The Brand Concept

Social age strategies to know.

Whether you’re a new business owner, seasoned marketing professional or CEO we can all agree that you can never underestimate the power of your marketing and branding strategy! Branding is all about strategy and marketing is pure tact.

When building your brand, it’s good to know the importance of branding. Your brand builds loyal customers, clients and employees. It provides your business with a structure. It’s so much more than just colours and logo design; it’s about the values of what your business represents. This provides your potential customers and clients with a secure understanding of what your brand is about and with so many options out there you need to build trust through your branding.

If people believe they share values with a company, they will stay loyal to the brand.” – Howard Schultz

In addition to your branding is your marketing. Strategy (branding) and marketing (tactic) go hand in hand, marketing is everything from website, social media profiles, images and advertisements. All these elements should cohesively reflect the brand message. Some things to keep in mind when marketing your brand…

Does your marketing appeal to your brands target audience?

When it comes to your brands values, does this come across in your marketing?

Marketing allows you to promote your brand by engaging and reaching people online and in your community. The purpose of marketing is to stay at the fore front of your audience minds that will eventually lead to business and sales. Great marketing creates an emotional reaction and is the reason one trusts and believes in your business, this belief is the reason a client or customer then becomes an advocate.  Social media allows you to engage with your community, social media is your online community. Engage with your followers, share peer posts and follow people that relate to your business.

Your marketing and branding will take time; you won’t see the result over night, like most things if you plan, nurture and build your brand you will see your community grow in time!

 

About the Author –  Nicharla Malouf, Marketing Coordinator at PKL Recruitment. Nicharla has worked with PKL for nearly two years, initially starting as Office Manager. Her previous experiences in fashion, production and design lead her to her current career in marketing where she combines her creativity with a systematic approach when it comes to PKL marketing strategies. Contact Nicharla directly at nicharla.malouf@pkl.com.au or at LinkedIn.

Appreciation Power

A little appreciation goes a long way!

The power of appreciation! It’s amazing what a ‘thank you’ can do. When you think about it we all like to be recognised for our hard work. Did you know that recognition can increase productivity, workplace culture, team morale and retention rates? Here are some reasons to celebrate employee achievements.

“A person who feels appreciated will always do more than what is expected.” ~ Author Unknown

A happy workplace = Healthy Culture

When everyone supports and challenges each other to achieve a common goal, this increases workplace culture and teamwork. Everyone needs to adopt a ‘we’re all in this together’ attitude.

Increased Productivity

Appreciation encourages others to go above and beyond what’s expected, simply because their colleague’s hard-work was acknowledged.

Recognition = Retention

Positive feedback increases retention rates; Statistics show many people choose recognition over monetary rewards. In an article by Psychology Today

88% found praise from managers very or extremely motivating”

Increase engagement. Reward dedication

Adding an incentive such as a rewards program will assist with engagement and quickly see who’s willing to go above and beyond to achieve desired targets. I find setting individual targets to be fair, you don’t want to make the goal too unobtainable.

 

Work harder + achieve targets + get rewarded = Results. Simple as that!

 

About The Author – Justin Culhane

In 2015, Justin joined PKL Recruitment as the Melbourne Team Leader for Business Support. Justin is dedicated to building a strong and collaborative team environment that achieves targets and is passionate about recruitment and the PKL Recruitment brand. His is experienced in sales and business development and thrives on managing a motivated, intelligent and engaged team. Contact Justin directly on justin.culhane@pkl.com.au or on LinkedIn.  

Winter Networking Do’s and Don’ts

It’s not what you know, it’s who you know!

The importance of networking, there is a science to effective networking, making polite conversation is just one aspect of creating successful and long-lasting key business contacts. As the old saying goes “It’s not what you know, it’s who you know.” Some of this is true, you do need knowledge in the field you’re working or looking to work in. However, it’s the network you have around you that can help elevate you, in the career you desire.

It’s normal to feel a little intimidated, especially if there are contacts in the room you would like to impress. Understanding networking etiquette is essential to your future career success. Below I have listed my top Do’s (and Don’ts) that will help you to leave a lasting impression with anyone you meet.

Do                                                                       

  1. Introduce yourself and others                                
  2. Remember Names                                                
  3. Prepare your Elevator Pitch                                  
  4. Get out there
  5. Connect on LinkedIn  
  6. Listen and make mental notes
  7. Follow up the next day with a polite email

Don’t

  1. Focus on one person
  2. Get Drunk
  3. Boast and rattle on
  4. Be Shy
  5. Not connect on LinkedIn
  6. Interrupt
  7. Forget to follow up

It doesn’t end there! You have to follow up with your contacts and nurture the relationships, to make it worthwhile… Don’t expect to reap the rewards straight away; what do you have to offer your contact in return? Maybe it’s a brilliant idea, a business partnership or a unique skill. So what are you waiting for, get out there!

About the Author – Rachel Stefanovski 
Rachel Stefanovski is the General Manager of PKL Recruitment, leading the NSW and VIC state offices. Rachel takes great satisfaction in setting a strong and motivated team culture through engaging with intelligent and driven recruitment consultants. Contact Rachel directly via LinkedIn or rachel.stefanovski@pkl.com.au 

The Second Interview

Congratulations you’ve made it through to round two of interviews. Now what!?

You had a great first interview, found out more about the role and now you really, really want this job! It can be both daunting and exciting going for your second interview, so how do you nail it and leave a lasting impression?

Preparation is key, do your homework. Find out as much as you can about the company or industry you’re entering into. Check out the company’s press page for the latest company updates. Also have a look at your interviewees LinkedIn page, this is the best way to breeze through a second interview.

Practice makes perfect, get a friend to ask you likely interview questions and practice your answers. Preparing in advance will help calm the nerves and keep you feeling confident throughout the interview process.

You’ll be amazed at how a firm handshake and eye contact can leave a good impression. Small things like standing up to greet your interviewer, remembering their name and thanking them at the end for their time goes a long way.

The second interview is an opportunity to analyse if this role is suited to you. Have some questions ready. Assess and see if you think you’ll like your potential colleagues, managers or the culture? Are there any red flags?

After all, this is an opportunity for potential employer and employee to get insight on what working together would look like.

About the Author –               

Ryan Wilson joined the PKL Melbourne team and manages a permanent desk. Specialising in Contact Centre, Sales and Customer Service based roles. He would be happy to discuss any opportunities with you and is always happy to hear from sales superstars. Contact Ryan directly on ryan.wilson@pkl.com.au or on LinkedIn.

Aim For Workplace Value

“Strive not for success. But rather to be of value” Albert Einstein

Being an integral part of your company is so important, as is achieving your goals. Success follows when you demonstrate value in your role. Value is the relevant worth or importance you can give to your work and others. You may have a specific skill that is unique to your role which is highly regarded in the team.

So why aim for Value?

The significance of value; value serves others as well as self; you are motivated to see others achieve as well as yourself. As a person of value, you aim for long-term growth for the organisation and enjoy being part of a team. You remain dedicated to being an asset to your workplace through your talents and strive for valuable contribution. Having the right attitude and being a team-player are attributes that leaders look for in prospective candidates. Knowing you have the right attitude to fit into new work environments easily by being a team player as well as striving for long-term growth in your career.

Pursue a profession that suits your gifts, before chasing recognition or wealth. In the long run, you’ll enjoy being at work and achieve success by default… Because you love what you do!

If you’re not currently in a role or seeking a career that suits your talents, get in contact with us today!

About The Author – Justin Culhane

In 2015, Justin joined PKL Recruitment as the Melbourne Team Leader for Business Support. Justin is dedicated to building a strong and collaborative team environment that achieves targets and is passionate about recruitment and the PKL Recruitment brand. His is experienced in sales and business development and thrives on managing a motivated, intelligent and engaged team. Contact Justin directly on justin.culhane@pkl.com.au or on LinkedIn.  

Love It Or Leave It

Do you really love what you do?

Do you wake up on a Monday morning excited for the work week ahead and ready for new opportunities?

Is your job challenging and rewarding?

If you answered yes, that’s great! You are part of the small percentage of people who love what they do. These people have found the perfect role that satisfies their professional, financial and personal aspirations.

If you answered no, your journey starts now. The start of the year is the perfect time to reflect on your current job and what you need to love your job. This may be a career change.

We spend most of our time at work, so it’s worth investing the time to determine what your ‘perfect’ jobs looks like and plan strategies on how you are going to get there. The first step in finding your perfect job is describing what you love. Prepare a list of your natural abilities and interests and reflect on why you actually enjoy these activities as this will help you identify potential new careers.

It is important to remember that your opportunities are endless. In a modern and digital economy, there are limitless opportunities for training and development if you need to enhance your skills to reach your goals. Enrol in courses or apply for internship positions to gain experience and an understanding of a new industry.

Once you have determined your skills and interests, it’s time to match these to new opportunities. If you are interested in people and are good at communicating with others, then maybe office administration or support is a great stepping-stone into a new career.

Before you start applying for roles that may just be your ‘perfect’ job, speak with experienced recruiters, such as PKL Recruitment, who specialise in the industry you are considering. They will provide you with industry information, advice on key skills and attributes and identify any available roles.

The next step is the job application process involves working with your recruiter to customise your resume for potential employers, preparing and attending interviews and starting in your new job. For more advice on the job application process, visit our blog.

About The Author – Justin Culhane

In 2015, Justin joined PKL Recruitment as the Melbourne Team Leader for Business Support. Justin is dedicated to building a strong and collaborative team environment that achieves targets and is passionate about recruitment and the PKL Recruitment brand. His is experienced in sales and business development and thrives on managing a motivated, intelligent and engaged team. Contact Justin directly on justin.culhane@pkl.com.au or on LinkedIn.  

Top 5 Tips On Attracting The Right Talent Through Effective Employer Branding

 

  • Have you profiled your perfect candidates?
  • Are they hard to reach or in demand by your competitors?
  • Do candidates seek you out, or do you need to work hard to attract talent?

You may wish to consider updating your employer brand and value proposition.

Employer brand is the perception your current and potential stakeholders, including prospective employees, hold about your organisation. The external market perception of your organisation brand starts long before they even apply for a role. Your brand is communicated in every aspect of your marketing presence and behaviour, including past employee experience, reputation, social media and community involvement.

Effective employer branding is essentially a free marketing engine that can encourage candidates to want to work for you – or deter them from applying for roles in the first instance. Importantly, effective employer branding will guide prospective candidates decisions when they are negotiating more than one offer.

Our consultant’s share their top 5 tips on leveraging employer branding to attract top talent:

1. Know your target audience

  • Identify and understand your ideal candidate, including their needs and career aspirations.
  • Develop an accurate position description including company culture, specific responsibilities, reward system and other benefits.

2. Communicate your brand values

  • Cultural fit is a key driver of performance, job satisfaction and retention
  • It is important to be really clear about the company culture, values and expectations
  • There is no point in promising flexibility if it is not available
  • Choose your strong points and communicate them often

3. Leverage online presence

  • Develop an effective and engaging online presence on social media including Twitter, Facebook and LinkedIn
  • Showcase your team and locations, especially social events such as birthdays and team outings
  • Be responsive and ensure you respond to comments and posts

4. Improve every touch point

  • Evaluate every brand touch point including website, reviews, publicity, social media, building signage, vehicle livery, uniforms, dress codes etc.
  • Decide if they are fresh, relevant and reflect your values. If not, it may be one single brand touch point that is eroding your employer value proposition.

5. Join groups and get involved with the community

  • Identify which community groups, charity organisations are most likely to be supported by your key candidate targets
  • Make a conscious business decision to support these organisations and aim for involvement and visibility of your brand
  • Linking relevant community involvement with employment is also a key driver of job satisfaction and retention

PKL Recruitment specialises in permanent and temporary recruitment for business administration and office support positions across a wide variety of industries. We can help you find top talent for your organisation. Visit http://www.pkl.com.au/find-staff to start your search today.

Is The First Impression Breakable?

Do you want to make a strong first impression to help you land your dream job?

Did you know that it only takes seven seconds to make a first impression! 

This may sound tough but it’s true. Like it or not, over the years we have been conditioned to unconsciously judge others. This is why when you are meeting for a face-to-face interview with a recruiter or potential employer you should be adequately prepared to take advantage of those seven seconds and position yourself for success and secure a role. 

Before attending an interview with a recruiter to discuss future job opportunities, it is important to consider the following:

1. What you wear

Always dress in professional business attire. This gives us the confidence that you will present appropriately when meeting future employers. 

2. The language you use

Think about what you’re going to say before you say it. Using inappropriate language, speaking negatively about a previous employer or over-sharing personal information does not generally give the right impression. It is great that you may feel comfortable with your interviewer but remember to always stay professional. 

3. What you bring

Bringing a notebook, a copy of your resume or a list of questions shows great initiative and is appreciated by all our recruiters. However, bringing a coffee, a phone charger or placing your phone on the table even if it is on silent is not appropriate and may risk your chances at interview success.

4. What you do

  1. Ensuring that you are arrive 5-10 minutes early or on time is vital! Giving a firm handshake and making eye contact is also important when making a first impression. Arriving late with no apology or explanation, not standing up to shake your interviewers hand and not making eye contact do not give a confident or professional first impression.

Making the right first impression is your opportunity to give yourself the best possible chance at being considered and selected for a position. It is important to remember that recruiters will meet with a number of candidates each week. We always find it refreshing to meet candidates who are on time, prepared, well groomed and communicate well.
By taking these tips into consideration when meeting with a recruiter you will not only present yourself as confident and professional, you will give yourself a real advantage when making a first impression.

PKL Recruitment specialises in permanent, contract and temporary business and office support/administration and call centre roles. 

About the Author
Sandra is a Candidate Manager based in our Sydney office. Sandra is focused on working with talented individuals and placing them into their ideal role. Sandra matches people to roles that will help them develop their skills, grow their career and thrive.

If you’re considering a career change and would like to explore your opportunities, contact Sandra today via LinkedIn or Sandra.Dimech@pkl.com.au.

Top 6 Tips For Employers When Asked For A Pay Increase

Performance reviews are a method to evaluate your most useful team members that help drive business growth and determine what changes can be implemented to increase value. It is beneficial to understand that for employees, performance reviews are a point of progression and as such, you may be approached with requests to increase an employee’s salary.

Staff may be eager to discuss and highlight their contribution, which may merit a pay increase. On the contrary, a staff member may perceive they are contributing significantly however their performance evaluation says otherwise, you may be placed in a difficult position to decline their request. Nevertheless, both scenarios of pay review requests should to be handled effectively to achieve the best outcome. 

We’ve devised 6 useful tips on how to facilitate a performance review with a request for a pay increase. 

1. Acknowledge their courage for asking

This should be the first response to any pay increase request. It is important and respectful to recognise the preparation that went into asking what can be considered a daunting question. The employee is providing you with the chance to retain them before they seek a job elsewhere.

2. Don't reply immediately

Naturally, you will have a preconceived idea that you may or may not be willing to grant a pay increase for a particular employee. However, there may be others involved in the decision process. In that case, avoid saying, “I have to ask my boss” or “Its not up to me” as doing so may undermine your authority. Instead, you can say “I’ll get back to you next week” or “I’ll have an answer for you in a week” which lets the employee feel that they won’t be left hanging for an answer and gives you time to talk to those involved in the decision. Replying with “no” can make the employer feel they are undervalued and not worth considering which could potentially result in high staff turnover. 

3. Ask for more information

A simple “tell me more” indicates you are listening to your employee and provides you with more information to assist in making a decision if the request is plausible. 

4. Consider the employee's contribution and progress

The performance review will reveal the additional value the employee has contributed to the organisation. Since the employee commenced working for the company, they could have dramatically progressed in their role and accepted more responsibility but their salary may not reflect their progress and achievements. 

5. Research market rates

A leveraged business position is not the only competitive forefront. Having competitive remuneration packages can assist in employee retention. Is the company offering competitive salaries or incentives? Conduct research into what your competitors are offering for similar roles. You and the employee may also discover that their skills are in high demand.

6. Devise a goal plan

A goal plan can be implemented to help an employee reach objectives and progress in the business. For example, you may set objectives and targets the employee needs to achieve over a specified time frame before considering a pay increase. Setting goals provides employees with motivation to grow, develop and achieve personal and business success. Ensure the goals are time specific and are clearly communicated.

Requests for pay increases are a natural part of management. Implementing these tips can assist in achieving the best possible outcome for the business and the employee.

PKL Recruitment specialises in business support and call centre recruitment services to grow your organisation through high performing talent. Visit www.pkl.com.au for more information. 

About the Author – Phoebe Lane
Phoebe Lane is the Founder and Managing Director of PKL Recruitment. Phoebe founded PKL Recruitment in 1995 with a vision of creating meaningful differences to the lives of candidates and clients. PKL Recruitment is focused on producing high quality placements that benefit both the candidate and the client. Contact Phoebe today via LinkedIn or phoebe@pkl.com.au.

Can Mums Really Have It All?

Have you been thinking about returning to work?

Is your maternity leave almost over or are the kids getting to the age where full time school is just around the corner?  You’ve decided it’s time to get back into the workforce once again or even for the first time in your career.

The decision to return to work doesn’t have to be stressful. There are workplaces ready to welcome you and discuss flexible working arrangements which can be very exciting!

From one mum to another, here are some pros to returning to work:

Flexibility: part-time and flexible working arrangements can offer the opportunity to balance your professional career and responsibilities at home.

Career continuity: whether you return to work in your previous role, or begin in a new organisation or professional path altogether, flexible working hours offer consistent career development, improving your future career growth opportunities.

Satisfaction: being around adults and having the opportunity to socialise with colleagues and be part of work events and projects will be exciting. Some mums may also feel motivated to be financially independent. Having a steady stream of income will provide a sense of achievement and the ability to plan for the future!

When having the conversation with your manager, remember that doing what’s best for you and your family is important and realising that with forward planning and an open dialogue of expectations with the team, you can have the best of both worlds. 

Are you ready to take the step into a flexible working routine?

About The Author – Lauren Stuckey

Lauren Stuckey, Senior Recruitment Consultant, has been with PKL Recruitment since 2009 and currently managing a temporary desk. Having had two maternity breaks between 2013-2015, she would be happy to discuss how PKL Recruitment have worked to build a flexible working relationship to support her successful work and home life.