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!

Ditch the Lists!

When you were at school, did you know someone (maybe it was even you) who would make the most beautiful study schedules you had ever seen? When exams loomed they were there, with lists of what to study when, and coloured in squares representing different subjects. Although this person appeared organised, they were actually procrastinating, as it is far easier to make lists of what to do than to actually do it. The same applies with recruitment.

Assuming your database is of a reasonable standard (and I know this is a big assumption, as per my previous post in this regard), there is no reason why any consultant should be diligently making up folders, lever arch files, or printed CV's. Not only is this practice extremely unkind to the environment, it is a waste of time as you are effectively duplicating (triplicating?) your record-keeping.

Our in-house database is very good indeed (thank you IT team), and any time you want to bring up clients of a certain industry, location, hair colour (okay, not quite), you can do it - in any combination that you like. That has not stopped some consultants that I have known in my time from painstakingly typing out lists of client names and categorising and sorting them on paper 'because I find it easier to see'.

We also have 2 monitor screens per consultant. I'm not just bragging now - the reason we have that is so that a consultant can view 2 things simultaneously - e.g., a client record on one screen, and a CV on the other. That being the case, a consultant should never have to print out a CV so that they have it in their hand while talking to a client. But some still do.

No, I am not Gen Y, and I did not grow up surgically attached to computers and mobile phones. In fact, my first recruitment job was at an office where CV's were stored in filing cabinets, and we posted them to clients. (The looks I get when I mention that to new consultants are akin to admitting that I used to take a horse and cart to work). I have had to train myself to store and organise information digitally, and reduce/ eliminate where possible anything of a papery persuasion.

Why have I done this? Because a good database has already done (or made possible) every type of filing, attaching, and recording that I will ever need to do. I will be wasting time by keeping paper records. I can access the information on my computer from multiple locations, I can find it instantly, and - thanks to the wonders of back-up systems - it will never be lost. Plus I am being kind to the trees.

Yes, you have to work in ways that make sense to you. But - provided your computer systems allow it - there is every argument for re-training yourself to work smarter.

5 Fears Held by New Recruitment Consultants

Everyone has to start their career somewhere, and for most Recruitment Consultants we begin either straight out of university, or soon after a few 'early' jobs.

For a new consultant the recruitment world can be an intimidating one. High salary figures are tossed around, along with big-name companies, head honcho clients, and high profile projects. Everyone seems to know what they are doing, and it is easy to feel as if you have to become 'one of them' - the sharp-suited, loud voiced, schmoozers - in order to succeed.

Here we examine the top 5 fears held by new recruiters, and explain why they are simply not true:

1. I haven't worked in my industry, so my clients won't respect me.

So you have an English degree, and you're recruiting for Architects? So what? You will quickly learn a huge amount about your new field, but the important thing to remember is that you are the expert in recruitment, and your client is the expert in architecture. You each have separate jobs to do. You need to be able to understand your client's industry, but you do not need to be able to do the job yourself.

2. I'm only 22, so why would my clients trust me to do anything for them?

The question here should be 'Why wouldn't they?' Everyone has to start their career somewhere, and there is no reason why your age would mean that you were not able to do a good job. Many recruiters are in their 20's, so it is also unlikely that your client would expect you to be older. If your client has misgivings based on your age/ juniority, then this is something you can overcome by doing a fantastic job for them!

3. If I phone up my client I feel like I am intruding or wasting their time.

Why? You only need to fear this if that is what you are actually doing. I would like to think that you have an objective (or few) before you pick up the phone to call someone, and if that's the case then your call is valid. You are only wasting their time if your call is meaningless, or if you are calling just to get your call stats up/ keep your boss off your back. A few well-placed high-quality calls mean that you are able to add value to your client's business and get the job done more efficiently.

4. My colleagues all sound like slick sales types. I worry that I'll forget what to say, or not have the right answer if I'm put on the spot.

If you are trying to act like someone else then it is unlikely that you will be as successful as you would if you are just yourself. Why? Because most people are pretty terrible at pulling it off convincingly. You will usually end up sounding horribly awkward and fake, and your clients and candidates will run a mile. We've all been on the receiving end of 'those' calls, where the seller sounds scripted or cheesy. Most people like it when the person they are speaking to sounds genuine and honest. If a client asks you a question and you don't know the answer then say so! Say you will find out, and will call them back.

5. I don't feel like I deserve to charge the fees that I do.

Sure, it might seem like a big bill. You may feel that you are not 'worth' that much money - particularly if you are new to the corporate world and professional charging. But you actually add a lot of value to your client's business. A great amount of work and time goes in to finding a candidate and placing them within a client business. You advertise and you may attend networking events, or offer incentives for referrals - none of this comes cheap, and you (your agency) will pay for this. You will spend time crafting those adverts, and talking to prospects. You will interview candidates, take references, check qualifications, and arrange interviews. You will get to know your client's needs and market place. You will go back and forth between client and candidate answering questions, rescheduling events, and negotiating salaries. You will help your candidate go through a contract. You may even help them to relocate, and will provide local advice about schooling, houses, and visas. After all this, you may not even place the candidate, as you work on a no-success no-fee basis. If the candidate leaves within their guarantee period then you will certainly lose out. And then you will be checking in with your candidate throughout their career, making sure all continues to go well, and liaising with the client about any problems as they occur.

Still think your services aren't worth anything? Yes, some placements go through really fast, but there are others that can drag on for months. Most agencies bill on results rather than on time, and you may find that many of your fees would go up if you started charging an hourly rate!

To sum up...

There are many more things that will come up, and many more times when you will look at the person next to you and think that you will never be that good, or confident, or at ease. But the chances are that the person next to you once felt like that too, and they may also listen in to your calls and think that you are more confident than them! Perservere, have some faith in yourself, and let your colleagues and managers support you. We have all been there!

My Life as a Recruitment Consultant: Jamie Holden

Welcome to the third installment 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.

Jamie Holden is a Consultant specialising in Civil Consultancy recruitment for QLD. Jamie has a double degree in International Business and Commerce, and is an accredited member of the RCSA (APRCSA status). He has just over 3 years recruitment experience , and when he's not at work he enjoys soccer, playing games, and spending time with friends and family.

How did you get into recruitment?

I was doing work experience in the HR department of an engineering consultancy and they mentioned recruitment as a great way to gain good experience straight out of uni. There were a couple of ex-recruiters working with the company who spoke to me about what the job involved, and it sounded very interesting so I decided to pursue a role in recruiting.

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

Picking up the basics is quite easy and all it takes is a few days training and you can get on the phones in no time. Recruitment is a challenging and dynamic role that actually has a lot more to it than the basics though. It is only through experience that you learn how to do the entire role. Even then, the industry is always changing and there is always something new to learn.

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

Recruitment is a varied role with a lot of different aspects. On a day to day basis the role involves business development, candidate generation, speaking to job-searchers, speaking with clients, writing advertisements, completing reference checks, reviewing job applications and arranging interviews.

What are the best parts of the job?

The best part of the job is arranging interviews and assisting people in finding their ideal job. It is also very rewarding when you can find a perfect candidate for a client that they have been needing for a long time.

And which are the worst parts?

The worst part of the job is informing candidates that they were not successful in their application and also informing clients that candidates have accepted another position. Completing administration tasks is also another aspect that is never fun.

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

There were no major mistakes that I can remember making. Most of my mistakes were based around not getting a full and clear understanding of what is required and then not getting a good match between job opportunity and candidate. I managed to deal with this by ensuring that I am always asking the right questions and making sure I get a good understanding of what both clients and candidates are looking for.

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

I think a lot of clients are coming to realise that we are an important aspect to their business success. There are certain candidates that are very hard to find and they are very valuable to a business. Searching for the right person can be very costly for a company and clients can spend a lot of time with limited success. Having someone that is a specialist recruiter with contacts throughout the industry and that is able to provide the required candidate will save clients a lot of time and hassle.

Candidates also see recruitment consultants as valuable as we are specialists in our field and able to explore multiple opportunities to find the right role for them. We already are in contact with the right people and are fully up to date with the market. This saves candidates a lot of time by having a recruiter do a lot of the hard work for them.

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

I try to ensure that I am always providing the best service to both clients and candidates by working effectively and efficiently at all times. I try to gain a clear understanding of what both clients and candidates are looking for to ensure that I am not wasting anyone's valuable time.

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

Be prepared to work hard. Success does not come easy but it is definitely there for those willing to put in the effort. It is a challenging and exciting role that never gets boring.