recruting

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.

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.

 

How To Prepare For Your Performance Review

Performance reviews are an essential part of career growth and development. Prior preparation is the best way for you to get the most benefit from your performance review, and ensure you put your best foot forward, towards a successful future. The following are three easy steps you can take to properly prepare for your review.

 

1. Create a foundation


Start by going back to the basics of what the role responsibilities and performance requirements as detailed in the Position Description (PD). Using that information as a foundation, create a list of all your responsibilities, achievements, strengths and weaknesses. By reviewing your own performance and being straightforward about your strengths and growth opportunities, you will earn the respect of your manager and as a bonus feel more composed during the performance review.

 

2. Prepare for growth


It is important to understand that you will receive both positive feedback and constructive criticisms on areas for growth. How you handle both can have profound impacts on your career development. Especially when your manager has highlighted some areas for improvement, it is important to engage positively and seek assistance on how you may be able to improve your performance to meet the job requirements. The most important thing to do is to listen carefully to the feedback and if there are any uncertain areas, ask your manager for some examples to help you understand how you can improve. The more readily you can receive and respond positively to constructive criticism, the faster you can progress your career.

 

3. Plan for the future


Ultimately a performance review is to help you improve your skills and develop your expertise so that you can advance your career through improved performance and contribution to the company. Be prepared to talk to your manager about what can be improved and be honest about your current skill set. This is a great opportunity to set shared goals and expectations with your employer so you both have a clear picture of the year ahead. 

Think about how you can increase the value of your contribution to the company such as improved work processes, attracting new clients, new training and development opportunities that will help you and the company achieve their goals.

Overall, a performance review is a great learning experience about your capabilities and how you can improve and grow your career for the future.