Monthly Archives: December 2019

Why not a New Year Career Resolution!

Taking the next steps to advance your career can be a stressful and lonely experience.

Slade Group is proud to partner with Renata Bernade who has developed ‘Job Hunting Made Simple’, a 7-week online course and group coaching programme that will show you how to plan and advance your career that is intentional, inspiring and fun.

Job Hunting Made Simple was created for people who are:

  • serious about their future career progression, but unsure how to achieve their goals;
  • in-between jobs and not knowing if they’re putting their time and effort into the right strategies.
  • returning to work after an extended break, not knowing how the market will perceive them; and
  • ready to look for new job opportunities, but just can’t find the time or focus to do it!

The program is opening soon and is accepting interest now! Job Hunting Made Simple will start in January 2020 and registrations open on Thursday 19 December. Go to renatabernarde.com/sladegroup or reply to this blog post to request more information.

Towards the end of the programme you’ll be hosted by Slade Group in a networking session, meet your fellow course participants, catch up with your favourite recruiters and receive direct ‘word on the ground’ employer feedback.

We’re delighted to finish our year on a high, and wish you a very happy festive season, and a wonderful New Year.

If you or someone you know would like to start 2020 with refreshed career ambitions please let us know and we’ll put you in touch with Renata Bernade.

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Posted in The world @work

Who you hire today, determines what is possible tomorrow!

Slade Group through its sister company TRANSEARCH International Australia, recently brought Dr John O. Burdett to Melbourne for a series of seminars on topics such as “How to measure culture”, “Tomorrow will be different – Will you?”, and “Why hiring the best candidate may be the biggest recruitment mistake you will ever make”.

On the last topic John says there are 3 undeniable truths about executive hiring – they are:

  1. The continuing lack of top talent is a major impediment to business growth.
  2. Far too few of those who make key selection decisions have been fully trained (or trained at all) in the hiring process.
  3. If you don’t know what you are looking for – only an optimist standing on stilts would believe that they might actually find it.

Considering the business risk involved – some recruitment decisions amount to betting the business – this is no small matter. Even if the hiring decision doesn’t amount to “betting the business” 20x annual salary is a good benchmark for the cost of getting it wrong.

Seven statements that (if any are true) strongly suggest that you need to revisit your approach to talent acquisition.

  1. Although we have a general sense of the culture we are moving towards, a more disciplined approach, e.g., a systematic assessment of where we are and where we need to be, is not something we have access to.
  2. Role-specific leadership competencies do not figure prominently in our hiring process.
  3. We have a job description and develop a specification for the position, but rarely do we build a robust scorecard.
  4. Few of those who make hiring decisions have been trained in conducting the evidence-based interview.
  5. We recognise the importance of the team but, for the most part, lack the tools to unbundle what sort of team we are hiring into.
  6. Rather than validate statements made during the interview, the reference check simply follows up on referees provided by the candidate.
  7. We invest time and effort in executive integration. What we lack is an integration workbook allowing leaders, who are new to the business, to take ownership of their own integration.

Who you hire today, determines what is possible tomorrow!

If you would like to discuss any of the above with me – please give me a call on 03 9235 5100 or email me at gslade@sladegroup.com.au.

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Posted in Uncategorized

5 steps closer to a winning team in 2020

After a fantastic year with a double up from the Tigers and Springboks, I got to thinking about how the business sector builds ‘winning teams’. How do they go about finding and securing their talent, and critically, how do they decide whether new employees will be a positive addition to the overall team dynamic?

We all know how quickly one bad apple can ruin the entire barrel…

For most businesses, their people (or human capital) represent a significant investment. Therefore, considering both the cost and non-financial impact of a poor hire, it always intrigues me that a lot of business leaders still don’t perceive value in a solid and robust search process.

If you look ahead at what you envisage your team will look like as you adapt to changing conditions, will you pay credence to talent pooling? Or is your hiring mostly reactionary? The best teams I’ve worked with are constantly looking ahead and assessing their strengths and weaknesses with an eye to plugging the gaps.

Do you try to do your own hiring to save the cost of a recruitment fee? Even if you have an outstanding internal recruitment team, there will be instances where the pure breadth of their focus may mean a lack of exposure to a particular talent stream.

There is no doubt that the war for truly exceptional talent is increasing, and I believe that more than ever, hiring managers are starting to realise the value of a search partner with proven results in their sector. I am consistently finding that more organisations and internal recruitment teams are aligning themselves with a trusted and proven search partner – not for every role, but certainly where they want to ensure the best results in a highly competitive and skill short sector.

With all of this in mind, the real issue becomes how to select the right executive recruitment firm for your needs? Here are 5 points to consider when evaluating the right partner:

  1. Legacy – a firm with good history and reputation
  2. Results – a firm that can demonstrate success through past work and client references
  3. Partnership – a team of consultants who not only excel at what they do, but also genuinely have your and your organisation’s best interests in mind
  4. Research capability – there are varying degrees of quality when it comes to research; true research capability involves much more than LinkedIn
  5. Value – a lower fee doesn’t necessarily signify the best value; a thorough process, good consulting, and the best possible hire (and post hire care) will deliver greater returns

It sounds daunting (and it can be), which is why you need to engage the right partner. Nothing beats the feeling and the results of securing an outstanding addition to your business. I look forward to helping you build a high-performance team who will be kicking their goals into the new year and beyond.

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Posted in Accounting & Finance, The world @work