Blog Archives

Not In My Workplace!

Posted on December 14, 2018 by Anita Ziemer — No Comments ↓

With responsibility for three major zoos, 5000 animals, 2.5 million visitors annually and 600 permanent and casual employees, you might think that Jenny Gray, the CEO of Zoos Victoria and the current President of WAZA (World Association of Zoos and Aquariums), has enough on her plate.

Instead, as a leader with a PhD in ethics, she’s unstitched the silver lining of the Harvey Weinstein disaster and galvanised a group leading Australian CEOs to turn a negative into a positive. Whilst most of us have been appalled and many have shared personal stories of workplace harassment, Jenny Gray is one of the CEOs, Senior Executives, Chairs and Board Directors from across private, not-for-profit and public sectors making a stand to bring about change. The result? notinmyworkplace.org

You can join Not In My Workplace and you can also be part of the conversation and action plan at the first major summit taking place next February.

The Not In My Workplace SUMMIT. What’s it all about?

The plan for this high impact, highly affordable summit on February 21st, 2019 is to move from awareness to action. In one afternoon from 12:00 noon – 5:30pm at the Melbourne Convention & Exhibition Centre influential leaders and dynamic thinkers will talk about the extent and impact of sexual harassment in the workplace.

The aim is to have 1000 people together at a point in time, all who want to make a difference. And it’s clear from the stated outcomes for the summit, that the plans for the Summit are real and achievable:

  • A focus on creating actions to generate behaviours that will mobilise change as a business and as employees
  • Producing toolkits that will provide pathways for businesses and victims to seek help in a constructive manner
  • Creating a culture of empowerment
  • Developing behaviours in a business where sexual harassment prevention and support is part of the culture of a business
  • Providing real life examples of change where action plans and walk-away tools are offered

Individual booking

Please share the invitation below with your network. NIMW is very grateful to their early sponsors the Victorian Government and Public Transport Victoria.

Group booking

You can also book for a group. What a great way to start the discussions about sexual harassment in your own organisation! At only $100 per delegate, this is probably the best value Professional Development you will be able to offer your leadership team. (Not in My Workplace is incorporated under the Incorporated Associations Act in September 2018 and you are invited to join and take part in the networking, workshops and events.)

At Slade Group and the Interchange Bench we have zero tolerance for sexual harassment and continually build on our respectful culture for all employees, candidates and clients. But we can do more. By sharing this blog more people can be part of the action oriented major summit taking place next February.

What have you done in your world @work to stamp out sexual harassment?

 

Invitation: Not In My Workplace

 

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Posted in Slade Executive, The Interchange Bench, The world @work

Experience – your gift to give.

Posted on December 5, 2018 by Kelly Stubbs — No Comments ↓

A couple of times lately, younger professional women have come to seek my advice on some situations they’ve found themselves in in their work life… Anything from discussing appropriate work wear, or how to handle a tough conversation with a client or colleague, correct ways to entertain clients and how to be confident. And believe it or not, just plain feeling comfortable ‘being themselves’ in a business setting rather than ‘being an exemplar businesswoman’.

It got me thinking about the times when I went to my more experienced peers seeking advice (and I still do), and the positive impact of those conversations on me and how they shaped my career decisions.

The truth is, I feel really honoured to be a person that other women trust. Whether it’s to discuss a situation and seek my advice (somewhere along the track I may have experienced something similar or I am familiar with the circumstances) or to see how I would handle a situation. I help them make up their own mind about how to tackle it, and in most instances they just need a sounding board.

Experience in business, and the confidence that you gain as you encounter different situations, comes with time. Dealing with those difficult meetings, standing your ground on a decision, knowing when to negotiate and even knowing when to walk away from a deal, all come with time.

As a recruiter, I see many candidates who are starting out in their career and have aspirations of taking over the world – their enthusiasm for their work is palpable!  It’s something I find quite inspiring and probably something that makes me enjoy working with people daily.

I think those of us with experiences over time have a responsibility to guide and mentor others who are starting their professional life or making a change in their career. When the going gets tough and someone less experienced doesn’t know how to handle a situation, it’s up to us to listen. We should take time out to talk with them about how to handle that situation, so that once resolved, they can add it to their collection of experiences, to one day pass on with their experience gained with time.

Are you part of a mentoring program or have you benefited from being mentored at any stage of your career? What advice would you give to other professionals who are just starting out or are new to the industry in your world @work?

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Posted in Slade Executive, The world @work

Money can’t buy you happiness, but flexible working can.

Posted on November 30, 2018 by Luke Clarke — No Comments ↓

Flexibility now ranks top amongst what’s important to employees (even more than pay), but what does it mean in practice?

Flexible working arrangements can come in many forms. For some people being flexible will mean compressing a five day week into four days; for others it will just be having a long lunch break to fit in a gym session. For many it is just being trusted to get the job done in the timeframe required, no matter where or when you do so. Trust people to do their job and more often than not, they will repay by putting in greater effort whilst working.

For employers, the tangible benefits of workplace flexibility include: reduction in absenteeism, increase in employee morale, higher engagement, greater commitment and improved retention. In fact over 55% of millennials are expected to stay more than five years when given more flexibility at work [Deloitte Millennials Survey]. However there are downsides to promoting some aspects of flexibility, such as working from home. When people are not present in the office it can impact the social aspect of working face-to-face in a team. Despite our connected business world, working remotely online can lead to disconnection or even loneliness. Roles that require regular open and collaborative communication can also be frustrated by flexible working.  A lot of managers report finding it hard to adapt to managing people who they can’t see, which means we still need to work on addressing those concerns.

On the upside, allowing employees to work flexibly can have a massive impact on people’s health. Stress is well-known to be one of the biggest causes of illness, leading to a number of other physical health related problems. For those of us who never seem to have personal time, flexible working hours reduce the stress caused by other pressures in life, allowing us to adapt our schedules to accommodate commitments such as family, sports activities, other hobbies and interests or just get a few chores done. It further relieves pressure on transport infrastructure, saving commuting time, which has environmental and health benefits for those travelling as well.

A major downside to flexible working is that it doesn’t suit everyone, nor every job. Flexible working doesn’t work for people who can’t motivate themselves; some people need supervision to get on with the job. With flexibility comes responsibility, so while there’s no harm in putting on a load of washing while you work, other distractions (your phone, social media, online shopping, what’s going on outside…) are still present. Some managers are still beholden to presenteeism, so if you’re not seen, you may be overlooked to contribute on interesting projects or miss out on career development opportunities.

I understand that flexible working isn’t for everyone and some jobs just aren’t that flexible. But I do think that the advantages outweigh the disadvantages and more people should be given flexible working opportunities. Would anyone begrudge that spending a few more hours each week with their families and friends, enjoying hobbies, reading, exercising and travelling wouldn’t have a positive impact on their professional life? To varying degrees it’s already happening in some industries. It’s up to us to make it work.

 

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Posted in Slade Executive, The world @work

Perception versus reality

Posted on November 11, 2018 by Owen Weatherley — No Comments ↓

Making the decision to change direction mid-career is not easy.

I spent over a decade in the construction industry, first as a draftsperson, later as a market analyst, working in both Australia and the UK. While for a time the data nerd/maths geek in me enjoyed analysing the dynamics of supply and demand on materials and labour costs across the industry, I found I was becoming more interested in the people and organisations bringing projects to market.

After months of deliberation (and procrastination), I realised further study was the only viable option to take me where I wanted to go in the long-term. I enrolled in a postgraduate Diploma of Psychology with the intention of pursuing it through to a Masters.

Earlier this year, with the majority of my first degree completed, I made the move back home to Melbourne from London. Looking for a role that would leverage my industry knowledge and complement my ongoing studies, an opportunity presented itself… enter Slade Group.

My preconception of the recruitment industry was of pushy twenty-somethings cold-calling businesses in a frantic effort to meet daily sales quotas. Presumably little thought was given to understanding candidates’ personalities and motivations, nor the cultures of the businesses recruiters represented. It seemed to me the odds of landing on a considered, collaborative process, let alone matching the right candidate with the right role, were similar to spinning zero in roulette.

After carefully researching the role, I admit I still had a degree of trepidation when I decided to take on a consulting role. My perception of recruiters had changed, but the reality once I was in the job was even further from those first thoughts.

So, what’s it really like being a recruiter?

Sure, as with all professional services, business development is part of the process of managing a client portfolio. However, calling potential hiring managers with the intent to set-up a face to face discussion is not a pointless numbers game; meeting with employer clients allows us to develop a deeper understanding of their organisation, its vision and mission, and the type of people who are suited to the culture. Typically I have found employers appreciate a consultative approach – the depth of my inquiry to gain a sound understanding of their needs is authentic.

I’ve worked with great companies who are involved in some exciting projects, particularly during the current construction and infrastructure boom in Victoria. And I’ve connected with some highly talented people who will remain in my professional network.

As I return to full-time study to complete the last chapter of the qualifications I mentioned earlier, I’ll be able to apply the practical knowledge I’ve gained in the recruitment business. When it’s my time as a hiring manager, I’ll have a greater appreciation for the tangible benefits that top talent are seeking in a prospective employer (flexibility, a positive culture, development opportunities…). I will also be attuned to some of the prerequisites that can ease frustrations on both side – a well thought through job description, clear strategic hiring objectives and a thorough briefing from the organisation.

What have you learned through experience that has changed your perception about an industry or a particular role?

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Posted in Slade Executive, The world @work

Work ethic and the M word

Posted on November 1, 2018 by Kate Beaumont — No Comments ↓

Over the years as an HR professional I have seen several generations at work. Putting people in boxes goes against the grain with me – most workers defy categorisation, let me tell you!

So when people start talking about Boomers and Xers, Ys and Zs (or broadly Millennials, if you’re trying to capture those at the end of the alphabet) as clearly defined cohorts, I’m naturally suspicious. We’ve been battling the unfair assumption that those new to the workforce expect the world or don’t seem to be aware they have to earn their stripes for millennia. I have always been someone to give credit where credit is due, so I wanted to share a couple of feel-good stories to counter those stereotypes.

The chicken or the egg

Life for graduates is certainly not easy. With the number of students in higher education in Australia on the up and up, more and more are graduating, and those with similar qualifications are often finding themselves vying for the same positions. Many companies prefer to hire someone with experience, but how do you get experience if no one is willing to give you a job to get it? Sometimes it takes a little bit of creative thinking, so I’m always happy when I see graduates really taking ownership of their careers by thinking about different ways they can gain experience.

Recently I was speaking to a graduate who was desperately trying to find work to get started in their career. Like many others, they were having trouble getting a foot in the door. What about volunteering? they asked me. What a great idea! I said. Because I work with a number of Not-for-Profit organisations, I was even able to find them volunteer work in their field of expertise (IT). This graduate is now gaining valuable on-the-job experience in their field while giving back to the community. And who knows, in recruitment we often see candidates in temporary roles offered a permanent position.

Going the extra mile, or the long commute

A former colleague of mine asked me if they could introduce me to a talented HR graduate, even if it was just for a coffee and a chat. I was more than willing to do this, as you never know who you could meet. I found her to be a bright and ambitious candidate, willing to try anything to get a break. While she was impressive, I didn’t have any suitable positions I could help her with at the time.

As is often the case, a few weeks later I was speaking to a client who needed HR administration support. I arranged an interview for the candidate. The outcome – she was offered a job with the company. It sounds easy and perhaps a bit too good to be true, but when I informed the candidate that one of the details about the role was that it would be over an hour drive each way, she did not flinch. I admire that dedication. She has stuck with the company despite a long commute, which has obviously paid off – she loves her new job!

A positive work ethic means different things to different people. The next time you hear someone go off on a negative my generation vs your generation rant, don’t be afraid to challenge their perception. I’d love to hear about some of the creative approaches you have seen from jobseekers and employers to meeting current challenges in the world @work.

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Posted in Slade Executive

References – pathways to gold

Posted on October 18, 2018 by Kylie Rutherfoord — No Comments ↓

What’s been debated, outsourced, digitalised and recorded… but in the end come full circle?

Yes, the answer is those essential in depth candidate Reference Checks that have stood the test of time.

Talking with my colleagues and clients, we all agree they form part of the recruitment process that demands more than a nod and a tick for due diligence. Thorough reference checking is due diligence and meets some tick the box compliance needs, but more than that, it’s a gold plated step on the path to finding out more about a candidate, such as areas for development once on-boarded with your organisation.

Here are my 3 ‘Insider Tips’ as a seasoned ‘Referencer’:

  1. Asking for references from your candidate
    Do it at the start of the recruitment process – it will give you an indication of how serious the candidate is about the position. At interview I cross-check to verify the referee names and ensure that those provided are direct managers – if not, I’ll ask why.  If a candidate is hesitant to provide referee details, it could be a red flag. Without referees there’s also a high possibility the candidate will withdraw from the process.

  2. Ask for the referees you want, not the friendliest manager/colleague they want to give
    Don’t settle just for first named referees as candidates tend to provide referees who they know will say good things about them. Obtaining in-depth information is important and can be challenging so make sure you ask to reference them with their last manager, not their last ‘friend’ at work.

  3.  Conducting the reference check
    Ideally I conduct reference checks over the phone or even face-to-face. At Slade we give referees the opportunity to provide detailed information, as opposed to collecting graded responses (yes, no, good, ok etc. don’t tell us very much). It’s important the referee isn’t rushed and is able to talk about the candidate at length. This conversation often takes 15 – 30minutes and you’ll be looking to confirm and complement the information gleaned from earlier candidate interviews.

References are an ideal time to get clarification on any question marks about a candidate. In addition to standard reference questions about past performance, we gather insight into how best to induct the new employee into the organisation, as well as key areas of focus when managing the new hire.

I’ll ask follow-up and probing questions to uncover the full story, counter any bias, and provide all the information to make the best hiring decision possible.

References are a gift, not a bore!

What have you learned from reference checking? Have you changed your approach to references recently?

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Posted in Slade Executive, The world @work

Call out for a call back!

Posted on October 8, 2018 by Kelly Stubbs — No Comments ↓

Something I learned a number of years ago… always follow through with what you say you are going to do in business. Close out the deal, finish the process, you get the drift. If you say you are going to do something, then do it. If something is going to stop you from delivering on your promise, then face up to it, and come up with a solution.

In recruitment, sometimes we hear people say that recruiters don’t call them back when they have applied for a job. I understand this happens, and I’d like to think our processes are strong enough at Slade Group, that it is not a frequent occurrence with our candidates.

Whether it be an email to say that, unfortunately, you have been unsuccessful with your online application or a phone call to provide feedback after you have interviewed with a prospective employer, it’s the least we can do to be honest with candidates. It’s also the least we want to give – we often provide career advice, referrals to other employment opportunities and build lasting relationships with candidates who in turn become clients over the years. Slade Group is also an ISO 9001 Quality Accredited executive recruitment firm, our reputation with our customers (both clients and candidates) is on the line, so we really do want to get back to you.

For good measure, I always ask every candidate I have met to ensure that they keep in touch with me as well, within a timeframe we have agreed.

It makes sense in business (in fact any relationship) that you’re likely to be more successful if you endeavour to build rapport with the people you are dealing with. For a candidate, the recruitment process typically means taking a big step in their career. For the organisations we represent, there is an element of risk to taking on a new employee and we do our utmost to ensure the candidate we refer is the right fit.

So it’s a little puzzling when, well into negotiations with a candidate, I have put forward a great offer from the company I am representing and then there is… silence, crickets! You begin to wonder what has happened?

Giving the elusive candidate the benefit of the doubt (maybe they are sick or maybe they are caught up in a meeting?) it’s OK to excuse a couple of hours. However, if the candidate is a person who is usually on top of returning calls it can certainly be disconcerting.

Recruitment can be like dating, sitting around waiting for someone to call you… after a while you get the drift, and you know they aren’t going to call. You have most likely experienced it or may have even done it yourself. (Why don’t they call???)

If you are dealing with a recruiter who has put you forward for a role and being a highly sought after talented individual, you receive an offer, I encourage you to act with integrity and finish the process. Talk to your consultant about why you have reservations about taking the role. A good recruiter will listen, see if there is something they can do to help, and if not you can still walk away. Leave a good impression, be professional, finish the process. Regardless of the outcome. It’s polite, courteous and the very least you could do.

 

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Posted in Slade Executive

The agony and the ecstasy

Posted on September 26, 2018 by Laurie Serafini — No Comments ↓

It’s the last week in September – one of the most eagerly awaited weeks in the Australian sports calendar… AFL finals fever is palpable! Recently Slade Group and the Interchange Bench were fortunate enough to get our own Aussie Rules footy fix, hosting well-known football journalist Caroline Wilson, CEO of Geelong Football Club, Brian Cook and Marc Murphy, Captain of Carlton FC at our annual Footy Lunch.

Our panel (with me as MC) rapidly covered off: Who can beat Richmond this year? (Collingwood); Can the West Coast Eagles win at the MCG? (I think so); How long will it take Carlton FC to make the final eight? (About 3-4 years!); And why are players leaving the Suns? (Global warming??)

Seriously though, what was most interesting about our panel discussion was Marc Murphy’s take on the current state of player welfare.

Back in the 80s, when I was playing, the big question was how do we get into Chasers nightclub and the Underground (without queuing, and a drink card would be nice too, thanks)? Innocent times in comparison.

Seriously though, Marc got everyone’s attention when he identified health and wellbeing as the top issue facing current AFL players. As someone who works in the people capital business, I was really interested.  Let’s talk about them here:

Mental Health

This is a massive issue, so much so that the AFL Players Association (AFLPA) has established a specialised in house Mental Health and Wellbeing team to provide counselling to current and past players. Statistics from the Australian Institute of Health and Welfare reveal that up to one in five Australians will experience a mental illness in their lifetime – AFL players are no different.

Stress

All of us have work pressures – present stressors that can lead to mental health issues. However as AFLPA Head of Mental Health and Wellbeing Brent Hedley wrote, the current stressors for players include: performance anxiety, public scrutiny, media attention, injury and being away from the family. The public spotlight simply magnifies these stressors.

General Health and Wellbeing

Other common health issues amongst AFL players may include: depression, anxiety, drug and alcohol problems, eating disorders and gambling, side effects from injuries such as concussion, not to mention a whole range of other physical injuries related to contact sport. They may appear to be super human on the field, but often spend more time off field recovering.

Social Media

Social media can be a frenemy, especially for high profile footballers. Hedley’s advice is “Social media can be a confronting environment for players and cause significant stress, but it can also be one that gives players a chance to express themselves and show their human side.” This highlights the importance for players in having a strong network away from their sporting identities, which can support them when football is causing them stress.

Our Footy Lunch was a great event – we even picked a winner for Saturday (that’s right, your tip’s the one)! Yet Marc’s comments really hit a nerve with me. Footy players are like you and me (well, perhaps a bit more like me)… They win, they lose, they struggle, they laugh and they cry. The major difference is for a sports star, it’s all played out on an open stage for everyone to see. Players need help in the workplace from time to time, just like us. I think it’s great to see through the AFLPA that they’re getting it.

How do you manage stress and other pressures in your workplace? What are some of the strategies you have used to help improve the health and wellbeing of others @work?

 

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Posted in Slade Executive