career tips

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.  

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.

Time For A Performance Review?

Top tips on performance reviews for career growth and development

Conducting your own personal performance review prior to arranging a meeting with your manager allows you to effectively map out your achievements as well as analyse the areas for improvement. Identifying where you have added value helps your manager see the contribution you have made to the business and assists them in developing appropriate rewards, training and development opportunities.

To assist you in maximising your future growth and development opportunities, here are our top tips on how to conduct a personal performance review:

  • List your achievements – review your personal highlights over the specific time period, including examples where you have exceeded targets, met your key performance indicators and where you have performed above expectations. Remember these must be achievements – not just examples of you doing your job. They should be areas where you have added extra value to the organisation through expanding your role and contribution.
  • Areas for improvement – Prepare a personal SWOT analysis. Assess your strengths, weakness and the areas you see as opportunities for growth. Create personal challenges and targets so that when it is time for your next performance review, you have worked on your weakness and developed your strengths even further.
  • What’s your value? – Analyse how you contribute to your team and the effect you have on others. Teamwork is a key trait of leadership. Do you have a positive influence on your colleagues that creates a productive and engaged environment that leads to results?

Once you have completed your personal performance review, have the confidence to arrange a meeting with your manager to discuss your review, and collaboratively set career targets and performance milestones.

Challenge yourself to progress - is it time for a performance review?

About The Author – Shannon Lippert

As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney. Contact Shannon directly on shannon.lippert@pkl.com.au or on LinkedIn.

How To Create A Positive And Highly Engaged Workplace Culture

Why your EVP is more than just perks and office parties

For many organisations ‘company culture’ is a buzzword, or something promoted by the HR department. Now, according to a 2015 report by Deloitte, it is one of the most common challenges in the world’s workforce, with only 13% of the global workforce identified as being ‘highly engaged’.

Creating an engaged, effective and positive company culture can be challenging, and involves more than just installing a table tennis table, or providing a drinks cart on Friday afternoons or even mirroring the culture and environment of your closest competitor.

Workplace culture incorporates tangible and intangible elements including shared vision and values, teamwork and collaboration, communication and interaction including professional and social.

So, how can you ‘create’ a productive and engaged workplace culture?

Defining your employee value proposition (EVP) examines and documents the key benefits an employee can expect when they work for your organisation. The benefits include attracting higher quality candidates who are likely to perform better and stay longer as their needs are being met and the values are aligned.  

 Here are four simple steps to begin creating your EVP:

1. Listen

This can include surveys, personal conversations or group discussions with the team to understand their needs, expectations, and any areas for improvement. What personal goals, values or aspirations are being met (or not) by the organisation?

2. Reflect

Review and assess the feedback from your team to evaluate how effectively the organisation is meeting their needs. How could the company improve their performance to meet the needs of a changing workforce? What motivates and inspires people to do their best work?

3. Prepare

Your EVP should be a short and succinct statement that incorporates the organisational mission, vision and values. It must clearly articulate the workplace culture and the likely benefits an employee receive. Focus on your organisations competitive points of difference, rather than mimicking the universal claims of every other organisation.

4. Communicate

Publish your EVP in current employee communication and all recruitment and marketing material. This will reinforce the workplace culture to your current team, and ensure your recruitment efforts attract the right candidates, including passive job seekers.

Great company culture is the sum of all the small parts of your organisation, and is important to team engagement, productivity and performance. PKL Recruitment specialises in business support and call centre recruitment for temporary, casual and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit http://pkl.com.au/find-staff for more information on how you can create a successful culture through effective recruitment.

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.

 

A Temporary Hire With Lasting Success

5 good reasons why a temporary hire may be the right decision for your business.

Temporary staff are assisting businesses from every sector to facilitate growth initiatives allowing businesses to flexibly increase their headcount to meet project and seasonal employment demands.

With the holiday season just around the corner, you may require additional support to maintain momentum in your business as you approach the summer months. A temp may just be the solution your business needs.

There are five compelling reasons why you should consider appointing temporary staff:

1. Adaptability

School holidays, major events, and festive season plans can be challenging. You need to ensure your business and customer needs are met while allowing your team the flexibility to attend to family commitments and social events. Temp staff allows your business to continue operating and ensure your staff get the breaks they need.

2. Say "Yes!"

Winning a new project is an exciting time for any business, however also places additional strain and workload on the existing team. Temp staff can be a great solution, allowing your key personnel to focus on the new account and core business with the support of a skilled temp team. 

3. Timing

Recruiting a new permanent employee is a big decision and may take several weeks to identify, appoint and train a new recruit. Appointing a temp means you can have an appropriately qualified and skilled employee on board the same day. A professional recruiter can assist you in defining your needs and sourcing the right talent, so you can focus on your business.

4. Flexibility

Maintaining a fluid and flexible temp roster means you can scale up or down depending on your business needs. A business with a flexible roster of temps is ready for any situation and can quickly cover unplanned absences.

5. Think of the Future

Hiring temps is a great way to maintain high visibility on emerging talent. Companies that have a flexible approach to recruiting temp staff benefit by being able to review individual performance without having to make a permanent hiring decision. When high potential talent is recognised, the employer can extend the appointment as required.

Whether it’s for urgent, seasonal or project-based needs, consider a temporary hire from a trusted recruitment agency – it can be a great move for long-term success.

PKL Recruitment specialises in recruitment solutions for temporary, contract and permanent roles in business support and call centres across a variety of industries. For more information on finding quality temporary staff, please visit www.pkl.com.au/find-staff.

About the Author – Shannon Lippert

As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to one of the most successful recruitment teams in Sydney. Contact Shannon directly on shannon.lippert@pkl.com.au or on LinkedIn.

 

 

Are You Ready To Make The Move?

Top tips on how to make the leap to your dream job.

Successfully managing your career can be challenging. As you progress in your current role, your goals and needs may change or the market may change, impacting your job satisfaction and outlook. Once you have made your mind up that it is time to start looking, the idea of change can be confronting and even a little bit scary.

Although it can be tempting to stay in your comfort zone and not challenge yourself to progress, failing to act when the time is right can adversely affect your career performance and satisfaction.

To assist you in preparing for your career change, ask yourself the following questions:

  •  What has inspired or encouraged you to consider a career change?
  •  Do you have the necessary skills to be successful in your desired career?
  •  Do you need to undertake additional study?
  •  What are you seeking in your next employer?
  •  Are you looking for professional development opportunities, flexibility or career growth?

Once you have answered these questions, it is time to review your CV. An up-to-date resume that highlights your key strengths and ideal role requirements will assist a recruiter or potential employer to match you with suitable roles.

To demonstrate your commitment, it is a good investment to thoroughly research the company and the role and customise your application to ensure your CV matches the key requirements.

It pays to be well prepared for any transition. One of the most effective ways you can do this is by working with a qualified recruitment professional. PKL Recruitment specialises in permanent, temporary and part-time recruitment in business support and call centre roles across all industries.

Are you ready to make your next career move?

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.

Expand Your Search For Application Success!

The benefits of a multi-channel job search!

Job seekers are spoilt for choice with new technology and platforms to assist them in their job search. With the abundance of choices available, many job seekers focus exclusively on online job boards and overlook the benefits of a multi-channel search, which includes connecting with a specialist recruitment agency.

 

What are the benefits of online job boards?


Job boards are a good way to start your job search, giving you the opportunity to review the numerous positions available in the market and allow you to explore your options, preferences and interests. They provide a good baseline for initial research into the market and available opportunities.

 

How can you differentiate yourself in a congested market?


Developing a relationship with a specialist recruitment agency is an effective way to broaden your search by adding another job search avenue. Great recruiters will actively search through their current opportunities to identify suitable roles. Engaging with a recruitment consultant is a powerful way to extend your job search as you have the opportunity to engage on a personal level. It also gives you a chance to review your options and refine your interview skills.

A quality recruitment consultant will stay in contact with you regarding the status of your application. Having a professional recruitment consultant representing you also enhances your value and increases your chances of success in the recruitment process.

Whether you are comfortable in your current role or are seeking exciting new opportunities, our team of professional and reliable recruitment consultants can help you!

PKL Recruitment specialises in permanent, temporary and contract recruitment in business support and call centre roles across all industries.

About the Author – Shannon Lippert
As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney. Contact Shannon directly on shannon.lippert@pkl.com.au or on LinkedIn.

Advice From The Top - How To Build Leadership Culture

Effective leadership is the driving force behind high performing business culture. It is integral to the success of any organisation as it creates empowered teams, who are motivated by responsibility and action. A leadership culture facilitates improved productivity, increased focus on solutions not problems, and dedication to improving individual and organisational performance.

How can you build a leadership culture within your organisation?

1. Set a Clear Company Vision

A clear company vision provides you and your employees clear direction. The vision of the organisation should be embedded into each business activity and be clearly understood by all employees, regardless of their role in the organisation. By clearly communicating the business direction, employees take ownership and responsibility for success.

2. Lead By Example

Teams mirror the behaviours, energy and motivation of their leaders and this filters down through the organisation. The key to leadership is leading by example. Demonstrate your commitment to the business culture and values by displaying the right attributes such as clear direction, high productivity, team empowerment and dedication.

3. Empower your Employees

Leadership is responsibility. One way to further empower your team is to invite them to take on new responsibilities and opportunities. Great leaders, develop future leaders by sharing the responsibility and teaching and coaching others to succeed. Sharing responsibility with your team provides them with new growth opportunities while allowing you to focus on strategy and performance.

4. Support New Thinking and Innovation

Facilitate new thinking and innovation within your organisation. By creating a leadership culture that fosters new ideas and innovation, the net benefit to the organisation can be exponential, impacting on business performance, market position and employee retention.

5. Create a Professional Social Bond with your Employees

Recognition and appreciation of effort and high performance fosters results-driven culture and creates opportunities for high performers to develop their leadership skills. Social activities and incentives are a powerful way to bond teams in an informal setting such as a restaurant or entertainment venue. This allows the team to step out of their corporate persona and express themselves more fully as individuals with their team members.

Social events can reveal hidden leadership talent and also create new and effective bonds between team members, enhancing performance and leadership outcomes.

PKL Recruitment specialises in business support and call centre recruitment for temporary, causal and permanent positions. We can help you succeed in finding the right candidate for your organisation. Visit www.pkl.com.au for more information on how you can create a successful culture through effective recruitment.

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.

 

Is Job-Hopping A Bad Thing?

Can multiple roles in your career history be a positive? 

For a long time, many of us believed that having multiple jobs in a short amount of time was a deterrent for employers. Occasionally job seekers choose to limit their employment history on their resume and in interviews in fear that it signals a flighty and unfocused individual. However, it has recently been suggested that having multiple jobs is in fact a positive marker, as it allows individuals to have full control of their career and showcases flexibility and willingness to learn. 

Diversity in employment history provides great benefits for candidates. When professional recruitment consultants are seeking ‘all-round’ candidates, that have a variety of skills and the ability to learn and adapt quickly to new environments, varied work history may just work in your favour. Most employers are comfortable with candidates having had multiple previous roles, however, the candidate needs to be prepared to explain the circumstances of the job changes and why it was the right career move at the time. 
 
Today active career management is becoming increasingly popular, with LinkedIn data in August 2014 highlighting that on average, an employee remains with a company for ~4 years. The growing trend amongst millennials, people born between 1980 and 2000, has seen nine out of ten millennials stating they expect to stay in a job for less than three years. (Source: http://theundercoverrecruiter.com/job-hopping-generation/).

What are your thoughts on active career management? And how long is it reasonable for an employer to expect a candidate to stay in their role?

About the Author - Shannon
As PKL Recruitment’s New South Wales Branch Manager, Shannon is responsible for both the Temporary and Permanent Divisions. Since joining the PKL Recruitment team in 2013, Shannon has always lead from the front, guiding and growing the Sydney PKL Recruitment Branch to be one of the most successful recruitment teams in Sydney.

Shannon’s success is based on her high ethics, her drive to deliver quality service and her ability to adapt to the ever-changing recruitment industry.