Invest in Your Team

Over the Christmas and New Year break we all take time to reflect on life, work, and the world. We think about changes we want to make as we start fresh. We commit to diets, join gyms, start saving money and consider career moves. In the first few weeks of the year we see an increase in candidates approaching us. They've spent time over the break looking at their career and have decided it’s time to make a change.

Are some of your team looking to make a move? A new employee can cost your business up to 3 times their annual salary, just in their first year of employment. Finding quality talent is difficult and costly, so it pays to invest in keeping your team happy, engaged and satisfied.

What can you do to help keep the team you have and attract new talent? Here are some of things talent are looking for:

1. Trust & Transparency

Organisations and leadership that they feel they can trust. Transparency plays a big role in this. Whispering behind closed doors and secret meetings lead to distrust and restlessness. Confidentiality in certain circumstances is needed, but be as open and transparent as possible, and your team will feel included and valued.

2. Flexibility

9am-5pm, in a cubicle, 5 days a week just doesn’t cut it anymore. Working from home, versatile hours, hot desks, and relaxed dress code are a few options talent look for. Talk with your team and see if they are happy with the arrangements you currently have. A little more flexibility might help you keep some of your best team members.

3. Great Leadership and Leadership Training

Employees leave businesses because of their manager. Inspirational, motivating and engaging leaders are important for attracting and retaining talent. Strong leadership training can help inspire new leaders, align the leadership profiles, personal aspirations, and motivators of your leaders with your organisation’s objectives. Help develop your leaders so that they have the tools to make a positive, significant, and tangible contribution to their own performance and that of others.

Everyone should be a leader, not just those with manager or director in their title. Open your leadership training to any interested team members. Give them the opportunity to be a leader, no matter what their job title.

4. Coaching

Coaching programs help you develop high-potential employees into leaders to ensure a solid talent pipeline of executives. Coaching can also enhance the leadership skills of your current executives, get in front of any behavioural problems and personal blocks that are inhibiting an employee’s success. Partnering with a third-party provider for coaching can ensure your employees feel safe and are able to be open and honest without threat to their jobs.

5. Career Pathway & Succession Plan

This can be a costly and time consuming process and needs to have a training and development plan in place to support it. When an employee joins an organisation, with these in place, it highlights that the business is investing in them for the long term. You have a clear progression plan for them within your business and will partner with them to develop the skills needed.  

The benefits your organisation will reap from these things will far out weigh the cost and time investment. A reduction in turnover alone, can save an organisation hundreds of thousands of dollars. These things can also set your business up as an employer of choice.

Develop your team and create future leaders from within the organisation. Ensure your team is fulfilling its' potential, are engaged and feel valued. Invest in your team and their success and in turn your business’s success.

Want more information on Chorus Executive’s Coaching and Leadership Training services? Contact Peggy North on (03) 9698 8717 or peggy@chorus-executivce.com.au or Christine Khor on (03) 9698 8700 or chris@chorus-executive.com.au.

Do You Love What You Do?

The end of the year is a few weeks away. As things begin to wind down it's a good time to take stock of your career, reflecting on the year that's been and your goals for the year ahead. Take a moment to ask yourself these questions: Do I love what I do? Am I happy and fulfilled at work? Do I feel valued?

Here at Chorus Executive we're great believers in doing what you love. We love what we do, so we work closely with our candidates to help them find their dream job. A job where they feel ENGAGED, VALUED and have a sense of PURPOSE, can make work a great place to be. 

Loving what you do is ESSENTIAL. We spend 50% of our waking hours at work, if you aren’t happy there you won’t be happy away from the office. When you don't love your work, at least 75% of the time (nowhere is ever going to be 100% perfect) life is not fun. Finding happiness in your work will extend throughout the rest of your life, outside of the office.

Of course, there are always obstacles stopping us taking a leap, to find a role we love. Do these sound familiar? I don’t know what I am passionate about. I can’t afford to do what I’m passionate about, it doesn’t pay enough.  I will be able to pursue my passions when “I have enough money.” I’m scared to take such a big risk!  I don’t know how!

Don’t know what you’re passionate about? Use the Peeplmatch Skills and Passions Wizard to help you discover your passions. Too scared to take the risk or take a pay cut? Ask yourself what you would be willing to give up to be happy? A few extra meals at home, carpooling or delaying a trip overseas, are these things too much to change for happiness at work?

We are seeing a distinct move by our candidates this year. Increasingly our candidates are willing to take a 10 – 20% decrease in pay for work that they love.

After all, life is too short to not love what you do!

So, as 2016 ends ask yourself, “Do I love what I do?” 

If the answer is yes, FANTASTIC! What is it that you love about your job? Note your achievements over the last year and what you are most proud of. These are great things to add to your LinkedIn profile to share the love.

 If the answer is no, perhaps 2017 is the year to do something about it. Take the time to complete the Peeplmatch Wizard and our Dream Job Assessment Guide. These will help to identify the role that's right for you. Chorus Executive can also offer you Career Coaching, contact us for further information. 

Which Doctor Would You Choose? Especially if He was Your Gynaecologist?

A few weeks ago, I had the opportunity to present at the first meeting of the Victorian chapter of Women in Drinks. I spoke to these successful leaders (70 women and one token man) about personal brand and the role it plays in our workplaces and lives.

I always start these presentations with contrasting visuals. Asking attendees which accountant, lawyer or doctor they would choose based on what they saw. On this occasion, I shared two pictures of doctors and asked them which doctor they would choose. This wouldn’t have been unusual, until I added, “Especially if he was their gynaecologist?” Aside from the audible and somewhat pained cringing by our token man, the audience all agreed they would choose the handsome, confident doctor over the confused, less attractive doctor.

As entertaining as this moment was, it brought home an important truth, we all judge people on first impressions. We all look at superficial markers like appearance when making decisions.  This will sound unfair, but because of this, women must work harder when presenting ourselves in the workplace. Unfair, yes, but unfortunately it is the truth.

We all make snap judgements based on appearance, it is just part of human nature. Women can be particularly harsh, towards themselves and towards each other. First impressions matter more than ever and having control of how people view you is critical to success in business, not just as a woman but for everyone. One statistic claims that a first impression is created in 7 seconds and it takes 20 more interactions to change that first impression. This means that online profiles and personal brand play a significant role in how we are viewed by our colleagues, peers and potential employees.

So, here are my takeaways from this event.  These are important for everyone, not just women. 

1. You will never be perfect.

Only female CEO’s have ever said to me that they won’t get their profile photos updated until they lose 5kgs. Seriously! Are there no fat male CEOs out there? Of course there are! Women however, can be more focused and have a much harder time overcoming this issue than a lot of men. Why does it matter? Profiles with professional photos are 14 times more likely to be clicked on.

2. Social media is dangerous.

What you post will be seen and no matter how harsh this might seem you will be judged for what you post. Drinking on the beach, partying on the weekend, dressing up in medieval costume and jousting on a Sunday… everyone will make a judgement. Often women are judged on a stricter scale then men, after all boys will be boys.

Our tip? Security, security, security. Make sure you have your Facebook, Twitter and Instagram security settings tight. Recruiters aren’t just looking at you on LinkedIn, if your security isn’t set they will see that photo of you from Friday night’s pie eating competition.

3. Acknowledging your achievements isn’t arrogance.

Your profile should highlight your achievements and successes throughout your career. This is a difficult thing to do, particularly for women who don’t want to sound boastful or arrogant. However, it is incredibly important. It is hard to write objectively about yourself, even for professional writers. So, if you can’t do it, get help.

4. Investing in you isn’t being selfish.

It can be hard to justify spending money or time on yourself, especially for women. There is always someone or something else making demands on our time and wallet. Our advice? Invest in making you your best self. Take time to think, time to recuperate, take time to learn.  Don’t rely on others to provide a career path for you… You need to create your own.

5. Get over yourselves!

There will be people in the world who will not like you or approve of what you say and do. That’s ok. Get over it and focus on the ones who do! It is essential that to attract the best talent, sales and job opportunities you need a great profile. Put in the time, if you can’t, get help.

As I said at the beginning, having control of how people view you is critical to success in business. Your online brand can have an impact on your career, your hiring and your overall success. Human nature won’t change, but your brand can.

Want to find out more about Personal and Leadership Branding? Contact us and we will put you on the registration list for our next Leadership Branding Seminar.

How Recruitment has Changed and How it Affects You.

At Chorus Executive we are often asked how recruitment has changed, or if it is still the same as it has always been. Our answer to this is yes and no. In the world of talent management, everything has changed yet nothing has changed.

The fundamentals are the same – understand what an employer or organisation needs, understand the skills, experience and motivations of a job seeker and match the two together.  Technology has, and will continue to have an impact on how we find and connect with talented people and how those same talented people find their dream jobs and dream managers.  In days gone by it was via expensive print advertising, now we use expensive internet advertising!!!

Historically, a lot of recruiting has been done by word of mouth, recommendations and who you know. You – the employer – remained relatively unknown to potential employees, until the interview stage.  Jump ahead to 2016, where by the time you interview a candidate they will have already made a decision as to whether you are an employer of choice and even more specifically, whether managers are managers of choice. Rest assured, top talent will leave no stone unturned to glean more information about a company and its’ leadership team.

As the industry continues to evolve there is one change that has and will continue to have a massive impact on everyone involved in the recruitment process; the visibility of your online profile. You may not have invested in building your personal brand or your company’s leadership brand but it is out there, visible and everyone’s a critic.  We frequently hear the comment, “it is not about me, it is about the company”. The reality is that the managers and leaders within the business are “the business”. The number one reason talented people come to and leave organisations is still the manager.

As an employer, your digital footprint is viewed by potential employees to see if you are the kind of person they would like to work with, future business partners decide whether you are worthy of doing business with or investing in and last but not least, your peers and colleagues determine whether or not you are an expert in your field.

A study conducted by LinkedIn found that candidates are twice as likely to respond to a recruiter who is representing a strong employer brand. Another study by Glassdoor.com.au found that 69% of job seekers would not accept a role with a company that had a bad reputation, even if they were unemployed. They also discovered that 84% of people would consider leaving their current job if offered a role with a company that had a positive reputation.
In the war for top talent these statistics emphasise just how important your leadership brand is. There is still great importance and weight carried by first impressions, however these first impressions now take place online, without you even realising. When you do finally meet a potential hire face to face, they will have at least looked at your LinkedIn profile, your company website and quite possibly online reviews from former employees, customers and stakeholders.  It is imperative that you remember this, and that this person will know more about you and your company than you might think.
The weight that the online presence of a business and its’ leadership team now carries, inspired Chorus Executive to launch our Leadership Branding service. This service allows us to cater to the growing needs of our clients and guarantee they are making a strong and positive first impression. Contact us for more information on our Leadership Branding service.

The Rising Trend of Video Interviewing

Video Interviewing has been around for a few years now, however it has become a more popular trend recently among recruiters and HR.

There are obvious benefits: candidates are given the chance to present themselves authentically without hiding behind a typed CV and cover letter, whilst hiring managers can get a better read on a candidate’s personality.  Also, this format allows Hiring Managers to minimise the amount of time it takes to shortlist and select candidates for interview. 

But there are pitfalls to consider.

Video Interviewing can open up issues of discrimination. What if a job seeker is skilled, experienced, qualified and a great culture fit for an organisation, but just doesn’t present well when being filmed? This actually represents a large portion of the population!  And whilst you may say that a sales person should be assessed on the way they present and pitch themselves, this is not a reasonable pre-requisite for many other non-client facing roles.

On the flip side, what if a charismatic candidate happens to perform well in front of a camera, but doesn’t actually have the skill or the will to get the job done effectively?  Charisma, while a great asset for some roles, can be deceiving.

Also, are you putting a further obstacle in the way of great talent applying for your role? We all know that passive talent are happily engaged in their work, so it takes something special for them to make a move. Many talented people might reconsider moving if there are too many hoops to jump through. 

While the Equal Employment Opportunity Commission has found that video interviews do not break any discrimination laws, their ruling comes with a big disclaimer: video interviews don’t discriminate, but people do.  So, like any tool of candidate assessment, there needs to be formal training in place for the hiring manager or recruitment professional to ensure they are not letting personal bias get in the way of the recruitment process.

The Secret Formula to Great Leadership

The Secret Formula to Great Leadership

What is the elusive formula for perfect leadership?  What does it take to be an outstanding leader in your field?  Chorus Executive has been speaking to the finalists for CEO Magazine’s Executive of the Year Awards to find out what has led to their success and what they’ve learned throughout their leadership journeys.