Taking Advantage of Recruitment Trends for Job Seekers

TrendsTrends in the recruitment and HR industries not only affect search consultants and employers, but job seekers too.

If you are looking for executive employment, there are a range of trends shaping the job world this year that can provide you with new ideas and approaches for succeeding in your job search.

 

Growth Industries

If you are keen for an industry change with plenty of transferable skills to support you, consider focusing your efforts on finding employment in high growth industries. According to Randstad, industries such as education, healthcare, technology and mining/resources are all on the right track for the year ahead and are set to benefit from strong gains in future. On the other side of the coin, construction, tourism, hospitality and manufacturing may face serious struggles.

High Turnovers

Randstad also reported that many companies suffered last year due to high turnovers and the subsequent loss of staff knowledge. As a result, many organisations are now working on their perks and benefits, but are also looking for employees with valuable industry knowledge. Highlighting the industry wisdom you can bring to the table for an employer can give you a strong, competitive advantage. If you are confident about your talents, you can also leverage these to negotiate higher salaries or more perks before you accept an offer.

Leadership Opportunities

Executive and leadership change is also going to be a big trend over the coming year, which means lots of great career opportunities for young job seekers and corporate ladder climbers. If you are an up-and-coming executive job seeker, now may be the ideal time to jump up into a leadership or senior role. If you’re not quite at that level yet, you could consider taking on a middle-management position or applying for a promotion.

Social Media

One could argue that social media is now a ‘norm’ rather than a ‘trend,’ but either way, it will also affect executive job seekers significantly over the coming years, especially with more and more recruiters, employers and head hunters using social media to fill vacancies.

Profiles and activity on sites like LinkedIn and Twitter can be highly beneficial. Job seekers and executives looking for employment this year should utilise social media to maximise their success and make new connections that could potentially lead to lucrative employment.
In addition, job seekers will need to ensure their profiles on social media sites are working to their advantage, as well as ensuring their professional resumes are up to scratch.

Temp & Contracting Work

Skills and talent shortages are also affecting many industries this year, with employers and consultants finding it more and more difficult to attract people to their organisations on a permanent basis. As such, companies may look to temporary and contract solutions in order to find the right, technical talent. For job seekers, this means opening your options and considering temp or contract roles could also be valuable.

Resumes Australia is a complete career management service offering job searching advice, career counselling, resume writing, interview coaching and personal branding solutions to executive Australian job seekers. Learn more about what we do at http://www.resumes-australia.com.au.

Regards,

kylie hammond

Is Your Employer Right For You?

right employerFollowing the recent announcement of the Randstad Awards, we listed in an earlier blog, some of the most attractive employers to work for in 2012. These included organisations like Newcrest Mining (the winner), Westpac, Virgin Australia and ABC Australia.

But while these companies are in the lead, they may not be for everyone. So how do you know if your employer is really right for you?

1. Do You Fit in With the Company Culture?

Company culture is one of the most critical determining factors in choosing the right employer. If you’ve ever had the benefit of career coaching or simply attended an interview with a recruiter, you will have been asked what type of company you want to work for. Large or small? Corporate or casual? Ambitious or laid back? All of these things are an indication of culture. If there is a mismatch between what you want and the company culture, it probably means your employer is not right for you.

2. Do You Believe in Their Leadership?

Knowing where the company is going and how they will get there can also help you decide if you fit with the organisation. For instance, if you are a driven, strategic individual, the lack of future planning in an organisation can be frustrating. If you are intent on placing yourself on a strong career path, you’ll need to be assured that your company is going to thrive and grow for at least the next decade.

It’s also important to believe in the quality of your leadership; strong leaders will inspire others to strive for success, while poor leaders, on the other hand, may fail to gain confidence and trust from their employees. If you don’t believe in your company’s leadership, it may be time to move on.

3. Does Your Job Align With Your Career Goals?

If there is a misalignment between your career goals and your employer’s goals, it’s often a sign that they are not quite right for you. For example, if you’re keen to break into a certain market but your company is steering away from that market, you might want to rethink if the business is suited to you and vice versa. Similarly, if your goal is to become a senior manager and there is little room for progression, you may want to find an employer that offers better career growth.

4. Do You Enjoy Your Work Environment?

On a day-to-day basis, ask yourself if you enjoy your work environment. Is it too political or corporate? Or perhaps it’s too small or disorganised? And are you on the same page as your co-workers in terms of management, processes and direction? Identifying what you do/don’t like about your work environment can also tell you if your employer is right for you. If there are many things that you dislike, it could be time to look into career coaching and find an employer that’s better suited to your needs.

Good luck,
kylie hammond

The Benefits of Valuing Your Employees

Valuing Your EmployeesAll of us need praise and reassurance in our lives, whether it’s personal, emotional or professional.

It may be common sense that praise makes better employees, but a recent infographic released by Achievers.com and Business Insider, shows that companies who value their employees not only have better morale, but achieve revenue growth two and a half times faster than businesses who avoid praising employees.

Employees who are recognised and rewarded for their on-the-job efforts, by definition, have better managers. Managers who communicate clearly and who provide feedback to their employees on a regular basis are usually the ones who:

•    retain employees
•    build loyalty
•    encourage growth
•    promote individual success
•    drive company success

All of these points combined, lead to more satisfied staff, better productivity, happier clients and greater business growth.

If you’ve got your eyes set on a pay rise or a promotion, praising your employees can also benefit you greatly. Why? Because intrinsic motivation is a powerful tool. Valued and satisfied employees work harder, earn more money for the company and ultimately give you the room to grow yourself. A business that is struggling to stay afloat will be reluctant to offer promotions and pay rises, whereas a thriving and successful company is more likely to reward both you and your staff with promotions and opportunities for personal advancement.

On the other hand, managers who don’t dedicate time to their employees often lose staff (and therefore productivity) much more quickly – as the infographic states, “employees don’t leave companies, they leave managers.”

As a result, this constant staff turnover can inhibit a company’s opportunity to grow and succeed. Individually, as a manager, this also means you’ll end up spending more time on recruiting, hiring and training staff than you will on nurturing your employees’ talents and skills. Similarly, you may end up spending your days sifting through resumes instead of promoting services and products to your clients, resulting in less sales, less revenue, and less growth for your business.

If you are a manager and your leadership style is important to you, here are my quick tips for encouraging and praising your employees:

1. Be Honest & Specific – There’s no point in providing your staff with feedback if it’s dishonest or vague. As a manager, you need to learn to be specific when it comes to your praise (or your reprimands), as well as open and honest about your opinions.

2. Give Feedback Regularly – If you’re the type of manager who only gives feedback or praise when your company calls for it (e.g. at end-of-year performance reviews), you may want to upgrade the interaction you have with your staff. Regular feedback can help your staff improve, and your employees will see you as a manager who encourages growth, rather than one who just ticks a box when it comes to the end of the year.

3. Respect Confidentiality – While it’s great to praise your employees in public, you should maintain confidentiality whenever negative feedback is involved. If you do need to reprimand your staff or discuss any weaknesses with them, do it behind closed doors.

If you require help with your management techniques, your leadership skills or simply with your executive resume, Resumes Australia offers leading-edge resume writing and executive coaching services.

Regards,
kylie hammond

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