly everyone in the room had never, ever Googled themselves. They all jumped on their phones there and then, and had a slight shock when they saw how much about them and their lives was available for anyone and everyone to see online!

This Google search, along with every interaction you have with someone online or offline, is a major representation of your own personal brand.

In today’s world, when you’re hunting for a new role, your personal brand plays an important factor in securing your next position.

Think of personal branding as your secret weapon—it is all about creating a unique image for yourself that showcases your skills, values, and personality.

Having the right personal brand, will help you stand out from the crowd, build trust, expand your network and control your own narrative.

All of these factors will aid you in landing your next dream role!

Building Your Personal Brand:

Know Yourself: Start by figuring out what makes you, you! What are you passionate about? What are your strengths? What do you want people to know about you? Understanding these things will help you create a brand that’s authentic and appealing.

Google Yourself: Potential employers will more than likely do the same, so you should know what they’ll find. Check out your search results and make sure there’s nothing unprofessional or outdated. Clean up any old social media profiles or posts that don’t fit the image you want to project.

Online Presence: Make sure your LinkedIn profile is up-to-date and reflects your skills and experience. Consider starting a personal website or blog to showcase your work and share your thoughts on industry trends.

Share Your Knowledge: Posting articles, updates, or videos that highlight your expertise can establish you as a thought leader in your field.

Be Consistent: Consistency is key in personal branding. Make sure your message, tone, and visual style are uniform across all your platforms.

Engage and Network: Don’t just sit back and wait for opportunities to come to you. Attend events, participate in online discussions, and join professional groups. Building relationships within your industry can lead to valuable opportunities.

In today’s job market, personal branding isn’t just a nice-to-have; it’s essential.

By understanding your unique strengths, maintaining a consistent online presence, and actively engaging with your industry, you can make your job hunt more effective and enjoyable. And always remember, whatever you put out to the world online, it is generally available for the world to see!

Smooth Transition: Tips for Agency Recruiters Venturing into HR

Mon, 20 May 2024 00:40:29 GMT

Are you an agency recruiter considering a transition into the world of HR?

I speak to SO many Recruitment Consultants wanting to make this change, and while both fields share some parallel's, such as working with candidates and understanding the intricacies of talent acquisition, transitioning from agency recruitment to HR can still present its challenges.

However, with the right mindset and approach, this transition can be a rewarding and fulfilling experience.

Here are some valuable tips to help you navigate this career shift:

Understand the differences

Recognise that HR and agency recruitment are not identical. While agency recruiters focus primarily on filling positions for external clients, HR professionals typically work internally, managing a broader range of tasks, including employee relations, performance management, and compliance.

Leverage your recruitment skills

Your experience in agency recruitment equips you with valuable skills such as sourcing, interviewing, and negotiating. These skills are transferable to HR roles, particularly in areas like talent acquisition, where your expertise can streamline recruitment processes and enhance candidate experiences.

Expand your HR knowledge

Take the time to familiarise yourself with key HR principles, practices, and regulations. This might involve pursuing relevant certifications, attending workshops or seminars, and keeping up-to-date with industry trends. Building a strong foundation in HR fundamentals will bolster your credibility and effectiveness in your new role.

Embrace the employee experience

Unlike agency recruitment, which often focuses solely on filling vacancies, HR encompasses a broader scope that includes employee engagement, development, and retention. Embrace this shift by prioritising the employee experience and understanding the factors that contribute to a positive workplace culture.

Develop relationship-building skills

In HR, fostering relationships is essential, not only with candidates but also with colleagues, managers, and other stakeholders across the organisation. Cultivate strong communication and interpersonal skills to collaborate effectively and navigate diverse personalities and perspectives.

Stay flexible and adaptable

Be prepared to adapt to the nuances of your new role and environment. HR involves managing dynamic situations, resolving conflicts, and addressing a wide range of employee needs and concerns. Remain flexible and open-minded, willing to learn and grow from each experience.

The power of networking

Connect with fellow HR professionals, both within your organisation and through external networks. Engage in networking events, join professional associations, and seek out mentorship opportunities to gain insights, guidance, and support as you transition into HR.

Demonstrate your value

Showcase how your recruitment background adds value to HR functions. Highlight your ability to identify top talent, streamline processes, and contribute to strategic workforce planning initiatives. By demonstrating the unique perspective and skills you bring to the table, you'll establish yourself as a valuable asset to your HR team.

Transitioning from agency recruitment to HR may involve stepping out of your comfort zone, but it also presents a valuable opportunity for professional growth and development. By embracing the differences, leveraging your skills, and cultivating a mindset of continuous learning, you can make a successful transition!

Tips for transitioning in your career

Mon, 06 May 2024 01:30:57 GMT

Do you remember getting asked the question, “what do you want to be when you grow up?”?

There was a time when you had to know what you wanted to be because historically, you went to school, got a job and then stayed in that role or field until retirement and that was that. In the past few years, we’ve seen a trend of people job hopping more frequently, due to a number of factors; travelling, moving countries, working remotely and people’s changing interests. You can also be spurred by a desire for growth, a shift in personal interests, or economic circumstances, transitioning careers can be a daunting but rewarding endeavour.

But imagine, if you’ve been in the same industry, building on your career and due to a number of reasons you’ve decided to do a bit of 180 and make a big change. But how do you do it? How are you going to make other people see that you’re serious about a completely different role and that you have the transferrable skills to assist you.

Do you start from the bottom again and take a big pay cut? Sometimes it can be too nerve wrecking to change.

To stand out in a competitive landscape, it's essential to approach this change strategically.

In this post, we'll explore best practices for successfully navigating career transitions and making a memorable impact in your new field:

· Research and understand your target industry: Before making a career transition, it's crucial to research and understand the new industry or job role you're targeting. This includes familiarising yourself with industry trends, key players, and the skills and qualifications required. Call recruitment agencies within your target industry and ask them questions – it’s free! Aim to gain insights and expand on your network.

· Identify transferable skills: While changing industries or job roles, highlight your transferable skills. For example, skills like communication, problem-solving, and project management are valuable in various contexts. Showcase these skills in your resume, cover letter, and interviews to demonstrate your suitability for the new role.

· Craft a personalised and well-crafted cover letter: You don’t always need to include a cover letter when applying for roles but if you’re making a big move, it’s essential. You need to demonstrate your current skills and how you can utilise these for the advertised role.

· Tailor your CV: Customise your CV to align with the requirements of the new industry or job role. Emphasise relevant experiences, skills, and achievements that demonstrate your ability to excel in the new environment. Use language and terminology that resonate with professionals in the field, showcasing your understanding of their industry.

· Invest in learning and development: To enhance your skills and knowledge in the new field, consider investing in learning and development opportunities. This could include enrolling in courses, attending workshops or conferences, or obtaining certifications relevant to the industry. Demonstrating a commitment to continuous learning can set you apart as a motivated and proactive candidate.

· Network strategically: Networking is essential when changing industries or job roles. Attend industry events, join relevant professional associations, and connect with professionals in your target field on platforms like LinkedIn. Building relationships with individuals who can offer guidance, mentorship, or job opportunities can significantly enhance your career transition.

· Showcase your passion and commitment: Employers are often attracted to candidates who demonstrate genuine passion and commitment to their chosen field. Clearly articulate why you're interested in making the transition and how your previous experiences have prepared you for success in the new role. Authenticity and enthusiasm can make a lasting impression on potential employers.

· Be flexible and open-minded: Finally, be flexible and open-minded during your career transition. Recognise that the path to a new industry or job role may not be linear, and be willing to explore different opportunities that come your way. Embrace challenges as learning experiences and remain adaptable in your approach.

Changing industries or job roles can be a transformative experience that opens up new possibilities for growth and fulfillment. By following these best practices and approaching your career transition with intentionality and a proactive mindset, you can stand out and make a successful leap into your desired field. Embrace the journey ahead with confidence and enthusiasm, knowing that each step brings you closer to realising your professional aspirations.

Get your first role in Sydney while on a WHV with these tips!

Wed, 10 Apr 2024 00:33:13 GMT

Navigating the job market in a new country can be a daunting task, especially for those fresh to arrive on a working holiday visa in Australia.

The sunny city of Sydney, with its diverse job opportunities and welcoming atmosphere for travelers is a fantastic place to start your Australian working adventure.

Here are 10 tips to help you secure your first role and make the most of your working holiday in Australia:

1. Understand Your Visa Conditions

First and foremost, make sure you're fully aware of your visa conditions, including the type of work you're allowed to do and how long you can work for a single employer. Typically, working holiday visas can work at one workplace for 6 months and are only able to secure contract roles (Temp or Fixed Term Contracts). Notably when moving from one Working Holiday Visa to the next this 6 month rule resets, allowing you to continue working or rejoin an old employer for a further 6 months.

2. Update Your CV for the Australian Market

Customise your CV (or resume) to suit Australian employers. Highlight your skills and experiences that are relevant to the jobs you're applying for. Australians prefer concise CVs, so keep it to a maximum of two pages and make sure it's clearly structured. In most cases personal details like your date of birth, ethnicity, street address, marital status, religion and photograph’s should be removed from your CV as these aren’t considered relevant in Australian recruitment processes.

3. Obtain an Australian Phone Number and Tax File Number (TFN)

As soon as you arrive, get an Australian phone number and apply for your Tax File Number online. Employers will need to contact you and often will assume you're offshore if you're number is not an Australian one. You'll also need a TFN for tax purposes, without it, you'll be taxed at a higher rate.

4. Prioritise Recruitment Agencies Specialising in Contract Work

Websites like Seek, Indeed, and LinkedIn are popular for job hunting in Australia however, connecting with recruitment agencies in Sydney that specialise in temporary and contract work is even more instrumental. Often roles that would be well suited to professionals on working holiday visas will never get advertised, instead businesses often leverage their recruitment suppliers to find suitable contractors through existing connections.

5. Get your timing right

The Sydney jobs market is no stranger to volatility and will often go through peaks and troughs. While a lot of this volatility is hard to predict there are some common trends to be aware of; November to February are the most difficult times within the market, Australian work culture often slows during these periods, offering less work. Couple this with plenty of fresh working holiday visas that have just arrived chasing the Sydney summer and you can find your job search unexpectantly tedious, on the flip side the Winter months often offer more employment opportunities with a lot of competing working holiday visas leaving Sydney or moving rural to complete their regional work in the colder months.

6. Consider Diverse Job Opportunities

While you may have a specific career path in mind, be open to various roles. While a lot of WHV holders come over hoping to continue their career where they started off, the 6 month rule imposed by the visa can limit your suitability for many of the roles in the market, this is particularly exacerbated within project based roles and senior / managerial roles where having a candidate for only 6 months may not be viable for the business.

7. Understand Superannuation

Superannuation is Australia's pension scheme and is a compulsory payment held by your employer every pay cycle which is deposited quarterly into your nominated Superannuation account (don't worry if you don't already have one as your employer will create one for you if you haven't found your own). Currently the Super is 11% of your pre-tax income however this will rise to 11.5% in July 2024. It is important to understand if a role's advertised remuneration includes super (often called a package) or has super excluded as this can have a big impact on how much you earn week on week.

8. Prepare for Australian-Style Interviews

Australian job interviews can be quite informal compared to other countries. However, professionalism is key. Research common interview questions, dress appropriately, arrive early and be ready to talk about your experiences and what you can bring to the team.

9. Understand Your Rights and Pay Rates

Familiarise yourself with the Fair Work Ombudsman's website to understand your rights as an employee in Australia, including minimum pay rates and working conditions. It's also a good idea to speak to a few recruiters to understand what the market rate for your skillset looks like and to get a better understanding on how busy the market is at any one time.

10. Embrace the Experience

Remember, your working holiday is not just about the job. It's about experiencing Australia's culture, lifestyle and landscapes. Balance your work life with exploration and adventure.

Securing your first role in Sydney on a working holiday visa is an exciting challenge. With the right preparation, a positive attitude, some patience and a willingness to embrace new experiences, you'll not only find a job but also make unforgettable memories in Australia.

Good luck, and enjoy your Aussie adventure!

30 Years Strong

Wed, 13 Mar 2024 23:39:25 GMT

Q&A with James on Milestones, Memories, and the Future of Our Business

As CP celebrates three decades of growth, innovation, and resilience, it's a momentous occasion to sit down with our esteemed leader, James, to reflect on the remarkable journey that has brought us to this milestone. With thirty years under our belt, we've weathered storms, embraced change, and achieved milestones that have shaped not only our company but the lives of everyone involved. In this exclusive Q&A session, we delve into the heart of our journey, exploring the pivotal moments, challenges overcome, and the vision that propels us forward into the future.

Join us as we celebrate the past, present, and the boundless possibilities that lie ahead.

Looking back on the past 30 years, what inspired you to join recruitment, and how has that initial vision evolved over time?

There were probably a few things conspiring to draw me into recruitment. I loved business generally and I’ve worked in ‘service’ businesses from a young age. I also love working with people (most of the time). I admired the success of my Mum in work and all the women in the business she worked for at the time, Centacom. I also admired my Mum as a business founder and I watched all the struggles and successes of the early days. Maybe there were some genetics at play too.

Can you share some key milestones and achievements that stand out in Cox Purtell’s journey over the last three decades?

I think the successful sale and handover of business from the founders, Jill & Liz, to my business partner (Trish) and myself. Navigating GFC and Covid fairly successfully and intact are proud achievements.

There are a few incidents that will need to wait until the book release ��

How has the recruitment industry changed since you joined CP, and how did you navigate through these changes?

It’s both changed a lot and not at all over my 20+ years. Firstly, it’s always been and remains a service and relationship business – this hasn’t changed.

The technology has. I caught the end of paper resumes being faxed and posted in and print advertising. I’ve been in since the beginning of Seek and the other job boards. As well as the crm’s and ats’s replacing paper candidate files and timesheets. And now the promise of AI and all that it might bring.

To be honest, all of the tech hasn’t necessarily improved productivity and I think has negatively impacted service levels as people hide behind email and text. Some tasks are made easier but volumes (of ad response) have increased exponentially.

In the end, it’s a people and service business and that has to stay front of mind.

If you could go back in time to the first year of working with CP what piece of advice would you give yourself?

Other than suggesting that I should be a doctor, pilot of software engineer, I would tell myself early that customers don’t just come into the business – you have to work hard to find them, work hard to win them and fight damn hard to keep them – there’s always someone nipping at your heels.

Reflecting on the early years, what were some of the biggest challenges you faced in establishing and growing with the company, and how did you overcome them?

Personally, for the first 5 years I was not very focused on my career and was more interested in being social – it’s hard to be a successful recruiter if you’re not committed to it and living and breathing it. It’s not a 9-5 job.

How has the company's culture evolved since its founding?

The culture is dynamic and all about the people in the business at the time. So in that sense it’s always changing – what hasn’t changed is underlying desire to do the right thing. Not all the people all of the time, but enough have at any one time to keep that as a core cultural dynamic.

Can you highlight some memorable success stories that have had a significant impact on both candidates and clients?

One of my most memorable success stories is collaborating with a large Federal Govt Department to build and grow a new service they were offering to help the Australian public. The initial service provider had dropped the ball and we came in and dramatically improved the quality of hire. Ultimately, we recruited hundreds of people into the organisation and many of them are still there or promoted to this day (a decade later). The service offering to the Australian Public is one of the best run in the country and it’s nice to know we played a small part in that success.

Can you tell us your most memorable placement?

Probably my first placement which was with an elite Private School in the CBD and it was the candidates first professional job out of school. It was only a small placement in terms of a fees but it was very satisfying because the client was delighted with the candidate and the candidate was over the moon. She also stayed with he client for many, many years. I think you never forget the first one where you have done all the work from start to finish.

How has your approach to client relationships evolved, and what strategies have contributed to long-lasting partnerships with businesses over the years?

I was always taught that recruitment is service and excellent service is sales and that hasn’t changed. Being genuine and not overpromising but over delivering is basic but key.

Looking back, are there any decisions that you would have approached differently in hindsight, and what lessons have you learned from those experiences?

A lot. Mostly around people. There are people I wouldn’t have hired and shouldn’t have hired and some I wish I had. There was a time where thinking we needed to be bigger was important and then after starting down that path realising that it’s not important. Striving for greatness (productivity & profitability) is better than striving to be bigger (pure sales). I’m sure both are possible but it’s not easy and at some point growth negatively impacts service. We’re all about service.

How have you maintained a competitive edge in a dynamic industry, and what strategies have been crucial in staying ahead of the curve?

Staying focused on service and the people first. We’ve sometimes strayed too far out of our lane and that’s not normally worked for us. Being open to new technology is important but equally being able to wade through and work which are the technologies that will help and which just suck up your time and money.

As a leader, how do you balance the need for growth and profitability with maintaining the company's core values?

That is always challenging and a balance I regularly get wrong. At my core, I’m a believer in and backer of people. Sometimes I can tend to backing people longer than is good for them, the team and the business. The challenge can come where the lack of progress for an individual can impact the morale of the broader team – that can be a challenging balance to find for me personally. The reality is recruitment is hard to be good at and not everyone will make it – sometimes the kindest thing to do for someone can be to counsel them towards another career or firm.

Looking ahead, what are your aspirations for the company's future?

We are on a continuous evolution as a business to keep improving what we do - including being more productive per person rather than just increasing the revenue line, focusing on quality service, sustainable, profitable growth and being a role model corporate citizen. We strive to achieve this through combining the latest technology with the human touch and holding on to our awesome people as long as we can by keeping them engaged and professionally growing and challenged. But we also understand work is just one part of our people’s lives.

How to Best Leverage LinkedIn

Tue, 20 Feb 2024 04:01:13 GMT

In the digital age, LinkedIn has emerged as an indispensable tool for professionals seeking to advance their careers, expand their networks, and showcase their expertise. However, merely having a LinkedIn profile is not enough; to truly reap the benefits of this platform, one must understand how to strategically leverage its features.

In this blog, we'll explore how you can optimise your LinkedIn presence to enhance your professional brand and unlock new opportunities.

1. Optimise Your Profile: Your LinkedIn profile serves as your online resume and professional showcase. To make a strong first impression, ensure that your profile is complete, accurate, and up-to-date. This includes a professional photo, a compelling headline, a detailed summary highlighting your skills and experience, as well as comprehensive sections detailing your work history, education, and relevant accomplishments. Use keywords related to your industry and desired roles to improve your profile's visibility in search results.

2. Build Your Network Strategically: Quality trumps quantity when it comes to building your LinkedIn network. Instead of indiscriminately sending connection requests, focus on connecting with individuals who are relevant to your industry, career goals, or interests. Personalise your connection requests with a brief message explaining why you'd like to connect, whether it's a shared interest, mutual connection, or potential professional synergy. Engage with your existing connections by commenting on their posts, endorsing their skills, and congratulating them on milestones to nurture and strengthen your relationships.

3. Share Engaging Content : Position yourself as a thought leader and industry expert by sharing valuable content on your LinkedIn feed. This could include industry insights, informative articles, relevant news, or even original content such as blog posts or videos. Aim to provide value to your network and spark meaningful conversations. Don't be afraid to express your opinions or share personal anecdotes—authenticity and transparency can help you connect with your audience on a deeper level.

4. Engage with Your Network: Networking on LinkedIn is not a one-way street; it requires active engagement and interaction. Take the time to like, comment, and share content posted by your connections, and don't hesitate to initiate conversations or reach out to individuals directly. Offer assistance, share resources, and congratulate others on their achievements to demonstrate your genuine interest and support. Engaging with your network not only strengthens your relationships but also increases your visibility and credibility within your professional community.

5. Utilise LinkedIn Features: LinkedIn offers a variety of features and tools designed to help you showcase your skills, expand your network, and stay informed. Take advantage of these features, such as LinkedIn Groups for networking and discussion, LinkedIn Learning for skill development, and LinkedIn Events for attending or hosting professional gatherings. Additionally, consider publishing articles or posts on LinkedIn's publishing platform to establish yourself as a thought leader in your field and reach a wider audience.

By implementing these strategies and actively engaging with the LinkedIn platform, you can position yourself for success and unlock a wealth of professional opportunities. Remember that building a strong LinkedIn presence is an ongoing process, so continue to refine and update your profile, nurture your network, and stay active in your industry community.

With dedication and strategic effort, LinkedIn can become a powerful tool for advancing your career and achieving your professional goals.

Upskilling, Reskilling, and Thriving: Tackling Australia's Tech Skills Shortage

Wed, 07 Feb 2024 02:54:38 GMT

Australia's tech landscape is booming, but a critical challenge lurks behind the glowing screens: the IT skills gap. This issue is causing ripples throughout the industry, posing a significant hurdle to business growth.

Last year’s AIIA Digital State of the Nation report paints a concerning picture, highlighting skills shortages as a major roadblock for Australian businesses. While financial constraints and supply chain disruptions remain challenges, the report emphasizes the growing impact of talent scarcity.

Here's a closer look at the key findings:

Skills Shortages Take Centre Stage: The report identifies talent shortages as a top inhibitor to business growth, alongside other concerns. While its severity compared to other factors may require further analysis, there's no doubt it's a pressing issue.
The Global Hunt for Tech Talent: Australian organisations are increasingly searching abroad for skilled professionals, with fields like AI (56%) and cybersecurity (40%) witnessing some of the highest demand for outsourced talent.
The AI and Cybersecurity Pinch: Finding top-tier talent in these specialized fields is particularly challenging, creating significant strain on businesses. While the "panic stations" phrasing is metaphorical, the sentiment reflects the real concerns expressed in the report.

But fear not! There are ways to bridge this gap. Here are some strategies for both employers and job seekers.

Employer Strategies: Bridging the Talent Gap

Invest in Upskilling and Reskilling: Empower your workforce by providing training programs tailored to industry needs. Upskilling existing employees equips them with relevant skills and keeps them engaged.
Collaborate with Educational Institutions: Partner with universities, vocational schools, and coding bootcamps to ensure their curriculum aligns with real-world demands. This bridge between academia and industry fosters a talent pipeline equipped for the modern tech landscape.
Embrace Diversity and Inclusion: Proactively recruit from underrepresented groups in tech. Diverse teams bring a wealth of perspectives and experiences, fostering innovation and creativity.
Offer Flexible Work Arrangements: Attract and retain talent by providing flexible work hours or remote work options. In today's digital world, location shouldn't limit opportunity.

Job Seeker Strategies: Navigating the Digital Maze

Commit to Continuous Learning: Stay ahead of the curve by actively seeking out new knowledge and skills. Online platforms like Coursera and edX offer a treasure trove of learning resources to expand your digital arsenal.
Network, Network, Network: Step away from the virtual world and attend industry events and meetups. Connect with potential employers and discover hidden opportunities. Think of it as tech-powered speed dating!
Gain Practical Experience: Internships and apprenticeships provide invaluable hands-on experience in real-world tech environments. They're your crash course into the challenges and rewards of a tech career.
Sharpen Your Soft Skills: While technical skills are essential, don't underestimate the power of communication, teamwork, and problem-solving. A well-rounded tech professional is a true asset.

While the tech skills gap presents challenges, it also serves as a chance for transformation. Through embracing change, encouraging collaboration, and nurturing individual talents, we have the potential to construct a robust tech ecosystem that benefits us all. The future holds promise, and the ability to shape it is within the grasp of each individual.

The future of your career is not based on the tools you use

Jasonp@coxpurtell.com.au (Jason Pretorius) — Wed, 24 Jan 2024 02:51:39 GMT

Any Sufficiently advanced technology is indistinguishable from magic – Arthur C Clarke.

The Caveman who first produced fire was likely to have been treated as a deity amongst mortals. A System Engineer before Y2K was treated with the gravity of a Prophet (of Doom, but still a Prophet). The next step in the professional technology evolution will be significantly more profound.

Never before have lay people been as educated or interested in modern technology as they are now. The curtain has been pulled back on what was once magic to them.

Technology advances have traditionally disrupted business & society. Technology has stripped bare industries by forcing change with little regard to how society has had to scramble to keep up.

For the first time, technology itself is being disrupted.

The impact of AI on the production of technology as well as the Professionals of IT could be as disruptive as the discovery of fire, the invention of the wheel or the invention of the internet. I’d go a little further and suggest that not since the invention of the internet has the technology world been shaken to this degree.

Like any technological leap, humans will adapt and evolve. It’s usually just a question of how quickly.

The tools you currently use to produce and ship software could become obsolete. Hmm... that’s a strong statement.

Maybe it’s fairer to say that your knowledge of a tool will no longer be your marketable skill. Not when AI can produce code quicker and easier than you can.

The class divide will broaden between those who can only sling tools & those who exploit tools to engineer solutions. We will see a labour class emerge under leadership/engineering/crafting.

Your value will become the resourcefulness you use to leverage those tools, be it Copilot in .NET, UiPath or Python, with the aim of producing business outcomes.

AI is inevitable in some form, your best bet as a professional is to embrace it in all its glory (or horror). Grab the tiger’s tail, and learn to sling the beast in clever ways to produce outcomes in business.

This is where your value lies.

This blog was written by our Practice Manager, Jason Pretorius.

Unveiling the Power of Unconventional Interview Questions

Mon, 08 Jan 2024 02:24:02 GMT

In the realm of job interviews, the standard questions often revolve around qualifications, experiences, and strengths. However, stepping off the beaten path with unconventional interview questions can offer a fascinating window into a candidate's psyche, revealing aspects that traditional inquiries might overlook.

The Unusual, the Quirky, and the Insightful

Interviews serve as a bridge between a candidate's qualifications on paper and their suitability for a role within a company's culture. Unconventional questions, such as "If you were a pizza topping, what would you be and why?" might seem whimsical at first glance, but they unearth profound insights into a candidate's personality, thought process, and ability to think on their feet.

Unveiling Personality Traits

Consider a question like, "What fictional character do you most relate to, and why?" This question might appear playful, yet the response can reveal a candidate's self-awareness, values, and how they perceive themselves in different situations. A person identifying with a character known for resilience might showcase their determination and ability to overcome challenges.

Assessing Problem-Solving Skills Creatively

"Describe how you would explain the concept of a 'black hole' to a 5-year-old" is not your typical interview question. However, it can gauge a candidate's communication skills, adaptability, and ability to simplify complex concepts. It also demonstrates how effectively they can tailor their message to different audiences—a valuable trait in many roles.

Understanding Adaptability and Innovation

Questions like, "If you were given an elephant and couldn't sell it or give it away, what would you do with it?" might initially stump candidates. Yet, this question assesses creativity, problem-solving abilities, and the capacity to think outside the box. The response often reveals a candidate's resourcefulness and willingness to approach challenges with innovation.

Enhancing Cultural Fit Assessment

As companies increasingly focus on cultural fit, questions like, "What's the last song you listened to, and why does it resonate with you?" delve beyond professional qualifications. They offer insights into a candidate's interests, values, and potential alignment with the company's culture, fostering a more holistic understanding of the individual.

Embracing the Unconventional

Unconventional interview questions inject an element of surprise and playfulness into the interview process, encouraging candidates to exhibit their authenticity and creativity. While traditional questions assess skills and experience, these offbeat inquiries uncover traits like adaptability, problem-solving prowess, and cultural alignment, painting a fuller picture of the candidate.

Remember, the goal isn't to catch candidates off guard but to foster a space where they can showcase their personalities, approaches, and unique qualities beyond what a standard interview might reveal. By embracing the unusual, recruiters and hiring managers can unlock deeper insights and find the ideal match for their team and company culture.

In your recruitment endeavours, consider integrating a few unconventional questions into your interview repertoire. You might be surprised by the depth of understanding and the richness these inquiries bring to your candidate assessments.

Embracing Strategic Recruitment Planning

Wed, 13 Dec 2023 00:08:31 GMT

As the year draws to a close, forward-thinking companies are already setting their sights on the upcoming year's recruitment strategies.

Strategic recruitment planning isn't just about filling positions; it's about aligning hiring goals with yours and your clients vision, refining job descriptions, and adopting effective sourcing strategies to attract the best talent.

Step 1: Reflect on Previous Year's Efforts

Begin by evaluating the effectiveness of your recruitment strategies in the current year. Identify what worked well and areas that need improvement. Use this evaluation as a foundation to refine and enhance your approach for the coming year.

Step 2: Set Clear and Measurable Goals

Define specific, measurable, achievable, relevant, and time-bound (SMART) goals for your efforts in 2024. Consider factors such as the number of positions to fill, desired quality of hires, diversity initiatives, and improvements in the recruitment process efficiency. Align these goals with the company's overall strategic objectives.

Step 3: Job Description Refinement

Review and refine existing job descriptions to ensure they accurately reflect the role's requirements, responsibilities, and your clients company culture. Emphasize the company's values and mission to attract candidates who resonate with the organisation's ethos. Use clear language and focus on outcomes to attract the right talent.

Step 4: Develop a Comprehensive Sourcing Strategy

Consider multiple channels for candidate sourcing. This could include:

Internal Referrals: Leverage your existing networks by implementing an employee referral program.

Online Platforms: Utilise job boards, professional networking sites, and social media platforms to reach a broader audience.

Networking Events: Attend industry-specific conferences, career fairs, or networking events to connect with potential candidates.

Partnerships: Collaborate with educational institutions or industry associations to tap into fresh talent pools.

Step 5: Embrace Technology and Automation

Leverage technology to streamline and enhance the recruitment process. Applicant Tracking Systems (ATS) can help manage applications, automate communication, and track candidate progress efficiently. Consider utilizing AI-powered tools for resume screening to save time and focus on top-quality candidates.

Step 6: Cultivate a Positive Candidate Experience

Create a seamless and engaging experience for candidates throughout the recruitment process. Communicate clearly, provide timely feedback, and personalise interactions. Remember, a positive candidate experience can significantly impact your brand and attract top talent.

Step 7: Implement Diversity and Inclusion Initiatives

Embed diversity and inclusion into your recruitment strategy. Encourage diverse hiring panels, utilise unbiased language in job descriptions, and actively seek candidates from underrepresented groups. Building a diverse workforce enriches perspectives and drives innovation.

Step 8: Continuous Evaluation and Adaptation

Regularly monitor and evaluate the effectiveness of your recruitment strategies. Analyse data, seek feedback from candidates and hiring managers, and adapt your approach accordingly. Flexibility and adaptability are key to staying ahead in a dynamic job market.

Setting the Stage for Success

By following these steps and approaching recruitment planning strategically, companies can position themselves to attract top talent and build a robust team in 2024. Remember, recruitment planning is an ongoing process that requires agility, innovation, and a commitment to excellence.

Embrace change, refine strategies, and stay aligned with your vision to achieve recruitment success in the coming year.

Celebrating Our Win for "Back-Office Team of the Year" at TIARA ANZ 2023

Mon, 27 Nov 2023 23:16:03 GMT

In case anyone has been living under a rock, in November, the Cox Purtell team got glammed up and took home a win at the 2023 TIARA Awards.

We were finalists in 3 categories and won the award for the Back-Office Team of the year for 2023!

The spotlight often shines on the frontlines - and with a team like ours, we understand why! But it is awesome to be recognised for this award as we work really hard to make sure our processes and operations are effective and seamless for us.

For a small business, it can be seen as unusual to have a robust team behind the scenes but we truly believe in making the work lives of our team easier operationally so they can focus on what they are the best at, providing the best service to our candidates and clients.

Whilst our frontline team listen to what our candidates and clients really want, our back-office team listen to what our team really want. And over the last 12-months, we have achieved so much, from audits, system roll outs to new reporting, our new EVP (more to come!), our success is in our staff and their commitment to their growth at CP.

A thank you to the judges and organizers of the awards for shining a light on the often-overlooked efforts that happen behind the scenes.

And a HUGE thank you to the CP Leadership team and the rest of the business, we wouldn't be the best without your trust and support.

- Jade Kytic, People & Culture Manager

Why partnering with a recruitment agency is ALWAYS a good idea

Mon, 13 Nov 2023 22:54:49 GMT

The key word here is “partnering”, as working with a recruitment agency should really be just that, a partnership. Whether you’re looking for a new role or needing help sourcing staff for your team or organisation. Recruiters are trusted advisors in their fields and really there is no downside to having a strong recruitment agent in your network.

The recruitment market is always changing, throughout the year there are peaks and troughs just like a lot of other industries. Having a partner in recruitment can help you to navigate what can sometimes feel like a minefield. You also don’t need to feel like every interaction you have with a recruiter will result in a financial transaction. Did you know you can simply call your trusted recruitment partner and ask them for advice? Free of charge!

You didn’t know that? Well take it from me, recruiters also love to feel like we know a lot. Don’t get me wrong, we love it when we are working with great clients and candidates alike to discuss open roles but what most people don’t know, is we also love when people come to us for help or advice. It makes us feel important and we absolutely love it!

This also has so many benefits for you, some points below outline how a recruitment agent can be your ultimate source of knowledge!

Job seekers:

· It’s been a while since you’ve been a candidate on the market, you don’t know whether it’s a good time to be looking for a role in your industry, a recruitment agent can give you insights into what is happening in the market right now.

· You may also need help with your CV – does it read well? Does it highlight the key skills and experiences to put you ahead of other candidates? Are there any tips that a recruiter could offer?

· Maybe your interviewing skills are a bit rusty, and you need someone to guide you. Or you’ve simply never been given feedback from an interview before so you’re not even sure if you’re good or bad in an interview. Recruiters can give you advice and tips on the do's and don’ts of interviews.

· You may be new to the area or the country – a recruitment agency has loads of contacts! They can support you and inform you of roles that may not be advertised, put you in touch with their network.

· Think of a recruiter as your own personal career guidance councilor. The good ones are going to help and support you through your job search.

Hiring managers:

· If hiring staff isn’t your everyday job and you actually have your own job to do and you’re overwhelmed with having to find the time to recruit on top of everything else – then recruiters can help you save time! Sourcing and pre-screening candidates can take up a lot of time, that’s if you have candidates to call and you don’t have to do any head hunting! If you’re lucky to find candidates that you like, you then have to think about interviewing and you’ll want to interview more than one person, and probably do more than 1 stage interview…..(sounds exhausting!) All of this, on top of your actual job can take weeks, maybe even months and by that point, candidates could have found other opportunities and you’re back to square one. Whereas, if you have a recruitment agent on your side, all of that work, time and added stress is removed from you.

· You also haven’t actively been involved in hiring before and you have no idea what the job market even looks like to be able to give you an idea of how long the process could take you. A recruiter can give you guidance on salaries and what the candidate market looks like right now as they are part of it daily.

· Recruitment agencies have an in-depth understanding of the job market and can tailor their talent search to meet specific needs . They will have access to a pool of pre-screened, qualified candidates, saving both time and resources in the hiring process.

· A recruitment partner (if chosen well) can act as an extension of your team and organisation. If you’ve got a good relationship with them, they could be championing your business to a pool of extraordinary candidates. They would also have a real understanding of the type of person that’s going to fit well into your team culturally and be able to ensure a higher likelihood of long-term success.

· Recruitment agencies will also have “hot” candidates on their temp desk . These are candidates that have strong previous experience and are quick starters – they may be free to support your team as early as tomorrow. A good agency and recruiter should be keeping their pool of candidates up to date and current as people’s availability can change sometimes by the hour – it’s a competitive market. If you’ve got a last-minute project or request, call your recruiter, they have the perfect candidate to help you . AND they’re taking on all the risk – they pay their salary, their tax and insurances. All you need to do is welcome a new candidate, onboard, treat them like on of your team and they’ll help you through that busy period, no strings attached!

There are so many advantages for partnering with a recruitment agency for both clients and candidates. In a rapidly evolving job market, collaboration with a trusted recruitment agency can be a strategic move for businesses seeking top talent and individuals aiming for career success. If you resonate with any of the above-mentioned points then please get in touch with an agent at Cox Purtell today.

We are the most trusted and referred recruitment partner. We’re always evolving, always striving, always caring.

- This was written by our Senior Recruitment Consultant, Zoe Rogers.

Halloween Treats for Your Career: Tips for Balancing Work and Fun

Sun, 29 Oct 2023 23:21:59 GMT

Halloween is just around the corner, and the excitement is in the air!

Costumes, decorations, and sweets are all part of the fun, but what about your career? Can you indulge in some professional treats while enjoying the Halloween season? The answer is a resounding yes!

Balancing work and fun during this time of the year is possible, and it can even benefit your career.

In this blog, we'll explore some tips to ensure your work-life balance stays on track while you savor the Halloween spirit.

1. Plan Ahead

Preparation is key. Just as you plan your Halloween costume and decorations, make sure to plan your work schedule.

Take a look at your workload and deadlines, and arrange your tasks accordingly.

By planning ahead, you can free up time for Halloween fun without compromising your professional responsibilities.

2. Set Boundaries

It's easy to get caught up in the Halloween excitement, but remember that work still needs to be done. Communicate your boundaries to friends, family, and colleagues so they understand when you're available for Halloween events and when you need to focus on work.

A clear line between work and play will help you enjoy both without feeling overwhelmed.

3. Time Management

Efficient time management can be your greatest ally during the Halloween season. Use techniques like the time blocking to ensure you remain productive during work hours. When you know you have allocated time for both work and fun, you can maximize your productivity without feeling guilty about enjoying Halloween.

4. Delegate and Collaborate

Don't be afraid to delegate tasks or collaborate with colleagues. Teamwork can help distribute the workload and ensure that work doesn't pile up. Sharing responsibilities with others can free up your schedule.

5. Embrace Remote Work

If your job allows for remote work, take advantage of it during Halloween season. Just be sure to create a dedicated workspace to maintain productivity.

6. Take Short Breaks

Incorporate short breaks into your workday to recharge. Use this time to decorate your workspace, indulge in a Halloween-themed snack, or simply take a walk to get into the holiday spirit. Short breaks can boost your productivity and provide a mental breather.

Halloween doesn't have to be a trick-or-treat situation when it comes to balancing your career and personal life.

With some planning, boundary setting, and time management, you can enjoy the season to the fullest while maintaining your professional responsibilities.

And, don't forget to prioritize self-care during this time, as it will ensure you're in the best state to savor the sweet treats of Halloween, both in your career and personal life.

So go ahead, indulge in the Halloween spirit, and have a spooktacular season! ��

The (often forgotten) Art of Following Up After a Job Interview

Wed, 11 Oct 2023 23:55:52 GMT

You've just completed a job interview that you believe went well, and now you're in that delicate post-interview phase. While the interview itself is a crucial part of the job-seeking process, what you do afterward can make a significant difference.

The art of following up after a job interview is about leaving a positive, lasting impression and demonstrating your continued interest in the position as well as your exceptional communication skills.

In this blog post, we'll explore the best practices for post-interview follow-up, including thank-you notes and inquiries.

Send a Prompt Thank-You Note

The first step in post-interview etiquette is sending a thank-you note. It may sound simple, but it's an essential part of the process.

Send a personalized email within 24 hours of your interview expressing your gratitude for the opportunity to interview and reiterating your interest in the position.

Here's a template of an email I've used in the past:

Dear [Interviewer name],

Thankyou again for your time today, it was great to have the opportunity to meet you [in person / virtually].

Regardless of the outcome I wanted to take a moment to share my appreciation and also let you know I'm available to answer any concerns or additional questions you may have. I've loved learning about [Organisation name] and getting to know yourself as well.

I'm looking forward to hearing next steps.

Have a lovely rest of your week,

Warm Regards,

[Your Name]

Address Any Unanswered Questions

If there were questions or topics during the interview that you didn't get a chance to address, this is an excellent time to do so. In your thank-you note, you can briefly touch on any outstanding points and provide concise, relevant information.

This demonstrates your commitment to the position and your attention to detail.

The Follow-Up Inquiry and when to send it

Often in interviews the interviewer will discuss a timeline for their decision making process. After sending your thankyou note it's always polite to wait until after this timeline has finished before following up as you don't want to come across as impatient.

After that timeline has passed or after a few days post-interview try following up with a polite reminder, here's an example you can use as a template:

Dear [Interviewer's Name],

I hope this email finds you well. I wanted to follow up on our recent interview for the [position name] role at [Organisation Name]. I am still very interested in the opportunity to join your team and contribute to [Organisation Name]'s continued success. I appreciate that you might be evaluating other candidates however I wanted to inquire if there have been any updates regarding the hiring process.

Thank you once again for considering me for this role. I look forward to the possibility of working with [Company Name].

Warm regards,

[Your Name]

Stay Professional and Courteous

Throughout the follow-up process, maintain a high level of professionalism and courtesy.

Even if you ultimately don't get the job, your positive interactions could lead to future opportunities within the company!

Following up after a job interview is not just a polite gesture; it's a strategic move that can help you stand out in a pack of candidates.

A well-crafted thank-you note and a considerate follow-up inquiry show your enthusiasm for the role and your professionalism.

So, don't underestimate the power of a thoughtful follow-up. It's not just an art; it's a valuable skill to utilise on your job hunt.

Best of luck!

- This blog post was written by Toby Conran, a recruitment consultant in our temp/contract services team. You can reach him on tobyc@coxpurtell.com.au.

Embracing Change: Your Roadmap to a Successful Career Transition

Wed, 04 Oct 2023 22:35:11 GMT

Are you feeling stuck in your current job, yearning for a change that aligns better with your passions and goals?

If so, you're not alone. Many professionals reach a point in their careers where they contemplate making a significant change.

While it may seem daunting, a career change can be the fresh start you need to rediscover your passion and purpose.

Having personally taken the leap of faith and switched my career from FMCG Marketing to Recruitment, I’d recommend it to anyone who‘s seriously considering it - finding a job that aligns with your goals, motivations and values is a gift that keeps on giving!

So if you’re not quite sure how to take that first step, read on for my top tips…

Embrace the Challenge

Making a career change is a bold step that requires courage and determination. It's a journey filled with opportunities for personal and professional growth, but it can also be intimidating.

Here's how to tackle it head-on:

1. Self-Reflection: Know Thyself

Before embarking on a career change, it's essential to understand yourself better. Reflect on your interests, strengths, values, and long-term goals.

What truly drives you?

Identifying your passions and skills will help you discover a career that aligns with your authentic self.

2. Research and Exploration

Take the time to explore new career paths. Network with professionals in your desired industry, attend industry-related events, and read books and articles to gain insight into your target field. This exploration phase will help you make informed decisions and set realistic expectations.

3. Skills Assessment

Identify the skills required in your new career and assess how your current skill set aligns with them.

Consider pursuing additional education or training if necessary. Online courses, workshops, and certifications can be valuable assets during your transition.

4. Networking

Building a strong professional network is crucial when changing careers.

Connect with individuals in your desired industry on platforms like LinkedIn, attend industry conferences, and seek out mentors who can provide guidance and support.

5. Resume Revamp

Tailor your resume to highlight relevant skills and experiences that demonstrate your transferable skills for your new career.

Showcase accomplishments that are applicable to your target role, even if they're from a different industry.

6. Embrace Transferable Skills

Don't underestimate the value of your transferable skills. Soft skills like communication, problem-solving, and adaptability are highly sought after in any field and can set you apart from other candidates.

7. Seek Feedback

Seek feedback from trusted friends, colleagues, or mentors who can provide valuable insights into your career change plan.

Constructive criticism can help you refine your approach.

8. Leverage Online Resources

Utilize job search websites, career blogs, and professional social media platforms to discover job opportunities and stay updated on industry trends. Online resources can be invaluable in your job search.

9. Prepare for Interviews

Ace the interview process by practicing common interview questions and tailoring your responses to your new career goals.

Showcase your enthusiasm and your ability to learn and adapt.

10. Be Patient and Persistent

A career change isn't an overnight transformation. It may take time, effort, and persistence.

Stay focused on your goals, remain open to learning, and be prepared for setbacks along the way.

Making a career change is a courageous decision that can lead to a more fulfilling and rewarding professional life. By following these steps and embracing the challenge, you can navigate the transition successfully and embark on a path that aligns with your true passions and aspirations.

Remember, it's never too late to pursue the career of your dreams. The first step is believing in yourself and taking that leap of faith.

Your journey to a brighter future begins today.

- Sophie Kelly, Recruitment Consultant for Corporate Services (Permanent) at Cox Purtell

Interview Like a Pro: 5 Tips to unpacking your professional story

Mon, 18 Sep 2023 23:41:02 GMT

So, you’ve got the qualification(s), perhaps a few years of experience under your belt and the skills to add value to your chosen industry. On paper, you’re a real catch! Recruiters and potential employers are banging on your door frequently, but it’s at the interview stages of the process that things seem to fall apart.

Don’t despair, you are not alone…

What job seekers should recognise, (especially if you’re just getting your career off the ground and haven’t quite navigated the labyrinth that is the job market yet) is that your ability to communicate your professional story during an interview may be one of the most valuable weapons in your arsenal.

One of the most common reasons for candidates being declined at interview stages that I’ve heard over the years, is that they lacked the ability to “unpack” or “articulate” their experience in a convincing manner.

That said, here’s a couple of tips which may prove helpful in your next interview if this post is resonating with you…

***

STAR METHOD

If you’re unfamiliar with STAR, it’s time to open your google interwebs machine and check out “star interview technique”.

It’s an acronym which stands for:

· Situation – Explain your circumstances in a way that allows your interviewer to grasp the context.

· Task – Detail your role or responsibilities within the given situation or challenge.

· Action - Describe the steps you took to address the situation or conquer the challenge, with a particular emphasis on your individual contributions if it was a team effort.

· Result - What were the results achieved because of your actions? If feasible, quantify your achievements or offer tangible examples of the impacts your endeavours had.

It’s an effective framework for answering questions that will usually start off with “tell me about a time when…” OR “give me an example of…” etc…

WORK CHRONOLOGICALLY

Quite often one of the first things an interviewer will ask you to do is walk them through your CV. It’s a good idea to follow your timeline and work methodically through your history, usually starting with your current or most recent position working backwards. Especially if you’re a more experienced candidate with several years of experience and a few different employers on your resume. Unless you’re bringing popcorn and a blankie, most interviewers probably won’t want to hear about your first job waiting tables 20 years’ ago.

Point being, while the story may make perfect sense to you, it can be incredibly confusing for the person interviewing you when you’re jumping around the space time continuum like Marty McFly.

MAKE THE DISTINCTION BETWEEN TOOLS AND SKILLS

I feel this one is largely aimed at IT professionals, but probably applicable across the board. It may seem like semantics or hair splitting, and I imagine there may be some controversy here, but the way I like to think of it is, a wrench isn’t a skill, it’s a tool. Your ability to use said tool to change a tyre is the “skill”.

So, the next time you’re in an interview, rather than rattling off a list of tools you’re familiar with when the interviewer asks you to tell them what your core skills are, think about what you’re able to do with them. i.e., “I am skilled at writing complex queries and manipulating data in SQL” as opposed to just “SQL”.

WHEN YOU’RE LISTENING, YOU’RE SELLING!

Sharpen up your listening skills and pay attention to the question being asked.

If you’re unsure what the interviewer is after, it’s ok to ask for clarity. It’s wise to practise active listening and be mindful of focusing on what the speaker is saying/asking rather than what your response is going to be while they’re still talking.

Once you’ve listened to and understood the question, take a second to process and answer without veering off topic.

SLOW DOWN!

Ah, an oldie but a goodie! Yes, you’ve got a lot of information that you’re eager to share with your potential employer that you’re certain will demonstrate why you’re the most amazing human for the job, but is racing through it at rocket speed really in your best interest?

Probably not if the interviewer is having a tough time keeping up with you.

Keep in mind, the panel or interviewer has already budgeted the time to meet with you and they’re also invested in filling the role. A quality over quantity approach here may be the way to go. If there’s ground that hasn’t been covered in the allotted time, additional interviews can always be scheduled but recovering from an awkward conversation that left everyone with raised eyebrows can be challenging.

***

We get it, it’s a minefield out there and mastering the art of interviewing can be daunting, but with a little guidance you’ll up your interview game and land your dream gig in no time.

Reach out to us at Cox Purtell Staffing Services for top notch opportunities and of course, great advice as you navigate the complexities of the market.

- This blog was written by our Senior Recruitment Consultant, Craig Nel. You can reach him here.

Navigating the Path to Public Service: A Candidate's Journey in pursuit of a role within NSW Government

Sun, 20 Aug 2023 08:20:24 GMT

2020 will always be remembered as the year when life as we knew it, was turned on its head.

In the post pandemic job market, we found some candidates were now seeking more meaningful and impactful careers, with some now drawn to the public service.

One of the most sought-after options for candidates is the New South Wales (NSW) Government which offers diverse opportunities across a multitude of sectors. We have witnessed an uptick in candidates looking to work here since reports came out in the new financial year that spend on contingent labour has seen a huge increase.

We pride ourselves on helping our candidates pursue their dreams of working in the public service. In this blog, we'll delve into the journey of a candidate looking to utilise their skills and passion within NSW Government, exploring the steps they take, the challenges they face, and the rewards that come with navigating this unique path.

1. Research and Preparation

The journey begins with thorough research. Candidates need to recognise that to stand out in this competitive field, they need to understand NSW Government's structure, departments, and values. As our Government Practice Manager, we will work together to identify your strengths, aligning them with roles that resonate with your expertise. This process sets the foundation for an informed and strategic approach to your job search.

2. Tailoring Resumes and Applications

Each position within NSW Government demands specific skills and qualifications, while not always necessary, roles that are recruited for via approved recruitment agencies require some level of government experience. As with all roles, our candidates need to understand the importance of customising their resume and cover letter to match the requirements of each role. You will need to highlight relevant experience and demonstrate how your skills align with the government's objectives, emphasising your dedication to public service and outlining your set of skills based on the selection criteria. We work with you on this.

3. Navigating the Online Application System

NSW Government's recruitment process often involves an online application system that is completed by our consultants at Cox Purtell. We specialise in the systems utilised by NSW Government to ensure that we are highlighting our candidates’ skills, their application is error-free and fully showcases their potential so that the hiring managers, once assessing their resume and application, are able to clearly see that they stand out amongst other candidates. Our consultants always ask that the candidates provide comprehensive answers to selection criteria, showcasing their suitability for the role.

4. The Waiting Game

After submitting applications, our candidate faces the waiting game. The process can be lengthy due to the complex nature of government hiring procedures. We keep in touch with our candidates on a weekly basis, ensuring they are kept up to date their applications progress, patience is critical.

5. Interview Preparation and Skill Enhancement

Upon receiving interview invitations, our candidates dive into preparation. They research the department extensively, familiarise themselves with key projects and policies, and practice answering common interview questions. Additionally, they develop their interpersonal skills, as government roles often require collaboration and effective communication. This is a crucial part of the relationship between the candidate and our consultants as we will assist you in interview preparation and answer any questions that you might have before the interview.

6. The Interview Experience

Walking into the interview room, you will need to bring confidence and a clear understanding of your value. You will need to be able to effectively communicate your skills, aligning them with the role's responsibilities. You should highlight your ability to adapt, problem-solve, and work in a team—attributes highly valued in the public sector. We highly recommend a candidate utilise the “STAR” methodology to answer any example questions given during the interview.

7. Patience and Perseverance

While some candidates receive offers right away, candidates need to understand that the process doesn't always move swiftly within government due to their rigorous HR process. Practice patience and perseverance and keep in touch with your Cox Purtell consultant.

8. The Reward of Public Service

Finally, the offer letter arrives - a moment of triumph. Now is the time to reflect on your journey, appreciating the dedication you put into the application and interview. Embrace the opportunity to contribute to the betterment of society through your work within NSW Government. It can be quite a thorough process but rewarding given the stability and recognition that this role will bring.

The journey of a candidate seeking employment within NSW Government is one of determination, adaptability, and commitment to public service. From meticulous research and tailored applications to patiently waiting and confident interviews, each step contributes to a rewarding outcome. This journey exemplifies how those seeking to serve their community can find a fulfilling and impactful career path within the realm of the public service.

If you would like to know more about this process or to delve into the public sector, please contact me on 0437 636 184 or at salr@coxpurtell.com.au

A Short Story on Emigrating: And why you should open your business up to workers from overseas

Jasonp@coxpurtell.com.au (Jason Pretorius) — Fri, 04 Aug 2023 12:51:19 GMT

The saying goes, you can take an African out of Africa but you can’t take Africa out of the African.

But, a short segue…

The United Nations demographics report shows that in 2019, international migrants numbered approx. 272 million or 3.5% of the global population.
The ABS reports that as of August 2021, there have been 3 million permanent migrants land in Australia since 2000.
The ABS also reports that as of 2021, a shade under 30% of Australia’s’ population was born overseas.
In 2020, Australia ranked 9 ^th in the world for the total number of migrants in its population.

But back to the African, and my view on the world.

You’re never the same once you break free of your bubble. The process of lifting & shifting your entire life elsewhere is a journey on its own; add on the mental gymnastics you go through to adjust / learn, and you become a very different animal.

I’m not the same man that left Johannesburg in October 2019. I suppose none of us are the same since we learnt about the Spicy Flu…

South Africa is often called the Rainbow Nation, but I must say, I’ve never seen anything like the diversity I see in Sydney. We have Africans, we have Persians, we have Arabs, Indians, Europeans, Chinese, Syrians (I’m sorry if I’ve left you out specifically). This is truly a special melting pot of different nations pooling experiences, POVs and skills to create an ironically, uniquely Australian product.

Why is any of this important?

If you’re not setting your business up to hire immigrants, you’re doing yourself an injustice. Sure, we bring our own sets of challenges – who thought that learning to drive a shopping trolley again would end up on the special skills section of my CV. People challenges are not unique to emigrants and the only way to avoid people challenges is to not hire at all. On the upside, immigration makes us a little more resilient, a little more flexible and with skills and POVs that can augment and compliment a home-grown labour force.

Now can someone teach me how to turn right with a Woolies trolley, please? I need to buy my Tim Tams.

Remember us at Cox Purtell when you’re looking for staff. We can help you bring on both permanent & contract staff, with many products to suit your budget including retained services, and a great back office to manage your contract payroll. We also hold an On-Hire Labour Agreement with the Department of Home Affairs meaning we can sponsor overseas skilled workers. In short, once your candidate is selected and if they are eligible for a visa, we will sponsor and hire the candidate on your behalf. Imagine it being that easy to open your business up to the uniquely special skills of talent from all over the world. Magic.

5 Top tips to prioritise a busy schedule

Tue, 25 Jul 2023 22:58:59 GMT

In the hustle and bustle of our fast-paced lives, managing a jam-packed schedule can often seem like an uphill battle. Whether you're juggling work, personal commitments, family, or planning a significant event like a destination wedding (1 month to go for me!!), finding time for everything can be overwhelming. However, with effective prioritisation and time management, you can regain control of your days and reduce stress. Having navigated a busy year myself, I've gathered valuable insights and top tips to help you prioritise your schedule and find a harmonious balance in your life.

Daily Prioritisation & Re-prioritisation:

Time can easily slip away from us, and tasks may change throughout the day. Make it a habit to review your to-do list several times throughout the day. By doing so, you can reassess and reorder tasks based on their importance and urgency. What might have been a top priority in the morning may need to be rescheduled for the afternoon, and that's okay. Staying on top of your priorities allows for a clearer sense of what requires immediate attention, leading to a more relaxed and focused approach to your day.

Utilise To-Do Lists:

Having a well-structured to-do list is an invaluable tool for managing a busy schedule. Divide your list into different categories, such as urgent tasks, long-term goals, personal commitments, and more. This organisation ensures that nothing slips through the cracks and helps you maintain a clear overview of your responsibilities. As you tick off completed tasks, you'll experience a sense of accomplishment and productivity, which can motivate you to keep going.

Delegate:

You don't have to shoulder the weight of your busy schedule alone. Learn to delegate tasks to family members, friends, or colleagues. Trust that those around you are capable and willing to lend a helping hand. Delegating not only lightens your load but also empowers others to contribute and feel valued in the process.

Recognise the Importance of Breaks:

Amidst a hectic schedule, it's easy to overlook the significance of taking breaks. Yet, pausing for a moment to breathe, enjoy a cup of tea, or simply switch off from work can rejuvenate your mind and increase productivity. Embrace the practice of stepping back periodically to regroup and refocus. You'll find yourself returning to tasks with renewed energy and clarity.

Learn to say no:

It can be challenging to decline additional tasks or commitments, especially when we want to help or fear disappointing others. However, setting boundaries and knowing our limitations are essential for maintaining balance and avoiding burnout. By confidently saying no when our plate is already full, we preserve time and energy for our existing priorities. Remember that saying no doesn't mean being rude, it's a respectful way of prioritising our well-being and ensuring that we can fulfil our existing responsibilities effectively.

As we navigate a busy schedule, let's remember that life is meant to be a great adventure! Embrace the rollercoaster ride with enthusiasm, but don't forget to fasten your seatbelt with a firm "no" when necessary. Prioritise your passions and keep a colourful to-do list! And when you take those well-deserved breaks, savour each moment. With these top tips up your sleeve, you'll be the master of your schedule, juggling tasks whilst stress free and happy.

Embracing Imperfection: A post-maternity work journey that's anything but Pinterest perfect!

Tue, 04 Jul 2023 23:20:23 GMT

Cliché interviewer: “So Jade, tell me, what is your strength and your weakness”?

In my pre-kids’ days, my strength is that I am a perfectionist, and my weakness is that I am a perfectionist. And no lie. I would arrange my desk like a Pinterest board, with every pen, paperclip, and sticky note in its designated spot, colour coding all the appointments in my calendar – mate, you should’ve seen my pantry!

It has been 6 months since returning from maternity leave 2.0. And let me tell you, the transition from mummy-mode to work-mode has been a wild rollercoaster ride and is still very much ongoing. Returning to work after having a tiny human (x 1 AND x 2) attached to your hip is like going from 0 to 100 in terms of chaos. Gone are the days of morning cuddles and baby babble. Now it's all about alarm clocks, rushed breakfasts, and mismatched socks (because let's be real, who has time to find the perfect pair?).

The biggest learning curve for me, and a very tough pill for me to swallow is this. Imperfection is the new black and you’ve just got to rock it. So what if we occasionally show up to work with spit-up on our shoulders or Cheerio’s in our hair? It's all part of the #ParentLife aesthetic. If anything, it's a conversation starter, a way to bond with your colleagues over the shared struggle of adulting while keeping a tiny human alive.

Now, let's talk about multitasking. Remember when we used to brag about our mad multitasking skills? Well, having a baby takes multitasking to a whole new level. Picture this: you're on a conference call, trying to sound professional while simultaneously cleaning a spew and singing a lullaby to keep the little one from unleashing their vocal talents at the most inconvenient times. It's like the Olympics of multitasking, and we're gold medallists.

And the "mum brain" phenomenon. It's like our brains have been replaced with a giant ball of mush, and we can't remember anything beyond the baby's feeding schedule. Names? Dates? Yeah, good luck with that. But hey, at least we have an excuse for forgetting our boss's birthday (sorry James!) or calling our coworkers by the wrong name. Blame it on the sleep deprivation and watch as their confusion turns into sympathetic laughter.

But amidst the chaos and sleepless nights, there's one thing we parents have mastered: adaptability. We've become pros at handling curveballs, improvising when we forget crucial items (like nappies...oops!). So, when the unexpected happens at work, we've got this! Missed a deadline? Blame it on a sudden baby emergency. Couldn't find your notes for the meeting? Call it "mumnesia" and watch your coworkers nod in understanding.

Let's raise our half-full coffee mugs (or full wineglasses) to embracing the beautiful mess that is post-maternity work life. Let's celebrate showing up, giving our best and accepting the mismatched socks, the wardrobe malfunctions, the breakfast for dinners, the ‘whoops I forgot to brush their teeth’. We may not have it all together, but we're rocking this parenthood gig while juggling careers like true bosses!

Remember, perfection is overrated. Imperfection is actually so much more fun.

The Importance of Every Role and Person on the Team

jenm@coxpurtell.com.au (Jenny Miller) — Mon, 01 May 2023 05:03:33 GMT

This morning I watched a video of our MD who was interviewed after we won the Vincere Best in Client Service Award for 2022. He was discussing how we commit to and deliver a great service to our clients long term with the help of our ATS platform, and how the entire team from finance and marketing to our recruiters and resourcers need to be focused on the same goals to achieve success.

That video was a good reminder that every team member is equally important, whether you’re in an income generating position or paying the bills, we are all working various roles to get the job done.

It reminded me of an article I read recently by Mike Robbins on the importance of every role and person on the team. And it’s a good read;

“A few years ago, I had the opportunity to see the Broadway musical Anastasia with our daughter, Rosie, while on a business trip to New York City. We snagged last-minute tickets in the front row, which was a unique experience for the both of us.

From where we were sitting, we could see not only the actors up close but also down into the orchestra pit, which gave me a newfound appreciation for the talent, coordination, and synchronicity of the conductor and the musicians.

As enthralled as I was with the story and watching the performance on the stage, it made me realise how essential the music and musicians are to the overall production. This had me reflect on the importance of recognising everyone’s role, even those in the background.

Of course, I’d been aware of the music at previous shows I’ve seen, but sitting where we were that night made me realise how vitally important everyone is to the performance, even though I’d never taken the time to fully appreciate it until that moment.

When attending an event, such as a play, concert, or sporting event, it’s easy to focus solely on the performers and forget about the people working tirelessly behind the scenes. This also applies to teams in organisations, regardless of their size. Every person has a specific role, but their job is to contribute to the team’s goals, mission, and purpose.

It’s crucial to understand the difference between your role and your job. While your role describes what you do specifically, your job is to help the team win by fulfilling the organisation’s goals. When people prioritise their personal goals over the team’s objectives, it can cause confusion and conflict. However, teams that recognise that every role is essential and work collaboratively can perform at their highest level.

Whether it’s a group of three people or an organisation of 3,000 or 300,000, teams thrive when everyone does their part and every role (and person) is valued and appreciated.

When most people think about their “job,” they think of what they do—engineering, sales, project management, marketing, human resources, operations, design, finance, and so forth. While these descriptions may encapsulate what you do and the title you hold, they’re not actually your job. If you’re part of a team, you have a specific role, which is what you do. However, your job is to help fulfill the goals, mission, and purpose of the team and, ultimately, the company.

In other words, you’re there to do whatever you can to help the team win. The challenge with this is that most people take pride in their role and they want to do it really well, which is great. However, when you put your role (what you do specifically) over your job (helping the team win), things can get murky—your personal goals become more important than the goals of the organisation.

In the musical we saw, the actors on the stage, especially the lead actors, got much of the attention from me, Rosie, and those of us in the audience that night. However, without the musicians, the set and costume designers, the lighting and technical experts, the stage manager, the ushers, the marketing team who promoted the show, the ticket takers at the door, and so many other people, that show could not have happened and we would not have been in the audience.

It takes commitment and courage, but teams and organisations made up of people who understand this simple but important distinction—who realise that everyone on the team has essentially the same job but different roles—have the ability to perform at the highest level and with the most collaborative environment.

Watching Anastasia reminded me that every person, from the actors to the ushers, plays a vital role in the show’s success. It’s crucial to remember this in any team or organisation, big or small, and operate with the understanding that everyone has the same job of contributing to the team’s success in their unique roles. By doing so, teams can thrive and achieve their goals at the highest level”.

Ways to enhance the effectiveness of your resume (without lying)

jenm@coxpurtell.com.au (Jenny Miller) — Mon, 03 Apr 2023 05:26:59 GMT

Have you ever been tempted to embellish the truth on your resume? Surveys show that up to 80% of people have lied on their resume’s. You don’t have to do that to stand out. Here are a few simple tricks to help you look impressive.

Format, format, format

We often receive resume’s that are poorly written, have spelling mistakes and all sorts of crimes that would raise a red flag with a potential employer, they’re also a red flag for us as recruiters. We want you to have taken the time to make sure spelling & grammar etc are all spot on.

Here we’re talking about formatting. Begin with a simple format that showcases your ability to arrange information in a manner that benefits the reader. This skill will make you stand out from the majority of other job applicants and instantly boost your appeal for most positions. Don’t confuse narrative resume’s with visually creative portfolios. A hiring manager does not need to see how well you can create documents in Canva. Unless of course it’s a creative position, then you can showcase your portfolio in a separate document.

Less over exaggeration, more facts

Review the headline and introduction on your resume carefully. Job seekers often resort to clichéd and exaggerated language when they are not entirely sure of their worth. Unfortunately, recruiters & hiring managers can quickly identify these types of claims and may not find them impressive.

Nouns such as “disruptor,” “expert,” “guru,” “thought leader,” and “visionary” should only be there if you truly match up to the definition in the dictionary. Exaggerated adjectives such as “distinguished,” “outstanding,” and “unique” are more often opinions rather than fact so steer clear of using too many of these.

These examples demonstrate the types of words that can seem impressive to job seekers but don’t pass recruiters’ scrutiny, we want you to show us your value with facts rather than tell us.

Positively frame your experience

Highlight the elements of your experience that interest potential employers, and delete irrelevant (or potentially negative) information by reframing negatives to a positive. And example of this might be changing “reduced turnover to 10%” to “increased retention to 90%.”

Make sure this passes the LinkedIn test - would you be comfortable posting this resume on LinkedIn? How would your colleagues react if they read this on LinkedIn?

Show off who you’ve worked with

Analyse a job posting to see if you can pinpoint any parts of the job that involve working with the same type of people you’ve worked with in the past. If a role will have contact with lawyers, note down which firms or lawyers you’ve worked with in the past. If you’ve worked for or had experience dealing with High-Net-Worth Individuals & the role requires the same, note down who they were. Being able to name firms or individuals will show that you’ve had these dealings in the past and will be able to confidently do this part of the job.

Eliminate outdated information

Depending on your experience, you might be able to cull some roles form the past that are of no benefit to your current position. Do you still list the supermarket you worked in while at school, or the bar job you had throughout Uni? If you’ve been in a corporate job for a while & are looking to move on, you will safely be able to eliminate those positions you had while studying as they are no longer relevant to your professional career.

Similarly, if you worked in product development for a product that failed, you may be able to omit this from your resume.

Check if your resume would benefit from a little overhaul by deciding which relevant, positive information to present, and crafting compelling framing.

Why employers ask about career goals & how to best prepare

jenm@coxpurtell.com.au (Jenny Miller) — Mon, 20 Mar 2023 02:51:16 GMT

Why Employers Ask About Career Goals

Asking about your career goals gives an employer the opportunity to gain valuable insights into who you are on a personal and professional level. They want to be sure you share the same ethos, and that the job is a good fit for your future career goals as this gives them confidence that you will stick around.

In short, they want to understand the kind of employee you will be, what you can bring to the organisation, and importantly, they want to be able to picture you with them in the long term and know they will be able to help you reach your career goals.

Below are five common interview questions that require you to discuss your career goals.

1. Why Do You Want to Work for Our Company?

This question might not appear to be about career goals, but it's important to refer to your career progression when answering. They want to know that you have a genuine interest in the company or role and have done your research. You can relate your desire to work with them back to your longer-term career goals.

By being up to date on news articles about the company and the industry it operates within, as well as following its social media accounts, you’ll be able to talk more easily to the company's current plans and projects and how you see yourself being able to add value.

Start by discussing what drew you to the company (apart from your recruitment consultant). What is it about them that impresses you? What does the company offer you as a potential employee? How does this role fit into your long-term goals or help you achieve them? Give relevant examples of what drew you to the company – perhaps you share a similar ethos, you like its commitment to sustainability, or you were impressed by its future expansion plans.

After this, move on to what you believe you can offer the company, and how you can progress on a professional level during your time there.

Don’t recite information from the company website – demonstrate that you have researched the organisation, its aims and successes, and you are genuinely interested in a career at the company and the sector it’s in. Don’t be overly dramatic – don’t say how much you love the company or how long you have dreamt of working there.

2. Why Do You Want to Work in This Industry?

This question tests your commitment to the industry in general, as opposed to the specific company you are interviewing with. Here you can demonstrate your knowledge of the entire industry, so pre-interview research is critical.

If you are truly passionate about seeking a career in a specific industry, the likelihood is that you are already prepared for this question and will be able to answer it without difficulty. However, if you are feeling uncertain, make sure you know of any recent developments in your chosen field, so that you can confidently bring them into the discussion. One way of keeping up to date on this is to set up a Google alert for relevant keywords.

Ensure that your answer is brief. They don’t need you to recite the complete history of the industry as they are already well informed. Don’t give generalised or insincere answers; instead, discuss a few things that draw you into the industry and what you think you can bring to it.

3. Where Do You See Yourself in Five Years Time?

This question refers to career goals in the longer term. Discuss realistic goals – perhaps mentioning a specific position you would like to work towards and the steps you need to take to get there (dedicating time to the company, extra training, online courses, etc.)

You may also reference changes you wish to implement in the market or workplace, though be wary of criticising the company's current practises. Make sure to keep it brief – the interviewer doesn't need a blow-by-blow account of your climb to the top.

While it's OK to be personable in an interview, don't take this as an opportunity to discuss where you see your personal life going – focus solely on your professional achievements.

Don't mention money (unless this is a specific focus for the role, eg a commission-based sales position). You're being evaluated on your suitability for the role, not how excited you are to increase your salary.

4. What Motivates You?

This question's association with career goals is very clear – your motivations will likely tie in with your career progression. Use this as an opportunity to discuss what excites you about the industry you are working within and what your motivations are moving forward.

To demonstrate your dedication, reference previous achievements such as prior employment, education or training. Show how you have motivated yourself throughout your life to reach your long and short-term goals.

As with the prior question, do not answer in a way that could be considered unsavoury (for example, do not list money or fame as one of your motivators, unless this is a fundamental part of the industry). Even if you are attracted to the job for its high salary, discuss instead how you are motivated when you are presented with a challenge, and how you are willing to put the hours in to succeed.

5. Why Did You Leave Your Last Job?

This gives you the chance to highlight how the role you are interviewing for will allow you to progress beyond the limits of your previous position. Demonstrate your ambition. Discuss how the job you are applying for provides you with more opportunities than your previous employer. Regardless as to why you are leaving your previous role, make sure you focus on the benefits of starting afresh somewhere else.

You may say that you are seeking a new challenge or a different working environment, or that you want to specialise in a particular field within the new company for example.

Although you may be leaving behind a job or company you didn’t like, never criticise or blame your previous employer. Instead of focusing on the negative aspects of your last job, focus on the positive aspects of the job you are interviewing for, and how these will help you achieve your career goals.

Final Thoughts

Understanding your career goals and the steps required to achieve them are a key aspect of impressing a potential employer and the clearer you are about what you want to achieve the better.

As with many interview questions, the key to success when asked about your career goals or future aspirations is having carefully researched the company and the industry it operates within beforehand.

International Women's Day: How to identify organisations that align with your gender equity beliefs

jenm@coxpurtell.com.au (Jenny Miller) — Sat, 04 Mar 2023 00:09:49 GMT

With International Women’s Day right around the corner, we offer some tips to help job seekers who are interested in working for organisations that support true gender equity identify these workplaces.

International Women's Day recognises the social, economic, cultural, and political achievements of women. It also serves as a call to action for gender equality and the empowerment of women globally.

Having come a long way towards gender equality, this year’s International Women’s Day focuses on embracing equity . While these terms are often used interchangeably, they have different meanings and implications.

Equality means each individual or group of people is given the same resources or opportunities, whereas equity recognises that each person has different circumstances, and allocates the exact resources and opportunities needed to reach an equal outcome.

Equity can be defined as giving everyone what they need to be successful. In other words, it's not giving everyone the exact same thing. If we give everyone the same thing, expecting that will make people equal, it assumes that everyone started out in the same place - and this can be vastly inaccurate. Equity is a process for addressing imbalanced social systems and processes.

If you are a job seeker interested in working for organisations that support gender equity, there are several factors you should consider. Here are some tips to help you find organisations that align with your values:

Research the company's values and culture : Before applying for a job, research the company's values and culture to determine if they align with your values. Many companies have diversity and inclusion statements on their websites, which can give you a sense of their commitment to gender equity.

Look for organisations with diversity and inclusion programs: Organisations that have diversity and inclusion programs are more likely to promote gender equity in the workplace. Such programs can include mentorship and leadership development opportunities for women and underrepresented groups.

Check the organisation's track record: Look for organisations that have a proven track record of supporting gender equity. You can research their history, read reviews from former employees, or check their ranking on gender equity indices such as the Global Gender Gap Report.

Consider the leadership team: The diversity of a company's leadership team can be an indicator of their commitment to gender equity. Look for organisations with women in leadership positions, especially in executive roles.

Check for flexible work policies: Many women struggle to balance work and family responsibilities. Look for organisations with flexible work policies such as remote work or flexible hours that can help employees manage their work-life balance.

In addition to looking for organisations that support gender equity, you can also take steps to promote gender equity in your own career. This might include advocating for equal pay and fair treatment, seeking out mentors and sponsors who can provide guidance and support, and speaking out against gender bias and discrimination.

Help forge positive change for women this International Women’s Day. By working together to promote gender equity and equality, we can create a world where everyone has the opportunity to thrive.

How to manage your emotions after being made redundant

jenm@coxpurtell.com.au (Jenny Miller) — Sun, 19 Feb 2023 04:27:47 GMT

Experiencing a redundancy can be a deeply personal and emotionally challenging experience that can significantly impact your mental health. It can involve multiple blows such as the loss of income, status, daily routine, social support, self-esteem, and identity. Moreover, the inherent uncertainty of figuring out your next career move can add to the problem. On top of this, many organisations fail to communicate their downsizing plans with the necessary care and respect for their employees.

To cope with the tremendous stress and pressure of a redundancy without taking it personally, try these four strategies:

Name your feelings

When faced with a stressful or threatening situation, it's common to engage in unhelpful responses such as self-blame, rumination, or catastrophizing. Instead, identify and name your feelings using neutral language, put things into perspective, focus on the positive, and make a plan.

Naming your emotions can create a sense of distance between you and the feeling, helping you feel more composed. As your stress levels decrease, the part of your brain involved in the "fight-flight-freeze" response, gives you room to formulate a more thoughtful reaction.

So, take some time to recognise and acknowledge what has happened, reflect on your loss, and identify your specific emotions, which may include anxiety, anger, stress, shame, embarrassment, or grief. It's natural to experience typical reactions to grief, such as denial, anger, or depression, after being laid off, as grieving is an essential part of healing from any loss.

Ask colleagues to reflect on your strengths

Following a job loss, you may find yourself overly fixated on your weaknesses. However, it's crucial to be aware of your strengths when looking for your next career opportunity. To gain a clearer understanding of your capabilities, consider reaching out to former colleagues and asking them the following questions:

When you saw me at my best, what was I doing?

What was meaningful to you about this experience?

What impact did I have?

What strengths did you notice?

Once you have received their responses, categorise them by themes, such as teamwork, integrity, resilience, or curiosity. Finally, create a description of yourself that summarises the information. This exercise can help you not only identify your strengths but also develop a practical plan to leverage them during your job search.

Prioritise your next steps

Although a job loss can shake your confidence, it's crucial to move past any self-doubt and take action to pursue your career goals. To begin, set a professional objective and persevere through any obstacles that arise, which can help you regain confidence in your abilities.

The first step is to commit to taking action that supports your career aspirations. This could involve tasks such as documenting your achievements, updating your resume, soliciting feedback from trusted colleagues, and strategically reaching out to network contacts who can provide insights on potential career paths. Consider taking courses or certifications to develop new skills. Revise your LinkedIn profile and create a list of target companies to explore or enlist the help of a recruitment agency.

Prioritising these next steps will help you make progress towards your career goals and remind you of your abilities, strengthening your confidence as you move forward.

Shift your perspective

Experiencing a redundancy can feel personal, but it's essential to shift your perspective to move forward. Dwelling on the emotions associated with a job loss can prevent you from creating the mental and emotional space necessary to explore new opportunities and forge a new identity in your career.

Instead of allowing the redundancy to hold you back, view it as a chance to unlock new avenues for growth. A layoff can be a catalyst for personal development and a chance to move towards a more purposeful, joyful, and fulfilling career.

Adopting this mindset can transform a job loss into an opportunity to take positive steps towards your goals. It may provide the courage and motivation to pursue options that you might not have previously considered. By shifting your perspective, you can find the silver lining in this difficult experience and move forward with a sense of purpose and determination.

It’s essential to recognise that many redundancies are not personal and are instead the result of larger organisational changes.

To stay focused on the future and move past negative emotions, it can be helpful to surround yourself with positive people and reflect on the obstacles you've overcome in the past. Remembering your past achievements and building your confidence can help you approach your job search with a positive and determined mindset. This positive attitude will be evident to potential employers and can increase your chances of landing a new job. Rather than blaming yourself for the job loss, use this experience to grow and improve, and you may find yourself in an even better position than before.

Skyrocket Your Career with a Mentor: The Power of Guided Growth

jenm@coxpurtell.com.au (Jenny Miller) — Sun, 05 Feb 2023 23:18:50 GMT

Behind every successful person, there’s a mentor who helped them along the way. Some of the most influential people in history were encouraged to succeed by some of the most well-known people of our time.

To name a few;

Mahatma Gandhi mentored Nelson Mandela
Steve Jobs mentored Mark Zuckerberg
Christian Dior mentored Yves St. Laurent
Warren Buffett mentored Bill Gates
Ray Charles mentored Quincy Jones
Steven Spielberg mentored J.J. Abrams
Audrey Hepburn mentored Elizabeth Taylor
Socrates mentored Plato – Plato then mentored Aristotle. This trio alone shows us the power of mentoring relationships, and that they date as far back as 400 BC, as well as showing how the student can become the master.

A mentor is essentially a more experienced individual who can help you navigate the ups and downs of your professional journey, and having one can greatly improve your career by providing valuable guidance, support and advice. Below we delve into some of the benefits a mentor can bring to your career.

Career Development: A mentor can help you develop your career by providing guidance on your strengths, weaknesses and areas of improvement. They can provide you with insights into the industry and help you set realistic and achievable career goals.

Networking Opportunities: Mentors often have a vast network of connections and can help you make valuable contacts that can further your career. They can also introduce you to potential employers, clients or collaborators.

Skill Building: Mentors can provide guidance on developing your skills and acquiring new ones. They can provide you with practical advice and support in areas such as public speaking, negotiation and leadership.

Confidence Boosting: A mentor can help you gain confidence in your abilities and provide you with the support and encouragement you need to succeed. They can provide a sounding board for your ideas and help you overcome any obstacles you may face in your career.

Career Advancement: Having a mentor can lead to new opportunities and help you advance in your career. They can provide you with guidance on how to take your career to the next level and help you stay on track towards your goals.

In a nutshell, having a mentor can greatly enhance your career by providing guidance, support, and opportunities. It's important to seek out a mentor who is knowledgeable, experienced, and has a track record of success in your field. A mentor can help you achieve your career aspirations and provide you with the tools and guidance you need to succeed.

Now might be a great time to have a think about people you admire in your field. Reach out to them & ask if they have capacity to take on the role of mentor to you. If they don’t, they will ideally have been flattered that you asked & will hopefully recommend someone to you.

And remember, your first mentor needn’t be Bill Gates and you can, and ideally will know more than one mentor throughout your career. You may even be the next Plato.

Why paying a recruiter is worth the investment

tahliam@coxpurtell.com.au (Tahlia McCrae) — Sun, 22 Jan 2023 23:53:56 GMT

Recruiting the right talent is an essential part of any business’s success. But with the cost of hiring a recruiter, many businesses are asking themselves if it is really worth the investment? The answer is a resounding yes! Recruiters are experts at finding the perfect candidate for the job and they can provide a wide range of services that make the entire recruitment process easier and more efficient. In this blog post, we will look at why recruiters are worth the investment and how they can help you find the best talent for your company.

Recruiters have access to a larger pool of candidates

Recruiting services provide recruiters with a much larger pool of qualified candidates than you could access on your own. Recruiters are often connected to a network of job seekers and professionals in various industries, meaning they can access more people who are looking for jobs or those who are open to considering new opportunities.

Recruitment companies also often use advanced search technologies that make finding the right candidate for your role faster and easier. They may even be able to find candidates that you wouldn’t have considered or known about. This can help you save time, money and resources when trying to fill a vacant position.

Recruiters are experts in the hiring process

Recruiters are known to be the best to help you find the right talent for your business. They understand what your company needs, they know how to assess a potential employee’s qualifications, and they have experience in matching the right candidate to the right position.

Recruiters are experienced in assessing resumes and screening candidates. This can help reduce the time it takes to fill an open position, which is especially important in times of high turnover.

In addition to recruiting for open positions, recruiters also provide other services such as managing the onboarding process and helping to negotiate salary. This helps to ensure that the transition from hiring to onboarding is smooth and successful. Recruiters also provide valuable feedback on job performance, helping to ensure that employees reach their full potential within the organization.

The expertise of recruiters is invaluable when it comes to finding and retaining the best employees for your company. They understand the demands of different roles, and have experience in interviewing, evaluating, and selecting candidates. They also know the importance of creating a culture of inclusion in your workplace and will ensure that all candidates are treated fairly throughout the recruitment process.

Recruiters can help you negotiate salary

Negotiating salary can be an intimidating process for job seekers. Without a negotiator by their side, it can be difficult to know what’s fair or what's possible. Fortunately, recruiters can help take the guesswork out of the equation.

Recruiters have experience working with both employers and job seekers on salary negotiations. They understand what is reasonable in the current market, and they know how to make sure that everyone gets a good deal. They can help job seekers to understand what is negotiable and what is not, as well as how to present their case in the best light.

Recruiters can provide valuable feedback

Recruiters are a valuable resource when it comes to providing feedback on job candidates. They have the experience and expertise to provide employers with insight into a candidate’s strengths, weaknesses, and overall fit for a role. This can be especially helpful if employers have difficulty making decisions during the hiring process, or if they are considering multiple candidates.

Recruiters can help you improve your interview skills

Recruiters have years of experience in the hiring process and they understand what employers are looking for. They can provide valuable advice on how to best prepare for an interview and how to improve your performance – as an interviewer or interviewee.

Recruiters are experts, so taking advantage of their knowledge and experience can be extremely beneficial. They can provide invaluable insights into the hiring process and help you make sure that you’re putting your best foot forward when it comes time for the interview. By investing in a recruiter, you can improve your chances of success.

Recruiters really are worth every penny

Ultimately, recruiters are worth every penny. They will save you both time and money by ensuring that you have the best talent for the job, and they will help you make the most of your recruitment budget by providing insights into industry trends and offering advice on salary negotiations. Their knowledge and expertise will ensure that you hire the right person for the job quickly and efficiently.

Get Ahead this New Year: Tips for Career Success

tahliam@coxpurtell.com.au (Tahlia McCrae) — Mon, 09 Jan 2023 02:26:50 GMT

As we start a new year, many of us make resolutions to advance our careers and make progress towards achieving our goals. But how can you ensure that 2023 is the year that your career really takes off? In this blog post, we'll share tips on how to get ahead this new year and set yourself up for career success. From being flexible and open to change, to finding joy and support in your team, these strategies will help you make the most of the new year and keep ticking those career boxes.

Get ready to take charge of your career and make this year your most successful yet!

Set realistic goals

The new year is a great time to start setting goals for your career. It's important to set realistic goals that are achievable and that will keep you motivated throughout the year. Here are some tips to help you get ahead in your career this year:

1. Set SMART Goals: Start off by creating goals that are Specific, Measurable, Achievable, Realistic, and Timely (SMART). You should also include rewards or milestones along the way to keep yourself motivated.

2. Stay Flexible: It's important to be flexible and open-minded when it comes to your career goals. Don't be afraid to try new things or take risks that could lead to growth opportunities.

3. Get Support: Don't go it alone! Reach out to mentors, colleagues, and others who can provide guidance and support.

4. Find Joy in Your Work: Working hard should be enjoyable! Find ways to make work enjoyable, such as taking breaks and celebrating successes.

5. Build a Team: A team of people with different skillsets can help you reach your goals faster. Surround yourself with people who are passionate about what they do and who can help each other out.

Get organised

Getting organised is another step to success, as it sets the tone for the year ahead.

Organising your workspace is essential for productivity. Create a system that works best for you - whether it be a digital or physical filing system - to keep track of all the documents and projects you'll need throughout the year. That way, you can easily locate information when you need it.

Find a mentor

Having a mentor can help you gain perspective, develop confidence in yourself and your abilities, and move forward in your career. Your mentor can provide an objective view on things and offer advice on how to make progress in your chosen field.

Look for someone with the experience and knowledge that you want to acquire. Make sure they’re passionate about helping others and have an understanding of what you’re trying to accomplish. A good mentor should be able to give you advice, challenge you, and help you understand why some decisions are better than others.

Network

As you embark on a fresh start this new year, networking is an important step to setting yourself up for success in your career. Building relationships with people in your field and expanding your network will open doors to opportunities and help to foster your growth. Here are some tips to get you started:

1. Attend events and seminars related to your profession. Not only will these events provide valuable education and insight, but they are also great places to connect with people in your field. If you are unable to attend in person, many events are now offered virtually, giving you the opportunity to join in from anywhere.

2. Reach out to individuals who work in similar roles or organizations. Introduce yourself and express your interest in learning more about their job. Ask if they are open to having a conversation or virtual coffee. This can be an invaluable way to learn about different paths, gain new perspectives, and make valuable connections.

3. Don’t be afraid to ask for advice or help. Your network is full of experts who can offer advice and share experiences that can guide you on your path. Reach out to people and ask for guidance; most are more than happy to help.

4. Join professional groups or organizations related to your field. Not only will this allow you to expand your network, but it can also give you access to resources, educational opportunities, and job postings that could further your career.

Brush up on your skills

No matter what you do for a living, there is always room for improvement. Brush up on your skills and broaden your knowledge by taking advantage of some of the amazing online learning opportunities available.

Start by researching relevant topics that can benefit your career and make a plan for how to use them in 2023. If you’re a coder, check out coding boot camps. If you’re a creative, try some online design classes. And if you’re looking to move up in your current role, think about getting an online certificate or degree in a related field.

You can also take advantage of free or low-cost resources like webinars and e-books. Many industries are embracing virtual learning and offering courses to help you stay current with best practices. This is a great way to gain fresh perspective and grow professionally without breaking the bank.

By setting aside just a little bit of time each day to focus on self-improvement, you can ensure that you are ready to take advantage of all the opportunities 2023 has in store.

Be positive

Be positive – Having a positive attitude will help you stay motivated and focused throughout the year. Make it a priority to find the joy in your job and keep a can-do attitude. This will help you stay on track and remain resilient when faced with setbacks.

Set aside time for reflection

The start of a new year can be an exciting and daunting time. The holidays have come and gone and now it’s time to get back to work. With the start of a new year, it’s important to take some time to reflect on your career goals. Doing so can help you create a plan for success in the coming year.

To get the most out of your reflection time, make sure to give yourself the space and time to really think about what you want out of this year and what you need to do to achieve it. Think about what has worked well in the past, and what could use improvement. Consider the skills you possess, the areas where you want to grow, and the support you need to get there. You should also think about how you can bring more joy into your work life, whether that means finding ways to have more fun with projects or getting more involved with your team.

We hope these help and wish everyone a fantastic 2023!

Recruiters: Don't let the holidays slow you down

tahliam@coxpurtell.com.au (Tahlia McCrae) — Sun, 18 Dec 2022 23:37:56 GMT

The holidays are a great time of year, but they can also be a challenge for recruiters. Many of us start to slow down in December and take some well-deserved time off. However, it’s important to remember that recruitment should not grind to a halt during this festive season. There are plenty of good reasons why recruiters should keep working in December or early January, and in this blog post we'll look at just a few of them.

Not everyone celebrates Christmas

As the holiday season rolls around, it’s easy for recruiters to take a break and relax. After all, it's the holidays! However, not everyone celebrates Christmas, Hanukkah, or any other December holiday. So, for some recruiters, the season could be busy, especially if employers are look to fill roles before the start of the new year.

Job seekers could be more relaxed and therefore open to new opportunities

The holidays can offer many people more free time. Whether it’s the days off from work or the extra hours in the evening, this time allows job seekers to look for new opportunities without feeling rushed. This can result in more in-depth conversations between recruiters and potential candidates.

The holidays also provide an opportunity for recruiters to stand out from their competition. Many other recruiters may be taking a break during this time of year, so recruiters who remain active will make an impression on potential candidates.

Job seekers could be after extra temp work

While the holiday season might traditionally be a time for winding down, job seekers could be looking for temporary or seasonal positions to supplement their income. It’s worth considering advertising any such openings that you might have during this time of year.

It’s also worth noting that there may be some candidates who are looking for a new job due to changes in their current employer’s policy. For example, if the company is going through a reorganization and reducing staff, those affected may look elsewhere for work during this season.

It’s important to recognize that people don’t just take a break from job searching during the holidays. If you are advertising openings and actively recruiting, then it’s likely that you will get more applications than usual. Make sure to be on top of your game and respond quickly to inquiries.

You can get ahead of the competition by starting your recruiting efforts early

For recruiters, December should not only be seen as an opportunity to relax, but rather a chance to get ahead of the competition and find top talent before their competitors do. The holidays could bring out an influx of job seekers – so recruiters should take advantage of this opportunity to find qualified candidates.

Christmas can be a great reason to network with clients

December is a great time for networking events and recruiting meetups. As many professionals slow down for the holidays, these events can be a great place for recruiters to meet new contacts, connect with your clients, and strengthen relationships.

Be available when others may not be

So don’t let the holidays slow you down! December is a great time for recruiters to find top talent, network, and get ahead of the competition. Make sure you take advantage of all the opportunities this season has to offer.

By remaining active and taking advantage of the relaxed atmosphere, you can find great candidates and build strong relationships with job seekers. So keep working this December and you may be rewarded with excellent results!

You can’t do it all: keeping your mental health in check this holiday season

tahliam@coxpurtell.com.au (Tahlia McCrae) — Wed, 07 Dec 2022 00:34:21 GMT

There’s nothing quite like the Festive period to make you feel like you can’t keep up with everything on your to-do list. Planning and attending events, seeing all your friends and family, making sure everyone gets unique thoughtful presents... It can feel like there are an infinite number of things you need to get done, and that’s before you even start thinking about your actual work tasks.

It’s actually pretty normal to feel like you can’t fit everything in during this time of year. So have a read below to see how to best manage the festive season and keep your mental health in check!

The importance of taking time off

It can be hard to take time off over the holiday period, but it is important for your mental health. This is also a good time to schedule time for things that you don’t usually have time for such as cleaning and running errands. It can be hard to say no to things when everyone else is saying yes, but setting boundaries will help you feel better about what you are doing.

Also, never underestimate the power of rest and taking care of your body!

Scheduling

Creating a schedule for yourself can help you stay on track and not over-commit. For example: ordering fresh groceries on certain days to stay healthy, online shopping for Christmas gifts to avoid wasting too much time in the shops, and ensuring you spend time in the office so distractions from being at home aren’t present.

Sticking to these schedules will make you feel better about the busier weeks and make sure you don’t miss out on something important.

Saying no to certain events

If you're not feeling up to doing a certain event, don't do it! Sometimes saying no is the best thing you can do for your mental health.

Take time off, schedule exercise, see whom you want to and be kind to yourself.

Seeing who you want to see

Make a list of the people you want to see this holiday season. Figure out when you'll be able to see them and stick to that schedule! This way you'll ensure you see all those special people whom you want to and spend the festive period in positive company!

If you think about it ahead of time, making plans for the holidays will be much easier.

Eating well

This holiday season, make sure to eat well. Eating well is important for your physical and mental health. It can help you feel better and keep your energy levels up.

We all know there can be more alcohol and generally more food in December and of course it's great to treat yourself and splurge if you feel like you need it. However, overeating and drinking too much can affect your mental health and make you feel... not so great.

Keep on top of how much fresh food and water you're getting and ensure there are those alcohol-free days in there too.

Exercising

Exercise is a great way to keep your mental health in check. It’s also a good way to start your day right or even wind down after a busy day, and can be an enjoyable activity to do with others.

Find something you enjoy doing – anything from a walk to yoga, weightlifting or running – and make sure to include it in your routine. You should aim for at least thirty minutes of exercise each day. And make it fun! Then you'll be sure to go back.

It’s not always easy to keep your mental health in check during the holidays. The constant pressure of having to keep up with all the things that need to be done can take a toll on you.

It’s important to take time for yourself, and do what helps you feel refreshed, rested and re-energized.

Have a Happy Holiday Season!

Easy tips & tricks for your resume

tahliam@coxpurtell.com.au (Tahlia McCrae) — Mon, 21 Nov 2022 00:20:25 GMT

While it’s impossible to tell you exactly what to include in your resume, there are some common pieces of information that typically appear, and should definitely be included if they apply to you. If you can’t fit the information in to your resume in an easy-to-understand way, you might consider leaving it out. Potential employers will always read between the lines when they want to know more about you than what’s written down on paper.

Here are some of the easiest tips & tricks for an outstanding resume!

Customize each resume

The key to a great resume is tailoring it to the position you're applying for. But don't just cut and paste from the job advert, use this as an opportunity to show your personality and highlight your skills that match what they’re looking for.

When filling in professional experience, be sure not to list responsibilities that might not match the job description and be irrelevant. Instead, emphasize achievements that will make you stand out from other applicants.

Include education and volunteer work that aligns with the job requirements as well as the company’s values and CSR initiatives.

Use bullet points rather than paragraphs too, this makes it's easier for hiring managers to skim through without feeling overwhelmed by information.

Use simple words and action verbs

Include your name and contact information at the top of your resume. List out your previous employment in reverse chronological order.

If you have experience that is relevant to the position, highlight this experience early. Use brief sentences and use action verbs when possible.

For example, instead of writing ‘I was responsible for managing a budget’ try using action verbs. ‘Managed a budget’. Instead of saying you have excellent communication skills, be sure to back up your statement with specific examples of how you do have excellent communication skills. If possible, write quantifiable evidence that backs up any skill that may be subjective.

Highlight what you did

Everyone should personalise their resume in a way that can highlight what sets them apart. For example, Sarah has an art degree and wants to work in advertising, so she did this:

“After graduating from university with my degree in art, I knew it would be a challenge to find a job. To make myself stand out, I decided to include my art on my resume. It was a personal touch that really made me stand out and showed that I had creativity. I also listed all the skills that I gained while being a student at the school, like how to work with Photoshop, InDesign and Illustrator. This way the agency could see I had the skills already and wasn’t just an artist!”

Leave out anything that isn't relevant

As mentioned before, your resume should be tailored to the type of position you are applying for. If a position asks for certain credentials, ensure you include them. However, you will also want to keep it concise and organized and leave out anything unnecessary. For example, maybe that internship at the water park isn’t relevant for an accounting position 10 years later?

Proofread!

The best way to make sure your resume stands out is to proofread it. Typos can be the difference between getting a call back and not. If you’re applying for a role that asks for ‘key attention to detail’ you will want to ensure that your resume backs up this statement by eliminating any errors. There are many tools available online that will help you check your resume, like Grammarly or Microsoft Word's spellchecker. You can also ask someone else to read over your resume for mistakes.

Finally, don't forget to read it backwards! Sometimes looking at something from a different angle can reveal errors we might have missed otherwise.

For more, visit our resources section in our website for more comprehensive help on resume writing!

https://www.coxpurtell.com.au/resources-and-faqs

Why you need to create a personal brand on LinkedIn

tahliam@coxpurtell.com.au (Tahlia McCrae) — Mon, 07 Nov 2022 22:15:58 GMT

If you’re trying to grow your career, a great way to help accomplish that is by creating a personal brand on LinkedIn. (Whether you work in recruitment or not.)

The platform helps you open yourself up to more opportunities through networking with the right people while helping you showcase your skills in your area of expertise.

In this blog, we’ll cover why you need to create a personal brand on LinkedIn and how you can do it effectively too.

“Personal branding is how you distinctively market your uniqueness.” —Bernard Kelvin Clive

Where to begin?

The first step is to think about your personal brand values. These are the things that matter most to you and are the traits you want people to recognize you for. Once you've determined what matters most, come up with a few adjectives or phrases that describe who you are and what sets you apart from others. You'll build your profile from here, of course including all relevant experience and details where necessary.

Your personal brand is likely to evolve over time, as you learn more about yourself and what you can offer in various settings. But by taking an intentional approach from day one, you’ll start from a solid base and maximize your chances for success.

How building your personal brand can help your career

A personal brand opens up your world to so many more career opportunities that you would never have been exposed to with just your resume. Your personal brand helps you build your network with the right people in your industry. It can help you get hired for a job and of course achieve the professional success you want.

Building your personal brand takes time, but it's worth it because it can make all the difference in how you're perceived by others in your industry.

Ideally when people think about your industry, you want them to think about you too!

What makes a strong Personal Brand?

A strong personal brand is like a resume in the sense that it is about what you can do for an employer, your skills and your experience. It's also important to be authentic and show your personality. Above all, people need to know who you are and what you stand for. If someone takes the time to read your profile then they will know if they have any common interests with you or if they share similar values.

When they read your LinkedIn posts they can also find out a lot more about you. Especially if you're authentic in your approach, as you should be. People will feel comfortable getting to know you initially through your content, if they like it they will connect and who knows where it will go from there!

The importance of consistency

Consistency is key when it comes to building your personal brand. If you want recruiters, colleagues and potential employers to take you seriously, make sure that all of your social media accounts are up-to-date with accurate information. Also, please ensure your headshot is up to date! You want everyone to recognise you when they see you.

Your LinkedIn profile should include all relevant work history and your summary should accurately describe your current work situation and potential goals honestly.

Summary and next steps

A personal brand is the first impression people will see when they search for you. It opens up your world to so many more career opportunities that you would never have been exposed to with just your CV.

Your personal brand is essentially your ticket to networking with the right people, getting hired for a job, or just even being noticed in today's society.

However, please remember: Check your spelling and grammar on your profile!

Client FAQs about the recruitment industry

tahliam@coxpurtell.com.au (Tahlia McCrae) — Mon, 24 Oct 2022 00:03:37 GMT

Recruitment agencies work with clients and employers to help them fill vacancies, and also with candidates to help them secure employment. Our previous blog focuses on FAQs for candidates about the industry. So, if you’re after that one, click here . For this blog, we’re focusing on clients’ FAQs!

What does a recruitment agency do?

To put it simply a recruitment agency works with both clients and candidates. For their clients they will find job-seekers to fill vacant roles. For their candidates, they will help them find a new role or help with the next steps in their career path.

However, behind the scenes, there is really a lot more to it. Read on!

What does a recruitment consultant do?

A recruitment consultant has a varied role, one of the biggest things they do however is build relationships. They are your ultimate people person. They are excellent at understanding business needs, while reading people’s personalities and experience and then matching that person with a role.

More specifically, recruitment consultants work with employers to find and fill jobs for open positions. Here at Cox Purtell, we spend a lot of time with our clients and really get to know their businesses so we can ensure we make the right placements that suit not just the role itself, but the company culture as well.

A typical day in a recruitment office will include reading through resumes, conducting phone screen calls with candidates, sorting through applications, interviewing qualified candidates, conducting reference checks and providing consultative advice to candidates and clients. Then of course, they will pass all this information on to our clients.

They will then be heavily involved in organising interviews for the client to undertake, presenting offers to candidates and assisting generally with the new employee experience for our clients organisations.

A recruiter is typically always speaking to someone and they see themselves as an extension of their clients businesses.

How do recruitment agencies help clients find the right employee?

Recruitment agencies help clients find employees for their businesses and fill their open vacancies.

The consultant will meet with the client first to discuss the role in-depth and what their business needs are. They’ll discuss salary and how much experience they are expecting from potential candidates.

Recruitment agencies use a variety of methods including LinkedIn ads, company websites and job sites to advertise for these roles. Plus, they search through a large database of candidates they would already have on hand and conduct headhunting searches on other job platforms too.

Consultants are constantly updating their clients on the job search. Calling them to discuss candidates, sending over CV’s and doing that first screening interview before sending the candidate over to the client. They are looking to save their clients time by sending through only the most suitable candidates for the roles who have been through a thorough screening process.

Do recruiters charge their clients?

Yes. At Cox Purtell we offer two full-service options, Retained Recruitment and Non-Exclusive Recruitment.

Our non-exclusive options runs parallel with your own in-house recruitment campaign, supporting you in all the key areas, like position description, development, candidate search, interviewing and selection.

Retained is then the end-end service we have unlike any other offered by competitors. We will exclusively run a complete recruitment service for your vacancy, operating as an extension of your team so that you have as much control and input into the process as you need. It includes longer guarantee periods, post-employment reviews at 3 and 6 months, plus preferential fees and payment terms, so it is of great value.

Is it just about the commission?

Recruiters are people too and yes earning commission on a placement for a client is great, however, it certainly is not everything. The best recruiter wants repeat business from that client so they can forge a long-term relationship with you and become the go-to recruiter for your business. The satisfaction that a recruiter gets when they work with a client and do a fantastic job where both client and candidate come out happy is a big part of it. This is why we provide the best possible service we can!

Can we just do it ourselves?

Businesses can do anything and course doing their own recruitment is possible. However, we have more time to do it better – we devote all day every day to doing this so we have certainly got more time than most of our clients! Time is key when it comes to recruitment as well, if you don’t move quickly with your recruitment process, you are likely to lose out.

We have large candidate pools, we have licences to use the back end of professional talent sourcing platforms, we know what to look for/how to interview using a variety of techniques and of course we have a vested interest in helping your business thrive.

Why is the recruitment industry so busy right now?

The competition for good, reliable top talent is fierce, which means this time of year is an excellent one to consider expanding your team.

Everyone is looking for a company that is a good fit for them and not taking anything less. They want flexibility, good pay, a challenge and of course honesty from their employer. So, when you build your team you are very likely to get loyal, long-term employees that really want to be there.

Companies have taken this competitive market into consideration and are certainly selling themselves more, they are offering better benefits, higher salaries, flexibility and so much more.

Because of these factors, there are a lot of jobs being advertised right now and a lot of people moving jobs, these moving parts are making it so busy and so competitive.

How can I help a recruiter help my business?

By being open and honest. Tell the recruiter exactly what you’re looking for. Tell them why you need someone in the role and the type of person you’re after. Also, let them know if you are using other recruiters or looking for someone yourself too – we need to know what’s going on with every aspect of the position so we can recruit well.

Tell your recruiter what has worked in the past and what hasn’t. Mistakes you don’t want to make again and be as specific as you can, so we can help you.

For more information visit this link to read about our recruitment services: https://www.coxpurtell.com.au/employer-services/recruitment-services

Candidate FAQs about the recruitment industry

tahliam@coxpurtell.com.au (Tahlia McCrae) — Tue, 04 Oct 2022 02:14:06 GMT

The recruitment industry works with candidates to help them gain employment (and with employers to fill their vacancies). It can be quite a complex industry, so here are some candidate FAQs to help you out, including what the recruitment industry does and how it works.

Read on to find out more about this booming industry.

What does a recruitment agency do?

To put it simply a recruitment agency works with both clients and candidates. For their clients they will find job-seekers to fill vacant roles. For their candidates they will find a new role or help with the next steps in their career path.

However, behind the scenes there is really a lot more to it. Read on!

What does a recruitment consultant do?

A recruitment consultant builds relationships. They are your ultimate people person. Excellent at reading people and matching that person with a role.

They help job seekers (or candidates) by sourcing them for prospective employers, updating their resumes and running job interviews.

A typical day in a recruitment office will include reading through resumes, conducting phone screenings with candidates, sorting through applications and interviewing qualified candidates. Then of course passing all this information on to their clients. A recruiter is typically always speaking to someone!

A consultant must be able to accurately and effectively assess skills, experience, expectations for salary and culture fit on behalf of their candidates.

How does a recruitment agency help me find work?

Your recruitment consultant will do a skills-based assessment and match you with potential employers. The recruiter will discuss your desired role and salary, before talking to the hiring manager in order to make sure it's a good fit for both of you. Plus, if there's not a suitable opportunity, they'll look for another one or get in touch with other agencies who may be able to help.

Your consultant will have access to a huge range of opportunities and they'll find one that matches your skills, experience and preferred salary. They might arrange an informal meeting or invite you in for an interview straight away.

Our team also is up to date on industry trends so we will ensure to always get you the best suited opportunity for you.

Do recruiters charge their candidates?

Of course not!

Is it just about commission?

Recruiters are people too and yes earning commission on a placement is great, however it certainly is not everything. The best recruiter wants to be busy and wants repeat business. They get this by providing the best service possible. In this industry word of mouth referrals are huge!

Do recruitment agencies help with CV writing?

In short, yes we do. But we don’t do it for you! Here at Cox Purtell, we can help you improve your CV, and other documents if required.

We also provide interview coaching and a lot of collateral on interviewing techniques, and after your interview with the employer, you’ll get feedback.

Can I just do it myself?

You can do anything. However, we do it better. Try it out.

We may know what you should be doing after a discussion about your skill set and set you on a path you hadn’t considered!

Why is the recruitment industry experiencing so busy right now?

There are so many reasons why it’s a busy time for recruiters. Many candidates are bored of current roles, experiencing burn our pr just after a change. They also want to make sure their next role is the right one and a recruiter is often your best bet to ensure this is the case.

How can I help a recruiter help me?

By presenting yourself honestly. Tell the recruiter your exact skill set, what you’re looking for and what makes you feel fulfilled in a role. Anything other than honestly can lead you into a role you don’t

Should you work remotely? The Pros and Cons of a hybrid work schedule.

tahliam@coxpurtell.com.au (Tahlia McCrae) — Tue, 13 Sep 2022 04:44:15 GMT

Working remotely and on a hybrid schedule can be the answer to many common problems facing modern workers, but it can also have major disadvantages.

What is the best approach?

Here’s how to know if working remotely or on a hybrid schedule will work best for you, as well as some tips to help you get there!

Benefits of working remotely

1. You can design your ideal workspace

2. You're not limited by geography

3. Increased flexibility and freedom when it comes to hours

4. Fewer distractions from colleagues

5. More focus and concentration due to fewer distractions in general

6. Improved work-life balance

7. Can work more or less depending on personal circumstances, such as childcare needs, parental leave, caregiving responsibilities, etc.

8. Working from home is typically cheaper than working in an office (though there are many exceptions)

9. Spend no time or money on commuting to work- drive/train/bus

10. Makes it easier to be productive and successful (but also easier to fall behind or slack off)

Challenges of working remotely

If you work remotely, you may miss out on some important office bonding time with your co-workers. You also might have a harder time networking and building relationships with people in your industry.

A lot of learning opportunities also come from being with your colleagues or mentors in person. It's exceptionally important that if you're newer to an industry to learn all you can about it and often that is through observation.

Additionally, working from home can be distracting if you have kids or pets, and if you have chores you need to do that you may choose over work for your job.

On the other hand, some may find themselves working more hours since it's harder to clock out at the end of the day.

Industry needs

The question of whether or not to work remotely is one that many people in today's workforce are grappling with. However, what does your industry need?

If you're a teacher, childcare worker, chef, nurse, doctor, midwife, policeman, hairdresser, farmer, scuba diver, hotel manager, builder, work in retail, bus driver or many other roles, you physically cannot work from home.

However, of course, many many roles you can - but should you? Does your industry require more face-to-face contact and relationship building in 'real life'? Or is a zoom call sufficient?

For example, if you're a writer, you could easily work from home alone, as many do. Or a web developer or virtual assistant.

So make sure you take your industry into consideration when making your decision on your hybrid working.

Importance of in-person bonding

There are many benefits to in-person networking, such as building relationships, getting more advice on your new business plan, learning new skills to start your business and more. If you're unsure if remote work is right for you, explore some of the opportunities available at in-person networking events in your area.

Whether you choose to work remotely or in person, there’s no denying that networking can be an important part of your career. In addition to creating new business relationships, networking events are great places to learn more about what’s happening in your industry. It’s also an opportunity for you to share tips about running your own business!

Personal preferences

Working from home or telecommuting offers lots of great benefits for both the employer and the employee. It also gives people more control over their work schedule, which is essential for many parents. It's much easier to balance parenting with other commitments when you're not wasting two hours every day driving kids to school. And it's possible to get chores done while at home, which makes getting back on the road less stressful in the mornings.

Just make sure you're working in an environment that doesn't interfere with your work. This means turning off notifications on your phone, wearing headphones when there's loud noise outside, closing all browser tabs that aren't related to work, etc. Having a set schedule is also key so your productivity is maximized.

Experienced employee vs new to the workforce

This might seem like an irrelevant question, but the truth is that depending on your work experience, it may make sense to choose one or the other. For example, if you are new to the workforce and have yet to find your stride in your profession or industry, working remotely might not be a better option for you. If you're working as an experienced employee with established skills, being at home for a few more days may not hurt as much.

Finding your balance in a hybrid environment

If you're considering a hybrid work schedule, it's important to find the balance that works best for you. For example, if you're easily distracted perhaps being at home full time isn't ideal. However, if you're a big people person perhaps being in the office is where you would be most distracted.

Do you have kids? School lifts would possibly be easier if you're working from home more.

Finding that balance is key and usually that involves days in and out of the office for most. The decision will be unique to you!

How to stop losing candidates in the hiring process

Mon, 29 Aug 2022 22:42:51 GMT

If you’re having trouble attracting and retaining talent, one major reason could be your recruitment process. It’s not just about candidates dropping out after interviews — you may also be experiencing bad communication, your time was disrespected in the process, or bad hiring manager interview techniques that never give candidates any feedback.

Or maybe all of these were issues at some point in your past — and maybe they still are today! It’s time to stop losing candidates in your recruitment process.

Evaluate your current process

If you're losing candidates in your recruitment process, it's time to take a step back and evaluate what might be going wrong. Are your interviews too long? Is there bad communication between the recruitment team and candidates? Take a close look at your process and make changes where necessary.

For example, check in with hiring managers, and get feedback from your team and even candidates. Feedback is what can help solve any hidden issues you may not be seeing,

Set up a communication flow that works for everyone

One of the main reasons candidates drop out of the recruitment process is poor communication. To prevent this, set up a communication flow that works for everyone involved. This means being clear about expectations, deadlines, and next steps. It also means being responsive to questions and concerns. Finally, make sure to provide feedback after each stage of the process.

The flow should start with an initial contact (whether a call, email etc.) followed by a clear first step that indicates what happens next. In addition, make sure each person knows where they stand at every stage of the process and when to expect the next step.

Provide Feedback even when there is none

'No news is still news' as Greg Savage says. Let your candidate know any news, so they don't feel unsure or lost. If they expect to hear from you after 2 days but you have no news, just tell them the truth and keep the relationship communication open.

Listen & remember candidates are people too

Always remember that candidates are people too. Just like you, they have feelings and emotions. And just like you, they don't want to waste their time.

Remain personable

One of the main reasons candidates drop out of the recruitment process is because they feel like they're just a number. It's important to remain personable throughout and make them feel like an individual. This can be as simple as sending a handwritten note after their interview or taking the time to have a conversation with them instead of just conducting a rapid-fire Q&A session.

Understand they may still go for a more suitable opportunity elsewhere, as would you

It's important to remember that just because a candidate has interviewed with your company, it doesn't mean they're fully committed to taking the job if offered. They may have other opportunities that are a better fit for their skills and experience, or they may simply change their mind about wanting the position. Either way, it's important not to take it personally if a candidate you've interviewed decides not to accept a job offer from your company.

10 Etiquette Tips to Help You Land Your Dream Job!

tahliam@coxpurtell.com.au (Tahlia McCrae) — Wed, 17 Aug 2022 22:37:15 GMT

Landing your dream job takes more than a great CV (and cover letter); it requires proper etiquette, both on and off the phone. These tips will help you come across as competent, reliable, and likable in your job search, thus increasing your chances of landing the position you’re looking for.

Don't underestimate the power of good old-fashioned manners!

1) Answer your phone

In today's job market, it is more important than ever to answer your phone promptly- especially when you're expecting a call from a recruiter or potential employer. Answering the phone shows that you're interested and eager to speak with the caller, and it also sets the tone. Plus, if you don't answer right away, the caller may move on to someone else!

Letting voicemail take over might be easier at times, but if there are unanswered calls in your voicemail inbox, recruiters won't know if you are available. It's always better to just pick up the phone and respond when you can so that they can contact you about future opportunities instead of going to other candidates who may not be as qualified or motivated as you are.

Also, keep your phone off during interviews: The last thing any interviewer wants is for their interviewee's phone to go off during an interview. Keeping your phone turned off or on silent means you're not only fully focused on the interview but also respectful of everyone else's time at work.

2) Show up on time (or early!)

One of the most important things you can do when meeting a potential employer or recruiter is to show up on time (or even better, early!). This shows that you respect their time and are interested in the opportunity.

If you're running late, call them beforehand to let them know and apologize.

3) Always RSVP yes - if you can

One of the most important things you can do when job hunting is to RSVP yes whenever you can. This shows that you're interested and excited about the opportunity, and it will make a great impression on the recruiter.

If you are unavailable for a phone call at that time, provide an alternative time slot or schedule a later call. If you absolutely can't make it work, then call or email to apologize and let them know why. Still, try your best to be available for an interview - even if it means waking up early or staying later to do so.

4) Show an interest in company culture

Company culture is important to many employers, so it's important to research the culture of companies you're interested in and be prepared to discuss how you would fit in. Learn about the company's history, mission, and values. This will help you determine if the company is a good fit for you.

5) Be friendly but professional

The first step to nailing your dream job is making a great impression on the recruiter. Be sure to be friendly and professional from the very beginning. This means being polite and respectful during phone calls and in-person meetings and providing all the information they ask for in a timely manner.

Don’t be afraid to ask questions if you don’t understand something. Also, come prepared for your meetings, both in person and over the phone. Be prepared with questions of your own as well—this demonstrates that you’re serious about finding a job and that you have an interest in working for them specifically.

6) Dress the part

Remember to dress for the role you want, not the role you have. If you’re unsure how to dress, speak to your recruiter or even simply google online. Most companies are more casual, but you don’t want to appear like you don’t care. It's better to be overdressed than underdressed!

7) Research

Make sure you research everything. Look up the job you’re applying for, the company, your hiring manager and anything you can find. Being extra prepared for an interview will help immensely in standing out from the crowd.

It also ensures you know what you’re in for and don’t apply for something you don’t actually want!

8) Thank your interviewer or recruiter after every interview

It's always important to show your appreciation after an interview, and there are a few different ways you can do this. You can send an email or even a LinkedIn message. Each method has its own benefits, so choose the one that you think will make the most impact. And be sure to personalize your message - generic notes are a huge turn-off for anyone.

9) Respect everyone you meet professionally online and off

From the moment you connect with a recruiter online or in person, it's important to be respectful and courteous. This first impression will set the tone for the rest of your interactions. During phone calls and interviews, be honest and open about your qualifications and what you're looking for in a role. Be careful not to say anything that could come back to bite you later on.

Remember you never want to burn bridges with anyone in your job search, so just be honest from the start!

10) We’ll say it again - Be honest

Being honest is the best policy when meeting a recruiter, interviewing, or providing information. Honesty will help you build trust and establish a good rapport with potential employers. Additionally, being honest shows that you are confident in your abilities and are not afraid to be open about your qualifications.

Although there are times when honesty can hurt you (for example, not disclosing a criminal conviction on an application), in most cases, it is always best to be honest. It helps paint a clearer picture of your character and reduces awkward situations later in the hiring process.

And if you're applying for multiple jobs, be open about it. Don't hide what is happening as recruiters do want to help you out. Not be wondering what is going on.

“Interviewing is a lot like talking, but you have to guide the conversation. You have to know what you want and go about getting it.” Anthony DeCurtis

Why Temping is a Great Idea for Job Seekers

Wed, 10 Aug 2022 03:35:15 GMT

If you’re looking to break into a new industry, temp work can give you the experience you need to excel when it comes time to apply for full-time positions. The pros of temporary work include even more than that of course, for example: trying new things, getting a feel for an industry, getting extra cash and flexibility. Temporary roles can often lead to Permanent positions as well, after you get into a business and have the chance to show off your capabilities, many companies will extend your temporary assignment or offer you a Permanent position.

Try New Things

One of the best things about temping is that it allows you to try new things. If you’re looking to change industries, temping is a great way to get your foot in the door and see if it’s the right fit for you. And even if you’re happy in your current field, temping can still be beneficial – it’s a great way to learn new skills and broaden your experience.

Get Paid to Learn About a New Industry

If you're looking to learn about a new industry, temping is a great way to get paid while doing it. Trying out different industries can help you figure out what you're passionate about and what you're good at. It's also a great way to build your CV and network.

You'll also get exposure to different types of jobs and projects without any long-term commitment or strings attached.

You'll ultimately be able to explore as much as you want before deciding on what’s best for you.

Work When You Want to And Where You Want To

Temping can also mean that you can work when you want to. If you need or want to take some time off, you can easily do so without having to ask your boss or worry about getting fired. You can also pick and choose which assignments you want to take on, which gives you a lot of control over your work-life balance.

Another benefit of temp work is that you can set your own hours. That means you can work regular business hours during weekdays, if that’s what works best for you, or log in and out of jobs as you please to attend social events or spend time with family and friends.

Gives you a Freelance Feel for An Industry

Another great perk about temping is that it gives you a freelance feel for an industry. This is great if you're considering making a career change, or if you're undecided about what field you want to enter. It allows you to try out different industries to see what you like and don't like. Plus, it's always good to have more than one skill set!

Makes You Searchable for That Special Full-Time Role

When you’re looking for a full-time job, you want to make sure that your CV is searchable by as many recruiters as possible. By temping, you can make yourself more visible to potential employers and get your foot in the door of companies you might not have otherwise considered.

It’s also worth noting that there are lots of opportunities to impress when you’re temping. Recruiters and hiring managers will have their eye on you, expecting good results from your time with their clients. So, when you do land a full-time job in that industry, it will be much easier to convince them that you’re worth hiring.

Temp to Perm Opportunities

If you are looking to secure a permanent role, temping can often give you a foot in the door to a business where you can prove yourself and your skillset/capabilities. If you do a great job, the company may offer you an extension or the opportunity to convert to a Perm contract.

“Even though your time on the job is temporary, if you do a good enough job, your work there will last forever.” Unknown

10 Job Interview Tips for Interviewers

Sun, 17 Jul 2022 12:32:15 GMT

Interviews are stressful, but they don’t have to be – at least not for the interviewer! A good interviewer should be able to put the candidate at ease and help them feel relaxed, but many do the opposite.

Our top 10 interview tips will help you get the best out of your candidate and find the right fit, while you give them the experience they’re after and build a comfortable relationship along the way.

In an interview, it’s important to remember that you are representing your company, so you want to give them a good experience and showcase all that you have to offer – you are selling the business to them as well as them selling themselves to you!

If you want to know more about their personality, or if you need inspiration on how to conduct an engaging interview, this guide will tell you everything you need to know!

1) Have a 'script'

Before the interview starts, take a few minutes to think of some specific questions you want to ask and jot them down. You can also prepare open-ended and behavioural questions in advance, too. If you have any particularly important topics that are relevant to your company or role (e.g., experience with X software), make sure those are covered in the conversation as well.

2) Consider your body language

It's important to be aware of your body language during an interview, as it can say a lot about your interest level in the candidate. Try to keep an open posture, make eye contact, and avoid crossing your arms or legs. You want the candidate to feel comfortable and safe in your presence.

When you address a candidate directly, you should be focusing your attention on their face rathe than any other area of their body. You can also use open-ended questions to encourage them to talk about themselves and why they're interested in working with your company. Listen carefully and remember key points. The more you know about them, the better.

3) Use their name

One of the most important things you can do during a job interview is to use your candidate's name. This shows that you're paying attention and that you care about them as a person. Plus, it'll help build a comfortable relationship between you and the candidate.

4) Remember why they are there

The interview is your chance to get to know the candidate and see if they are a good fit for the job and company. It's important to be friendly and build a comfortable relationship with the candidate so you can get the best out of them. Pay attention to how they present themselves, their demeanour, and their personality. Keep in mind that everyone has different personalities and that there is no one-size-fits-all approach when it comes to interviewing someone.

5) Check their CV against what they say

One of the most important things you can do during an interview is to check the candidate's CV against what they're saying. This will help you catch any inconsistencies and help you get a better sense of their qualifications.

When a candidate says they have a degree in business, ask them to explain how that degree helped shape their career. If they list a particular project, follow up by asking them to elaborate on what they learned from it. These kinds of questions will help you gauge whether they're telling you what you want to hear or if they really are qualified for your job opening.

6) Start with something easy then move on to more complex things

Start with an icebreaker question to help the candidate relax. Then, ask questions that gradually get more difficult. Be sure to listen carefully to the answers and take notes. At the end of the interview, thank the candidate for their time and let them know when they can expect to hear back from you.

7) Be genuine in response

The most important thing you can do as an interviewer is to be genuine in your responses. This means being honest about the role, the company, and what you're looking for in a candidate. It also means being respectful and professional with each and every person you interview.

8) Tell them the salary

You should always tell candidates the salary upfront. This shows that you're confident in what you're offering and that you're not trying to hide anything. It also helps to weed out candidates who are only interested in the money – you want the right people to be interested at the right level. Plus, it sets the tone for a more open and honest conversation about the job.

9) Make time for some informal chat at the end

Asking more relaxed questions at the end of an interview is a great way to get to know your candidate better from a cultural perspective and see if they would be a good fit for your team. Plus, it shows that you're interested in their thoughts and opinions. It also gives them a chance to tell you about themselves and why they think they are perfect for the job. You should also see if they have any questions for you – if they don’t – then maybe it’s a sign that they aren’t that interested.

10) Discuss the next steps

Try to offer some initial feedback and an idea of what the next steps will be before wrapping up so people can have closure on what went well during the interview and what happens next – there is nothing worse for a candidate than them being left in the dark and wondering when they will hear anything.

Is Your Job a Career or Just a Way to Pass the Time?

Tue, 28 Jun 2022 05:44:22 GMT

People often confuse the term job with the term career, not realising that one can have many jobs and only one career. While people may use these terms interchangeably, there are key differences between the two that can determine how happy you are in your life, how well-respected you are by those around you, and how much money you make over time.

If you want to avoid being stuck in the same old thing year after year, it might be time to ask yourself if your job is really a career or just a way to pass the time.

The Difference Between a Job and a Career

A job is typically an activity you perform for monetary gain. A career, on the other hand, is something that you commit time and energy towards in order to build your skill set and increase your expertise within a given field.

If you don’t see yourself as being fulfilled by what you do now, it might be time to start considering whether your job is actually a career—and if not, whether it’s worth investing more time and energy into.

Keep Moving Forward, Even If You Have No Idea Where That Is

Having a vision for your career will help you decide whether you’re actually building up your future, or just passing time. And if you aren’t quite sure what that vision is, it doesn’t mean you don’t have one. It just means that it may be hard to see what it is when you are still so close to where you started. Keep moving forward, keep evolving and always ask yourself—is what I am doing right now really helping me get closer to my goal?

Don’t Be Afraid to Change Industries

If you’re feeling unfulfilled at work, take comfort in knowing that you can change industries. Whether it’s something that’s always been on your mind or just an idea you had recently, remember that there are very few doors closed for you. All it takes is hard work and research to find out if your new industry is right for you!

Why Having Goals (Even If They Are Unreachable) Helps Improve Your Work

A study done in January at Stanford’s Graduate School of Business found that people who write down goals and are able to map out ways they can achieve them are more likely to be successful. Goal-setting has been shown to increase worker productivity, performance and well-being.

In fact, just making goals public has been proven beneficial: IKEA founder Ingvar Kamprad famously posted his three world conquest goals on a billboard outside his office. The first was 'To own my own factory by age 30.' The second was 'To drive across America from coast to coast with my own car by age 35.' The third was 'To build a castle by age 40 where I live now with my family and relatives.' He accomplished all three goals before he turned 40 years old, which is why he took down the billboard—he didn’t need it anymore!

How Having Goals Also Gives You Something To Work Toward

Whether you’re in high school, university, or beginning your career, having goals is essential. Knowing what you want to do allows you to make better choices—and work smarter and harder—to get there. So figure out what you want and start working toward it! You’ll be glad you did. And so will everyone else.

Having something you’re striving for means you’ll be more engaged in your work and stay focused on what’s important. It also allows you to turn down opportunities that aren’t part of your long-term plan, so if someone comes along with an amazing career opportunity tomorrow, you can be sure it fits into where you want to go in life before saying yes.

You won’t regret it later!

The Importance of Having Something Else Outside of Work

You may not see it now, but working towards something bigger than yourself is crucial in achieving happiness. You don’t have to work towards saving lives every day—you can work on projects that make you feel fulfilled and useful even if they’re not going to make your next pay check any bigger.

Writing down at least one long-term goal outside of work can keep you laser-focused on what you want out of life, instead of how much money your job makes you.

If you find that your goals are constantly changing because they’re being influenced by factors inside and outside of work, ask yourself why you haven’t created some goals for yourself that are completely separate from anything related to your career.

This will help you stay focused on what really matters: living a happy life.

Hey recruiter, done those reference checks?

Mon, 06 Jun 2022 02:23:28 GMT

We speak to references for our candidates all the time. Every day? Maybe. It is so essential and can really help us with what we do.

Gains

1. You always learn new information from a reference check, or see a different viewpoint

2. You may generate a new client

3. You may receive some new market insight

4. You’ll receive information on how to best help your candidate

5. More of a holistic insight into your candidate

Time

We hear some recruiters believe calling references can waste their time. As what candidate would provide a reference that would be bad?

You’d be surprised how often it can actually happen though.

Moreover, you may find out that they didn’t report directly to the referee, time frames may be different, new inconsistencies and you may have more to investigate! This makes these calls worth your time, always.

Nothing to lose

Do you think your client will want to work with you if you choose to forget about reference checks?

Checking references could even become a marketing tool if you know how to 'talk the talk' as most recruiters do.

So, what are you waiting for – go do those reference checks!

How to Make the Most of Your Day (While Keeping your Cool)

Tue, 17 May 2022 04:59:44 GMT

I’m sure we’ve all had days when we feel as though we just can’t get anything done, no matter how hard we try. While it may not be realistic to have every day be awesome, productive, and successful, it’s within our grasp to keep most of our days in that realm. Here are some tips to help you make the most of your day (while keeping your cool).

Getting up earlier

You've heard it before, the early bird catches the worm. It can be beneficial to set your alarm earlier to capitalize on those early morning hours by exercising, meditating or even simply taking some time for yourself. Starting your day right sets you up for success straight away.

Staying organised

This is really important, even if you are someone who never files away an email (who are you!). Everyone could use a little extra time, whether that means taking a few seconds every day to make sure you check off your to-do list each morning or setting aside dedicated time during your week for planning. The more you stay organised, the more effective you’ll be. Plus, items are less likely to fall off the agenda and be forgotten.

Starting Work on Time

If you work from home, it’s easy to start working too early. Or before you should be. Then your mind is tired by mid-morning, and it can be hard to recover. Setting a simple alarm clock or timer for when you should get started each day can help improve your productivity and happiness levels.

If you work from an office, there may be a few reasons why you struggle with getting to work on time. Perhaps traffic is a problem, or it takes longer than expected to get out of bed and ready for work. In those cases, it’s worth considering starting your commute earlier so that you’re more likely to arrive on time and remain calmer.

Creating Space in Your Life for Hobbies

Instead of checking email at night, try doing something for fun. It will help your mind relax and you’ll feel better about yourself. And if you’re more in touch with your hobbies, it will be easier to integrate them into work – ultimately making you a more well-rounded person and employee.

After all, people are more productive when they enjoy what they do.

Taking Breaks at Work

Have you ever noticed that when you’re doing something you love, time just melts away? Breaks don’t have to be extra long. Just a few minutes can re-energize your workday and give you more than enough time for a quick walk around your office building or down to get coffee.

Sure, some people think taking breaks at work is counterintuitive—but it could actually help them stay focused and energetic throughout their workday.

Dealing with Procrastination

The truth is, that procrastination has many benefits. It gives us a chance to decide if we really want something or not. If we don’t have time for something, it will only distract us from what we are doing. And yet... and yet... procrastination can often lead to feelings of guilt and low self-esteem. So how do you get motivated when you need to work on a project?

Here are some practical steps you can take

• Ask yourself why you are procrastinating: Are you avoiding something because it's boring? Are you afraid of failure? Do you feel like your skills aren't up to par with others? Is there an underlying fear that your boss won't like your idea? Once you figure out why then ask yourself if these reasons are valid. Sometimes our reasons for putting things off are simply excuses we use to avoid taking action.

Getting Help When You Need It

Don’t struggle alone—you don’t have to. If you need some assistance with a particular aspect of your life, seek out help from someone with expertise in that area. It could be an idea for work, how to start exercising, or how to handle a specific situation at home. There are people everywhere who want to share their knowledge and experience; take advantage! Remember: we don’t know it all, and we certainly aren’t expected to.

Are you up to date on the latest employee benefits?

Mon, 02 May 2022 03:49:00 GMT

In today’s world, the way people work and interact with others has changed dramatically, and many employee benefits packages have struggled to keep up.

More and more companies are having to contend with employees who want more flexibility in how they work, who want to be treated like individuals rather than numbers and who want to be involved in their company’s direction so that they feel an intrinsic sense of loyalty toward it.

There has also been an increase in the number of employees who are looking for work-life balance and stress-reduction measures, such as mindfulness training and meditation rooms at work.

We’ve got a list here below to help you ensure your employee package is up to date!

Flexible Working

If a traditional work environment doesn’t fit in with your schedule, then flexible working may be an option for you. This is also a great perk for employees who have children or caring responsibilities. Rather than having a set number of hours they need to be at work, they can choose when they log in and do their work – as long as it gets done of course! And, yes – flexible working means not only time off-site, but also some time at home.

Emotional Support

Mental health is just as important as physical health and is something many employers are fortunately now taking more seriously. One of the biggest ways companies are supporting their employees’ mental wellbeing is by offering them time out. This could be anything from a few hours off here and there to ensuring they take their allocated annual leave.

It’s becoming increasingly common for companies to also offer staff counselling services at an in-house clinic or provide mindfulness courses that help people manage stress levels.

Mental Health Days

In these stressful times, more and more employees are turning to mental health days to cope with everything from new babies and relationship troubles, to too much work at too little pay. If your employees are getting sick more often than usual, your benefit packages may need an update. Today’s professionals are not only expected to be incredibly productive in their time on the job—they must also be able to maintain a healthy, happy lifestyle outside of work as well.

Wellbeing Packages

Believe it or not, employers can save more money by looking after their employees’ mental health and wellbeing. Having employees that feel mentally and physically looked after will of course lead to reduced absences and improved employee engagement.

By instilling a wellbeing package at your company can really save you in the long run.

Retreats & Hobbies

Balance is a huge part of taking care of yourself. If your life is only filled with stress and working, it can be easy to forget what you love and what’s important. Retreats or hobbies are great ways to refocus your attention on things that matter while also relaxing at times. Meditation, hiking, painting and even taking a dance class could all be great escapes in your life if they’re something that feels right for you.

Office Perks

Perks for employees are very important, but many employers neglect to follow through with perks that benefit both employee and company. Focusing on your office environment as a perk will be far more effective than simply buying a coffee machine.

If you’re not quite sure where to start, here are some ideas 1) Offer flex hours so employees can choose when they come into work, 2) Support longer breaks where employees can do exercise to keep energy levels up, 3) Add free healthy snacks in your workspace, 4) Bring in a masseuse as a treat for your employees. Or any other creative idea you can think of!

Mental Skills Training Workshops

Mental skills training is not just for elite athletes or even professional sports teams. It’s for anyone with a goal, and is sometimes all that separates someone who can achieve their goals from someone who gives up.

A good recommendation is visualizing your goal as already achieved—and in doing so, this helps make it happen. This may sound crazy at first, but research backs him up: Studies have shown that when people visualize themselves succeeding at an activity they want to master (e.g., running a marathon), they perform better in real life than those who don’t use visualization techniques.

Appreciating Your Employees (& Their Families)

A lot of companies have adopted employee benefits programs that go beyond what is typically offered by big corporations. Many employers now offer working from home policies (as mentioned), gym memberships and free snacks at work. Some companies even implement a bring your kids to work day once a year. If these sound appealing, it may be time for you to update your employee benefits package.

However, just because many companies are adopting these perks does not mean that they are right for every business.

Trusting Employees To Work Efficiently & Well Together

Today’s companies don’t just have one employee; they have a team of people working together towards a common goal. Trusting your employees with both work and personal tasks can benefit everyone in your company, especially when it comes to achieving results.

In addition, new benefits are being added every year. It’s a lot of information for a company or organization to process, especially if they aren’t up-to-date on current trends and what other businesses are doing with their own employee benefits programs.

Remember: treat others as you’d like to be treated!

F U – The Key To Success

Mon, 14 Mar 2022 22:22:00 GMT

We’ve got some wisdom to share. Here at CP, we have been around a while. Since 1994 to be exact. There have been many lessons along the way, some harsh and some bordering on embarrassing but nothing thankfully that has deterred us from continuing our successful business in the wonderful world of recruitment.

Over the years we have listened to many of the legends of recruitment including Greg Savage , Ross Clennett, Sophie Robertson, Julia Ross, Morgan & Banks (we could go on). Our aim here is to take something away from every training session, seminar, networking event, book and building that one thing into our repertoire.

So, how can we sift through all those excellent hints, tips, and in some cases tricks, to give one definitive piece of advice that is relevant today no matter where you are in the recruitment landscape as a client, candidate, or consultant?

Then we realised the two most important words in this business.

So, if you are a leader trying to get the most from your team or a candidate trying to secure that dream role, or a client trying to secure the best talent, or a consultant trying to keep everyone happy at the same time- then we have two words for you…

Follow Up!

It is so simple yet often undervalued or even forgotten. If you spend your time waiting for things to happen you will usually end up being disappointed, the follow up needs to be a key part of your business repertoire.

Over the years when we look at the recruitment equation from all angles it always comes back to the follow-up.

Look at the four statements below and please get in touch if you disagree.

The best candidates follow up either by phone or email after they meet with a recruiter, and this usually gets them to the shortlist or at least sets them apart from their peers as a top 10% candidate.
The best clients follow up with recruiters after they have interviewed candidates to ensure that they don’t lose out on the best talent. They don’t ignore the phone messages and emails from the recruiter looking for feedback because they are too busy!
The best recruiters follow up with everyone as often as they can to ensure they are front of mind with top talent when they are ready to move and with clients when they are ready to hire.
Finally, the best leaders don’t just assume that their instructions have been followed by their team they follow up to ensure that the instructions or advice was understood, agreed with, and followed through.

So, if you take one thing from this blog and apply it, then add one thing to your to-do list. Follow Up!

Don’t just take our word for it have a read of “ Don’t just check the box ” by Marshall Goldsmith , corporate America’s preeminent executive coach and founder of Marshall Goldsmith Partners.

The Importance of Employee Recognition and Appreciation

Tue, 22 Feb 2022 00:26:00 GMT

Recognition can be very powerful when it comes to employee retention and motivation. Those who feel appreciated tend to work harder, which can increase the chances of success in the workplace. They also tend to be happier, which in turn can reduce turnover rates, improve their productivity, and boost their satisfaction with their jobs.

Recognition of their efforts may be all anyone needs to feel appreciated. Knowing that their hard work isn’t being overlooked or unappreciated by management can have a big impact on how happy they are at work, and how motivated they are to do good work in the future as well.

Why Do Companies Need to Provide Recognition?

People tend to thrive in environments where they feel appreciated, supported, and recognized for their hard work. By taking time to celebrate a job well done or acknowledge an employee’s individual contributions, businesses can help boost morale among their teams and create a more positive working environment for everyone. In fact, recognition is one of five key components that are crucial for engagement.

How Can Companies Provide Better Recognition Programs?

When considering what employee recognition programs to implement, it’s important for companies to consider how their current staff will react. Sometimes, a new program can be implemented seamlessly, but other times some may need some convincing. If your company doesn’t have an internal recognition system in place already, you might ask yourself: what would make everyone receptive to a new one?

Everyone wants to feel appreciated for their work, which is why so many companies offer additional vacation days or monetary rewards for years of service.

But what we really want is a chance to share in their company’s success. Employees are more invested in their job when they can see themselves making an impact on a business, regardless of how large or small that impact may be.

What Makes an Effective Program?

According to a survey by Global online workplace provider ComPsych, recognition is often an afterthought. One in five employees surveyed said they never hear anything positive from management. The most common type of recognition that’s offered is a token gift or small bonus, but only 17% believe that has any effect at all. Instead, most would prefer to be told specifically what they are doing right, and how their efforts are making a difference for everyone involved.

Other Ways to Get Noticed

It is important for a company to not only help their teams feel happy about working there but to also thank them when they have helped candidates or clients have a better experience. Companies can do little things like sending flowers or thanking an employee in front of his or her peers. Being recognized can be something that will make everyone want to work harder, so they are noticed more often by their co-workers and managers.

“Appreciation can make a day, even change a life. Your willingness to put it into words is all that is necessary.” Margaret Cousins

Easy Cover Letter Tips & Tricks

Tue, 08 Feb 2022 00:15:00 GMT

Easy cover letter tips and tricks

Cover letters may seem like pointless formalities to some, but they can actually be an important part of your job search and application. A well-written cover letter can help you stand out from the crowd of other candidates, especially when applying to larger companies that receive hundreds of applications each day. Read on to find out how to write the perfect cover letter in a few simple steps.

The Perfect Opening

It’s tempting to start a cover letter with your qualifications or skills, but those aren’t going to catch an employer’s attention—the perfect opening will. Instead of listing your relevant experience, mention something interesting about yourself that you have in common with a company or its mission; also, be sure to include what you can do for them specifically.

State Purpose

Briefly explain why you’re seeking employment in a specific company. Clearly state your intentions in a way that may be persuasive.

Be enthusiastic! Your passion for what you do should be obvious by how you write. You should be eager and excited to get started!

Focus on Skills

Make sure your cover letter specifically targets only relevant skills. To stand out from other applications, focus on these key strengths that set you apart from other candidates.

Don’t overcomplicate it! Even if you include years of experience that pertain to the position, your cover letter shouldn’t be longer than one page. More is not better, simplicity is key! If they want to learn more about you, they can read through your resume.

Also, try to avoid resume-speak. Instead, use action verbs that are descriptive about what you’ve accomplished.

Closing

The closing of your cover letter is as important as its opening. After all, you need to convince your reader that you’re a good fit for them. So, seal it with a bang!

Perhaps include some information about how they can reach you. The best way to do so is by providing a professional e-mail address where they can reach you. This will keep things short and sweet while simultaneously allowing them easy access to contact you in case they have any additional questions.

Finally, make sure your spelling, grammar, and formatting are perfect before hitting send! Having even one mistake on your cover letter could cost you an interview, and that’s not what we want at all!

Plus – please double, triple, quadruple check you have addressed the cover letter to the correct person and referenced the correct job. This is not the time to copy and paste.

Good luck!

Ensuring a successful virtual interview

Sun, 23 Jan 2022 23:27:00 GMT

Ensuring a successful virtual interview

A virtual interview, or video interview, can be an effective way to demonstrate your skills to a potential employer.

With many more of us working from home more frequently, employers have taken to doing many virtual interviews. We don’t see this changing much moving forward. Perhaps the first interview will always be virtual?

It can also save time and money by allowing you to interview from your home or office rather than having to travel to their location to complete the face-to-face interview process.

To make sure you put your best foot forward here are some tips on how to conduct a successful virtual interview that will impress your prospective employer, while helping you secure the job offer you desire.

It’s important to be logged in before your interview starts. For virtual interviews, you need extra time to get set up: if you’re using a laptop, plug it in and make sure it’s charged. If you’re using your phone (which really should be avoided where you can), go someplace with excellent reception, ensure you have sufficient battery, and set it up somewhere stable so you don’t have to hold the phone in your hand. You need to take every precaution to ensure there are no technical glitches when you go live.

Have a Plan B

While there’s no harm in trying to plan out every detail of your interview, remember that you should always have a Plan B. Conduct your interview in a quiet room with minimal outside distractions. If something does go wrong and you need to reschedule or cancel, give plenty of notice.

Eat Before Going On

When you’re going to have a video interview, you should eat something before. This can help with your energy levels and make it easier to be more engaged. And if you’re someone who gets nervous or jittery when speaking to people, food can help keep your mind off that so that you stay on topic and don’t ramble aimlessly. Do not eat during the interview! (yes, it has happened)

Go to a Quiet Area Before Time

If you plan to video chat, make sure to go to a quiet area before your interview. Before we recommend you turn off your phone, put on some music, and practice taking deep breaths to relax and be at ease. You want to look natural and calm during your interview, not nervous or fidgety. If you have trouble staying still, get up and walk around a bit before chatting with your potential employer.

Dress Well for The Occasion

It’s important to dress well for your virtual interview. Although you might feel more comfortable in shorts and a t-shirt, hiring managers have been known to reject candidates who don’t take care of their appearance. You’re presenting yourself to a new person who you want to hire you, so do it well.

Make sure your Internet is working well before Time

If you’re in an area with poor internet, take care of that problem before your big interview. Test it out by logging into your social media accounts and surfing around. If you find any problems, get that sorted before your big day. There’s nothing worse than getting to an interview and finding that your internet isn’t working (or isn’t working well enough). It’s better to be safe than sorry—fix all known problems beforehand.

Test Your Microphone is Working Well before Time

You should do some test calls before it’s time to do your real interview. You don’t want to go on and then realise that your microphone is not working. This will make you uncomfortable, self-conscious, distracted and it may ruin your whole performance.

Use Headphones/Earphones If Needed

You should also make sure you test your earphones beforehand and learn how to mute yourself if need be; nothing could ruin a good interview faster than hearing crickets. This way you can ensure you hear you interviewer properly.

Be Confident

It’s okay to be nervous, but don’t let your nerves get in your way. The interview is going to feel as realistic as possible. Just go in with confidence and you’ll do great! Researching the company and the interviewer will give you an idea of who they are, what they want and how they operate. You also want to show that you really want to work there. By doing research, showing enthusiasm, and perhaps asking about something local, shows you’re interested and you’ve prepared which can make all the difference during interviews.

Have Questions Ready

Hiring managers will probably ask some variation of ‘Why are you interested in working here?’ The best way to impress your interviewer is to have specific questions prepared in advance. Find out as much as you can about the company, its mission, and its culture before your interview. If there are any particular programs or activities you’re especially interested in, bring them up—you’ll show that you did your research and would be excited to be part of something big.

Relax And Smile While Doing The Video Interview

At the end of the day, do the best you can when presenting yourself and that includes sitting up straight and relaxing your shoulders. Especially if you’re using a laptop for your interview. Keep your camera on throughout the interview and look directly at your interviewer (not yourself).

Speak Clearly To The Person On The Other End

Face-to-face communication is always best, but if you find yourself in a virtual interview, speak clearly and distinctly into your computer’s microphone. Don’t mumble or “um” or “like”. Doing so may make it harder for your interviewer to understand you—and appear unprofessional.

The bottom line is, do the best you can under the circumstances. That’s all an interviewer can ask for.

“One important key to success is self-confidence. An important key to self-confidence is preparation.” — Arthur Ashe

10 Tips for Nailing your Interview This Year

Tue, 11 Jan 2022 22:56:00 GMT

10 Tips for Nailing Your Interview This Year

Whether you’re applying to your first job out of university or looking to make the move from one company to another, interviewing can be an uncomfortable experience for some, no matter how many times you’ve done it before.

As the old saying goes, dress for the job you want, not the job you have. And when it comes to interviews, this advice can be just as important as showing up on time or making sure your resume is ready to go before you walk in the door.

Here are 10 ways to nail your interview this year and secure your dream job at the same time. (Stay tuned to our next blog too on Zoom interview tips).

1) Show Up on Time

Arriving 10 minutes early is a no-brainer, but if you’re running late, make sure you text or call your interviewer. While it might seem inconsiderate, showing up to an interview more than 15 minutes late can also be seen as disrespectful and rude. No matter what, try to keep your interview on time—they have other meetings to get to. Being late also gives off an impression that you don’t respect their time or even don’t value their position in the company.

2) Dress The Part

Presenting yourself badly will ruin your chances of landing a job before you’ve even gotten in to see the HR team. Make sure you wear an outfit that says, I’m serious about my work—not I dressed in a hurry.

You don’t need to wear a suit, but you should wear something that says I take myself seriously. On top of looking appropriate, you want your clothing to also be comfortable enough so that you can focus on what’s important: answering questions and demonstrating why you are qualified for the job.

3) Anticipate The Questions They Will Ask

The easiest way to get yourself ready is to anticipate what you think your interviewer will ask. Let’s face it, one of their primary goals is to test you and weed out candidates who might not be right for their organization. To help them do that, it’s a good idea to have a general understanding of what they may be thinking or asking.

So, it makes sense that they’ll be interested in getting a better understanding of who you are, your skills and abilities, as well as what you have to offer. Consider asking yourself these questions and jotting down some notes so you can refer to them mentally during your interview.

Why are you looking to change jobs?
What are your greatest strengths and weaknesses?
Where do you see yourself in five years?
How would you describe your management style?

4) Research Your Company and The Job Properly

The best interviews start with thorough research. You should never show up unprepared for a job interview. To nail your interview, take some time beforehand to research both the company and position you want.

Please don’t show up to an interview without having done your homework. You need to learn about your prospective employer and role, so you can have a meaningful conversation with your interviewer about what it will be like working at their company.

5) Confidence Is Key

You’re not going to get far in your interview without a little extra self-assurance. It’s easy to be nervous, but if you approach your interview with confidence, you’ll put your best foot forward. Being confident means exuding knowledge about yourself and how you can add value to your future employer. Be ready to answer all questions openly and honestly.

Remember to also avoid any negative body language, such as fidgeting with your hands or crossing your arms. Instead, have a firm handshake and make sure to maintain direct eye contact. Be polite and respectful, but don’t over-explain or apologize if you can’t answer a specific question right away.

6) Be Honest from the start

While it’s always a good idea to be genuine and honest, it’s especially important when you’re interviewing for a new job. You don’t want to answer any questions dishonestly—not only because it might come back to haunt you later in your career, but also because telling white lies could mean lying by omission—and being dishonest on your resume or during an interview is worse than coming clean about a past mistake or bad habit.

Honesty is also important because it will help you make sure you’re interviewing with a company that really fits your values. If you’re looking to work at a company that supports a cause or mission, be upfront about it and find out if they align with your values.

Make sure you know what kind of people you are working with daily. It’s best to share from your heart so people can get to know who you are. Be honest about where your strengths and weaknesses lie.

People want to hear what makes you different rather than just something anyone else could do! So own it!

7) It’s not bragging if it’s true

By laying out a few of your strongest skills and achievements in an interview, you’ll show off your knowledge of your subject matter. No interviewer is going to call you out for being confident about what you know—and that self-assurance will come across as confidence in your abilities as well. If you have a deep understanding of what’s important to your company or job position, by all means: brag away! Just don’t lie or stretch the truth.

Our tip would be to answer questions using the STAR method. Heard that before? It refers to:

Situation, Task, the Action taken and Result.) Talk about the part you played in these situations and examples.

8) Assume Nothing and Ask Everything

Try not to get too caught up in what you think your potential new employer may be looking for—they often don’t know either. During your interview, they are looking at how you respond under pressure and whether you’re a good fit for their office culture.

Ask good questions like, Can you tell me more about a certain project and What do you like most about working here? The more you ask, the better picture you will have of what it’s really like to work there.

Most importantly, be yourself and bring your best skills and qualities to your interview. They want someone who wants to be there—someone who’s passionate and full of energy.

9) Know What Makes You Tick

Decide what you stand for, what makes you happy, and then show up every day with a can-do attitude.

Maybe you’re tired of being a receptionist or maybe you’re just not making enough money. Whatever your reason, make sure that it aligns with your long-term goals and priorities so that when an opportunity presents itself, you’ll know it’s right.

When asked why you want to leave your current position, or why you want to take a particular job, be clear and succinct. If it doesn’t feel right or if you can’t think of a reason, even after taking some time to consider it, maybe move on.

10) Have A Purpose for Being There

Before you even start interviewing, decide why you want to work there—is it a great company? Do you see yourself working there for years to come? Do they make products or run services that you feel passionate about? Is your potential boss someone with whom you could envision a positive working relationship? Get clear on why you want to work there before walking in.

Once your purpose is established, it’ll be easier to nail your interview.

“Don’t be afraid to fail. Don’t waste energy trying to cover up failure. Learn from your failures and go on to the next challenge.” — H. Stanley Judd

Managing your first month at a new job

Thu, 25 Nov 2021 03:32:00 GMT

How to Manage Your First Month at a New Job

Starting a new job can be very exciting, but it can also be nerve-wracking to know what to expect in the first month in your new role. Keep in mind that everyone experiences their first month at work differently, so your experience may not mirror that of others who have held similar positions before you. To give you some insight into what it’s like to start out at a new job, here are some thoughts below.

Don’t Be Afraid to Ask Questions

Don’t be shy about asking questions or admitting you don’t know how something works. Everyone has been in your position, and it’s likely that your boss or other people in your office would be happy to help you out if they can. Don’t hesitate to ask for clarification if someone isn’t clear about what they need from you, either—being specific up front should prevent miscommunication. A tip? Get organized before your first day by writing down a few basic questions or topics you want to cover with your manager during orientation. Being prepared will make everyone feel more comfortable on day one!

Get involved with Projects

The trick to becoming valuable in your new role is… to be valuable! This means that you should look for ways that you can contribute beyond just doing your job. The easiest way to do that is by getting involved with projects, which give you an opportunity to demonstrate not only your hard skills but also soft skills like communication and teamwork.

It’s important that you choose projects that match your expertise, but don’t worry if you aren’t sure how to make yourself useful. Start by talking with your boss about what’s happening in your company, and see if there are any projects they think would be better served by someone with your background. If not, reach out to teammates and other leaders within the organization. Offer to help them on their current projects or come up with ways you can contribute outside of your responsibilities.

Know What’s Expected of You

After you’ve been hired, it’s always a good idea to speak with your boss or team leader again about the job in detail and your responsibilities. Don’t rely on past experience or just your written role description for what you will do in your new role. Having clarity early in what is expected helps you feel confident in what your outcomes need to be.

It’s also helpful if other team members explain their roles in relation to yours. When meeting with team members, don’t be afraid to ask them what they expect of you either. It can be uncomfortable asking questions in front of your boss or other employees, but it is essential that you gain their trust and respect from day one.

Make sure you know how you will report to your boss and where in your company hierarchy you fit in. Are there other levels of management involved in your job responsibilities? This information may seem obvious, but if it isn’t communicated up front, it can cause confusion later on.

Be yourself

No matter how much preparation you’ve done, you’ll likely feel overwhelmed on your first day. But keep in mind, most companies won’t expect you to know everything about their company or industry right away. You should certainly get yourself up-to-speed quickly, but there are other ways to make a great impression. Show them that you care by listening carefully and asking questions.

And remember, everyone was once new too! If you make a genuine effort, do your work, and make connections with your team members, that is the perfect place to start.

“To help yourself, you must be yourself. Be the best that you can be. When you make a mistake, learn from it, pick yourself up and move on.” Dave Pelzer

5 Ways to Maximize Time at the Office

Tue, 09 Nov 2021 22:04:00 GMT

Working from home can have its perks, but don’t underestimate the importance of being able to get out of the house and back into your work environment once more. While taking care of your children or other household duties can be rewarding, having time at the office can give you perspective on your work, help you get more done during your hours there, collaborate with colleagues and boost your productivity overall. Take advantage of these five ways to maximize time at the office to achieve these benefits and more!

1) Get Up Early

2) Give Your Commute Meaning

We all know a big perk of working from home is rolling out of bed and being at work. Unless you’re a parent, then it may not be so simple of course.

Giving your commute more purpose can be really helpful in starting the day off in a positive way. Perhaps it’s a new podcast you can listen to? A call to a friend? Maybe even getting some work done if your train ride is a bit long. Switching your thought pattern to view your commute as positive time and not wasted time will make you feel better about the day. Perhaps dropping in at a new local café can be added into your commuting time too.

3) Have a Dedicated Work Space

According to a recent Fast Company survey, 43% of employees never or rarely use their desk for work purposes. Instead, they use it as a place to eat lunch, do personal work, answer phone calls from friends and family members, and any number of other reasons.

If you’re going back to an office after being away from it for some time, or if you have a new job where you plan on working in a shared space, dedicate your desk specifically for your work. Not only will having one make you more productive; it will make you feel more professional, too.

4) Plan Meetings in Advance Where Possible

Pre-plan your meetings to save time. There will likely be more free flowing conversation initially with meetings being in-person again, however if you have a schedule to follow, you’re more likely to do so.

Make your time in the office even more useful by allocating some face to face time with colleagues – Go for lunch, get a coffee. Maybe a walk after work or a walking meeting? Try not let those catch ups affect your work hours as this can interfere with productivity, and you’ll wonder where all the time has gone.

5) Embrace the Change

One of your first thoughts about going back to work in the office is probably a mixture of anxiety and excitement. Don’t envision being cooped up inside a stuffy cubicle for hours on end, nose deep in assignments! It’s a (somewhat) new world out there and it’s time we embrace being around our colleagues again.

The first couple of times back in the office may be less productive (catching up with everyone) but give it some time and plan it out. Save your collaborative work for in the office and the spreadsheets for home!

While working from home has benefits – less commuting time – so does your office environment. Keep these tips in mind as you enter that familiar office routine once more. And enjoy it!

“Humans are social beings, and we are happier, and better, when connected to others” Paul Bloom

How to Work From Home & Be Productive

Tue, 17 Mar 2020 01:23:00 GMT

Many businesses across the world have closed their physical offices, forcing people to work from home due to the escalating COVID-19 pandemic. For some, working from home long-term is a dream come true – no colleagues to distract you, no long commutes, sleep-ins, work-life balance, etc. For others, the distance from others and lack of social interaction is a nightmare. Not to mention managerial concerns around productivity and outcomes.

There are ways to manage these concerns however, both from the employees’ and managers’ perspectives:

Set Office Hours

Whether it’s company-wide or set by the individual, ensure that everyone is working to set office hours and that these are known throughout the business. This will help individuals set boundaries within the home and with others they share the space with. For managers, knowing the hours their teams are available will help maintain accountability, communication, and set expectations.

Be Organised

Employees working from home need to set aside a dedicated workspace, preferably one that’s away from distractions and other household members as much as possible. Organise this space in a way that’s conducive to productive work, such as removing the Playstation and setting up a desk organiser for any papers you need to access. If your job involved taking lots of calls, ensure your work phone is close at hand and consider getting earphones or a headset to make taking calls easier and hands-free. Don’t forget a comfortable desk-chair too. That alone can make a world of difference!

Managers need to ensure that employees have remote access to files and have a device from which they can work. Depending on the company setup, this can be very easy or extremely difficult.

However, Google Drive and Microsoft One Drive are easy ways to ensure access to files on the go and should be considered as an alternative to shared networks moving forward. Finally, remember that even when employees are working from home, they’re still your responsibility. Think about your WHS policy and how this applies to remote working, or if you need to set a policy in place for this.

Communicate!

Communicate with your team, your manager, your employees. Over-communicate if need be. The biggest draw-back and most common failure of remote working is a break down in communication. We’re living in the 21 st Century with access to a multitude of devices and programmes that allow for easy, affordable communication, so use them and use them well!

Communicate what hours you will be working if they’re aren’t set times; communicate that you need to take the dog for a walk early because he’s being a pest; communicate that you need to take your kid to the doctor, etc. Treat it as if you were in the office and let your team and managers know what you are doing.

Additionally, it may be helpful to communicate what you’ll be working on or what you want your team working on. Whether you set daily, weekly, or monthly expectations of tasks; be clear about what you expect them to accomplish or what tasks need to be completed. This will help foster communication and trust in the long term too.

Take Breaks

Perhaps it’s because we feel the need to prove we’re working or want to be seen doing more while working from home, or it’s because we don’t need to go out and get lunch, but whatever it is, many people report taking less breaks or sometimes none at all when working remotely.

Whatever the reason, breaks are a necessity and assist in heightened productivity long-term. Set time aside to take mandatory breaks and don’t allow for excuses. Go for a walk, watch Netflix, play with your dog – anything that will take you away from work from for at least 30mins.

Self-Discipline

This applies to every other point made, but deserves a point of it’s own. Self-discipline will be the key to productive work at home. Ensure that you are disciplined when it comes to the office hours set and be firm with household members about this. Be diligent and strict in maintaining organisation. Ask yourself if you’d let your desk at work look like that; or if you’d be on Facebook that long. If not, it’s time to change that behaviour at home too.

Make time to Socialise

Whether it’s with household members during your break time, or organising virtual meetups with colleagues to brainstorm, it’s important to maintain a degree of social interaction. The amount needed will differ greatly from person to person and some people will need it much more than others (looking at you, extroverts!). Social interaction and the feeling of community is crucial to our mental well-being as humans, so ensure you’re getting an adequate amount, especially during this time of much needed social distancing.

It’s increasingly likely that the COVID-19 pandemic will result in the largest experiment of remote workers, with so many being forced into self-isolation and social distancing becoming the new norm, and these are some easy ways to ensure you, your team, and your business maintain healthy productivity during these strange times!

Recruitment Agency Land: Champagne or Razor Blades

Tue, 03 Mar 2020 01:01:00 GMT

12 year old me would never have dreamed that adult me would have a career in recruitment.

As a child, I wanted to be the first female prime minister. That was always the [pipe] dream, until I realised I would have to live in Canberra.

Speaking with peers in the recruitment industry, very few us planned strategy to work in the sector. We all, kind of, fell into it. I was no exception. All it took was an interview with a consultant, who muttered those familiar 7 words: “have you thought about working in recruitment?”

There was Business Development

My first foray in Recruitment Agency Land was nothing less than petrifying. I was in my mid 20’s and felt like the fraud in the room. Let’s chat about business development marketing. I had a sales background but the idea of jumping on the phone and cold calling terrified me. We had a compulsory three hour business development session every Wednesday. Without fail, I would feel physically sick.

Not to mention the migraine-like headache that occurred the closer my bus got to York St. I did, however, perfect taking out my texta and circling jobs in the SMH (that’s a paper newspaper for those not familiar!)

…and Client Visits

Client visits were another component of my job that made my stomach turn.

I experienced sweaty palms on arrival to the prospective client’s office; flushing across my neck & face when asked a question; and would all but hide behind the senior consultant I was paired with.

Not to Mention Candidates

Meeting candidates was another layer of anxiety for me. I was recruiting for technical insurance roles – claims assessors, underwriters, actuaries, etc. I was predominantly meeting with mature applicants who were my father’s age. To say I was intimidated would be an understatement. As a ‘specialist recruiter’ in this very technical field, I was adding very little value to my candidates’ experience.

Embarrassing for me and a waste of their time!

I gave this a red-hot shot for a few years, and then decided to put up my recruitment shackles.

But now I regret leaving!

All that said, hindsight truly is a wonderful thing.

I see now that I was on an upwards trajectory. Had I continued, I would have learned to be the specialist recruiter I was claiming to be and excellently managed all those situations that once gave me near-paralysing anxiety.

At the time, I had no appreciation that I was learning skills that supported the success I had in all the future jobs I performed.

Now, my 40-ish (something) self is still learning every day and I’m very happy that I made a return to Recruitment Agency Land.

New to Recruitment Agency Land? Here are my Top Tips:

Stick at it longer! I know it’s easier and largely accepted to make a job move when things get a bit hard, but stick it out and give it a good go.
Recruit in a sector you love. It’s always easier to do something you enjoy.
Be true to yourself and authentic – always.
The razor blade days are always a lesson and the champagne is your triumph!

What the Coalition Win Could Mean for Aussie Businesses

Mon, 20 May 2019 06:10:00 GMT

For many it came as a surprise, but regardless of how you feel about, the Coalition won the election and will be governing for the next three years. And it’s unlikely to be an easy three years, given the current economic predictions.

A Sluggish Economy

The domestic economy appears to be slowing rapidly, in large part due to extraordinarily low wage growth. To put it in perspective, wage growth has been weaker in the last six years than any time since World War II. We’re also experiencing one of our biggest property slumps following an unsustainable boom; an historically low inflation rate; and while unemployment rates remain low, underemployment is increasing.

This last point is crucial. While unemployment has remained low (despite the recent increase), underemployment is increasing and much higher at 8.2%. To be considered ‘employed’ one only needs to be in paid work for as little as one hour a week. Underemployment has been steadily rising over the past 40 years, with an increase in casual and part-time work, with more underemployed people than unemployed.

The reasons behind this increase are complex, but important for businesses to note. With stagnated wages, a property slump, and rising underemployment, it’s no wonder that consumer spending has taken a hit.

But it’s not all bad news.

The good news is that this possible economic slump is mostly home grown, which means it can potentially be remedied by strong economic policies. The Coalition win also means a continued government and thus hopefully more stability.

In the lead up to the election, the core of the Coalition’s economic plan involved stimulating consumer spending by putting more money in taxpayer pockets by cutting taxes in 2020. Additionally, the Reserve Bank held its decision to cut interest rates earlier this month, indicating that they may have a more positive economic forecast than originally believed.

The relative weakness of the Australian dollar, combined with strong commodity* prices, and a robust global economy is good news for the domestic economy. It may provide the support for parts of the economy that need it going forward, especially as China continues to grow and their demand for Australian commodities increases.

What’s this mean for Aussie Businesses?

While we are experiencing an economic slump now, it doesn’t necessarily mean we are headed for dire circumstances.

If the Coalition can implement economic policies geared at stimulating the economy, both long & short term, it should encourage consumer spending and stimulate the economy.

Additionally, if the international economy and particularly China remains stable as expected, our exported commodity industry will continue to thrive and fuel domestic economic growth.

If we can reduce the rate of underemployment while maintaining the current unemployment rate, we can further stimulate consumer spending while stabilising the economy and improve the overall domestic outlook.

*Key Australian commodities include iron ore, gold, wheat, copper ore, coal, bovine meat, wool, aluminium, sheep/goat meat, wine.

What the 2019 Federal Election Means For Businesses

Fri, 17 May 2019 06:00:00 GMT

The Federal election is just around the corner and the big question on our minds, and most of our clients’, is how will the election results affect Australian businesses?

In just 10 years, Australia has had seven Prime Ministers, and nine leadership spills*. This has earned us the title of “coup capital of the Pacific”. How charming. Regardless of whether you’re a Labor or Liberal supporter, there’s no argument that this has caused instability & insecurity for businesses large & small across the country. Afterall, it’s difficult to have confidence in any government that can’t maintain faith in their own leader.

The data shows us that when confidence in government drops, so does consumer spending. When consumer spending drops, businesses suffer. Thankfully, the effect hasn’t been crippling due to a relatively healthy international economy and buoyant local economy. However, that looks likely to change. Despite low unemployment & low inflation, we are experiencing extraordinarily low wage growth, and this is driving consumer spending down further.

Many businesses are beginning to feel the effects of this decreased spending, and we will need a decisive, stable government to mitigate the impact.

So, how does each party propose to do this?

Both parties have asserted their dedication to supporting small & medium businesses, however it’s their approach that differs.

Liberal Party:

Tax cuts for businesses with less than $50mil turnover
Instant asset write-off for businesses with less than $50mil turnover
Access to additional funding for SME businesses
Increased export opportunities
Investment in workforce skill development to strengthen the VET system

Labor Party:

Tax cuts for businesses with less than $50mil turnover
Instant asset write-off for businesses with less than $50mil turnover
Removal of franking credits*
Reverse penalty rate pay cuts
Introduction of protections against anti-competitive business conduct
Extra deterrents to phoenix behaviour*
Faster, more reliable internet access for businesses along with internet speed guarantees

What does this mean?

Despite a range of policy differences between the parties, both are offering additional support structures to businesses in order to strengthen them and mitigate the impact of low consumer spending and a slowing international economy. This should mean that regardless of which party comes to power, we will see continued economic growth, increased consumer spending, and secure businesses.

This is good news for most businesses. Post-election should hopefully see a return to “normal”, provided that the winning party is able to prove themselves to have stable leadership, thus inspiring confidence in their ability to lead the nation.

Only time will tell.

4 Easy Ways You Can Reduce Climate Change

Wed, 27 Feb 2019 00:50:00 GMT

I’m really proud to work for a company that values the environment and makes efforts to be more sustainable. Not only does it align with my personal values, but it gives me hope that there are other businesses trying to be kinder to the environment too. And it’s more than just about being kind, it’s about saving ourselves too.

Earlier this year, the UN Intergovernmental Panel on Climate Change (IPCC) published a report stating we have 12 years to make urgent changes to halt climate change. Global temperatures have increased by 1.5C since the pre-industrial era, and that’s where we must stop it. The consequences will be enormous if we let the earth warm a further 0.5 degrees…

What Will Happen if it increases by 2.0C:

By 2100, the ocean will rise 10cm more, affecting 10 million more people
More than 30% of the world’s population will experience extreme heatwaves at least once every 5 years, compared to 14% at 1.5C
Ice free summers will occur every 10 years rather than every 100 years, leading to greater habitat losses for polar bears, whales, seals, and sea birds.
All of the world’s reefs will be lost
Water stressed populations will increase by 50%
Hundreds of millions more people would be at risk of climate-change related poverty
Insects – crucial to the pollination of crops – & plants will be twice as likely to lose half their habitat

Current Warming Estimates

Unfortunately, current scientific estimates state that the world is on course for a disastrous 3.0C of warming. Twice what we are currently experiencing. If we don’t start making real, tangible changes now, then we are going to cause irreversible damage to the planet.

Everyone needs to make changes in order to stop this course, and it doesn’t need to be hard. There are a myriad of small changes that everyone can make in their lives that will significantly improve our chances.

4 Easy Ways You Can Help:

1. Eat less meat & consume less dairy

Look, I like cheese & meat boards as much as the next person, but it’s not good for us and it’s even worse for the environment! If over the course of a year you skip meat & cheese one day a week, it would be the equivalent of taking your car off the road for 5 weeks. Skip your steak once a week and it’s the equivalent of taking your car off the road for three months. If everyone in the US didn’t eat meat of cheese for just one day a week, it would be the equivalent of taking 7.6 million cars off the road…

2. Recycle!

Recycling 1 plastic bottle can save enough energy to power a computer for 25mins. Glass can be recycled over and over and over again, but it takes over 1 million years to break down in a landfill. Recycling one aluminium can saves enough energy to power your TV for an afternoon. And it’s as easy as putting it in the right bin!

3. Reduce Electricity Usage

No one is expecting you sit at home in the dark with no lights on, but there are a few simple ways you can reduce your electricity usage. Turn your computer off overnight, don’t leave it on sleep mode, but actually shut it down, and if it’s a desktop, switch it off at the power point. Use energy efficient lightbulbs – if every house in the US* used energy efficient lightbulbs, it would reduce pollution by the same amount as removing one million cars from the road.

4. Plant a tree!

Planting a tree is one of the best ways to fight climate change. Trees reverse the impact of land degradation and filter the air, thus helping stave off the effects of climate change. In just one year, a mature leafy green tree produces as much oxygen as 10 people inhale. Imagine what would happen if we ALL planted a tree or two?!

*I know we’re in Aus but most research has been conducted in the US and it’s the only stats I have to work with!

Resources:

https://www.theguardian.com/environment/2018/may/31/avoiding-meat-and-dairy-is-single-biggest-way-to-reduce-your-impact-on-earth

https://www.theguardian.com/environment/2018/oct/08/global-warming-must-not-exceed-15c-warns-landmark-un-report

http://www.businesschamber.com.au/NSWBC/media/Misc/Policy%20Documents/Sustainability-Toolkit-Offices.pdf

Hospitality Made Me a Better Office Manager

Mon, 11 Feb 2019 23:01:00 GMT

“Thanks for calling Cox Purtell, Dee speaking. How can I help you today?”

I’m the voice you hear on the other end of the phone when you call in trying to find a job, talk to your consultant, or whatever other query you may have. But I wasn’t always working in an office. In fact, I have only had only one typical “office” job before working at Cox Purtell. Almost all my other roles have been in hospitality, and surprisingly, those roles have helped me be a better office manager.

1. Customer Service

The most important transferable skill is customer service and the ability to talk to people. It doesn’t matter what role you work in, but if it is with people you should be able to have a conversation with someone. It can be as easy as asking how their day was, or how they are enjoying the weather. Such a simple thing can have such a positive impact on someone’s experience with you and your company and leave them with a smile on their face. This particular skill is the same whether I’m behind the bar or behind the reception desk!

2. Taking Ownership

Secondly, I have learned to take ownership. This means that I do my best to learn how to answer customers/clients/candidates questions to the best of my ability, and ask questions myself from the people who I would just be forwarding on the question to. If I can take the time to answer you, I will! Plus, it always means I am learning something new and I love sharing knowledge.

3. I take Pride in my Work

I am proud of the roles I have worked. I take pride in working with people and making sure that I can do my job as best as I possibly can. I am willing to take risks and try things in order to better myself and the environment around me. I work closely with our directors and expect their feedback to be both critical and constructive. If I am not working up to their expectations, I will adapt and take a new approach to my role. I want to be in a role that I enjoy working in, not just in a role that I have to work in.

All in all, the office isn’t much different than working as a hostess for a restaurant or waiting tables. Everyone is still human and wants to have a positive interaction with each other, and being the first point of contact for Cox Purtell, I will make sure that even if you don’t remember me, you will have a positive interaction with me.

So, next time you call in and hear my voice, I hope that you know that even if I don’t have time to say it, I sincerely hope you have a great day!

Happy Lunar New Year!

Mon, 04 Feb 2019 23:29:00 GMT

Today marks the first day of Lunar New Year, also known as Chinese New Year, and the first day of Year of the Pig.

Our lovely accountant, Weiming, is off celebrating with her family, but before she left she taught us a few things about Lunar New Year celebrations and how special it is!

Here’s what we’ve learned…

1. Lunar New Year Celebrations go for TWO WEEKS!

Lunar New Year celebrations occur on different dates each year, as it follows the Lunar calendar rather than the Gregorian calendar – hence the name! Celebrations last for over two weeks and are filled with family, superstition, and (lots of) food. For many cultures, Lunar New Year celebrations incorporate thousands of years worth of traditions, so it’s no surprise that celebrations last for two weeks!

In Australia, it’s often referred to as Chinese New Year, however people from countries such as Korea, Vietnam, Laos, and Singapore participate in these New Year Celebrations also.

2. Preparations start long before New Year’s Eve

The New Year celebrations go for two weeks, however the festivities actually begin in the last week of the last lunar month. Before the new year festivities can begin, it’s crucial that a thorough spring clean is conducted.

Sweeping, cleaning, and discarding things that aren’t used and needed is a way to say goodbye to the old year and create room for the new. This must be done before the New Year as it’s believed that cleaning in the first two weeks of the New Year will “sweep away” the good fortune of the new year!

After being rid of the old, it’s common to go shopping and buy new things, which symbolises welcoming new things in the new year and getting ready for a new start.

3. Last year was year of the Dog, this year is the year of the Pig

The Chinese zodiac consists of 12 zodiac animals, which are used to represent the year and can determine your fortune for the year; spouse compatibility; career fit; even the best time to give birth!

2019 is the Year of the Pig – the 12th zodiac animal. There are stories to accompany each zodiac animal and explain their position in the Chinese Zodiac. For example, one myth explains that the Jade Emperor decided the order for the Zodiac by the order in which they arrived at his party, and the Pig was late because he overslept. Another story says that a wolf destroyed Pig’s house and he had to rebuild before he could attend!

In Chinese culture, the Pig is associated with wealth and good fortune due to their typically chubby faces and fat, full stomachs.

4. Different days are celebrated in various ways

Each day of the two week celebrations bring their own unique traditions and celebrations. These will differ greatly depending on location (even in China, it differs by region!), however this is how our Accountant, Weiming will be celebrating:

Day 0 : New Years Eve Is the day to send the old away. Families must stay together, prepare & enjoy dinner together, and eat dumplings at midnight.
Days 2 & 4 : These days are to be spent with family to give greetings and gifts. Different days are dedicated to different relatives too, e.g. maternal grandparents, or parents-in-law, etc.
Day 5 : This is the day for the Kitchen God, and the day is spent preparing food to please him. He will then report to the Jade Emperor in Heaven and give a report regarding the family.
Days 6 to 14 : These days are spent in dedication and appeasement of various local gods and varies greatly by location.
Day 15 : This is a very important day; the Lantern Festival. It’s a day and night of great celebration, including releasing lanterns; solving lantern riddles; eating yuanxiao (ball dumplings in soup), and enjoying the dragon & lion dancing.

5. The celebrations are beautiful!

No matter where in the world it’s occurring, Lunar New Year celebrations are beautiful. Vivid colours, intricate decorations; family bonding; and amazing food! What’s not to love?

Additionally, the City of Sydney has a number of great celebrations occurring over the Lunar New Year period, from cultural performances to workshops, to traditional tea ceremonies and food markets.

If you want to know more about how you can celebrate, learn more, or immerse yourself in a new culture, check out the City of Sydney website .

The Benefits of Benefits

Tue, 22 Jan 2019 05:05:00 GMT

Australia’s unemployment rate is still sitting at record lows. Thus, we’re working in a candidate rich market and it’s the candidate who has the most control.

In the old days…

Long gone are the days where people work for the same company their entire lives, or even stay in the same industry! We are moving into a work environment where 70% of the staff will be millennials. We’ve all seen the articles, millennials this and millennials that . However, the reality is that millennials do want different things to that of previous generations. Organisations will therefore need to understand what they want and adjust accordingly if they want to keep good staff.

Its those millennials again!

Studies show that the millennial generation is less motivated by salary and stability. Instead, they want benefits, and it’s no wonder why. Candidates have more choice than ever when it comes to where they can work, so why would they go for the mundane 9-5 job when they could have beer on tap, free gym membership, and nap pods?

That may sound rather trivial to the traditional employer, however employee benefits such as these can also vastly improve the work environment overall. Workplaces that have benefits generally have greater employee satisfaction, productivity, and retention.

So, who are the benefits actually benefitting? The company or the employee?

I say that it’s both! And Sir Richard Branson agrees with me.

Branson has long been an advocate of well-being and employee happiness, and the launch of Virgin Pulse in 2004 only further proves his dedication. VirginPulse designs technology that helps businesses cultivate good lifestyle habits for employees. A direct quote from their website sums up the benefits of benefits perfectly:

“Offering benefits to your employees is important because it shows them you are invested in not only their overall health, but their future. A solid employee benefits package can help to attract and retain talent. Benefits can help you differentiate your business from competitors.”

Recognising and rewarding employees for their hard work will encourage them to continue that hard work, as they will feel acknowledged and appreciated. An organisation willing to invest in their employees will find that their employees are more likely to invest in them too.

Get recognising before it’s too late

As a recruiter, I can confirm that the cost of recruiting and hiring a candidate is substantial, and it’s even more so if you lose them within the first 12 months. However, I’ve also seen firsthand how that potential for staff loss decreases when the company has unique benefits and recognitions schemes in place. Talented people will stick around longer with these in place. Trust me.

The market doesn’t look likely to shift any time soon, so it’s more important than ever that companies begin adjusting and focus on employee benefits.

Those who don’t will be left behind, losing their top staff over and over again.

5 Tips to Help Get Your 2019 Started Right

Mon, 07 Jan 2019 22:08:00 GMT

You’ve set your resolution, maybe you’ve even started it! But getting your 2019 started right at work requires more than going to the gym twice a week…

Here are our top tips for getting the best start at work in 2019.

1. Well-Being

Start the year off right by taking care of yourself from the get-go, and we don’t mean just getting on the treadmill. Career burn-out is a real, serious thing and can take its toll not only on your long-term career goals, but on your mental health too.

A few simple things to start with:

Allocate time each week to have to yourself and do something that calms you. It could be something as simple as reading, or drawing, or meditating.
Leave work on time and take your lunch break. It’s important to allow yourself time to gather your thoughts and remove yourself from the work environment – no matter how great your workplace is! Not only will this be better for your well-being, but chances are you will be more focused & productive when you do return to your desk.
Take time to be with your loved ones. Humans are social creatures and need regular social interaction, even the introverts! Allocate time to be with them and consider making this “tech free time”, i.e. leave the mobiles & laptops behind! This will allow you to focus on the present & who you’re with, rather than being tempted to scroll through Facebook or answer that work email.

Putting your well-being first allows you to be the best you can in all other aspects of your life, including work.

2. Set Goals

What do you want to achieve in 2019? Would you like a promotion? Or further training? A raise? Consider what is important to you and how this translates in your work life. Dream big, but then set in place a series of smaller goals that are attainable. For example, if you want to be promoted to Operations Manager, speak to your boss about what you would need to do to achieve that. Perhaps you would need further training, or prove your team management capabilities first, or hit more targets. Remember, be specific & keep them measurable.

Regardless, goals keep us focused and give us meaning, so speak to your boss and figure out how you can reach your goals in 2019.

3. Clean Your Desk

This one is the easiest to do and yet when I look around our office, I see most people still have a tonne of clutter (yours truly included).

Having an organised, tidy work space is linked to decreased stress levels throughout the workplace. That’s right – your messy desk doesn’t just affect you, but everyone around you too.

Similarly, a cluttered desk recuses your productivity and efficiency. It’s not that surprising either – cluttered space means multiple distractions & extra time to find that piece of paper you wrote your client’s new email on.

So clean that desk! You’ll feel so much more organised and prepared.

4. Be Kind

Okay, this isn’t one that’s specific to the workplace, but it helps in all aspects of your life! A study by Oxford University concluded that being kind to others does in fact lift our mood & improve well being (refer to point 1). Scientists believe that this is because humans are social beings and genuinely care about the well-being of others, thus raising our endorphin levels when we see others who are happy, and is increased further when we feel we have contributed to that happiness.

It doesn’t have to be anything huge either. Something small and insignificant to you may mean the world to someone else.

Take a look at the below Tweets – they each display a small act of kindness that had a lasting impact on those who were on the receiving end.

5. Find a Mentor

This is arguably the most difficult on this list, however it’s worth the effort. Nearly every super successful entrepreneur has one thing in common – a mentor. That experienced someone who can show you the ropes, provide advice, constructive criticism, and can hold you accountable.

Your mentor needs to be someone you trust and are comfortable with, as you need to be open and honest with them, about both your achievements and shortcomings.

Start by utilising your current network and look for someone who is doing the things you wish you were doing. Not everyone will be open to being your mentor, nor will everyone be cut out for it, but don’t give up. Finding the right mentor may be the best thing you do in 2019, and the best thing you do for your career.

The Economics of Recruitment

Wed, 21 Nov 2018 22:18:00 GMT

As the recruitment market continues to experience low unemployment and a tightening of candidate availability, I find myself having similar conversations with many clients, and increasingly prospect clients. It seems that even the savviest organisations tend to ignore economic principles, especially “scarcity” when they pick up the phone and call a recruitment agency. Is recruitment special, different or immune to the fundamentals of economics? If so, please let me know I would be keen to find out why!

Supply & Demand

First things first, it is important to understand some important economic pillars like “scarcity” as it relates to economics and recruitment. In economics, scarcity is defined as a condition of limited resources, where supply of a thing does not meet the demand for it.

This is the basis for the microeconomic law of supply and demand.

When the demand is high and the supply is low, the commodity in question becomes very expensive. When the demand is low, and the supply is high, the commodity becomes cheaper. Although these economic rules were set up to understand the market when it comes to commodities, they can also be applied to services. When a service provider’s skills are in demand, the price paid for this service should also increase.

As we head towards the end of the year, the unemployment rate sits at 5.1% according to the most recent Australian Bureau of statistics data. Traditionally, 5% unemployment is considered by economists to be “full employment”, as almost everyone that wants a job, has a job. This is an important backdrop to any organisation looking to hire new staff or replace existing staff. In economic terms, the demand to hire is high while supply is running very low.

The Value of Recruitment Services

That brings me to point. I don’t understand why organisations continue to try to push prices down and, to be honest, why some recruitment agencies are allowing it to happen.

Is there no value attached to our services by either ourselves or our customers? I believe that recruiters need to do a better job of explaining the benefits of using an agency, and companies should take more time to understand that a good professional recruiter is a truly worthwhile asset to your business.

Yes, technology has made it easier to find some candidates, however if your organisation is genuine in their pursuit of high-quality talent then you may not find them on SEEK or Indeed, as they’re likely not actively searching for jobs. The best of the best need to be head hunted, in most cases.

Moreover, active candidates in the current market have multiple job opportunities to choose from, so finding a good candidate is no guarantee that they will end up in your business. A professional recruiter provides a high-quality service, which includes not only finding the candidate but also the career guidance, supervising the interview process, and managing the job offer process.

So how does this relate to price?

Put yourself in the recruiter’s shoes – you have two organisations that require your services; both have high expectations in terms of timeline, quality, and offer management.

Why would any professional, in any industry, choose to work hard for an organisation looking for a discounted fee, when they could work for an organisation happy to accommodate their standard fee?

If you are recruiting in data science, marketing insights, finance, or any industrywhere there’s an acute shortage of high-quality staff, then think about this:

The high-quality candidates generally find and work with the high-quality agencies. So your organisation is probably missing out on the top talent if you are not working with the top agencies.

Recruitment is like every other industry in that way – premium services are not cheap and shouldn’t be devalued or reduced to a simple decision based on cost. Take the time to meet with recruiters and to understand why they deserve the fees they charge. If you don’t think they are worth their fee schedule, then don’t use them at all because they obviously didn’t fill you with confidence in the meeting.

I am more than happy to come out and speak to anyone about recruitment fees and to talk to them about what they should be asking recruiters when they meet with them.

Checking in on Reference Checks

Mon, 12 Nov 2018 04:54:00 GMT

As a recruiter, reference checks should be a daily part of our recruitment lives. They are an essential multi-purpose activity with numerous potential payoffs.

I look at it as 2 calls in 1.

What You Have to Gain

From one call, you might generate a new client, a new candidate, a new job listing, a lead, market intel – the list goes on! Not to mention, it’s part of your job and you might discover interesting information that could help your candidate’s new employer effectively manage their new employee.

Recruiters are always looking for efficiency in their day, so it always surprises me just how many recruiters avoid, outsource, or simply don’t check references at all.

They’re Not a Waste of Time

Over the years, I’ve heard it repeated time and time again – reference checks are a waste of time. Afterall, why would someone give a referee who will say something bad about them? Naturally, you don’t call a referee expecting to get bad feedback, but it does happen – and surprisingly often.

Moreover, you might find out that they didn’t report directly to the referee, time frames were different, or a multitude of inconsistencies which may require further probing and investigation.

What You Have to Lose

There have been numerous famous cases of work history or reference fraud too. Think Myer and Parramatta City Council. These cases are embarrassing for the recruiter and their client. And what are the chances that your client will work with you again if you’ve failed to check references, resulting in their company’s public humiliation?

A friend of mine, and million-dollar-plus billing executive recruiter, says that reference checking is his number one marketing tool, generating hundreds of thousands of dollars a year as a direct result of his reference checking.

Other than the fact that it’s the right thing to do and save you some huge embarrassment down the track, it could also lead to your next big client.

So, what are you waiting for – go do those reference checks!

For the Mums Gearing Up to Brave the Workplace

Mon, 12 Nov 2018 03:21:00 GMT

Returning to work after maternity leave can be hell for many mums, but it’s become a necessity for most families; the only way to cover the increasingly high cost of living. So, what can we do to make this process as painless as possible?

As mother of a 2-year-old, this has been a challenge I’ve faced these past 12 months, and I’ve learned a lot about myself, what I’m capable of, and how to best juggle these two parts of my life.

It is important to realise it’s not going to be 100% smooth sailing, no matter how much you prepare. There are going to be hiccups, and that’s ok.

It’s Never Going to be Perfect

Women in particular are prone to setting extremely high standards for themselves in an attempt to “do it all”, and return-to-work mothers are particularly susceptible to this.

And setting unrealistic, or sometimes downright unattainable, goals is hugely damaging.

Dr Sarah Egan of Curtin University has conducted several studies on perfectionism and its effects, with results showing a clear link between perfectionism and increased levels of anxiety, depression, & exhaustion.

Interestingly, motherhood is linked to an increase in perfectionist tendencies.

Whether this is a by-product of societal pressure on mothers to “do it all” or genetic makeup (or likely both), the fact remains that it’s a lot of pressure to put on one person, and wholly unrealistic for most mothers.

So, what can you do to combat perfectionism and grapple the huge task of returning to work?

BE REALISTIC.

Set realistic goals you know you can achieve .

There is nothing wrong with wanting to be a high achiever, but ensure you are being honest with yourself about what you can achieve, especially in the first 12 months after maternity leave.

It is a huge adjustment to make, and even if you’ve been doing the same job for 10 years, you are going to find there are new challenges in it now that you’re a mum.

You cannot do it all, and that is ok. Don’t let anyone, including yourself, feel lesser for that.

DON’T LET SUCCESS DEFINE YOU

Additionally, don’t let your success or performance define you. Dr Egan’s studies have shown that wanting to do well and achieve is all well and good, “but when it becomes a problem is really when people base their whole self-esteem on doing well in everything.”

It’s ok to make mistakes, it’s ok to admit sometimes that you can’t do it all, or that you need help, or a break.

Be less critical and kinder to yourself.

HAVE A GOOD SUPPORT NETWORK

Returning to work after is often accompanied by emotions of guilt for many mothers, and it’s often overlooked and/or misunderstood. It’s therefore important to have a strong, supportive network around you, with whom you can discuss your concerns and work through these feelings.

This network is crucial for helping you through the hard times (there will be many) and those moments of loneliness. If you don’t have a strong support network to turn to (which is more common than you think), then you may consider starting your own group . It can be as simple as inviting another working mum in your office out to lunch, or for a coffee break.

WEATHER THE STORM

Sometimes everything might feel like it is crashing down and you feel like giving up, Lauren Smith Brody, author of The Fifth Trimester: The Working Mom’s Guide to Style, Sanity, and Big Success After Baby suggests these methods to work through those times you may feel like leaving your job:

Understanding that even though you may be returning to the same job you know how to do, you are now learning the brand-new skill of how to be a working mum.
Make sure you celebrate small successes. Whether this be putting together a check list and checking this off as Brody does, it is important to feel a sense of accomplishment.
I know it is hard but as Brody says it is important to “…not make any major decisions for three months” after returning to work

PLAN & ORGANISE AS POSSIBLE

It’s not always going to be possible, and it’s not always going to happen – don’t beat yourself up for those times, but do try and be as organised as possible when possible. This isn’t just up to you either – the whole family can help out here:

Save time by pre-cooking meals or batch cooking.
Have clothes, drinks and food for the family organised the night before.
Enlist your partner or family to help with tasks so that everyone gets out in time.
Take it easy on yourself to start and build from this. It may help to set up some objectives to help ease you into your work life.
Know your entitlements as a parent and employeeunder your workplace agreement . Weather this be the option of working from home, working part-time or carers leave when your little one is sick.

Most importantly, look after yourself.

Remember that there is no right or wrong way and do whatever works for you. No one should expect you to be perfect, and that includes you.

A Note to Those in the Insurance Industry

Wed, 07 Nov 2018 01:05:00 GMT

I know I’m not the only one who repeatedly states, “it’s not as boring as you think!” when telling someone about the insurance industry.

Like most people I have met within the industry, I ‘fell’ into a career in insurance.

I had been working in an unrelated industry and decided I wanted to work within Financial Services, so I applied for several roles and eventually landed a position at a major insurer.

Look At Me Now…

Fast forward a few years, and now I’m a recruitment consultant specialising within insurance. I meet so many talented and driven people that are passionate about what they do with very different backgrounds, and yet almost all of them have a similar story about how they ‘fell into insurance’.

When I first entered the industry, I didn’t have a clue about the intricacies of insurance and I had an image in my head of what an ‘insurance person’ looked like.

This ‘insurance person’ was an older gentleman, sporting a white moustache, worked at the same desk since 1984, and had a wife named Sandra who manages the office.

Although this ‘insurance person’ definitely exists (I’ve come across more than a couple), and in most cases is a valued advisor to many clients, he is certainlu not representative of the vibrant, diverse, and passionate crowd of insurance people that make up the industry.

Attracting Top Talent to Insurance

If you’re an insurance person reading this, then you know exactly what I’m talking about. You might even be wondering how you can influence this narrow perception & attract more diverse talent. Good.

It’s in our best interests to attract talented, diverse people to the insurance sector, and it shouldn’t be a job that’s simply left to senior management. Don’t get me wrong – there is great work being done at the senior level to promote change, however it’s up to all of us to get the message out there, and let the true colours of the insurance industry shine!

The current marketing material and website design of most major insurers, underwriting agencies, and brokerages is testament to the fact that they are really trying to change perceptions of the industry.

We’re increasingly seeing simple, colourful, image-heavy styles of design, aimed at attracting a different sort of “insurance person”.

There is also a renewed interest in producing graduate programs that are deliberately designed to compete with the sleek and attractive programs from the Technology, Finance and Legal Industries.

It’s Up To Us As Individuals Too

These are all great strategies that will help attract top quality talent to the industry and we can add to this by making our own individual efforts to let our wider networks know about the fantastic benefits a career in insurance offers.

The more that we all make a conscious effort to really sell the benefits of our wonderful and dynamic industry, we will enact a change that will see more and more talented people pursue a career within insurance, whether they be university graduates or established professionals, rather than just ‘fall’ into it.

By attracting top talent to the industry, we bring the qualities that makes them so successful and would have been otherwise been applied elsewhere. They will have the opportunity to help our industry grow, and a thriving industry is something we can all benefit from.

My Top 5 Reasons Why A Career in Insurance is Rewarding

If you are reading this and need a reminder of some of the fantastic things that a career in insurance offers, below are my top 5 reasons:

Diverse career opportunities
Constantly changing environment with innovative new products and legislation constantly being introduced.
Chance to build strong relationships across a range of organisations within a well-connected industry
Job security
Build a skillset that is easily transferable across companies and countries

If you are considering a change in career I strongly recommend reaching out to a contact within insurance and giving them the chance to convince you to come and join our wonderful industry.

Alternatively reach out to me and I am more than happy to provide information and advice to hopefully give you a better insight into what insurance really is like.

The Truth About Well-Being At Work

Tue, 30 Oct 2018 22:08:00 GMT

October 10 th was World Mental Health Day, and a great opportunity for organisations to take a good look at themselves and ask, “what are we doing to promote employee well-being in our workplace?”

The Reality of Our Lives

Between rapid technological advancement and the standard of perfection set by social media, it’s easy to place pressure on ourselves to be “more” or achieve “more”. This kind of unrelenting, unrealistic standard set by social media has been linked to an increase in mental health issues across the board. In addition to that, there’s the added pressure of juggling multiple work & personal commitments, making it difficult to step back, take a breath, and recalibrate.

For this reason and many more, it is vital that employers recognise the importance of employee well-being; from encouraging good practices, to recognising when someone is struggling.

What Can Employers Do?

I’m sure many of us can relate to that fear of drowning in deadlines or being pulled in too many directions but not all of us are fortunate enough to have employers that recognise the signs when we’re reaching our peak and are supportive in helping us get back on track. I can honestly say that I am one of the lucky ones! But what can employers do to make their workplace happy and healthy and why should they want to invest the time and money?

Some organisations are forward-thinking enough to have a dedicated employee well-being program. We have seen examples of our clients offering paid mental-health leave days, or complimentary physical and mental health checks from professionals. Others have free weekly yoga classes, meditation spaces, or mindfulness and resilience training sessions. Not all companies are able to provide something so structured, but even little things like employee recognition programs for good performance, team-building activities to promote inclusion, and dedicated well-being Champions can make a huge difference.

The recently published Leesman Report, “ The Workplace Experience Revolution ” examines a multitude of factors that affect an employee’s overall experience at work, ranging from the physical environment to everyday things some of us take for granted. For example, 79.4% of employees globally deem tea, coffee, and other refreshment facilities to be an important workplace feature. It is undoubtedly clear that by improving this experience, employees will feel happier and more valued and thus having a hugely positive effect on employee well-being.

Happy Employees = Productive Employees

And it’s not just employees that benefit. There is vast evidence to support the notion that happy employees are productive employees. Commitment to employee well-being can also lead to reduced absence and turnover, incurring huge cost savings for organisations. This further improves productivity & success for a company as it allows them to retain their top talent, promoting both their internal and external brand.

So what are you doing to improve well-being at work? We’d love to hear your suggestions, challenges, and successes!

Thoughts of a Rookie Recruiter

Tue, 23 Oct 2018 04:24:00 GMT

Recruitment is a tricky game. It’s a balance of highs and lows, successes and disappointment, brilliant plans that crumble, and situations working out better than you could have expected.

Tricky.

But among it all, recruitment is interesting and exciting! You meet people and hear their stories; they make you want to laugh, a few make you want to cry, some make you count your lucky stars that you’ve ended up where you are.

I’ve been in this game, placing temporary roles for 4 months now. so as a rookie recruiter, this is what I’ve learned:

Listening

And I mean really listening is the fastest way to success. Listening to your clients AND your candidates, listening to what they really want, versus what you want for them. In my experience, plonking someone in a role who may not QUITE fit the brief or doesn’t have the exact right experience but is the easiest option is so tempting (trust me), however, this doesn’t achieve a whole lot. The client will be unsatisfied (meaning that highly desired repeat business may be off the cards), the candidate feels as though you haven’t properly understood what they need, and you’re going to be back in the same sourcing position, however, a little more red faced and putting out fires that could have been avoided.

Following Your Gut

Cliché, right? But it works . If you don’t feel right about something, there’s probably a reason. With absolutely zero scientific evidence to back myself up here, I like to think that us humans are pretty good at unknowingly reading situations, which leads to that gut feeling saying ‘hey, don’t do it pal’. In recruitment – especially in the fast-paced world of temp recruitment – there isn’t always a lot of time to over analyse situations. You need to understand situations quickly, develop outcomes to potential situations; and make decisions on the fly. If your gut says no: listen to it!

Maintain the Relationship

This shouldn’t come as a surprise – recruitment is a very relationship-based industry. Thus, the better the relationship with both your clients and candidates, the further you’ll get. Being liked is awesome, knowing that someone wants to know about you and wants to hear about your week is great! Our clients and candidates are no different, maintaining frequent & consistent communication is by no means easy, but it makes a world of difference. For candidates, regular check-ins ensure they feel comfortable chatting with you. Once you’ve developed this rapport, they are then more likely to openly discuss future issues or problems in a placement. It also means that you’re able to keep tabs on what’s happening within the company and ensure you are on top of your client’s needs, as soon as they need it.

So yes, only a rookie here , but throughout the past few months these pointers have helped guide my understanding of how to best service all clients and candidates. There isn’t much that can save recruitment from being ‘tricky’ but these tips at least make some elements of the game a little more seamless.

Cox Purtell – Best Employer Brand 2018

Mon, 22 Oct 2018 01:08:00 GMT

Earlier this month, we were honoured to be receive The Global Recruiter’s Best Employer Brand award.

We work really hard to communicate our story & values with our clients and candidates (both potential and current), so it’s great to hear that it’s paying off! Moreover, every single person at Cox Purtell has contributed to this – from accounts, to marketing, to each individual consultant. Every time we interact with someone outside the company, we are saying something about who we are as a company and as individuals. We have always said it and will continue to say it – a company brand alone is no longer enough. It’s the responsibility of every employee.

Thanks again to Global Recruiter for the award and congrats Team CP for all your efforts!

Cox Purtell – Best Employer Brand 2018New Paragraph

8 Top Tips for Temps

Sun, 14 Oct 2018 23:15:00 GMT

Temp work is on the rise – from working holiday makers, to return to work mums, and candidates looking to fill a gap. But before you delve into the world of temping, make sure you are ready!

1. Be Available

Most temp roles that come through are last minute, which means you need make yourself available. Keep your phone on loud, always return your recruiter’s call, and let them know if you won’t be available at certain times so they can accommodate.

2. Be a YES person

You’re temping – there is no need to be picky. You won’t be there forever and if you want to make a good impression with your recruiter, say yes to things you normally wouldn’t. This will lead to more repeat assignments, because your recruiter will contact you first knowing that you’re a YES person.

3. Consider the look of your CV

If you have done multiple temp assignments, don’t go into lots of depth in each one on your cv, this just makes it unnecessarily lengthy. Consider putting temp roles under a sub heading with a short list of bullet points with an overview of your main duties in your temp roles to keep it clear and concise.

4. Keep in touch with your recruiter

We recruiters meet A LOT of temp candidates. The ones that stick in our minds are those who keep in regular contact with us – an email/call 1 to 2 times a week with your movements is well received & greatly appreciated!

5. Only Temp if you are serious about it

We appreciate that things happen & circumstances change, but please consider it carefully before agreeing to be called about temp roles. There is nothing more frustrating than candidates pulling out of processes at the last minute. As a temp, you are there as a support net/problem solver – don’t cause more problems by being flaky.

6. Commit to the full length of the assignment you are in

This may depend on the role you are in, but if there is a valid reason for needing to finish a position early, ensure you give your recruiter plenty of notice to let them find a replacement. You want to keep this relationship strong for future reference and leaving early will let them down.

7. Turn up to assignments early!

This should go without saying, but you are representing the agency you are working for and turning up for a role early gets everything off to a good start.

8. Ask your manager for more work

If you finish everything assigned to you, ask for more! Being a proactive temp is valued by clients greatly and may result in your assignment being extended.

Temping is a great way to earn extra income while maintaining flexibility and gaining experience, but it does require you to be prepared. Your recruiter is your best resource here, so help them out and be the best temp you can be! It benefits both of you at the end of the day.

You’re Not Successful Because You Sleep Too Much

Fri, 05 Oct 2018 00:02:00 GMT

There’s a slew of celebrities and entrepreneurs that claim they found success after dedicating every waking minute to their careers; severely limiting their time for sleep.

The natural conclusion then, is that the rest of us plebs are less successful because we sleep too much, right?

Let’s look at some well known examples:

Marissa Mayer, Yahoo CEO supposedly works as many as 130 hours some weeks and sleeps for 4-6 hours a night. Yikes.

Jack Dorsey, Twitter Founder & Square CEO, spends 8-10 hours a day at Twitter and another 8-10 hours at Square, leaving a mere 4-6 hours for sleep.

Donald Trump, Chairman of Trump Organisation & President of the United States, has famously declared that he only sleeps 3-4 hours a night. Afterall, how can someone sleeping 12-14 hours a day compete with someone sleeping 3 or 4?

Inda Nooyi, Chairman and CEO of PepsiCo , sleeps a mere 4 hours a night. Apparently she got used to this while getting her masters at Yale and moonlighting as a receptionist.

Steve Reinemund, former PepsiCo CEO , sleeps slightly more than current CEO Nooyi, averaging 5-6 hours a night. Maybe if he’d slept less he’d still be CEO!

Tom Ford, Fashion Desiger & Director apparently doesn’t believe in beauty sleep as he only sleeps for 3 hours a night. He claims to have a lot of energy…

Herb Kelleher, Co-Founder of Southwest Airlines only sleeps 4 hours a night. I really hope his pilots get more sleep.

Martha Stewart, Chair of Martha Steward Omnimedia , has an abundance of businesses she runs, from her TV show to product lines, and is only able to keep up by sleeping less than 4 hours a night.

Barack Obama, former President of the United States, barely squeezed in his preferred 6 hours sleep during his consecutive terms as President. Maybe that explains a few of those grey hairs?

Sergio Marchionne, Fiat CEO and one of the most renowned automotive executives in the world works on a mere 4 hours sleep a night, relying on coffee and cigarettes to keep him going. Healthy .

Sometimes called the “sleepless elite”, these people claim they don’t need the usual 8 hours sleep; they’re different, unique, special . They are praised for all their hard work and dedication, their success proof that we don’t really need all that sleep we’re lectured about at every well-being workshop we’ve been forced to attend. Somehow, this elite group defy all scientific evidence and their brains perfectly function on a sleep deficit. Living the dream!

But how?! What is their secret? I get toddler levels of cranky if I miss even 1 hour of my usual 8.

As it turns out, there is no secret.

Sleeping less will not lead to greater success. In fact, the opposite is often true. People sleeping less than 7 hours a night can function, yes, but do so in an impaired state. For the vast majority, 7-9 hours sleep is optimal. There is a very small portion of the population that, due to genetics, require more or less sleep, but that number is insignificant.

More than just feeling grumpy and needing an extra coffee, sleep deprivation impairs cognitive abilities, such as long & short term memory function; problem solving capabilities; creative thinking, and mood. Moreover, there are physical affects. Sleeping 6 hours per night or less results in cognitive fatigue that produces the same impairments as alcohol intoxication equivalent or worse than a blood alcohol level of 0.05%. You can’t legally drive a vehicle at that level in NSW, yet we praise those who deprive themselves of sleep and end up in a similar cognitive state…

Can you train yourself to function on less sleep?

Nope. Science says so. Brag all you want about how great you feel waking up at 5am for your morning run after getting to bed at midnight, but even if your body is getting used to functioning on less sleep, it’s still not functioning particularly well. Think of it like your computer. Sure, it’ll mostly function if you don’t switch it off for a year, but it’s not going to be processing things quickly, and you mightn’t notice that after a while because you’re used to it running slowly now.

What are you trying to say?

For those that haven’t caught on yet, what I’m saying is that depriving yourself of sleep in the name of success is not smart . Not only is it bad for your health, but it will decrease your cognitive performance, reducing your chance of success.

Besides – even if you are that small percentage of the population that can properly function on 6 hours sleep or less, or think that your amazing intellect makes up for the cognitive loss – are you really going to be productive for the entire 14 hours, or are you just going to binge the new season of Orange Is The New Black on Netflix?

I think we both know the answer.

Stop buying into the myth that less sleep equals more success. It’s untrue and unhealthy. Go take a nap, sleep in this weekend, and focus your energy on output of results rather than input of time.

Are You A Good Interviewer?

Wed, 15 Aug 2018 23:26:00 GMT

Technology is having a profound effect on most, if not all industries, and this does not look like changing anytime soon. Working in recruitment for over 15 years, I have heard “Recruitment Agencies will be dead in 5 years” on many occasions.

Some of my more esteemed peers have written numerous articles on why this is not true (at least for the moment) & point out the need for human interaction in seducing the best candidates to your organisation. This depends on branding and what your company can offer that differentiates them from their competitors. It’s clear to me that companies are increasingly utilising many different solutions to source employees (to validate their academics and their references, see my LinkedIn post on references https://www.linkedin.com/pulse/employment-references-still-valued-alan-claire/ ).

But, something is lacking…

This is all well and good, however there is still a massive skill gap in the ability of organisations to effectively interview applicants . Interviewing skills are in steep decline and it is unfortunately a dying art. HR departments do the best they can by providing competency-based interview questions or behavioural questions (whichever nomenclature you prefer). Some provide score sheets to assist the hiring manager grade applicants, others try to facilitate the processes by being involved in every interview. However, when you reach critical mass it is impossible to be involved in every process. This is often where the hiring managers come unstuck.

Don’t get me wrong – I work with some hiring managers that are very capable with interviews, but they are the minority. To be fair, many have never had any training and are simply expected to perform interviews when they are promoted to team leader or supervisor etc. Companies spend plenty of time and resources (if they don’t, they should) training new leaders in leadership, communication, and probably some hard skill uplifting, but they often don’t assist with how to validate an applicant in an interview process.

Can you answer these questions:

What are the physical “tells” that give away a false statement or an embellishment?
What grammar should you listen out for to determine if someone is genuine?
How many core questions should you ensure that you ask every applicant to have comparable data?
What did you learn and change from your last hiring process, either due to its success or its failure?
How do you know that the questions you ask are the right ones to uncover the right person?

The list goes on. Essentially human bias, both subconscious and conscious, are still major problems in recruitment.

As unemployment creeps down to 5.5% again and the market for talent heats up, you need to ensure that you are utilising every tool available to ensure you are getting the best person possible. A hiring mistake not only has a detrimental short-term effect, but also think about where the market will be in 3 or 6 months – it will most likely be more difficult to find and attract the best talent then.

Using a serious recruiter is a great asset to your business. If you’re skeptical, ask your recruiter what their answers are to some of those 5 questions above to see if they are a good interviewer or just a good sales person.

Find the Best by Being the Best

Mon, 18 Jun 2018 04:26:00 GMT

Australian businesses, for the most part, are currently operating in a candidate driven job market. This makes it more important than ever for Australian companies to build skilled, loyal workforces.

LinkedIn statistics indicate that identifying and recruiting highly skilled talent is the top priority for companies, followed closely by improving the quality of hires. Yet, when companies begin the recruitment process, ‘cultural fit’ quickly becomes the high priority. We’ve all heard it, and we’re all likely guilty of using the term, however it’s inherently problematic.

The Problem with Cultural Fit

‘Cultural Fit’ is the buzzword of the moment, with companies of all shapes and sizes in all industries factoring it into their hiring decisions. However, there are several issues with this.

Company culture is often undefined. Culture is hugely subjective within companies, and unless it’s clearly outlined, employees will have very different ideas of what this means. How can a manager make a hiring decision on the basis of ‘cultural fit’ if the company culture hasn’t even been defined?
Your people make your culture. Companies often have a mission statement and/or core set of values to which they operate, and employees need to work to those. Beyond that, however, Culture is something that your employees create just by It should happen organically, and it should be shaped by a diverse range of people and beliefs. Diverse teams are more productive and successful, largely because they are not just trudging along comfortably, but are challenging each other and demanding more from their teams.
It’s often used to discriminate. Whether consciously or not, hiring decisions based around ‘cultural fit’ are often discriminatory. It’s an excuse hiring managers use to hire people that are like them. This doesn’t necessarily mean that your senior management team is bigoted, but it is human nature to surround yourself with people that you deem to be most like you. This may have worked during our caveman days, however it isn’t conducive to a highly successful workforce.

Instead of ‘cultural fit’, companies should be looking at the hard skills and key competencies of potential employees, and allowing the culture to develop organically.

The question then becomes, how do businesses attract & identify highly skilled candidates that fit the job requirements?

Be An Employer of Choice

Easier said than done, but crucial. In a candidate driven market, employees have the power of choice. Australia’s low unemployment rate and growing tech economy means that your employees do not have to stay with your business, nor do potential employees have to settle.

To attract and retain highly skilled candidates, companies must differentiate themselves and/or meet employee desires. There is plenty of data out there telling us what candidates want – career advancement opportunities; growth and development; flexible working; etc. – but every company has access to this data. This has resulted in a saturated marketplace full of companies that claim to provide the things job seekers want, but it’s largely superficial and candidates aren’t being fooled.

Today, job seekers want proof.

This is why sites such as Glassdoor and Google Reviews have become so popular in recent years. Candidates are taking jobs at companies that claim to offer the things they want, but do not deliver, resulting in higher staff turnover rates and spurned employees.

Understand what candidates in your industry want, and honestly review what is realistic for your company. Demonstrate your company’s differentiator for employees and deliver on it – word will quickly get out and you will develop a reputation as an employer of choice over time.

Attracting candidates is just the first step, however. Once you’ve got candidates lining out the door for an interview, how do you identify which ones will be high performers and which will not?

Find the Capabilities that Drive Success in Your Company

Empowering companies to quickly and cost effectively identify what capabilities correlate with performance is crucial in building a strong workforce. Without knowing what skills each job needs, it’s near impossible for a hiring manager to make the best hiring decision. And the numbers reflect this – in 32% of cases, hiring managers would not hire the same person in hindsight.

The problem is that identifying the necessary capabilities and skills isn’t as simple as reading a CV and knowing someone’s career history, it’s much more complex. Even recruitment companies, whose sole job it is to identify suitable candidates for their partner companies, have struggled with this dichotomy.

This is what led us at Cox Purtell to AbilityMap .

AbilityMap is tool that helps hiring managers not only find high performing candidates, but it also informs their decision on what a high performing candidate looks like in terms of their hard and soft skillset. It’s a scientifically validated competency assessment & matching tool, which ‘maps’ the skills of current high performing employees within a business and identifies those with similar skillsets in the candidate pool. This tool allows us to go well beyond the basic strengths and weaknesses assessment that has characterised recruitment processes in the past. With AbilityMap in our arsenal, we can identify candidates whose skills match the job requirements with much greater accuracy, adding far more value to our partners processes.

To Summarise…

Define your company’s culture but keep it to broad values and services you want to provide.
Determine what you can realistically offer your candidates that will differentiate you and appeal to them.
Identify employee skills & capabilities that drive success in your company & look for candidates that have similar skills.

Cox Purtell – Diversity & Inclusion Champion Runner Up

Tue, 15 May 2018 01:37:00 GMT

Last month we attended Recruitment International’s national recruitment awards ceremony, where we were up for both the Best Recruitment Company for Client Service & Diversity and Inclusion Champion.

While we didn’t walk away with either awards, we were beyond honoured to even be considered among the best of the best – especially when it came to Diversity & Inclusion.

Diversity & Inclusion in the workplace is a cause dear to our hearts, having been founded by two women in the early 90s. We aim to not only encourage diversity in our own company and our client’s, but we also want to encourage helpful & healthy discussion on the topic. This was our motivation for hosting a panel at Mirvac in February this year around the topic of Diversity & Inclusion in the workplace. We had a great turnout, with great discussion, tough questions, and potential solutions.

Unfortunately, it’s not as simple as merely meeting numbers – it’s about fostering an environment that is understanding and dedicated to achieving real diversity and allowing inclusion at all levels.

We are not this year’s Champion, but we will do our damn best to be next year’s, and the next, and the next, and the next. Not for the award, but because change is needed.

Diversity & Inclusion in the Workplace

Fri, 11 May 2018 04:24:00 GMT

Diversity & Inclusion in the workplace affects everything – candidate and customer attraction; retention; productivity. In many ways the workplace is a microcosm of broader society, and society is changing. Gone are the days of strict 9-5pm, following the company line, then home to start it all again. We al have an idea of what […]

Career Education Needs to be a Priority!

Thu, 26 Apr 2018 23:45:00 GMT

As a Secondary Teacher turned Recruiter , I am well-aware of how the decisions we make in our youth can influence the paths we take in our future. I frequently speak with junior candidates and recent Graduates who have no idea when it comes to career aspirations, and I strongly believe this is due to a lack of direction and guidance in those critical final years at school.

I remember the Career Education I received; I answered some form of online questionnaire and it gave me recommendations of “suitable careers”, none of which were of particular interest. I was utterly unaware of the kaleidoscope of career opportunities that were available and ended up falling into the Education sector because that’s where my mother worked. Often, a child’s career choices are influenced by what they know i.e. the careers of the adults around them. The only way to better equip our youths to make these life-altering decisions is to better educate them on the different paths they can take.

“There is a shortage of women in STEM roles… this disparity can be clearly traced back to secondary schools”

In Australia, as in many other countries around the world, there is a shortage of women in STEM roles. This disparity can be clearly traced back to secondary schools, as there is a huge difference between the number of boys vs girls choosing to further study STEM subjects at University. Numerous studies have pointed to gender bias as a contributing factor as those subjects are seen as ‘masculine’ and thus become male-dominated. Better education for girls about the different roles available in those industries would surely help to address that imbalance. In my last role, I was a young, female secondary mathematics teacher, and I would like to think that I had some small impact in influencing the students I taught and helping them realise that you should not allow yourself to be limited by stereotypes.

“My aim is to better education people about the opportunities available to them“

Similarly, as a Recruitment Consultant my aim is to better educate people about the opportunities available to them and to help them in pursuing their careers. I am more than happy, as are any of the Consultants here at Cox Purtell, to go through interview prep with my candidates if they are nervous or help them update their resumes to better showcase their skillset. Some people think that all recruiters are cold sales people that are purely driven by money but truly, what motivates me is the satisfaction in knowing that I am helping people achieve their goals.

Cox Purtell Promoted to Provide Executive Search Services to State & Federal Government

Wed, 18 Apr 2018 02:38:00 GMT

Why Cox Purtell have been promoted to provide Executive Search services to the NSW Government

If you’re a senior executive in the NSW Government, I’m sure you often receive calls and/or emails from newly approved Executive Search providers who want you to consider them to be your provider of choice. It may be for the the next time you need to make a crucial hire for your department, or want to move on to your next challenge within Government to further your career. I am sure you often think, why are they different? What value can they add to our search? I am equally as sure that their answer is that they have “relationships” within the sector and that they have excellent researchers who “market map” the sector to give a holistic view of the market. These are both fair and valid points and demonstrate how these organisations build a funnel to engage applicants.

The Scientific Assessment

These applicants however, are not scientifically assessed to see if they have the right competencies to perform the role that they are interested in. They are often chosen through subjective eyes and via reputation rather than through competency to perform. This often leads to average or below average results.

Over the last few years, the P.S.C have developed and released a competency model, which includes 4 groups of 4 competencies that they deem are the basis for all job descriptions in the public sector. These competencies are geared towards creating an egalitarian system where each position is truly secured based on the ability of the successful candidate to demonstrate their level of excellence in the important competencies for specific roles. This competency framework if assessed correctly should result in less average or below average hiring and it will help minimise discrimination and lead to processes with less bias and subjectivity in the hiring processes.

So where does Cox Purtell fit in to this equation?

Cox Purtell are utilising a cutting-edge competency assessment tool called AbilityMap, which matches candidates scientifically to the competencies that are listed as being critical in the Position Description for the role. This tool has been validated by the P.S.C, who recognise its value in assisting all hiring managers ensure they are not only securing competent talent, but also increasing their chances of securing Highly Competent talent for their departments.

This is our key differentiator from our competitors. While they talk about their ability to create a funnel to capture candidates, we have the technological capability to apply the right filter to the funnel, ensuring that only the highly competent candidates make it through our screening process & to the interview.

This gives you, the senior executive, the peace of mind that your hiring decisions are scientifically validated.

It’s Time To See The Value of Onboarding

Sat, 14 Apr 2018 05:50:00 GMT

workmates; you’ve broken your usual morning routine because you had to take a different train/bus/car route; you’re nervous about making new friends; you’re wondering if you can do the job; you’re wondering you’ve made the right choice.

These are just a few of the things that make starting a new job nerve-wrecking, if not outright terrifying. This is why the right onboarding process is so important when you’re bringing someone new into your team. Studies show that onboarding is the second most important HR practice in a business, yet many employers still fail to put any real time or effort into the process. Companies that do make the effort however, reap the rewards. Businesses who execute great onboarding processes can expect to nearly double their corporate revenue growth and profit margins, compared to firms with only average onboarding.

The Impact

It’s estimated that 50% of senior outside hires fail within the first 18 months, and up to 20% of employee turnover happens in the first 45 days. Employees who complete a great onboarding process however, are 58% more likely to be at the company three years later. A structured, well-thought out onboarding process not only helps new employees feel welcome, but it lays the foundation for a good, long term relationship.

The Cost

Moreover, hiring is expensive . Losing a new hire within the first 12 months of their employ costs a company dearly. It’s estimated that the loss of a new hire costs a company their salary + 30%, plus the costs of readvertising the role. An employee on $80,000 a year who leaves the company, will cost the company an estimated $104, 000, plus advertising costs, and that’s just the direct cost. The indirect cost of staff turnover is arguably higher. There’s the loss of employee productivity while other employees perform their job as well as the vacant one; there’s the time lost to in-house hiring processes; the training and induction cost for the new employee; the termination administration costs; and finally, the loss of productivity in the final stages of the employee’s time with the company & the loss of productivity in the replacement employees first few months (as they learn the ropes). That’s not accounting for the decrease in employee morale at losing a team member too.

Why is Onboarding Neglected?

So, if the cost of employee turnover is so high and the numbers show that onboarding processes significantly impact employee retention, why do so few businesses dedicate time & money to developing these processes?

Part of the issue is that most employers stop the recruitment process once they’ve got a signed contract in their hands, and this is a critical error. The recruitment process should continue well into the employee’s first month, ensuring that they’re settling in and have everything they need to do their job. The second issue is that most often, companies simply don’t know what a good onboarding process looks like.

Know What Your [Potential] Employees Want

It’s important to understand what prospective employees want from an onboarding process. There will be variances but generally the desired outcomes from an onboarding process are the same. We’ve put together this infographic using LinkedIn statistics to help companies understand what they’re aiming to do:

What To Do

Be Prepared For Their Start Date – This seems obvious, however many company’s or hiring managers leave this to the last minute and miss things due to rushing. Ensure their desk is fully set up & stocked, they’re emails are ready to go, have access to any necessary CRM systems, they have a direct line etc. This will demonstrate that you are prepared and eager for their arrival and will go along way to helping them feel prepared.
Outline a Plan for the First 3 Months – This should fall to the hiring manager and cover things such as performance goals and expectations, as well as the types of things they should be doing on a daily/weekly/monthly basis. It’s important to still be somewhat flexible with this, however, as there should be room for the new employee to make this their own role and add their own flavour to it. While it’s a difficult line to tread, the key is to provide them with enough guidance to get off the ground quickly while also leaving them the room to do their job in a way that works for them.
Introduce them to their Colleagues & Leadership Team – On their first day, their senior manager should take the time to show them around the office, introduce them to all other employees (or at least their team if it’s a very large company), and especially the leadership team. Even if they only remember a few names, it will go along way in making them feel welcome and excited for their new role.
Let Them Know What You Value – Company culture is increasingly important to employees, so it’s important they understand what your company values and what the culture is like. How you introduce a new employee to your culture and environment will differ depending on the company. If healthy competition is encouraged, you could hold a ping pong table tournament or try lawn bowls; if it’s a more creative environment, a cooking or painting class with the team could go a long way. Think about what your company and people value, what they enjoy, and how you want the company perceived, and demonstrate this to your new employees in some way.
Develop Helpful Training Guides – This is true no matter what level seniority they are, as systems differ company to company and processes can be different even if you’re using all the same CRMs! If your new hire has a clear guides and reference points, they will feel far less out of place and worried about doing things wrong. Also important is including a point of reference in each document. For example, if you have a guide on using the telephones, include a person of contact who is best at handling any questions around this, whether it’s an IT company you contract or the receptionist.

None of this is rocket science, however it does take time and effort. That little bit of time and effort can pay off big in the long run for your company though. From the company culture, to significant monetary savings – this can be improved by simply improving your onboarding process.

So what are you waiting for?

We Know Feedback is Valuable, So Why Are We Skipping It?

Fri, 13 Apr 2018 04:22:00 GMT

Recruitment can be difficult when not receiving detailed interview feedback (or any for that matter) from clients, and also from candidates. Being the ‘middle man’ recruiter is a struggle when we are trying to provide a great service to our clients and candidates but honestly don’t have any information to give!

Why is it then that so many recruiters don’t provide feedback to their clients and candidates? We know how valuable it is to us, and it’s just as valuable for them. It’s important that we as recruiters are also providing feedback to our clients and candidates. Whether it’s about their salary expectations or skill level, or perhaps it’s a client who is being unrealistic – it’s our job to let them know and help them get on the right track.

Your Employer Branding

Leaving a lasting positive impression with candidates & clients is crucial for your employer brand. Candidates talk, and if they have a positive experience – even if they didn’t land the job – they will be less likely to criticise your company. They might even recommend your firm to friends and family in the future, and there’s no better marketing tool than word of mouth!

Personal Development

Most feedback starts with “I liked them, but the skills weren’t there”. If this is the type of job the candidate wants, then find out what skills the client does want and relay that to the candidate. They need to know what they need to do in order to get the job that they want , rather than the job they have to take. Most candidates do take feedback on board, and in their shoes I’m sure you would have appreciated the advice too.

You Never Know What You’ve Missed!

By providing candidates or clients with feedback, you might discover something else about them or their skills or the job you’re recruiting for, that may be a game changer! It’s easy to assume that everything of importance is on the resume or job description, but this isn’t always the case. The more you talk with your clients and candidates, the more you will know them and what they want and need. This will make it much easier for you as a recruiter in the long run.

Recruiters want feedback because we then know what to look for and what to avoid in future for that particular client or candidate. But remember – it works both ways. Providing your client & candidate with feedback is just as important and helpful for all parties involved.

“We all need people who will give us feedback. That’s how we improve” – Bill Gates , Microsoft

What Motivates Your Employees

Tue, 03 Apr 2018 04:33:00 GMT

Motivation is a psychological feature that drives people toward a desired goal, and sustains goal directed behaviours. Knowing what motivates your employees is the first step toward creating a happier, more productive, healthier work environment and culture. Figuring this out however, isn’t easy.

The Importance of Motivation

Motivation is the driving force behind productivity, passion, and action. Thus, motivated employees will get more work done, will have higher job satisfaction, and add real value to the organisation. No amount of skill can make up for a lack of motivation – a skilled employee who lacks that driving force will not be invested or passionate about their work. Conversely, motivated employees lead to increased productivity and therefore increased levels of output.

Without a motivated team of employees, companies put themselves in a very risky position.

Benefits of Motivated Employees

Increased productivity and thus output. This point can’t be overstated. A company can triple their output due to an engaged, motivated employee.
Increased employee commitment. When employees are motivated to work, they will generally be more passionate and dedicated to the tasks before them, thus putting in their best efforts.
Improved employee satisfaction. Motivated employees usually means satisfied employees. A satisfied employee is more likely to positively develop their own skills, contribute to the team, build the company, and remain at the company.
Ongoing employee development. Motivation can facilitate an employee reaching their goals, leading to further skill development. Additionally, once an employee realises that their extra efforts resulted in meeting goals, they will see a clear link between the two, which will likely further motivate them to perform at a high level.
Improved employee efficiency. Employee efficiency is not solely determined by skill, experience, or general abilities. Rather, it is a balance between their capability to perform the task and their willingness to want to perform the task. If an employee is eager to perform the task at hand and has the ability to do so, they’re more likely to complete the task efficiently and at a higher standard.

How to Motivate Employees

One of the hardest jobs as a leader is knowing how to motivate employees. It’s crucial that senior management knows what motivates their staff and takes steps to implement a motivational program. It’s important to remember that there will be variances in what motivates people, and some motivations will be passive, ongoing things, while others may take the form of rewards and recognition. That said, scientific studies have shown that the following things motivate the majority of people in the workplace:

1. Make your business a pleasant place to be.

This is easier said than done and is achieved over time. A starting point is having a nice office space – your employees will spend most of their week in this office, so take the time and effort to make it comfortable and welcoming. It should be well-lit, aesthetically pleasing, well-kept, and regularly reviewed for improvements.

2. Ensure Management is supportive, open, and honest

Bad management is one of the top reasons an employee leaves a business – people often quit their bosses, not their jobs. Clear and honest communication with senior management is the foundation of any positive workplace culture. Ensure your senior management open with a ‘door open’ policy, are always communicating with their team, and are creating a positive environment for their team. Ultimately, if you’re a good person to work for, your employees will be more loyal. There is plenty of reading material available on the subject, so if you’re new to management, do some reading and be the best manager you can be to your staff.

3. Offer Employee Rewards

Incentive and reward programs will always be a winner with employees, as it’s a tangible way of showing your appreciation for well-performing staff. This can come in many forms, including:

Commission structure
Bonus incentives
Profit sharing opportunities
Gamified incentives and competitions

If people know they will rewarded and recognised when they perform well, they will be more likely to do a good job, see things through, and commit long-term to the business.

4. Give Employees Room to Grow

We already touched on this, but stunted career growth is the number one reason employees leave their company. Money, incentives, bonuses, rewards, recognition, culture – it all comes second to career progression, especially for your top performers. If your employees know there is room to grow in the future (even if it’s not immediately available) they will develop long term goals, which will motivate them to stay dedicated and perform well. Moreover, letting your employees know there is room for progression will make them feel more trusted and respected by company leadership, which is another huge motivating factor in and of itself.

5. Share Positive Feedback

Feeling fulfilled by your work is great, and is one of the key job satisfaction factors. Work satisfaction comes from a variety of places, and positive customer/client feedback is one of them. If a client or customer expresses appreciation for an employees work, share it with your employees! Everyone loves to hear that their hard work hasn’t gone unnoticed, that it’s appreciated in some small way, and it will give employees a deeper connection to the business.

No one said that motivating your employees would be easy! However, if you put the time and effort into knowing your employees & what they want, you can put together a detailed, strategic plan for motivating them. If you’re able to do this well, your business will reap the rewards.

TO BE HONEST… YES, PLEASE DO!

Mon, 26 Mar 2018 06:23:00 GMT

Calling all employees and employers! If I had a dollar for every time I heard “to be honest though…” ¾ of the way into a placement…

It doesn’t do anyone (client or candidate) any good to ‘beat around the bush’ or ‘paint the ideal picture’. So, let’s be honest about your wants, needs, salary expectations, technical capabilities, and even those little value adds that are important to you but may seem petty overall, because that is what will make you 110% happy.

In a candidate short market, we recruiters need to know everything from the very start of the recruitment process. Whether you are a candidate who has just been made redundant or a client who has had significant change in the business creating a distinct and palatable energy in the office; we need to know in order to provide you the best service possible.

For example (I love analogies), you walk into a car dealership and explain to the sales person the ‘ideal’ car you want but purposefully leave out that you need a car that can go 0 to 60 in 3 seconds flat as you know it is going to be expensive. Sure, you pay less, but you’re not getting what you need , so what’s the point?

From the employee perspective:

Recruiters need to know that you want the Ferrari of jobs, that you have specific goals in order to fast track your career. It’s okay. As a matter of fact, it’s fantastic to find candidates with such ambition and drive. We love that and so will a prospective company; the right company that is. If we find your perfect job for now but there is no room to grow it will leave you with a resume that looks jumpy and as if you have no stability or loyalty with any one company. However, if you are honest from the start, yes it may take slightly longer, but in the end it will save you a load of heartache and trips to the mechanics.

From the employer perspective:

As mentioned previously, we are in a candidate short market which means the good ones don’t stick around for long, even the passive ones. I am sure you didn’t need to read this blog to know that. However, if we don’t know that you require a ‘high performance vehicle’ from the very start and you want to ‘test drive’ the market at a lower salary range to ‘see what you can get’ just know you might miss out on the perfect candidate. I understand we all have budgets to maintain, but consider what the cost of a poor performing employee might be. Perhaps your ISO accreditation? Losing a massive tender? You can’t expect to get the performance & elegance of a BMW when you purchase a Toyota – especially not in today’s market.

The responsibility should not lie solely on the employee or employer. Recruitment consultants are not only tasked with matching key competencies with position descriptions; we are there to consult. Consult with the employees and find out what makes them tick and investigate what gets them excited to wake up go to work every day. Consult with employers on where they have had issues in the past and what their money will get them in today’s market.

So, to be honest…

Your wants and needs are not a luxury car, to be honest, they are so much more. Each application, interview, recruitment consultant meeting should be valued, as it is your time and energy. Just like The Radicals once said, “We only get what we give”.

Finding Comfort in Discomfort

Tue, 13 Mar 2018 05:24:00 GMT

I have talked about how evolution applies to the everyday professionally and personally in previous blogs. How a species is forced into dire circumstances, and they are forced to either evolve and change to survive or die. This is the same for many of us as we face challenges throughout our careers and in our personal lives, albeit not as severe.

The only way we grow and develop, get smarter, stronger, healthier is by being placed into situations that push us outside of our comfort zones and challenge us. If you have a growth mindset you might understand what I am talking about. If you are of a fixed mindset (let’s be honest with ourselves now), but you would like to have a growth mindset, here is some of what I learned through my own experience that might help.

Embrace Change

Nothing worthwhile is ever going to come easy, so if we shy away from a challenge or put it in the “too hard” basket, we simply won’t accomplish much. Always keep the outcome front of mind and remind yourself you will be fitter, stronger, richer, smarter at the end. It is the rough times that get us to the better times, so embrace adversity and change and be grateful for them.

There Will Be Road Blocks, Move Them!

Perhaps you are trying to lose weight, or to buy a house, or maybe it’s getting the job that could make your career. Rarely will it be a one step process in achieving that goal. There will always be road blocks. Many people (including myself) will reach for the escape button when they feel the first, or second, or third sign of struggle. Losing weight doesn’t come without dietary sacrifice and pushing your body to the limit during exercise. Getting the dream job doesn’t happen unless you are put through your paces throughout your career, and without a series of tough tests and interviews. Life is about overcoming obstacles and challenges. No one is the exception to this rule, no matter who they are. Stop crying, put on your big kid panties, and roll up your sleeves. Never give up, they are only road blocks!

Take Ownership of Your Mistakes

Mistakes are going to happen. You may need to make several to reach the goal you set yourself. That’s okay! Mistakes are an opportunity to learn and should be celebrated. It’s not a reason to drown in self-pity and blame “extenuating circumstances”. The only way to learn from anything that didn’t go as planned is to ask yourself, what could I have done differently?’.

Change the Things You Can, And Accept What You Can’t Change

2016 was not my year. When I reflected on the year that was with an open mind, I realised that the majority of what made that year crap was within my control to change. I made a list of everything that didn’t go my way, and next to each point I had a strategy for how I could change or prevent that from happening again. Anything that was beyond my control (there wasn’t much) I left in the past, where it belonged. I had an absolute cracker of a NYE with loved ones in Bali, said cya later to 2016, and welcomed 2017 with open arms, open mind and open heart. I came out of that year smarter and happier than I was before.

2017 on the other hand, was the polar opposite to my 2016. It didn’t come without it’s roadblocks and challenges, but where I don’t succeed, I see an opportunity to strategise.

“It is not the strongest of the species that survives, nor the most intelligent, but the most responsive to change” – Charles Darwin

Living in a Paperless World

Fri, 02 Mar 2018 12:24:18 GMT

It has been estimated that recycling, reuse, and composting creates between 6 to 10 times more jobs than incineration and landfills. Yet nearly 4 billion trees are cut down each year for paper. Deforestation not only drives climate change but its most dramatic impact is a loss of habitat for millions of species.

With the latest innovations in technology it is very possible for most office environments to become paperless. This is not always possible with budget constraints, however over time this could be more cost effective not only to resources but also to staff’s time.

For the last two years, I have been using a Microsoft Surface. This device is portable, incredibly versatile, and very powerful. I can carry it with me almost everywhere and have everything I need at the swipe of a finger. More importantly, it removes the need for me to use paper. Ever! This combined with my iPhone allows me to manage every aspect of my business and personal life.

There are many devices available that are becoming more and more affordable. There is so much technology that allows you to draw direct to the screen to mark up documents, sign contracts, and even paint a portrait.

I appreciate that some people enjoy putting pen to paper and the benefits of painting a picture. I’m not suggesting that we never use these tools ever again. I just feel that some small changes in our business and personal lives could make a dramatic change to our environment.

Not only will these changes improve the environment but I genuinely believe they can improve our lives. The speed it takes to compose and send a document on the go, the flexibility of having everything you need at your fingertips, the capability to access the internet and mark up webpages, listen to music or watch a film, paint a picture, play a game, or even edit and publish photos.

Living in a paperless world is the future .

That will scare some people. I challenge you to think about the small differences you can make and the huge impact it could have. Embrace it, don’t be scared of technology. Change is good. Allow it improve your way of life and help the environment on the way!

Where Did All The Good Candidates Go?

Thu, 22 Feb 2018 03:46:00 GMT

As a recruiter, there are so many occasions on which you find your perfect candidate – “the one”, “the unicorn”, “the cream of the crop”. You can see the dollar bills rolling in, you’ve done the impossible, you’re the best recruiter ever!

…and then they cancel on you, 10 minutes before the interview with your client.

It’s Your Reputation At Stake

Candidates should never feel pressured to accept a job, but I don’t think they realise what this does to their own brand. By simply not “showing up”, they come across as unreliable, not serious, flaky, and just generally unprofessional.

To make matters worse, social media such as LinkedIn have made the professional world smaller than ever. And moreover – WE RECRUITERS TALK. That’s right, we have forms of communication that allow us to tell each other when someone flakes out on our client. There is nothing more annoying than someone not turning up, not because it inconveniences us (although it does), but because it inconveniences our client. For the candidate, it automatically puts doubts about their commitment in the head of both the recruiter and hiring company.

Honesty Really Is The Best Policy

I believe you should just be honest. If you are not interested in a job, then don’t commit to the interview. Tell your recruiter that you are not sure and that you have questions. It is OUR job to answer these doubts and to give you more information. If you feel as if you can’t speak openly with your recruiter about any doubts or questions you have, then they may not be the right recruiter for you. They should listen and care about your concerns or doubts, as it will help to avoid situations like the above.

More importantly, if you feel you can communicate openly with your recruiter, and they with you, then you’re much more likely to find your dream job as your recruiter will much better understand what you want and need.

Help Us Help You!

And we WANT you to find your dream job! There’s a common misconception that recruiters are just in it for the money, and maybe some are, but I’ve found that most recruiters I have worked with are genuinely invested in finding the right job for their candidates. Not only does it feel good to help someone find their dream job, but it’s also better for our clients! If you love what you’re doing, then you are going to enjoy yourself and do your best work, which will be obvious to our client, thus reflecting better on us as recruiters.

So please, communicate with us! Tell us if you don’t want to go to the interview, or if you’re not interested in the job, or whatever it may be. Don’t choose to stand us up, because that’s only going to reflect poorly on you as a professional and make you undesirable to work with.

Everything You Need To Know About Staff Retention

Sat, 03 Feb 2018 04:43:00 GMT

Retaining quality staff is an issue that all businesses struggle with at some point. Even the best leaders have been faced with the struggle of retaining top talent. The loss of staff is becoming normalised, with many hiring managers desensitised to the negative impact it has on a company.

High staff turnover is problematic for a number of reasons – each staff member lost is costing the company huge sums of money; it has a negative impact on employee morale; and it decreases employee productivity and efficiency over time.

Unfortunately, there is no cure all solution to staff turnover. It’s a multifaceted issue that needs to be addressed in a number of ways and over time. The good news is, we have some ideas.

THE STATS

First, let’s look at the way staff turnover effects businesses.

From a monetary perspective, the cost is steep indeed. A study conducted in 2015 by Price Waterhouse Coopers found that of 11 developed countries, Australia had the highest staff turnover within the first 12 months of employment, costing the Australian economy an estimated $3.8 billion. The results showed that nearly one quarter of new employees left their job within the first 12 months. This number is staggering, especially when you consider the low margins that most Australian businesses are operating with. This rate of turnover is literally killing businesses.

There is good news, however – one of the contributing factors to this high turnover is Australia’s relatively low unemployment rate. Low unemployment creates an environment of candidate choice, i.e. employees have options. This makes it more important than ever to foster a workplace that attracts and retains quality staff. The question is, how?

KNOW YOUR STAFF, KNOW WHAT YOU NEED

The first step to retaining staff is knowing your employees and the type of candidates you want to attract. You need to know who your top performing staff are and what makes them a top performer. This becomes particularly important when you’re trying to fill a position internally. One of the most common mistakes we see from hiring managers is not know the job they’re hiring for and/or the skills required to be successful in this job. Management profession Talya Bauer from Portland University found three things made a big different to new staff retention, and the first was the clarity of the role. If the role you’re hiring for is not clear to your new hire, you’re increasing the potential for misunderstandings in the role and thus turnover. Employees need to know exactly what the is expected from them and what the role entails on a day to day basis and beyond. Read our guide on developing a clear job description here.

Once you’ve identified your key performers, their skills, and developed a clear job description, you should have a clear understanding of what you’re looking for in future employees and begin targeting their wants/needs in your staff attraction & retention strategies. When developing these strategies, it’s important to understand your employees’ motivations . It’s easy to assume that employees are motivated by money first and foremost, but in reality this is rarely the case.

Click here to read more on identifying employee motivations.

ONBOARDING

The second thing that Bauer identifies as crucial to new staff retention is confidence in their ability to do the job. This starts with clear onboarding & induction process when they start with the company. It’s estimated that up to 20% of employee turnover happens in the first 45 days, and that 69% of employees are more likely to stay with a company for 3+ years if they experience a great onboarding process.

Why does the onboarding process make such a difference?

We’ve all been there – you’ve left your old job, leaving behind a place you know, people you know, perhaps even close friends. The first day at a new job is nerve-wrecking, meeting everyone is overwhelming, and the fear of the unknown is terrifying. All this stress can be lessened by a great onboarding process, and that process isn’t limited to a new employee’s first day.

Prior to their start date, ensure that you have ready all the tools they will need. Ensure they have a working computer, their emails are setup, they have a direct line ready, a keycard etc. There’s little more off putting than realising your new employer is completely ill prepared for your first day!

Speaking of, the first day is when your new employee needs to connect with their new team & senior management. The little things count for a lot here – a small welcome gift with a handwritten card; hiring manager meeting them at reception personally; taking them & the team out for lunch; assigning them a buddy for their first week while they settle in, etc. Making a new employee feel welcome and part of the team on their first day will go a long way in keeping them onboard long term.

Ensuring that your new employee feels welcomed and prepared on their first day and in the coming weeks will make a huge difference in terms of their longevity. It’s important to develop a clear onboarding process, with hiring managers and senior staff as involved as possible.

TRAINING & LEADERSHIP

This starts during the onboarding process and should continue throughout your employee’s tenure with the company.

Part of your onboarding plan & process should include training on basic things such as your using email program, how to claim expenses, using the CRM systems, lodging IT issues, etc. Avoid leaving your new employees confused or in the dark about company processes, as it only adds unnecessary stress.

Moreover, senior managers should invest in their employee’s professional development and seek opportunities for them to grow. If an employee reaches a point where they can no longer be trained or develop their skills, then they have reached an impasse that will likely result in them leaving the company. Understand your employees’ short and long term goals to determine how you can help achieve them. Training and development initiatives can take several forms and include everything from attending conferences, or industry events, or tuition reimbursement.

Investing in your employee’s development not only benefits the company from a retention perspective, but it also results in more skilled staff overall, which is never a bad thing!

ADVANCEMENT

Similarly, employee’s want the opportunity to advance their career and position, and if they can’t find that in your organisation, they will go elsewhere. Employers need to be able to offer their employees something to aim for, particularly for high performing staff, as they tend to be more ambitious generally.

According to research from Willis Towers Watson, a leading global advisory working on risk solutions for companies, more than 70% of employees of employees considered to be high-risk for retention are itching to leave due to lack of career progression opportunities in their current workplace. No one wants to work in a dead-end job, and if they can’t advance their career at your company, it’s a smart move for them to leave. It’s not a lack of loyalty or lack of appreciation – this is their career and they need to be smart about this in the same way you need to be smart about your business.

Offering your employees training & further educational opportunities is one way to avoid this, even if there are no immediate opportunities for advancement within the company.

RESPECT & RECOGNITION

“People work for money but go the extra mile for recognition, praise, and rewards”. This age old adage by Dale Carnegie still holds true, and should be considered in any employee retention strategy. Job satisfaction is comprised of many things, and it does differ from person to person, however there is no arguing that every employee wants to feel valued and respected.

This is where workplace recognition comes in. It’s crucial that companies recognise their employees when they go above and beyond, have a win, or even do something as simple as helping a colleague. Many companies and senior managers make the mistake of noticing failures and forgetting to recognise wins, creating an environment of shaming and negativity. This isn’t an environment in which high performing staff will want to stay. Recognising employees doesn’t mean throwing money at them either, it can be as simple as pulling them into a meeting to commend them on their efforts; offering them an early leave on a Friday; taking them out to a nice lunch; or buying them a drink at the next work function. Recognition comes in many forms, and it’s up to you how you choose to show it, just make sure you are doing it, or your staff won’t stick around for very long.

CULTURE & CARE

Company culture should be at the core of any staff retention plan. Everything mentioned in this post works toward fostering a culture and environment in which people want to work in. However, culture is deeper than just these things – it’s the heart and mind of an organisation. From the people you employee, to the way you motivate, to the attitude of your senior managers, all this and more makes up the company culture.

This is something that takes time & effort, and must be cultivated from the top down. If your senior staff aren’t invested in creating a positive company culture, you will struggle to create it at all. It’s crucial to hire senior staff who are going to care about the company and it’s employees, and who had to the positive environment you’re creating.

Moreover, foster an environment that is employee centric, sending a clear message that your employees are important. Nothing creates a great culture & environment like simply caring. It seems too simple to be true, but if a company is genuinely invested in the well-being of it’s employees, the employees will notice and appreciate it, and it will go a long way in keeping high performing staff.

Moreover, discourage an environment of gossip, closed doors, and covert conversations. A positive work environment should consist of transparency. This isn’t always possible, however being as honest and open with your staff will prevent an environment prone to gossip & rumours, which can quickly sew discord among staff.

Unfortunately there is no one quick fix to reducing staff turnover. It will take time & effort, and you will need to get to know your staff (the horror!). However, the benefits of implementing a staff retention strategy are invaluable. From decreasing company costs to creating happier, more productive staff, the value cannot be overstated.

The EA Pathway

Thu, 28 Sep 2017 23:35:00 GMT

I meet with a lot of candidates who often tell me that their long-term career goal is to become a senior level EA. They want to work in a well-respected company supporting at C-suite level being the go to guy/gal in the business.

I also meet with many of these senior level EA’s, and they all seem to have very similar qualities which have made them successful in their careers. I have spent some time carefully thinking about what top 5 qualities I believe you need to make the cut!

1. Be Proactive

You must have a ‘can do’ attitude and always be willing to do jobs and duties of any level. You can’t be precious about doing a variety of tasks, from picking up a round of coffees and lunches to personal banking. You are essentially a servant (sorry if that term offends you, but if it does, maybe this career isn’t for you?). The person you are supporting needs you to be at their beck and call always, day or night.

2. Be Able To Push Back

You are the gatekeeper to a very senior person, they are in high demand and you need to be the person that tells others “no” when they are all fighting for your managers time. Senior Managers also have a habit of taking on too much work, so it is your responsibility to asses their capacity and help them achieve a balance, this might involve telling them no when you don’t want to!

3. Be Professional

Being professional is a huge part of gaining people’s trust and respect within a business, and that applies to not only your manager whom you are supporting, but other team members and stakeholders too. From early on in your career ensure that you act professionally by keeping confidential information confidential, do not get involved in office politics, and think before acting/speaking (word vomit at your level isn’t cool!)

4. Be Ready to Learn

Every senior level EA that I have worked with has fantastic computer skills. You will often be expected in this role to pull together complex documents and reports, presentations, and to manage a VERY hectic outlook calendar/inbox. You will be expected to sometimes work on extra projects outside of the “traditional” duties of an EA. If you can’t master this, then you can forget your career as an EA in todays’ technology driven world.

5. Be A Star Communicator

Your communication skills have to be excellent with not only the senior that you are supporting, but also the wider team. You will be speaking to everyone in the business from the CEO, to the receptionist and all others in between. You must be able to relay information to these people confidently and clearly as you are essentially the glue holding a huge part of a business together.

I believe that with these 5 elements combined, you can have what it takes to achieve that Senior Executive Assistant Position. Whether you are in a PA role looking to progress, or in a receptionist position thinking about the next steps, start putting these insights into practice and over time you will get recognised within a business!

Are you hoping to advance your EA career to support c-suite executives? Check out our EA to the C-Suite E-Book .

Returning To The Corporate Cloud

Fri, 22 Sep 2017 04:43:00 GMT

Parents: Back Yourself

These two words are powerful and as useful as any pep talk you can get or indeed give. After a relatively long career break raising my children, managing home renovations, running my own photography business and pursuing my creative side I have made the exciting return to the corporate world. In all honesty the scariest thing was the actual decision to bite the bullet and do it and even more so was the return to high heels!

Confidence is contagious and it is true that what we project we invite via how we truly feel about ourselves. The timing was right and I was finding quizzing my friends on all the ins and outs of their corporate positions just wasn’t scratching the itch anymore, I wanted back in myself.

There was a time when I thought the doubt of being out for a while may have been too much. However, I re-evaluated my priorities and took stock of not only my previous corporate experience, but also all the maturity, wisdom and wealth of experience that comes with the ever-changing roller coaster called life. It’s important to recognise all your life achievements and find an organisation that also acknowledges this.

My career break has equipped me with a bank of new and improved skills so I chose to back myself. Fortunately, so did my employer. I’m lucky to work for a very encouraging and forward-thinking leader. I have always enjoyed success throughout my career and returning I am loving the new- found eagerness and lack of fear/doubt – the corporate world has got nothing on a stubborn 4-year-old tantrum.

Honestly prioritising/ managing/ negotiating/ budgeting/ coaching/ delegating/ forecasting etc they are all skills honed beautifully throughout the joyride of parenthood. In my very pleasant experience interviewing I was in the fortunate position to have several options before me and I am so glad I made the right decision to join the team here at CP.

So, my advice for people returning into the corporate cloud after some time out is to believe in your abilities and what you can bring and find and organisation where the culture will value and support that experience.

At the risk of quoting a popular company slogan, “just do it” back yourself, you won’t look back!

No. Women Can’t Do It All!

Wed, 06 Sep 2017 11:52:46 GMT

I recently finished a book written by an anonymous female CEO and one part of the book in particular really stood out to me. That was the expectations that are placed on women to do everything successfully. When I say everything, I mean be the boss babe, climb the corporate ladder and bring in the dollars, AND be the home maker too (which is a full-time job in itself).

I am not a mother (yet), I have a full-time job and a passion project I pursue on the side. I am an aunt, and a friend of mothers, and I have many clients who are also working mothers. As family approaches for myself I do consider the expectations that will be placed on myself as it has on many other women already.

I want to spend a little bit of time talking about being the amazing home maker. By definition, a homemaker is a person who manages the household and the family as a primary occupation. This means the shopping, the cooking (three meals + snacks every day for everyone in the household.) Cleaning which includes but is not limited to washing all your clothes, vacuuming, mopping, scrubbing the bathroom, doing the dishes, and if you have young children you are probably following them from room to room cleaning up the chaos the leave in their tracks. That’s right, a house doesn’t keep itself clean, the fridge doesn’t stock itself, breakfast lunch and dinner doesn’t magically appear on the table and your dirty clothes don’t mysteriously appear clean again in your closet, and I am only scratching the surface.

Are you picking up what I am putting down?

So it had me asking myself, how am I going to have a successful career, and be just as successful at home? How do mothers do this? And I think the truth is, they can’t, and this is what makes these expectations so troubling to me.

That was also the opinion of this anonymous female CEO, who talked about her career being a top priority without being neglectful of her family. Her advice was pick 2 things that are of the highest priority, and know the first on your list is what you will be the MOST successful at, followed by the second, and anything after that don’t expect to excel like you do on the first or second. For everything else, she outsourced (she had to!). The cleaning went to cleaners, the cooking, school pick-ups and drop offs went to the au pair. If she couldn’t make school carnivals the grandparents stepped in, and so on and so forth.

Now I know there are ladies that will relate to what I am saying. The fact is, the vast majority of us aren’t CEO’s or making over $500K per year. In an economy where smashed avo prevents us from even buying a house , how can we possibly outsource? We can’t! But what we can do is change the expectations for men.

Last year, the World Economic Forum reported that women work on average 39 more days than men. Not only do we receive 34% less pay than men , we also work 39 days longer than they do. Maybe it’s time we start distributing the work load at home more evenly. Perhaps organisations could be more flexible when it comes to men’s parental obligations at home, or even offer longer than 2 weeks parental leave .

One other piece of advice I read from this book, which is titled Mrs. Moneypenny’s Careers Advice for Ambitious Women , was we need to raise our boys a little bit differently. Typically, in the household mothers do a lot of extra work for boys (because they’re boys) while also setting different expectations for girls. Boys aren’t always expected to clean up after themselves. Perhaps if we instil some of those “homemaking” responsibilities in our boys from a young age, women in generations to come will have it a little bit easier.

Working Abroad: Why Australia Is The Place To Be

Wed, 16 Aug 2017 06:27:00 GMT

Out of all working holiday destinations, Australia has got to be up there as one of the best!

A common language, accessible visas, high minimum wages and generally more sunshine than rain every year makes Australia an appealing destination for foreigners who are looking for the ideal work / life balance.

Being from the UK and fed up of the Manchester ‘summer’, I decided to take the leap to join the other 1.2 million expats down under and haven’t looked back since. There are a few attractions which help us make the move, and also keep us here for years on end:

Job Opportunities / Wages

According to the Australian Government’s Internet Vacancy Index (IVI) job vacancies are raising within Australia, New South Wales in particular.

Some companies are happy to arrange Skype interviews from overseas to take you off the market before their competitors do (and are happy to provide relocation allowances too). Australia has the highest minimum wage throughout the world, closely followed by Luxembourg, Belguim and France.

Amazing Lifestyle

There’s no doubt that Australians enjoy a high quality of life. With plenty of fresh air, low pollution levels, and a low population in a vast country of amazing natural landscapes and breathtaking scenery many choose to make Australia their home simply for the beauty of the place.

With 10,685 beaches throughout Australia, it would take you 27 years to visit them all, so you best get packing your bags!

Food, Food & More Food

If you’re a foodie in pursuit of the best breakfast or coffee, Australia is the place for you! Sydney and Melbourne are famous for having some of the best coffee in the world, with incredible smashed avo to boot ! Australia’s close proximity to Asia also means you can enjoy incredible Thai, Vietnamese, Japanese and Chinese food on every corner!

So all I can say is give it a go, what have you got to lose? Want to know more about my move to Australia? Tweet me !

Is Your Office Making You Fat?

Fri, 11 Aug 2017 00:03:00 GMT

Is your office making you fat? The answer is: probably.

In the fast-paced world of recruitment, our days are inconsistent and temptation is everywhere. It takes tremendous discipline and consciousness to maintain healthy habits in the workplace.

This blog is an opportunity for self-reflection on some of my own poor habits—not the worst of which is an almost-compulsive trip to the candy jar every hour (on the hour) after 2 p.m.

Afternoons can be hard. My focus drifts and lethargy can kick in, meaning self-control as it relates to chocolate goes out the window! In an effort to adopt an improved afternoon snack, I polled some colleagues on their preferred SOC (snack of choice).

That being said, I’d like to introduce you to the “unicorn snack.” See below for mathematical proof supporting this argument.

Peanut butter on apples ticks all the boxes! At $5.00 for a jar of organic crunchy peanut butter and $4.50 for 8 Royal Galas, a week’s worth of afternoon snacks will run you less than $10 at your nearest Coles. On top of that, it registers at a reasonable 250 calories—good calories from fat, protein and simple carbohydrates, not to mention serving as an additional dose of fibre.

Do you have your own unicorn snack? Let me know your take in the comments… I’m also open to a healthy crunchy vs. smooth debate while we’re at it!