Blog Archives

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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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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There’s an Engineering skills shortage. Here’s one way to solve it.

Posted on September 12, 2018 by Richard Lewith — No Comments ↓

It might not be news to some, but the current shortage in engineering skills is widening. While there have been many reports on this topic, I haven’t seen one that provides an adequate solution to the ever growing problem.

So what’s the answer, introduce more science and mathematics learning at an early stage? This might be easier said than done, as we are also facing a huge shortage of specialist maths and science teachers. Independent sources attribute a range of factors, including the failure to attract new teachers (particularly men) to the profession, imminent retirements and poor retention rates.

Whether it’s teachers or engineers, recruiting highly skilled migrants in Australia is costly.

One option that has worked for me is re-employing retired engineers into positions where they can add significant value.

Recently I organised a successful meeting for a candidate who had left the workforce with a company that had a short to medium-term contract opportunity.

The mutual benefits were clear: the company hired a highly qualified candidate (an engineer with over 40 years of experience in the Civil/Structural Engineering field) at short notice who could resolve their issues within the timeframe; the candidate enjoyed the flexibility of working on a stimulating project without a long-term commitment.

Employing professionals returning to the workforce has the following benefits for your organisation:

  • Fill short-term roles with an experienced candidate quickly
  • Retirees are more likely to consider a short-term opportunity than a candidate who is ultimately seeking permanent full-time work
  • Older employees can pass on valuable sector knowledge and transfer sought after skills to less experienced employees
  • 40 years + in the workforce brings with it well-established industry networks, and can provide introductions and mentoring opportunities for future leaders
  • Depending on skillsets and recent technical knowledge, minimal training or upskilling is typically required

Returning to the workforce also has benefits for retired and semi-retired candidates:

  • Feeling valued through their work by continuing to contribute to innovation, benefit society, and be involved in the business or the broader community Keeping your mind active, which could be beneficial to longevity[1]
  • Financial benefit

Overall, hiring older professionals in any field helps break down the stigma of ageism and reminds people that age should not be a barrier to work performance. In areas such as engineering, where chronic skills shortages have been identified, it makes perfect sense to reemploy when hiring for project-based roles and short to medium-term opportunities in particular. I’d like to see more employers jump on board and give it a go.

Have you employed a retired professional or do you know someone who has recently returned to the workforce after retirement? What was the experience like for both parties?

 

[1] There have been a number of studies to support this. In 2010 paper by economist Susann Rohwedder of RAND and Robert Willis of the University of Michigan (both were at Age Boom Academy). Looking at data from the U.S., England and 11 European countries, they concluded that retirement had a significant negative impact on the cognitive ability of people in their early 60s. They speculate that retirement can lead to a less stimulating daily environment. The researchers also wonder if people nearing retirement are less mentally engaged in their jobs (source Chris Farrell, Next Avenue Contributor).

 

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Invitation to the Future: We’re ready.

Posted on September 5, 2018 by Geoff Slade — No Comments ↓

Last year enough was spoken about my 50 years in business to spur me on for another 50 years.  Thank you to longstanding colleagues, clients, candidates and industry stalwarts who were in touch and recalled our times together. (Eating carnations from the vases on the tables after a big boozy dinner  in the 1980s was one I’d forgotten, but the year we hired over 50 executives for the one organisation was one I still remember – long days and satisfying results.)

Other than to sit and watch some good footy on the weekends, I’m a restless soul; thinking, adapting and staying abreast of sector trends and new ways of working. Celebrating the first 50 years gave me time to reflect, but my mind is clearly focused on the future.

In this blog I thought I’d share the fact that in recent years we’ve restructured the broader business and set ourselves up for future success. In doing so my Advisory Board and I considered a number of points:

  • The future of recruitment and the balance between technology, people, systems and processes
  • National and global trends
  • Shifts in market expectations
  • Shifts in employee trends
  • Future proofing a professional services model for a new economy
  • Succession planning (as none of the four Slade children is likely to come into the business)

We now have four discrete businesses, and whereas I was once the sole proprietor across the group, the future for professional services firms lies in distributed ownership and partnerships. I first stepped carefully into a new way of thinking (for me) and now three of the four businesses have equity partners and we’re seeing the growth and stability that comes from this model.

Yellow Folder was the first partnership I entertained five years ago, with Julian Doherty, Slade Group’s previous Director of Research.  Now working with many in the ASX 200 and across education and also Government, it is a research-based management consultancy that delivers corporate knowledge advantage, providing clients greater agility in business planning and talent acquisition strategy.

The service offerings are:

  • Competitor Profiling & Business Intelligence Analysis
  • Talent Investigations & Capability Search
  • Remuneration Benchmarking
  • Talent Pools & Candidate Pipelining

TRANSEARCH.  Most of us now agree with Peter Drucker’s comment “culture eats strategy for breakfast”. For many years, what I saw missing from the Executive Search landscape was an assessment tool or process that could untangle the knotty issue of culture fit at a senior executive level.  Canadian Organisational Psychologist Dr John Burdett and Orxestra©, developed the tools that TRANSEARCH International uses to provide a unique perspective regarding culture, performance, leadership, and team ‘fit’.

As the result of a formal partnership agreement between TRANSEARCH International and Slade Partners, four years ago I brought two long standing executive search leaders Bill Sakellaris and Sandra Brown into the TRANSEARCH International Executive Search partnership.  Recently Di Gillett has become a Partner of this global alliance with Grant White leading our Finance Practice. TRANSEARCH International is one of the foremost international Executive Search firms; a Top 10 in the sector by reach and reputation. TRANSEARCH is pivotal in identifying and securing Board members, ‘C’ suite executives and senior functional experts who have led the growth of global organisations.

Slade Group. My name’s still on the door and I hope will be for many more years.  Securing high performing talent at the professional, specialist, middle management and senior levels has been the mainstay of Slade for years.  The development of technology, AI, Boolean searches, job boards and social media have for the most part been a blessing, but sometimes also a curse. There is so much happening in the HRIS space that it’s sometimes hard not to be distracted by the next ‘tech start up offering’.   We decided a few years ago that we would, until Artificial Intelligence finally eats our lunch in 40 years or so, wisely invest in systems, and even more wisely in our people.

This year, for the first time, I’ve also welcomed the first equity partner into the Slade Group business, Chris Cheesman.  Chris, in his mid-30’s, is the future of recruitment and new ways of working.  He has a very different leadership style to mine and his team of mainly Gen Y and Millennials work to a new work order – together with our clients who are also now mainly Gen Y and Millennials in that space.

We’re very focused on knowing particular industry sectors and talent really well. If I could sum up our strengths it would be in the following areas:

  • Consumer, Digital and Entertainment
  • Education
  • HR
  • Industrial
  • Professional and Business Support
  • Superannuation and Fin Services
  • Technical and Property/Construction

The Interchange Bench. The name says it all. For the last few decades the business, then known as Slade Temps, placed mainly short and long term temps in administrative support roles.  Two years ago that changed and a huge up lift in demand for digital, technical, marketing communications, events, accounting and payroll staff,  as well as payrolling teams of casuals, meant we no longer felt the name served the business.

The Interchange Bench not only attracts premium talent for short term assignments but works with the 121 Modern Awards that cover the 1000s of roles our temporary and contract talent are asked to do. The team runs all day ensuring clients can secure talent on and off the ‘bench’ and into their workplaces for short and long contract periods.  We’ve invested heavily in systems and processes and also reduced the risk for organisations who want to outsource their payroll as well as trusting us with their FairWork and the Modern Awards compliance.

When I recap where the business is right now, I feel we’re right sized, focused and structured for the immediate future. It will be interesting for me to re-visit this blog in five years and report back on how the business has continued to change and evolve.

What are you doing in your world @work to set yourself up for future success?

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How 100 smart women discovered six unexpected benefits from an unlikely escape.

Posted on August 14, 2018 by Chris Toussaint — No Comments ↓

Ella Stephenson grew up playing netball, but had always loved footy. So in 2016 when the Victorian Amateur Football Association (VAFA) announced they were launching a women’s competition, she was keen to get involved. “My older brothers had played footy with Monash Blues and I was studying at Monash University,” Stephenson says. “A friend from Uni was already involved, and she got me down to the club.”

After performing well in the grading games, Monash Blues Football Club (MBFC) were placed in the second tier of the women’s competition. Although they didn’t win many games in 2017, strong interest in the team generated registrations from 100 female University-based players, which has seen the club expand to two women’s teams in 2018. The Women’s Firsts team had a great season this year, which saw them finish in the preliminary finals last weekend.

As Captain of the Firsts, Ella has firsthand experience of the benefits that joining a football club like the Monash Blues offers, both on and off the field. It’s universally acknowledged that playing a team sport like football is so much more than running around an oval and kicking a ball.

Here are the top six reasons to join a football team or any other sporting team:

  1. Health and exercise – committing to train two times a week and play on the weekend means you’ve ticked off your weekly exercise schedule.
  2. Teamwork – nothing prepares you for working collaboratively like playing a team sport.
  3. Networks and mentors – when you’re a student you’ll meet all kinds of people and probably make new friends, but a network of likeminded people who you can connect with and who can mentor you as your enter your professional life is an unexpected benefit.
  4. Support – Ella says that over the last two years MBFC has helped the players overcome some tough physical and mental challenges, such as injuries and the loss of parents.
  5. Lasting friendships – we’re tested a lot through life, so the friendships established from playing together at a club are often an unexpected bonus.
  6. Stress Release – there’s nothing like running off steam, living totally in the moment and falling into bed exhausted after a tough game to make you feel on top of the world.

MBFC has a fantastic alumni network, with many current players and past players assisting younger players in entering the workforce. Whether it be through industry connections, helping with resumes and cover letters or applying for jobs, there are so many people willing to help. Ella says that’s one of the reasons that makes the Monash Blues such a great club. “I was in the final year of my course last year and had some great support from club personnel in helping me find a job,” she recalls. “I only knew one girl and a couple of the boys involved at the club before I joined and have since met lots of new people and made lasting friendships. I think sport also offers students a great opportunity to develop their teamwork, leadership and public speaking skills.”

The players juggle study commitments with training twice per week, games on Saturday, as well as casual or in some cases, full-time work. During the six week mid-semester break, a number of students from regional Victoria return home, which can severely impact the team. Over this period many players drive great distances to support the club and ensure they don’t miss a game.

Coach Ian Mills agrees: “Sport is an outstanding release from the pressures of study and work. The old saying ‘Healthy body, healthy mind’ holds true as far as I’m concerned. There are times after a long day at work when it’s hard to drag yourself off to training, but I always leave reinvigorated by the girls, as they are so keen to learn and improve.”

These young women have found a way to escape, exercise, learn the value of teamwork and develop a network to support each other through university, the workforce and beyond.

 

Slade Group and the Interchange Bench are proud sponsors of the Monash Blues, a football club that fields men’s and women’s teams of current and past students. If your organisation is looking for graduates or can support university students with work placements, please get in touch with us.

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Become a Dementia Friend like us and make a positive difference

Posted on July 11, 2018 by Geoff Slade — No Comments ↓

Article image: Become a Dementia Friend like usWe all want to make a positive difference at work, home and in the community.

Being part of a supportive and compassionate workplace can make a positive difference and can influence our society. One way is to increase our awareness of other people’s lives and their challenges.

An estimated 425,000 Australians are living with dementia. People with dementia can find it challenging to participate actively in the community, often due, in part, to a lack of knowledge or understanding by the community about their condition.

In fact, a recent survey by Dementia Australia found people living with dementia and carers reported experiencing embarrassing situations, feel strongly disconnected, feel less competent and sometimes feel useless.

Thanks to our friends at Dementia Australia, they’ve created a program – the Dementia Friends program – that aims to transform the way we think, act and talk about dementia.

Registering to become a Dementia Friend means that you can increase your understanding of dementia. Every day, you can make a difference to someone living with dementia or make a difference to the carers and families of those people living with dementia.

When registering to become part of the Dementia Friends program, participants can utilise a free online learning tool, through which they can increase their understanding of dementia, and be empowered to do small, everyday things that can make a big difference to a person living with dementia.

What can your organisation do to be dementia-friendly?

  • Offer accessible services, including having staff who understand dementia and know how to communicate effectively with people who have dementia
  • For people with younger onset dementia, provide employees with the option of being supported to stay at work
  • Allow time away from the workplace to participate in volunteering opportunities to assist people with dementia
  • Sign up to become a dementia friendly organisation

Look for the signs. Allow extra time for inclusion in a conversation, or offer assistance if someone appears disoriented or confused. It will make all the difference. Empower someone living with dementia and make them feel safe, accepted and involved.

Become a Dementia Friend today. Visit dementiafriendly.org.au and start making a difference.

 

 

Photo left to right: Aged Care Minister The Hon. Ken Wyatt AM MP, Dementia Australia Ambassador Jessica Origliasso (The Veronicas), Dementia Australia CEO Maree McCabe, Dementia Australia Ambassador Lisa Origliasso (The Veronicas) and Dementia Australia Ambassador Ita Buttrose

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Six ways to improve your workplace confidence

Posted on July 5, 2018 by Amanda Robar — No Comments ↓

The word confidence has been on the forefront of my mind lately. Whether you are conscious of if it or not, confidence is an incredibly powerful feeling/belief that significantly impacts the way you carry yourself throughout life. Working in recruitment, confidence plays a vital role in how successful I am as a Consultant. I am lucky enough to work within an incredibly supportive team at Slade Group, who have given me the space to develop my confidence so I can perform at my highest potential.

Here are six ways to immensely improve your confidence in the workplace:

  1. Positive self-talk is key! Your thought process will dictate the way you act and therefore determine how others will treat you. If you practice positively reframing negative thoughts on a daily basis, you will eventually reprogram you thoughts to be more positive.
  1. Stop caring so much about what others think. It is human nature to desire validation from others, however it is not always required to succeed. When your headspace is not preoccupied stressing about the judgement of others, you have more room to channel your energy in productive ways.
  1. Competency = Confidence, it’s a simple equation. As a Recruitment Consultant, it is important that I maintain a well-rounded knowledge so I can make educated decisions and be a valid source of information for my candidates and clients. Put the time and effort into understanding what is going on around you! Remember to ask the right questions, pick up the Financial Review, and take notice of politics!
  1. Take care of yourself. There are many benefits involved when living a healthy life, including an increase in your confidence! Maslow made a timeless point, so it is no coincidence we constantly hear about “healthy eating, sleep patterns and exercise”. I certainly perform better at work when I make a healthy dinner and stick to my bedtime.
  1. Practice your Power Poses. Stand with your feet apart and hands on hips, pretend you are a super hero and feel the confidence surge throughout your entire body. Now I know this sounds silly but it works. Oprah does it… need I say more?
  1. Be authentic. Take the pressure off, don’t feel like you need to act a certain way. People who accept who they are, happen to be the most confident.

I hope reading this article gave you a big CONFIDENCE BOOST!

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An interview with Business Essentials

Posted on June 15, 2018 by Chris Toussaint — No Comments ↓

Along with Michael Schildberger, the former ABC anchor in the 774 morning time slot, now occupied by John Fayne, Geoff Slade was a founder of the popular Business Essentials in 1984, the audio magazine which plays a role as virtual business mentor to 1000s of Australian business leaders and owners. Business Essentials recently interviewed Geoff about the truths he’s learned in business along the way. In this audio file you’ll hear about his ups, downs and lucky moments,  the rewards and challenges of business life, including the supremely important role of trust and long term meaningful relationships. He takes Heather Dawson back to the early days. It was 1967, he was 21 years old and had just opened the doors to his first employment agency. What did it look like?

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