Skye Recruitment netball win!

The Skye Recruitment netball team is celebrating a win over the Scarlet Reds which gave them trophies all round and the title of Women's Netball League Division 1 Premiers.

It was a close match, with Skye Recruitment leading in quarters 1 and 2, and the Scarlet Reds gaining momentum with a tied score for much of quarters 3 and 4.

The game was won in the final minutes, with Skye Recruitment gaining a quick succession of goals that put them into the lead for the final whistle.

The team is aiming for another win in the next season, which starts next week, as well as victory in the Corporate Games in May!

Why I don’t want quotas for women on boards, by Sophie Macdonald

Last week was International Women’s Day, and it’s about that time of year that the subject of quotas for women on boards raises its head.

The opposition treasury spokesman Joe Hockey has recently said that he would back quotas that enforce a mandatory 30% of board members being female. He also supports there being punitive measures in place for companies who do not achieve these quotas within a particular time frame, arguing that companies have had long enough to get there voluntarily.

Women currently make up around 25% of board positions in Australia, but that figure decreases to 11% for the top 200 listed companies.

As a female owner of a successful private company I am sometimes asked for my opinion on this matter, and it usually comes as a surprise when I say that I do not support quotas for women on boards.

I welcome the day when board level positions are occupied equally by either gender, but I do not agree that enforcing mandatory quotas, and punishing those who fail to achieve them, helps us to achieve that outcome. I believe it to be a simplistic notion that does not address the underlying issues as to why there are not more women on boards now. I also believe that it will be harmful to businesses, and will undermine the achievements of women occupying senior level appointments.

Why do we not currently have more women on boards? Is it because there are suitable senior level women who are being kept out by ‘old boy networks’, or is it because there are simply not enough women moving up through the ranks who can be considered for board level roles? While the former is certainly something that happens, my belief is that it is the latter that is the main cause for concern when addressing the problem of not enough senior women in companies.

This problem becomes particularly acute when looking at the key industries in which Skye Recruitment operates – engineering, construction, and mining. These industries are typically male-dominated and, despite many initiatives from leading companies and universities to attract women, it still remains the case that females make up a very small percentage of the work-force in these areas. For one of these companies to appoint enough women at board level to achieve the quota, they would (for the most part) have to find a way to drastically increase the current numbers of women taking the courses at university.

Equality in the work place is a relatively recent concept, and it stands to reason that many women would not have had the opportunity to work toward a board level position 40 + years ago. My belief is that this will change, but that it cannot be an immediate and overnight change. Work places are improving in terms of creating environments that will allow women the opportunity to advance their careers. Paid parental leave, flexible working, and mentoring schemes are all ways in which companies are making it easier to hold on to their good female (and male) workers, and help them progress.

Should women have the opportunity to make up 50% of board positions? Absolutely. Should women who feel that their company is discriminating against them on the basis of gender have a means to fight this? Absolutely. Should companies be forced to grant 30% of board positions to women, whether or not they are competent and capable of doing the role? No. Will this demean the achievements of every senior level woman who will be deemed tokenistic? Yes it will.

There is no quick-fix answer to this problem, but in order to get the numbers right at the top I think we would be better off looking at what we can do to get the numbers right at the bottom, and how we can keep them there in the middle. The rest will progress from there, but it will not be instant.

The 48 Hour Day

It can sometimes feel as if there’s more and more work to do each day, with less and less time in which to do it. Often it seems that the work environment requires better productivity, streamlining, time-management efficiencies and so on, and the only way to cope is to get into work earlier, skip lunch, and leave work later.

All of which, of course, means less time for the worker at home with their families, a potential increase in stress related problems and related health issues, and an increased likelihood that affected workers will either ‘burn out’ and have to leave the workforce, or will become less and less effective at doing their jobs.

Some work practices are set up in such a way that when someone is unexpectedly ill, or goes on holiday, or work significantly increases or changes, there is no-one to take up the slack. At this point businesses can run into problems, with management under considerable pressure to 'perform' for the benefit of owners or shareholders, and so in turn putting unreasonable pressures on their staff.

So, what can be done to help the situation?

Well, if you can’t control the inflow of work (or red tape, or whatever the pressure is) you can do something to help manage the flow of the work during the day. It used to be said that effective management of time was the answer, so that everything you did during the working day was done in the most efficient way, as quickly and cost-effectively as could be whilst maintaining the quality of output.

Some managers still adhere to this philosophy but that is not always a practical approach, simply because sometimes there is more work to do than can be dealt with in a working day.

So instead of time management, try looking at work management. This involves six key stages – note, not all of these will apply to every situation, but most will:

1. Try to formulate a plan for the work that needs to be done over the next week, or month, or three months, or whatever is appropriate in your work situation. This will allow you to concentrate on those tasks, by excluding from your considerations the other tasks that are not so time-critical, but be realistic about what you can achieve during that period.

2. The next step is to identify the key stages that you have to go through to succeed with your plan, thereby creating mini stages within the overall plan, which will allow you to focus on what is really needed for the plan to work.

3. Having made your plan, you can now implement it, but you must stick to it rigorously to give it a chance to work. If necessary, you should involve other staff in the plan and arrange matters so that they can do some of your routines, or allow you ‘blocked’ time (i.e., time without interruption). In particular, you should ensure that enough time is allocated to the main elements of the plan, and that you are not side-tracked by other issues.

4. Try to create a record, for the first few days, of exactly how your time is spent. You will probably be very surprised to find that much of the day is spent in dealing with administration or other non-productive work, or even social banter within the office! Whilst we all need occasional distraction from continued concentration on our work, this information will enable you to manage or schedule the non-productive element much better.

5. Don’t be afraid to change the plan if circumstances change. The plan is not intended to be a straightjacket, but rather a tool to allow you to function better. At first, you may find that your plan was somewhat ambitious, so that a longer timescale is required. This doesn’t matter – new ideas need to be tailored to suit you – but once a new plan is made, again you must adhere firmly to it, so that you give it a fair chance to work.

6. Finally, if you find that that the above suggestions are helpful to you, then they may be just as helpful to others within your team. Indeed, if you and your team all try these ideas together, then each will have a better understanding of the needs of each member, and each will feel that they are ‘all in the same boat’ and so more likely to co-operate. It is also useful as a tool to monitor junior staff, by agreeing goals and timescales with them. You then have a specific plan against which their success or failure can be measured.

My Life as a Recruitment Consultant: Dan Roggenkamp

Welcome to the next instalment of our series "My Life as a Recruitment Consultant", where we give you the chance to meet our team, and also find out more about the day to day life of Recruitment Consultants.

Dan Roggenkamp specialises in recruitment for the Civil Consultancy industry in QLD. Dan has a Bachelor of Behavioural Science (Psychology) from QUT, and is also an accredited member of the RCSA (APRCSA status). He has 2 years recruitment experience, and enjoys surfing, motorbike riding, camping, traveling, gym, dancing and playing guitar.

How did you get into recruitment?

I was first introduced to recruitment mid 2008 when I decided to do a work placement at Skye Recruitment through my university degree. Part of the placement was to independently create and complete a thesis that had an organisational psychology theme. This role meant that I spent a significant amount of time on the sales floor with consultants and management staff. Upon completing my degree, I decided to apply for a consultancy position and started with Skye Recruitment in January 2009.

How easy or difficult did you find it to pick up the basics of the recruitment role?

Initially the role was challenging as I had started in a industry that was struggling as a result of a poor economy and I was primarily involved in contract/temp recruitment which didn't suit my personality.

What sort of things do you do on a day to day basis?

I like to separate my day into three blocks which involve business development (client interaction), advertising/candidate generation and administration. Business development is a priority each and every day.

What are the best parts of the job?

I find client interaction the greatest part of the role. Not only is it often the most challenging aspect, it is rewarding to be able to meet and often go beyond a client's expectations.

And which are the worst parts?
No matter what white collar industry you are in, there will always be a significant amount of administration and paper work that will be attached to that role. If I was able to divert all administration to someone else, the role would be perfect.

What was the biggest mistake you made as a novice recruiter, and how did you deal with it?

Easily the biggest mistake I made as a novice recruiter was how I would handle rejections and the word "no" from either a client or a candidate. I now encourage objections in my daily interactions. When I took a few moments to uncover the meaning of objections, I realised and was able to appreciate that an objection is just a sales opening that has become available for you to take advantage of.

How do you think the recruitment industry is perceived by our clients and candidates?

The feedback is often varied, however there seems to be a general consensus that external recruiters can be beneficial and provide a valuable service. There is an evident differentiation in what level of agency interaction a company will perceive as being beneficial.

How do you differ from your competitors in the same field?

Our culture and office dynamic is built on a mixture of the European and Australian recruitment models. As consultants work in teams with the same clients, there is a sense of unity and team work that is associated with our day to day activities. As an agency, we will focus on relationship longevity with clients whereby we are encouraged from day one to ensure that all interaction has a overriding focus on quality as opposed to quantity of the product we deliver.

What advice would you give to someone considering a career in recruitment?

Do not consider this industry if you do not like sales and do not have clear short-term and long-term life goals. This role requires one to be self-motivated and will always provide the highest of highs and the lowest of lows. As a result, you need to ensure that you have a clear reason as to why you will be successful in this role.

My Life as a Recruitment Consultant: James Conlan

Welcome to the next instalment of our series "My Life as a Recruitment Consultant", where we give you the chance to meet our team, and also find out more about the day to day life of Recruitment Consultants.

James Conlan specialises in recruitment within the Civil Consultancy field in WA. James has a double degree in Journalism/ Arts and also a Diploma in Journalism. He is an accredited member of the RCSA (APRCSA status). James has just under a year of experience, and has quickly become one of our highest performing consultants. Outside of work he enjoys travel, surfing, golf, and socialising with friends.

How did you get into recruitment?

I was a graduate from university that had 2 degrees and a diploma in journalism and couldn't get a job during the financial crisis. I saw an advertisement for recruitment and though "How bad could it be?" Little did I know that it would be the one thing that would completely change my outlook on my career.

How easy or difficult did you find it to pick up the basics of the recruitment role?

I found it fairly difficult at first to get used to being a 'recruiter'. People would give me advice about how to go about the job but my fear of calling people kept me at bay for the first 2 months. Once I pushed through that barrier it became surprisingly easy to pick up the basics of recruitment.

What sort of things do you do on a day to day basis?

While each day is different, my day usually consists of developing client contacts above anything else. Keeping a good relationship with existing clients while trying to open up new ones is just part of the job. On the candidate side of things I'm continually interviewing candidates, taking references and giving advice on which position would best suit someones skills.

What are the best parts of the job?

The best part of recruitment is the roller coaster ride. I can't think of any other job where your fortunes can change so quickly. One day may be the best professional day of your life and next day could be the worst. You never get bored with that feeling. If you can learn to bypass some of the downsides of the job then recruitment can be truly rewarding.

And which are the worst parts?

The worst part of the job is when things don't go your way - whether it be a candidate not taking a job or a client that no longer wants to use your services. From my limited experience, the highs far outweigh the lows but it's how you deal with the lows that will show how successful you can be. Persistence and hard work will always pay dividends.

What was the biggest mistake you made as a novice recruiter, and how did you deal with it?

The biggest mistake I made as a recruiter was thinking that I was annoying clients every time I rang. I came from part-time employment where the saying 'the customer was always right' was considered bible truth. In recruitment I thought that clients were the 'customer' which was a huge mistake. Once I got better at the job and realised that these clients needed us to survive then I was more willing to pick up the phone.

How do you think the recruitment industry is perceived by our clients and candidates?

I think the recruitment industry is perceived as a necessary tool to keep industry moving, however, the perception of recruitment consultants is something different entirely. I do believe that clients and candidates are not always aware of how recruitment consultants work and have a stereotypical idea of a recruiter as a used car salesman. The only way to change that perception is to do your job to the best of your ability and to show them that these stereotypes are false.

How do you differ from your competitors in the same field?

I differ from my competitors by having more resources at my disposal, whether that be a database of 50,000 candidates or one of the largest advertising budgets in the country. I personally believe that nurturing long-term relationships is far more important than grabbing commission from a client and leaving them in the lurch. When clients understand that you're there for the long-term, their entire way of dealing with you and your company changes.

What advice would you give to someone considering a career in recruitment?

My advice to potential recruiters out there would be that motivation is the thing that will make or break you in this business. This job presents you with constant barriers to your success and if you give up too early then you won't get anywhere. If you have the drive and tenacity to persevere then the rewards can be amazing.

My Life as a Recruitment Consultant: Christoph Niesel

Welcome to the next installment of our upcoming series "My Life as a Recruitment Consultant", where we give you the chance to meet our team, and also find out more about the day to day life of Recruitment Consultants.

Christoph Niesel is a consultant specialising in Oil and Gas recruitment Australia-wide. Christoph holds a double degree with Japanese and Chinese majors. Outside of work he enjoys language and historical study, video games, animation, travel, and reading fantasy fiction.

How did you get into recruitment?

Like many, I fell into recruitment while looking broadly at what jobs I would be interested in and could do well. I had a conversation with Skye staff and liked the friendly and professional environment in which they operated.

How easy or difficult did you find it to pick up the basics of the recruitment role?

I believe recruitment is a role that is easy to understand in principle but hard to master. There is a lot of fine tuning to be done after the basics are ironed out.

What sort of things do you do on a day to day basis?

My day involves speaking to clients, understanding what their needs are and making sure I put forward the correct candidates who will fit the client company. I converse frequently with suitable candidates and try to get a firm understanding of their skills and what they are looking for in a potential role. Advertising, reference checks and of course giving sound advice are also part of my daily routine.

What are the best parts of the job?

I enjoy being able to guide a candidate through the recruitment process and reach the final goal - that is their first day in a new role. The satisfaction of a job well done and the relationships built during this process are enjoyable aspects of the job.

And which are the worst parts?

Like any job there are times when things don't go your way, be it unexpected problems with a candidate's job expectation, a sudden shift in staffing needs or simply trying to prove that you can be an asset to a client. The solution to this, however, is persistence.

What was the biggest mistake you made as a novice recruiter, and how did you deal with it?

I would say that focusing too hard on one aspect of the job and neglecting other areas is something that needs to be kept in the back of each recruiter's mind. Doing too much advertising and dropping your client development or focusing too hard on candidates and neglecting current opportunities are examples of this. Dealing with this involves setting times throughout the day and the week to focus on each aspect of the role.

How do you think the recruitment industry is perceived by our clients and candidates?

It is difficult to gauge as I have had mixed responses from both sides. Clients who understand that a good recruiter is worth their weight in gold can contrast to those who believe that we are just trying to sell them something they don't need, which is more often than not, the wrong perception. Candidates generally are more receptive and understand that by using a recruitment company, we can represent them in a professional manner to companies who we already have strong connections with.

How do you differ from your competitors in the same field?

I strive to provide a fast and professional service, understanding the exact needs of both client and candidate in order to ensure good compatibility. I prefer to pick up the phone and have a conversation to understand exactly what client and candidate needs are and match the two as best I can.

What advice would you give to someone considering a career in recruitment?

I would advise the person to have a conversation with someone in the field and get a better understanding of what the role is like. A suitable person would be ambitious, highly motivated and thrive on dealing with people and overcoming any obstacles.

My Life as a Recruitment Consultant: Craig Trevithick

Welcome to the next instalment of our series "My Life as a Recruitment Consultant", where we give you the chance to meet our team, and also find out more about the day to day life of Recruitment Consultants.

Craig Trevithick specialises in recruitment for the Mining industry in QLD. Craig is degree qualified, and an accredited member of the RCSA (APRCSA status). He has 4+ years recruitment experience, and enjoys travel, reading, golf, soccer, snowboarding and, in his own words, "nearly any sport except synchronised swimming".

How did you get into recruitment?

I actually started in recruitment through a recommendation from my girlfriend, who was working as the HR advisor for a engineering company, and felt that I had a lot of qualities in common with the recruiters she successfully dealt with on a regular basis.

How easy or difficult did you find it to pick up the basics of the recruitment role?

To be honest, not as difficult as I thought to begin with. I have always been good at dealing with people. Understanding more about the sector I recruit for is always an ongoing challenge but, saying that, I find that the more and more I talked to candidates and clients the better I became at recruiting for them.

What sort of things do you do on a day to day basis?

In my role there are multiple things that I am required to do on a day to day basis, such as liaising with clients, interviewing candidates, putting them forward to suitable positions, providing feedback to both clients and candidates throughout the interview process, performing reference checks, maintaining connection with placed candidates to ensure a successful and smooth placement. writing ads, networking, and client meetings.

What are the best parts of the job?

Constantly dealing with people, as I like interacting with people from all walks of life. Helping them fill or find a new role is a positive, but the main part of the role that I enjoy is the interaction I have with both my clients and candidates.

And which are the worst parts?

Unfortunately, clients and candidates often misunderstand the recruitment industry, and the general misconception that we will do anything to make a placement is usually a frustrating barrier I have to overcome.

I take a lot of pride in the work I do. I believe that my job is to find the best role for my candidate, and the best candidate for my clients. If I only look at trying to push candidates or clients, I will never have much of a future within recruitment. Saying that, I am amazed that I get as much initial resistance from both clients and candidates when my main duty is to help both parties.

What was the biggest mistake you made as a novice recruiter, and how did you deal with it?

The first candidate that I had out on interview... for some reason I believed that he was only working with me, and just interviewing with my client. When he received an offer from my client I was amazed that he was also looking at 2 other offers from other companies at that same time, as he had not mentioned anything to me. Now I am quite blunt in gathering that information. It never affects how I work with candidates, but now I find having more insight helps me with the process, and there are less nasty surprises at the offer stage.

How do you think the recruitment industry is perceived by our clients and candidates?

I believe I have mentioned this previously. It is quite strange that candidates sometimes believe that we are just trying to get a fee from placing them, so we will say and do anything to get that, and also that clients can believe the same. If I recruited in that fashion I would have a bad name with my candidates and clients, and since I recruit in a 'talent short market' it will only take a few bad referrals to close a market for me. It is never in the recruiter's best interest to do a bad job for either client or candidate in the hope to get a placement.

How do you differ from your competitors in the same field?

I believe I differ in a few aspects. I know that any good recruiter can talk to people, but what makes me different is that I am persistent, I know that time kills all deals, and I will do what I can to make sure that my candidate is given the best opportunity to get the role they will love and that my client will get the opportunity to employ the right candidate with both the skills and the fit that is in line with their business.

What advice would you give to someone considering a career in recruitment?

If you a person that likes the ups and downs in life, loves a challenge, and wants to be rewarded directly for the hard work you put in then this is the job for you. If you want a job that is safe and dull.... steer clear of recruitment!