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.

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.

Should I Stay Or Should I Go?

Is it time for a Career Health Check?

Did you know only 20% of people are working in their dream job? 

Are you one of the lucky 20%? If not, it may be time for a career health check!

Assessing your current role is a natural step as you consider your career advancement. It’s important to review your current role and perform a career health check every few years. Start thinking proactively, even if you are not quite ready for the big leap. A simple way to start the process is by researching companies and networking within your industry to increase your exposure to new opportunities.

A career health check doesn’t have to wait. It can be an on-going activity that explores if you are enjoying your work and if your current role is accelerating your career or just paying the bills. 

Key considerations for an effective career health check include: 

• Access to training and new skill development 
• Opportunities for promotion and career advancement 
• Business expansion and associated growth opportunities 
• Industry growth trends and the potential impact of economic fluctuations  

When performing a career health check, you need to be clear about your career aspirations and be willing to make a change if necessary. There is no point in identifying gaps in your current role if you are unwilling to do anything about it. It may also be worthwhile discussing career progression with your employer as they may be willing to invest in your development if they value the contribution you make to the company. 

Whether you are comfortable in your current role or are seeking exciting new opportunities, our team of recruitment consultants can help you! We are dedicated to taking the time to get to you know you – your career aspirations, skills and requirements – to ensure that we can source the right career opportunity for you. Visit http://pkl.com.au/find-a-job to search our current opportunities. 

About the Author – Fleur Mumford
Fleur Mumford in the Victorian State Manager for PKL Recruitment with more than 18 years of recruitment experience. Building a strong, dedicated and fun business culture motivates Fleur, who consistently strives to achieve success.  

For more information about PKL Recruitment and to explore your career opportunities, contact Fleur today via LinkedIn orfleur.mumford@pkl.com.au. 

How To Achieve A Pay Increase By Demonstrating Your Value

• Are you beating your targets and exceeding your manager’s expectations?
• Do you go above and beyond your responsibilities and contribute substantial additional value to the company?

Do you know how to effectively communicate your value to confidently discuss a pay increase with your manager? 

Discussing your value and potential for a pay increase or promotion is a natural step in any career path. As you build your skills and continue to work hard to reach and exceed your performance targets, it may be the perfect time to consider the value you bring to the company and how you can effectively communicate this to ask for pay increase. 

Just because you are doing your job does not mean that you are entitled to a pay increase. It is important to highlight the additional contributions you are making to the organisation and take time to think of your request from a manager’s perspective. What will they need to know to make a considered decision? 

So how can you leverage your accomplishments and value and request a pay increase? 

Here are our top 4 tips on how to prepare for the discussion and communicate your value:

1. Research market rates and industry averages

• Conduct thorough research into the average salary for your position based on your experience level, skills and position description. This will assist you in having an approximate target figure that you would like to work towards. It is important to also consider the business size, current and future growth potential when researching market rates.
• Familiarise yourself with the company procedures. Identify the best person to speak to and the expected achievements and length of service expected prior to the discussion. 

2. Demonstrate your contributions and value

• Develop a list of the goals you have achieved and/or exceeded for the company. This should include how you have effectively contributed to the business goals, key performance targets, projects you have completed or any additional responsibilities such as supervisory role.
• Ensure your goals are measurable and quantifiable. Consider presenting them in a report with graphs and figures to assist your manager in understanding your contribution to the company. Highlight the areas that you excel and also the areas that you know you need to work on. 
• Prepare a list of new performance targets and goals to demonstrate your dedication to growth and development, as well as your focus on entire business performance. 

3. Time your request

• Email the appropriate manager in advance to schedule a meeting regarding a salary and performance discussion. Remain professional throughout the discussion and focus on the fact base, rather than emotions. To be successful you should be willing to negotiate.

4. Stay positive after the meeting

• Regardless of the outcome, remain positive and thank your manager for their time. If the result of the discussion was not what you expected, do not be discouraged. Ask your manager what specific areas you need to develop to prepare yourself for future salary discussions. This demonstrates your focus, attitude and dedication. 

Approaching the discussion with an open mind and a focus on demonstrating your value and accomplishments will put you in the best position to achieve your desired outcome. 

PKL Recruitment specialises in permanent, temporary and call centre recruitment for business administration and office support positions. Visit http://pkl.com.au/find-a-job to start your search today.

About the Author
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.

The Top 3 Benefits Of Temporary Employment

Finding your feet in the current job market can be challenging, however temporary work can provide immediate employment and provide opportunities for the future. Here are three reasons how a temporary role can help build your career and provide great growth opportunities.

1. Flexibility   

One of the most attractive benefits of temping is flexibility. Being able to choose your work hours based on personal preferences means you can maximise your income earning potential while enjoying the benefits of more personal time. You can use your free time to relax, exercise or ramp up your job search. Either way, you are getting the best of both worlds.

2. Experience

Another benefit of being a temporary employee is the opportunity to gain valuable new experiences. Temporary roles have greater flexibility than permanent roles and the opportunity to use and acquire ‘transferable skills’ is generally greater. Temps often have the opportunity to work across different industries, acquire new skills and add new experiences to their resume. 

3. Networking

Finding the right role in the future is as much about who you know as what you know. Developing a broad network across industries, companies and levels of management is one of the most effective ways to build your personal brand. Temping is a great way to quickly establish or build your network. This is especially true for candidates who have just arrived form overseas or moved interstate.

Knowing how to network is a critical skill for any employee and being a temp allows the freedom to move from company to company or across departments whilst making valuable connections. 

Temporary jobs can be a huge career boost providing you make the most of the opportunity. The potential for growth and professional visibility is huge. It is also an excellent entry point into the workforce for people just starting their career. 

If you are interested in exploring this career opportunity to benefit your future prospects, see http://www.pkl.com.au/find-a-job or contact our Sydney agency on (02) 9232 4980 or our Melbourne agency on (03) 9608 0333.

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.