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

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

 

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”

 

 

 

 

 

 

 

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.

 

Professor Stephanie Fahey, Lead Partner for Education, Oceania, EY on 

"The Changing Global Education Landscape: Where will Australia be in 5 years time". 

"My presentation focuses on the drivers of change in the global tertiary sector (vocation education and higher education) and how these will impact on the future of Australia’s tertiary sector.  The specific profile of education in 2020 is unknown i.e which if any universities will close or amalgamate with other universities or TAFEs, which overseas universities will establish in Australia, and how a degree will be delivered and defined.  

What is certain is that it will look very different to what we see today. Australian education will be buffeted by the global drivers of change: increasing global mobility of both students and staff, the changing demand for skills, how education will be delivered, the structure of courses, and who will be the accreditation “gate keepers” – educational institutions or industry. Closer to home, the Australian education industry will be subjected to ongoing policy changes in education, immigration and industry which will guarantee the need for ongoing adjustment of the sector."

For more details head to our Events Page

Leading in the New Normal

Our world has changed and continues to do so at an unprecedented speed.  The New Normal is raw and uncertain, full of opportunities and very real challenges given 85% of people in leadership roles destroy or fail to create value.

While these are staggering statistics, many indicators highlight the need for a new generation of leaders who have the skill and confidence to navigate increasing complexity, unexpected system shocks and the large-scale change that is shaping our current and future prosperity.

So what of the 15% who see the world differently?  We call them Catalysts.

Catalysts transform how we think, work and live.  They’re hard to find – typically because they don’t know how unusual and extraordinary they are in catalysing change and creating value.  There will be Catalysts in the audience, along with those who have the potential to be one!

Julie will share her experience of searching for Catalysts, developing and connecting them and their shared commitment to tackle the big issues and opportunities that will determine the success of our companies, industries and Nation.

For more details head to our Events Page 

Moir Group " Emerging Leaders" Series with Vincent Lloyd, CFO of  Hoyts Group by Trisha Roberts, Business Manager, Moir Group  

This month Moir Group were delighted to introduce Vincent Lloyd in a Q&A style presentation as part of our "Emerging Leaders" series.  Vincent has kindly spoken at several of our previous events over the years, however this was an opportunity for the audience to be more involved in the discussion.

Vincent is the current CFO of Hoyts Group, and candidly shared his career from his KPMG days through to today.  He offered insights into a potential path for emerging CFOs, and shared his own experiences in an open manner.  After spending 3 years with KPMG in their assurance and consulting practices, he joined Hoyts as an Accountant and worked with 3 different CFOs in 4 years.  By utilising some very interesting approaches to career development, he was recognised for his contribution and offered the CFO role at just 29 years of age. 

Some of the highlights of the discussion outline Vincent’s approach to creating opportunities for leadership:

• Partner decision makers – give them the information they need to “make them look good”. They will want you to attend meetings with key stakeholders.
• Manage up – take each opportunity to provide information to senior management as a chance to demonstrate your knowledge of, and value to, the organisation.
• Work ethic – work hard, and be prepared to give up personal time to get the job done properly.
• Be proactive – stand out by challenging the status quo – reporting is a great way to do this.
• Be helpful – the key here is to have no ulterior motive.  It makes people want to work with you.
• Passion – always exude passion for the business, people will notice how much you care.
• Luck – there are sometimes “sliding doors” moments where opportunities are presented to you at the right time.

With Hoyts originally being owned by listed company , through to ownership by private equity business, and more recently having been sold to a Chinese group, Vincent shared his views on the differences working in these 3 environments from a CFO’s perspective.  He feels that private equity roles are great opportunities for CFOs to have greater involvement in the business from a strategic perspective, even more so than a listed environment. Vincent shared not only his personal career path, but his continued passion for Hoyts Group.

We thank him for his energy and time, as well as those who attended. For details on our upcoming Moir Group events, please visit our Event Page, and please like us on Facebook and Twitter or follow our company page on LinkedIn.