Moir Recruitment News

What is networking?

Networking is the most effective means of accessing the hidden job market. Did you know that 70% of today’s jobs are gained through networking and using your own contacts. Networking is about building relationships, sharing information and finding sources of support, and is an ongoing life skill, not just something you do when you want something. Your best advocates are people who know you, worked with you previously and who can refer you on to new contacts.

Benefits of Networking

The more people you know, the more people you can influence. Always remember your connections will also have connections, giving you an even wider network. You never know who people might know - this is very important! Exchanging information allows new insights you may not have thought of. Expanding your contacts can open doors to new opportunities. Engaging with your contacts, means you sow the seeds for reciprocal assistance when you need help. The most successful people share information. Offer to help others out, people remember this and people will return the favour. Use the principle of 'what goes around comes around'. Ask people: "How can I help you?" and "What can I do for you?" Doing this also lifts your self-esteem and puts you into a more positive mind set.

How to build the best network 

Start with people you trust and respect that have similar values to you. This may be current work colleagues, ex-work colleagues, close friends, University friends, family friends, contacts through sports clubs, contacts through your kids schools etc. Approach them for advice, in general most people will be happy to help. Ask your current contacts for referrals, this is an easy way to build your network. Offer to help people, as what you give out will come back. Keep all your contacts on Linkedin then you will never lose their details.

Always let your network know that you are looking for a job. Spread your “feelers” as far as possible and always thank people for their help. You can also ask friends or contacts to refer you into their current employer or ask them for a contact you can approach directly. Be aware that many companies have a monetary referral bonus they pay to internal staff.

It’s all about quality not necessarily quantity. Some of the best-connected entrepreneurs don’t have the biggest networks or the highest number of connections on LinkedIn. Instead, they might work with a smaller, tightly knit groups of connections.

Before you approach people for advice the number one thing is knowing what you want, it is much easier for people to assist you if you know what you want. Always be positive and grateful, thank people for their help and aim to help them in return in some way. If you are unemployed then treat this as a full time job. If you are employed then dedicate at least an hour a day to building your network.

Networking is not always a natural thing to do for many people, but it will help you and is definitely worth making the effort to do consistently.

Congratulations ! 

Your well written resume has helped you secure a job interview. How you perform at the job interview is crucial, and will ultimately decide if you are successful in securing a job offer. To increase your chances of success, ensure that you are well prepared. 

Importance of Research and Planning

This is one of the most important areas of the job interview. Even if you have been told it is just an “informal” meeting, turning up unprepared can completely jeopardise your chances of any job opportunities within the organisation. Therefore, prior to your interview, ensure you do your research.

1. The Company

You may know who the company is, but it is up to you to ensure you have a detailed overview of the company structure, values and vision and market positioning.

Be sure you know what the company does, and its range of products or services.

Check out their website, and also do some Google searches so you have up to the minute information

2. The Industry

Look for any industry-specific news. Who are their main competitors?

What are their competitors doing and how do they rank compared to their competitors? What industry trends are happening in overseas markets?

3.  The Position

Thoroughly read the job description.

Ensure you know your own resume very well and how it relates to the job description. As you read through the key competencies of the job description, think of some examples where you can demonstrate previous experience that reflects these competencies.

4.  The Interviewer

Research the person who will interview you and look at their LinkedIn profile. Find out if there is anything you have in common, for example, you both worked at the same company in the past or you both went to university at the same time.

Practical preparation

It is common sense, but always ensure you know where you are going and where the company is located. Can you park, or is it best to get public transport?

Aim to arrive approximately 10 minutes early for the interview. Any earlier than this and it’s best to go and get a coffee before you turn up at reception. Ensure you have the contact details, including direct telephone number, of the person you are meeting.

Smart presentation is also of the utmost importance. If in doubt, err on the side of conservatism.

Asking Questions

Towards the end of the interview you will usually be asked if you have any questions. Aim to ask some open questions, thinking about how you can add value to the organisation.

At first interview, always avoid any questions about salary. These can be asked later in the process.

Some questions you could ask include:

• What are the key goals and objectives for the role in first 3 to 6 months?
• Why is the role available?
• Where would you see this role in 3 to 5 years?
• How would you describe the company/team culture?
• What makes a person a success at the company?

Final Tips

Think about your interview as an exciting next step. Be positive, have a firm handshake, make good eye contact, smile and believe in yourself.

And finally - good luck!

For further information on interview preparation you can contact your Moir Group consultant or our Head of Learning, Angela Farmeary on angelafarmeary@moirgroup.com.au or tel 02 9262 4836

31 Not Out!”

Last month, Steve Rowe General Manager Human Capital gave us his perspective on 31 years at senior levels in HR. He discussed how the Human Resources function has developed over this time and the challenges and opportunities it faces going forward. Steve has worked both in Australia and the UK and across multi nationals and privately owned businesses as well as his own Consulting business. We also had a really interesting conversation across the room about where HR currently sits and its future. 

There were a number of key themes coming from the session.

• Change is everywhere and HR is and should be a key part in managing this change well
• There is lots to learn from the manufacturing sector, especially around processes
• Always put your hand up to take on new challenges
• HR professionals should be asking themselves what does success mean in their roles? What does it look like?
• When “you are in flow”, HR is the best job in the world”. When not, the opposite probably applies
• If yourself and the business are in flow, things can change very quickly
• In Japan, experienced and high profile people in a business are rotated into HR and this gives HR a very good profile in the business
• It is important to have a finance colleague with you i.e have business partners
• HR can and should be doing really good non finance reviews of the business
• Not all goals fit into a 12 month timeframe
• Don’t spend too much time on budgets, they often get in the way
• The people and cultural piece needs depth and rigour

Finally Steve talked about HR’s mission and he drew the diagram below.

In summary I took away that HR is a critical role in any business, however it is also being fundamentally challenged at present. My personal viewpoint is that it needs to attract outstanding leaders in numbers and that this will make a big difference.

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.

  

How often does the interviewer ask the job applicant "tell me what your career aspirations are for the next 3-5 years? 

In asking the question what does the interviewer really want to hear?

And in answering the question does the applicant close off their mind to possible opportunities by being too prescriptive in their career planning? 

Pat will share some of his career choices and planning, to stimulate some thoughts and conversation that has seen him work in a number of finance and operational roles across a range of industries over the last 30 plus years.

For more details head to our Events Page

A winning résumé follows a very simple but effective outline. It should be clear and highlight you, your strengths, current work place and work place achievements. Your résumé may be the document that helps you to progress your career within your current organisation or it may be required to introduce you to a new organisation and career path. Ultimately it becomes the document that sells you, so it is very important that your résumé is a winning résumé!

How long should my résumé be?

Depending on the length of your career it should be between 2 and 4 pages. This includes 3 – 4 key strengths on the front sheet, backed up by tangible achievements.

Is there a particular look for current résumés?

It is important to choose a font style that is easy to read. Calibri or Arial are good choices. Try to avoid using Times New Roman. Ensure as much white space as possible so your résumé is easy to read. Highlight company names and clearly label the years or timeframes you have worked. Make it easy to digest, don’t ask people to read between the lines.

Responsibilities vs Achievements

A good résumé needs both, but should be heavily weighted to tangible achievements, as this showcases your own specific skills and abilities. Examples include ‘Reduced reporting time from 5 to 2 days’ or ‘Undertook specific initiative which saved company $2m’.

Cultural Fit

Cultural fit is vital. Nothing replaces meeting your contacts and networks face to face. Your network should include 2 – 3 recruiters with whom you feel an empathy. Keep in touch with them through your career. They are an important part of your network. As your career develops, technical skills become a given. It is the cultural fit with the organisation and its values which becomes the key deciding factor in getting the job – which is right for the company and right for you.

Should I prepare a one page summary ? 

A one page summary can be an extremely valuable tool for informal situations and networking. Your one page summary should detail your achievements, your strengths and most importantly what you are looking for in your next role. 

Steps to find and win the right role

Identify the types of roles and organisations that interest you. Be frank with yourself and consider your own strengths and weaknesses. Play to your strengths and undertake specific training to address any important gaps. Prepare a career plan and remember – Stay positive and enthusiastic!

 

Thank you to everyone who attended our recent Moir Group Women in Business Event at the QVB Tearooms on Wednesday 2nd September. We have been overwhelmed by all the amazing feedback from everyone, and are delighted that you all enjoyed the afternoon. Looking forward to doing it all again in 2016….!

This is a selection of some of the feedback and also a few photos from the day.

“What a trio of amazing women, thank you for providing the exposure to them”

“I can't think how you could top that, it really was outstanding, in a sea of mediocre events”

“An excellent panel! Taking on board some of the learnings the panel shared is easy and practical; very insightful and inspiring”

“The perception of anyone who has never been to an event which focuses on women in business is about the glass ceiling and how to jungle having a family and a career will be mentioned. It was very refreshing that none of the speakers spoke about those issues, but rather focusing on stories which empower and motivate us to work harder. All the speakers were exceptionally inspirational “.

“The speakers planted some words of wisdom for me that I really need to start enacting upon. There stories resonated with me and it is up to me how I move forward”

 

 

 

 

 

 

 

"The Challenges And Opportunities For the Australian and Global Economy” summarised by Heidi Davidson, Senior Consultant, Moir Group

• As mining investment continues to fall, growth has been rebalancing towards housing activity, and now, the services sector

• Although the rebalancing act has been slow - as it has been hindered by further falls in commodity prices, a high AUD and mistimed fiscal tightening

• Household demand is strong and jobs growth is picking up

Australian Economy

Since the end of the mining boom in 2012, the re-balancing act is underway but it is a slow process. If you break it down by the States, WA/QLD/SA are weaker and NSW/VIC are definitely picking up.

How Is This Happening?

Interest rates are low, and the Australian dollar has continued to fall from its peak in 2011 at $1.10 to now sitting at 70c and the knock on effect of this are as follows:

• Our exports therefore become more attractive

• Tourism is rising from overseas visitors and Chinese tourism has risen by 140% with only 4% of the Chinese population currently holding passports. Plus more Australians decide to travel locally instead of overseas

• Education has seen record highs for overseas enrollments into our Universities

• A strong property market with house prices still rising across the nation. Capital cities have seen increases of 27% in the past 3 years, with Sydney’s housing market is up by 42% and Melbourne's up by 32%.

31 Not Out! 

Are people truly your organisation’s most important asset as it says in your annual report?

Or are they simply “human resources” to be consumed on the path to maximising shareholder return.

As many organisations ditch their much-loathed performance review processes in favour of a more flexible model, do Australia’s leaders have the maturity to manage in ambiguity?

Is Diversity & Inclusion an optional extra or a business pre-requisite?

What is HR’s role in the modern organisation and is it being fulfilled?

HR and Finance – a match made in heaven or daggers drawn?

Steve Rowe will share his thoughts on these questions and more in his reflections on a long career in HR.

For more details head to our Events Page

"Leading In The New Normal" A Post Event Summary on Julie Birtles' Presentation by Stephen Moir, Director Moir Group 

 

It is hard to dispute that we are living through a time of rapid change, and that many of our existing systems and ways of working are suddenly very out of date.

When Julie Birtles, Founder of Beyond Excellence spoke at our event last month, she highlighted some of the great challenges facing our leaders during these uncertain times. 

As I reflect on her presentation, one of the messages that resonated most with me was around the need for organisations to embrace “catalysts”, those leaders who see the world differently, who see the whole system and are able to transform how we work and live in big ‘step change’ ways.   

Not everyone is a catalytic leader.  Perhaps you are more of an innovator, an achiever, a strategist or an alchemist.  Julie argues there is a role for all these types of leaders, but that in times of change catalytic leaders are vital to organisations, and that we need to embrace catalysts and to encourage rather than stifle them.  Identifying and nurturing these big picture leaders can be a particular challenge for larger organisations.

I believe Moir Group’s role as recruiters goes far beyond filling jobs.  Partnership is one of our core values and we can therefore make a big contribution in supporting both organisations and individuals to nurture those leaders who have the vision and ability to lead the type of large-scale transformation needed for future prosperity.

If you missed Julie’s presentation, you can view highlights or access her presentation from the day, and to find out about our upcoming events, please head to our Events page

Interview with Julie Birtles, Founder Beyond Excellence and Stephen Moir, Director Moir Group

Are you a leader of today?  Find out how to be a leader of today and about the challenges we are facing as leaders.

    

 

Please go to our events page to see our other upcoming events.