Industry Advice

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.

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 

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.

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.

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.