Blog | Selection Partners | Executive Recruitment, Melbourne

Clients – We Are On Your Side

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Picture it … You’ve just had an amazing meeting with a client who has articulated their business is feeling significant pain. You have the product, in my case, the candidates, that can alleviate that pain. You gain the commitment for the client to set aside the time to meet with them and then …. Nothing.

You’ve sat there and calculated the revenue, you’ve told your bosses that you’re quietly confident, you’ve boasted to your colleagues about how you’ve got it in the bag but the egg definitely feels as though it’s on your face.

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Is a LinkedIn Profile Worth the Effort?

Yes and No! Of course, you can get a job without having a LinkedIn profile, but why would you?

Your LinkedIn profile is like your resume online, your shop front, your brand to the world. I would suggest any recruiter worth their salt would look at someone’s LinkedIn profile before inviting them in for an interview let alone proactively sourcing them for a job they have.

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Developing Capability within Your Team

So you’ve got a team in place, they‘re all experienced, performing well and enjoying their roles within the company. Surely your job as manager is done and you can now sit back and enjoy the rewards that have come from your hiring & induction process? No, definitely not. There is always space to improve capability within a team – no matter how successful they are.

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Here are a few ways you can continue to develop your team:

External Training:

As a manager you should be a role model, coach and you should be continually training (both planned and impromptu) your team and helping them to develop in their role. Aside from this, there is a huge benefit to bringing an external expert in to the business to run training sessions with your team. This doesn’t mean that you are not doing your job as a manager. Sometimes, an external trainer is needed as they may spot something you don’t see because you work with them everyday.

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How To Ask For A Pay Rise (Part 2)

If you know you deserve a pay rise and you want to do something about it, but aren’t quite sure how to approach it, to follow are some conversation starters that may assist you. Make sure you have done your research and are prepared before you walk into the meeting. See previous blog for how to prepare.

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You might like to start the ball rolling with something like this: “Hi boss, can I book 15 mins of your time tomorrow? I have something I’d like to chat to you about.”

Once the meeting is booked, you are off and running. If they ask what’s it about, say “Nothing sinister, I’ll chat to you tomorrow”, smile and be busy doing something else.

When you are in the meeting, thank them for their time, tell your boss why you wanted to meet and what you want. The conversation could go something like this:

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How To Ask For A Pay Rise (Part 1)

Here’s the deal, we are in full employment, and as a result, good people are hard to find, so if you are a good person, delivering good work and feel underpaid, then simply ask for a pay rise. But wait, before you go running into your manager’s office you need to prepare.

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Firstly, put yourself in your manager’s shoes. Think what does your manager need from you for them to feel you are a valued employee? If it’s sales – are you hitting your numbers; if it’s customer service – are you getting good feedback; if it’s accounting – are your reports accurate and on time? You get the picture. So get your facts together; create evidence that you are a valued employee and one they do not want to lose.

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